Office of Diversity & Inclusion
The Office of Diversity and Inclusion provides training, education, and awareness to DOE employees, managers and supervisors on how to achieve and sustain a diverse workforce and inclusive workplace. The Office supports the Department's Diversity and Inclusion Council and manages employee resource groups which are open to all employees and share a common goal of supporting, celebrating, retaining, and attracting a diverse workforce.
Employee Assistance Program (EAP)
The HQ Employee Assistance Program (EAP) is a consultation and counseling resource which assists HQ employees and managers in creating a healthy workplace by preventing and addressing work and family issues. The HQ EAP staff are licensed, experienced specialists with expertise in workplace interventions and behavioral health and family concerns. The services are confidential, free of charge, and on-site at Forrestal and Germantown with flexible hours. The EAP works closely with a variety of other internal DOE resources, such as Employee and Labor Relations, the Reasonable Accommodation Program, Human Capital Management, the Office of Conflict Prevention & Resolution, the Office of the Ombudsman, and the Occupational Health Clinic.
Office of Civil Rights and Equal Opportunity (OCR/EO)
The Office of Civil Rights and Equal Opportunity enforces laws, regulations, Executive Orders, and DOE Orders that provide equal employment opportunity to all qualified employees and applicants for employment, regardless of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, physical disability, mental disability, genetic information, or status as a parent (the “protected categories”). Receives and processes equal employment opportunity (EEO) complaints of discrimination, harassment, and retaliation. Processing includes EEO counseling, acceptance or dismissal of the claims, investigation, and issuance of a Final Agency Decision or Final Order.
The OCREO is in the process of standing up the Office of Equal Employment Opportunity (OEEO). Once established, the OEEO will: provide training and education to DOE employees, managers and supervisors on preventing discrimination in the workplace; identify and act on institutional barriers to EEO; facilitate the employment of a diverse workforce; develop affirmative employment plans; prepare legally mandated external reports; undertake proactive measures to prevent unlawful discrimination; and support disability programs.
Office of the Ombudsman
The Office of the Ombudsman provides the federal workforce with a confidential, independent, informal, and neutral alternative to address ANY workplace issue. The Office offers a wide variety of services, including (but not limited to): one-on-one coaching to best address issues/concerns; intermediary service between two or more individuals that are reluctant to hold direct discussions; facilitated discussions with peers or supervisors; organizational consults, team building and group support; elevation of systemic issues to Senior Leadership; and referrals to other resolution services. When you don’t know where to go, the Office of the Ombudsman is a good place to start.
Office of Conflict Prevention and Resolution (OCPR)
The Office of Conflict Prevention and Resolution (OCPR) provides mediation services and promotes the use of dispute prevention and alternative dispute resolution techniques at all levels of the DOE complex. Provides an array of services, including (but not limited to) mediation, training, and other outreach activities, for DOE federal and contractor employees to prevent and resolve disputes at the earliest possible stages of a conflict without resorting to litigation. Employees may come to OCPR directly, or through another process (such as grievance, EEO, etc.).
Workplace Improvement Network (WIN)
The Workplace Improvement Network (WIN) is a network of employee-led groups focused on generating and implementing strategies to improve the work experience for DOE Federal employees across the nation. WIN was established under the Departmental sponsorship of the Deputy Secretary of Energy and the executive direction of the Department’s Deputy Chief Human Capital Officer. Support is provided by of the Office of Human Capital Strategy and Analytics, Office of Corporate Workforce Engagement and Effectiveness Division, HC-54.
Primary POC:
Please submit inquiries to WIN@hq.doe.gov (email is monitored daily)
Lilas Soukup, WIN Steering Committee Chair
Tonya Mackey, WIN Executive Champion