In conforming with Leon County's Mission Statement, the Equal Employment Opportunity (EEO) Program proactively identifies resources that will produce and maintain a diverse and qualified workforce. The principles of equal opportunity encompass affirmative action which serves to remedy the effects of past discrimination. In addition, the program also functions to uphold the principles of equal opportunity outlined by the Americans with Disabilities Act

The EEO Program functions to insure that a diverse pool of qualified applicants are available to meet staffing needs. This is accomplished by contact with minority and female professional associations as well as contact with local educational institutions. As a preventive function to reduce claims of discrimination, the program monitors all personnel activities and services to insure fair and equitable dissemination. 

The Equal Employment Opportunity Commission has relaxed its requirement for submission of an annual report of workforce demographics and now requires reporting of this information bi-annually. However, the EEO program produces an annual report to the Board, administration, all internal divisions and outside agencies which help this organization achieve its affirmative action objectives. 

As deficiencies are addressed, the need for training which emphasizes managing a diverse workforce becomes increasingly important. The EEO Coordinator plays a lead role in facilitating the Diversity aspect of the Board's Quality Diversity Initiative by coordinating initial diversity awareness training and other follow-up events..

The Equal Employment Opportunity Program is governed by federal and state regulations. In 1981 Leon County adopted an Equal Opportunity/ Affirmative Action Policy that subscribes to those principles established by federal and state law. They include the following:

• Title VII of the Civil Rights Act of 1964 forbids discrimination in all areas of the employer/employee relationship, from advertisements for help through termination or retirement on the basis of race, color, sex, religion or national origin. The 1972 amendment to this law extended coverage to employees of state and local governmental units.
  

• Florida Civil Rights Act of 1992 (Sections 760.01-760.11 and 509.092, F.S.) mirrors the federal law but is expanded to include freedom from discrimination to all individuals on the basis of age, handicap or marital status.
  

• Executive Order 11246 requires affirmative action by those agencies who receive federal funds. Under this order, employers are instructed to conduct a utilization analysis and write an affirmative action plan that includes goals and timetables for increased utilization of minorities and women in various job classes.
  

• The Age Discrimination in Employment Act of 1967 makes it unlawful to discriminate against employees or job applicants on account of age when they are over 40. However, Florida law does not stipulate age.
  

• The Americans with Disabilities Act of 1990 prohibits discrimination against qualified individuals with disabilities or excluding them from the services, programs or activities of public entities.

Functional Responsibilities:

• Coordinate the design and implementation of programs and training which serve to promote equal employment opportunity and address culturally diverse workforces.
  

• Collect, analyze and monitor recruitment demographic statistics.
  

• Monitor and analyze labor market demographic data for affirmative action planning.
  

• Develop Affirmative Action Plan.
  

• Disseminate information to staff and public regarding county affirmative action goals.
  

• Monitor all employment practices to ensure compliance with policy.
  

• Investigate and make recommendation for resolution of complaints of discrimination, disparate treatment and sexual harassment filed with the Equal Employment Opportunity Coordinator.
  

• Serve as liaison with equal employment related organizations and agencies.