WSDOT Internal Diversity and ADA Compliance Program 2015 EEO Assurances Part II

214 Pages·2015·3.28 MB·English

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Washington State Transportation Bu ildi n g
Department of Tlansportation 310 Maple Park Avenue S.E.
P.O. Box 47300
Olympia, WA 98504-7300
360-705-7000
TTY: 1 -800-833-6388
www.wsdot.wa.gov
October 18,2019
Jodi Peterson
Civil Rights Program Manager
Federal Highway Administration
711 S. Capitol Way, Suite 501
Olympia, WA 98501-1235
Dear Ms. Peterson:
The Washington State Department of Transportation (WSDOT), Office of Human
Resource and Safety is pleased to provide the 2019 Equal Employment Opportunity
(EEO) Assurance - Part II Update. The enclose report is an overview of WSDOT's
Internal EEO program activities and includes updates on strategies from previous
years.
Sincerely,
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Jeff Pelton, Director
Off,rce of Human Resources and Safety
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Enclosure
WSDOT Internal Diversity
and ADA Compliance

Program

2019 EEO Assurances

Part II – Internal Program

Washington State
Department of Transportation

Office of Human Resources
310 Maple Park Avenue SE
P.O. Box 47310 Olympia, WA 98504-7314
Table of Contents

Chapter One: Status of the Internal Equal Employment Opportunity Program
Agency Commitment Statement ....................................................................... 1
Roles and Responsibilities ............................................................................ 2-3
Budget and Staffing .......................................................................................... 3
Policies and Regulations ............................................................................... 3-4
Complaints and Investigations ......................................................................... 5
Diversity and Inclusion .................................................................................. 5-7
Mandatory Training .......................................................................................... 7

Chapter Two: ADA Compliance
Reasonable Accommodations ....................................................................... 8-9

Chapter Three: Personnel Actions and Workforce Analysis
Personnel Actions ....................................................................................... 9-10
Recruitment, Outreach and Partnerships .................................................. 10-12
Applicant Flow Data Analysis ......................................................................... 12
2019 WSDOT Workforce ........................................................................... 12-14
EEO-4 ............................................................................................................ 14

Chapter Four: Status on Previous Strategies
Detail of Previous Strategies ..................................................................... 14-21

Chapter Five: Strategies for Fiscal Year 2019
Detail of Current and Future Strategies ..................................................... 21-27
Appendix......................................................................................................................
Organizational Charts and Policy .............................................................. Tab A
Investigations Chart and Comparison Table ............................................. Tab B
Personnel Actions .................................................................................... Tab C
Applicant Flow .......................................................................................... Tab D
2019 WSDOT Workforce Utilization .......................................................... Tab E
EEO-4 Report ............................................................................................ Tab F
Chapter One: Status of the Internal Equal Employment Opportunity Program

Secretary of Transportation Commitment to Equal Employment Opportunity and
Affirmative Action

The Washington State Department of Transportation serves people in every community,
economic class and cultural group throughout the state. As such, we will meet our
mission and vision only when the work we do reflects the principles of equal opportunity,
diversity, affirmative action and cross-cultural respect.

The Department of Transportation is committed to Washington’s statewide affirmative
action and diversity efforts. Equal Employment Opportunity (EEO) is not only the law,
but it is fundamental to the Department’s operations and success in meeting the
transportation needs of Washington State and providing the best possible service to the
people of Washington.

The Department of Transportation will take steps to ensure equitable participation in all
business and employment practices without regard to race, color, religion, sex, national
origin, age, disability, veteran status, marital status or sexual orientation. In doing so,
the Department will strive to establish a workforce representative of the public we serve
by promoting a program of Affirmative Action and outreach to identify and eliminate
employment barriers to women, minority groups, veterans and persons with disabilities.
All employees, supervisors and managers will be held accountable for their actions in
carrying out the expectation to maintain a workplace free of discrimination, harassment
and retaliation.

As Secretary of Transportation I am personally committed to the principles of EEO,
Affirmative Action and diversity. WSDOT executives are expected to share this
commitment.

Roger Millar
Secretary of Transportation

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Overview
The Washington State Department of Transportation (WSDOT) submits annual
Equal Employment Opportunity (EEO) Assurances to meet U.S. Department of
Transportation requirements and to support WSDOT management with
accountability measurements. Beyond compliance, EEO and Affirmative Action
programs provide the benefits of a diverse workforce that enables WSDOT to best
serve Washington communities.
This report provides a detailed overview on the status of internal civil rights program
at WSDOT. WSDOT continues to develop a comprehensive diversity program that
will ensure compliance, improve utilization of under-represented groups, educate
staff and managers on diversity endeavors and create community partnerships. The
WSDOT Office of Human Resources and Safety (OHR&S) has the responsibility to
oversee the program, provide consultation to managers and staff and assist WSDOT
in meeting, and ultimately exceeding, compliance standards.

Roles and Responsibilities for Civil Rights Compliance

• Office of Human Resources and Safety

The Secretary of Transportation has delegated all internal EEO duties to the Director of
the OHR&S. The OHR&S is responsible for implementing agency wide, internal equal
employment opportunity, internal civil rights, Title I of the ADA, Title VII, diversity and
affirmative action (AA) programs.

Contact information for Diversity and ADA Affairs is as follows:

Director of the Office of Human Resources and Safety
Jeff Pelton
310 Maple Park Avenue SE
Olympia, WA 98504
360-705-7388

Deputy Director of the Office of Human Resource and Safety
Todd Dowler
310 Maple Park Avenue SE
Olympia, WA 98504
360-705-7037

Manager, Diversity and Inclusion
Rafeaah Sok
310 Maple Park Avenue SE
Olympia, WA 98504
360-705-7920

Manager, Internal Equal Employment Opportunity
Christian Afful
310 Maple Park Avenue SE
Olympia, WA 98504
360-705-7059
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• Office of Equal Opportunity

The WSDOT Office of Equal Opportunity (OEO) is responsible for all external civil rights
compliance reporting, with regard to Disadvantaged Business Enterprise, Minority &
Women Business Enterprise, Small Business Enterprises, On the Job Training, EEO
Contract Compliance, Tribal Employment Rights Ordinance, Title VI, Title II and III of
the ADA, Limited English Proficiency, and Environmental Justice.

Budget and Staffing

• Budget

There were no changes to program budget and funding during the reporting period.

• Staffing

A copy of the OHR&S organizational chart is a part of Appendix A.

Internal Civil Rights Compliance Policies and Regulations

• Federal Regulations

WSDOT is not aware of any changes made to federal regulations during the reporting
period with regard to internal civil rights program compliance reporting. As a recipient of
federal funds, WSDOT conducts federal reporting in accordance with the following
federal regulations:

• 23 CFR pt. 230(c), State Highway Equal Employment Opportunity Programs
(Federal Highway Administration)
• Circular 4704.1, Equal Employment Opportunity Program Guidelines for Grant
Recipients (Federal Transit Administration)
• Equal Employment Opportunity Commission (EEOC) Form 164 – State and
Local Government Information (EEO-4)

• Washington State Law

WSDOT is unaware of any changes to state law, Washington Administrative Code
(WAC) or Revised Code of Washington (RCW), with respect to program compliance
and delivery. WSDOT conducts internal civil rights programming in accordance with the
following state laws:

• RCW 41.06.150 – Rules of director – Mandatory Subjects – Personnel
administration
• RCW 49.60, Law Against Discrimination
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• WAC 357-01-005 – Affected Groups
• WAC 357-25 – Affirmative Action

• Governor-Issued Executive Orders

WSDOT conducts internal civil rights programming in accordance with the following
Governor’s Executive Orders:

• EO 89-01, Sexual Harassment
• EO 96-04, Implementing the Americans with Disabilities Act
• EO 12-02, Workforce Diversity and Inclusion
• EO 13-01, Veterans Transition Support
• EO 13-02, Improving Employment Opportunities and Outcomes for People with
Disabilities in State Employment
• EO 17-01, Reaffirming Washington’s commitment to tolerance, diversity and
inclusiveness

• WSDOT Policies and Executive Orders

All WSDOT policies are created in reference to the laws and regulations listed above.
The following WSDOT policies mandate internal civil rights programming:

• E 1014.05, Equal Opportunity, Affirmative Action, Freedom from Discrimination,
and Freedom from Sexual Harassment
• E 1081.01, Reasonable Accommodation
• P 2013.02, Zero Tolerance for Violence, Threats, or Intimidation

The OHR&S continues to review and update policy to align with the agency
administration’s commitments to EEO and Affirmative Action.

• Human Resources Desk Manual

The Human Resources Desk Manual is a reference and guidance tool with regard to
conducting WSDOT employment practices consistently and in accordance with the
agency policies listed above. The specific chapters related to internal civil rights are as
follows:

• Chapter 9 – Violence-Free Workplace
• Chapter 25 – Reasonable Accommodation
• Chapter 29 – Equal Opportunity in the Workplace

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Complaints and Investigations
Between July 1, 2018 and June 30, 2019, WSDOT investigated 4 new cases, 4 internal
and 0 external.

Appendix Tab B contains a comparison table of 2018 and 2019 investigation activity
and a table showing complaints filed by EEO Category.
Internal Investigations
WSDOT closed three internal investigations during the reporting period. As of June 30,
2019, three internal investigations remain open. Investigation reports are submitted to
the Appointing Authority, and the Appointing Authority determines findings and takes
appropriate action.
External Investigations
During the reporting period no external investigations were closed by the Equal
Employment Opportunity Commission (EEOC) or the Washington State Human Rights
Commission (HRC). As of June 30, 2019, five EEOC/HRC investigations remain open.

Diversity and Inclusion

Washington State Diversity, Equity and Inclusion Council

WSDOT maintains a representative on the Washington State Diversity, Equity and
Inclusion Council. The council is comprised of diversity practitioners within Washington
State agencies. The council works collaboratively with state agencies and higher
education to support strategic diversity efforts across state government. The mission of
the council is to develop recommendations on statewide diversity policies and
strategies, provide input on issues brought to the council by state agencies and create
training and development strategies for diversity practitioners across the state, including
reasonable accommodation coordinators. The council meets once a month.

Washington State Business Resource Groups

The Washington State has several business resource groups that are currently active
and/or will launch within the next fiscal year. Statewide business resource groups
(BRGs) bring together groups of employees and their allies who have a common
interest or characteristic. Employees are encourage to participate; our agency has
representative(s) who are active members in most of the BRG. Below are the available
resource groups and their mission.

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• Interagency Committee of State Employed Women (ICSEW)
ICSEW seeks to better the lives of state employees through advocacy, outreach,
opportunity, and by advising the Governor and agencies on policies that affect
state-employed women.

• Veteran’s Employee Resource Group (VERG)
This business group supports former and active military personnel and their
families through a system of comprehensive activities and developmental
opportunities. The Veteran Employee Resource Group (VERG) has partnered
with JBLM ACAP and increased the number of transitioning Service Members
who are gaining state employment, supporting the Veteran’s Fellowship
Program, supporting NW Edge and site visits with State Agencies and co-
sponsoring hiring events

• Rainbow Alliance and Inclusion Network (RAIN) – LGBTQ
The RAIN BRG exists to help Washington State create safe and inclusive
workplaces where every LGBTQ+ employee can bring their full authentic self to
work, enabling them to do their best work every day for the people of
Washington. The group will provide resources and support to employees and the
stakeholders serviced by state agencies.

• Latino Leadership Network (LLN)
The LLN of Washington State facilitates shaping a qualified, connected and
inspired state Latino workforce and leaders for today and tomorrow.

• Disability Inclusion Network (DIN)
The DIN exists to engage the experience, values and knowledge of people with
disabilities in state government, promoting universal access, and creating an
environment where people with disabilities can fully participate in all aspects of
the workplace.

• Washington Immigrant Network (WIN)
WIN’s mission is to expand opportunities for immigrants who are current and
future employees within Washington state government. The group serves as a
resource for all immigrants who are state employees to connect, share, and
educate each other and Washington state agencies on the skills, expertise and
cultural value of a diverse workforce.

• Washington State Black Community Business Resource Group (WSBC BRG)
Black Community BRG has several goals, these are just a few: promote state
government as an employer of choice supporting efforts that increase
representation of individuals of the Black Community at all levels of employment;
better the lives of state employees through advocacy, outreach, opportunity, and
advisement to the Governor and agencies on policies that affect state-employed
black people, and ultimately, communities in which they live and serve and
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