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Careers: Equal Opportunity

Diversity

At the Environmental Protection Agency, diversity is our strength - and a vital element in bringing a balance of perspectives to bear on every challenge we face. We are committed to employing people as diverse as the nation we serve.

White House Initiatives

The following are a few examples of the initiatives that support the professional and personal development of a diverse workforce at the Environmental Protection Agency.

Asian American and Pacific Islander Initiative
EPA is working to implement the goals of Executive Order 13125, to increase opportunities and improve the quality of life of Asian Americans and Pacific Islanders (AAPIs). Its long-term strategy is to promote opportunities for community partnership, economic development, education, and employment.

National Hispanic Outreach Strategy
EPA's National Hispanic Outreach Strategy sets forth a comprehensive and detailed approach to promoting greater access to economic and employment opportunities, increasing support, facilitating access to environmental information, and improving the delivery of programs and services of importance to the Hispanic community.

American Indian Tribal Portal
The American Indian Environmental Office developed this tribal portal to assist tribes and the public locate tribal related information within EPA and other government agencies.

Affinity Group Initiatives
The following are non-labor employee constituency groups:

  • Gay, Lesbian, or Bisexual Employees (GLOBE)
  • Federal Older Workers League (Fed OWL)
  • Asian Pacific American Council (APAC)
  • Federal Managers Association (FMA)
  • Blacks in Government (BIG)
  • African American Male Forum (AAMF)
  • Hispanic Advisory Council (HAC)

Office of Civil Rights
Find the latest information on the diversity of EPA's workforce and on Title VI and Title VII of the Civil Rights Act of 1964.

People with Disabilities

Commitment

We are committed to the belief that people with disabilities have the right to work with dignity, freedom and equality of opportunity.

Through the Americans with Disabilities Act, we can hire through traditional competitive hiring processes or by means of a noncompetitive, or special appointing authority. In addition, we are committed to providing reasonable accommodation throughout the hiring process and employment.

Eligibility Requirements
Reasonable Accommodation
Special Appointing Authorities

Eligibility Requirements
To be considered an individual with a disability, you must meet one of the following criteria:

  1. have a physical or mental impairment which substantially limits one or more of your major life activities
  2. have a record of such an impairment, or
  3. are regarded as having such an impairment. For additional information, consult the Equal Employment Opportunity Commission Website.

Reasonable Accommodation
EPA provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the job application and hiring process, and you meet the eligibility requirements listed above, please notify the human resources specialist listed on the vacancy announcement, contact an EPA Human Resources Office at the location in which you are seeking employment, or send an email message to feedback.hr@epa.gov. The decision on granting a reasonable accommodation is handled on a case-by-case basis.

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Special Appointing Authorities
The Office of Personnel Management (OPM) has established special appointing authorities for people with disabilities. EPA has the authority to use a special appointing authority to hire a qualified person with a disability for vacant positions. These special appointing authorities include:

  • 5 CFR 213.3102(ll) for hiring readers, interpreters and personal assistants. This excepted authority is used to appoint readers, interpreters and personal assistants for employees with severe disabilities.
  • 5 CFR 213.3102(t) for hiring people with mental retardation. This excepted authority is used to appoint persons with cognitive disabilities (mental retardation). They may qualify for conversion to permanent status after 2 years of satisfactory service.
  • 5 CFR 213.3102(u) for hiring people with severe physical disabilities. This excepted authority is used to appoint persons with severe physical disabilities who have demonstrated satisfactory performance through a temporary appointment, or have been certified as likely to succeed in performing the duties of the job. After 2 years of satisfactory service, they may qualify for conversion to permanent status.

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For additional information on the employment of people with disabilities within the Federal Government, please visit the Office of Personnel Management Web site: www.opm.gov/disability

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