We make sure employees are protected.
ODCR's goal is to ensure all ICE employees and applicants are treated in a non-discriminatory manner and to see to it that ICE promotes a culturally diverse workforce in which all employees have equal opportunity to achieve their full potential. To ensure compliance, ODCR also collects, prepares and safeguards statistics concerning race, national origin, sex and data on individuals with disabilities.
The Office of Diversity and Civil Rights (ODCR) directs and integrates the application of the Civil Rights Act of 1964, as amended, as well as other applicable non-discrimination complaint systems and affirmative employment programs. We ensure that the rights of employees and applicants are protected and that the agency promotes a proactive equal employment opportunity program. We aim to achieve an ethnically diverse workplace.
Mission
It is U.S. Immigration and Customs Enforcement’s (ICE) policy to ensure that employees, applicants for employment and all stake holders are treated in a non-discriminatory manner in compliance with established laws, regulations and Executive Orders. The agency must promote a culturally diverse workforce, create a work environment that allows all employees equal opportunity to achieve their full potential, and incorporate ODCR’s principles into the ICE mission and value system.
EEOC
Laws prohibiting employment discrimination
Veteran's Outreach Program
Veterans currently compose one third of the ICE workforce.
Disability Access Notices
Notification of ICE’s commitment to equal access for individuals with disabilities to programs, activities and services
Disability Access
ICE is committed to strengthening & supporting meaningful access & full inclusion of people with disabilities in ICE-conducted programs, activities & services
Language Access Program
ICE is committed to providing meaningful access for individuals who are limited English proficient (LEP), or are Deaf/Hard of Hearing, in ICE-conducted programs, activities & services
No Fear Act
| Date of Finding of Discrimination | Date(s) of Discriminatory Act(s) | Law(s) Violated |
|---|---|---|
| September 26, 2023 | July 12, 2016 | Title VII |
| January 3, 2024 | June 2019; August through October 2019; July 2020 | Title VII |
The Notification and Federal Employee Anti-discrimination and Retaliation Act (No FEAR Act) Public Law 107-174
On May 15, 2002, President George W. Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation Act or No FEAR Act. The Act increased accountability of Federal Departments and Agencies for acts of discrimination or reprisal against employees resulting from whistleblower complaints, and complaints before the Merit Systems Protection Board and U.S. Equal Employment Opportunity Commission.
Under Title III of the No Fear Act, departments and agencies are required to post on their public websites summary statistical data relating to equal employment opportunity complaints filed against the department or agency.
Both the U.S. Department of Homeland Security and ICE will post to the respective public websites statistical information in accordance with the No FEAR Act. This data will be updated on a quarterly basis for the current fiscal year.
For further information, please contact the Office of Diversity and Civil Rights at (202) 732-2298 or EEO-ADR-ICE@ice.dhs.gov.
No Fear Act Data and Reports
Notification of Final Agency Action
Findings of Discrimination (Including Retaliation)
The Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 amended the No FEAR Act and requires Federal agencies to post findings of discrimination (including retaliation) from any final action of the Department of Homeland Security (DHS), the Equal Employment Opportunity Commission (EEOC), or a court of jurisdiction, once all appeals are exhausted. Agencies must publish such notices for one year. Findings of discrimination, if any, are listed below:
Office of Diversity and Civil Rights
Scott Lanum was appointed Assistant Director for the ICE Office of Diversity and Civil Rights in March 2011.
Prior to this assignment, Mr. Lanum served as Chief of the Policy and Operations Division and later Chief of Diversity Management for the Defense Intelligence Agency where he ensured that equal opportunity and diversity management principals were integrated into the core principles of the agency. Before that assignment, he was the Equal Employment Opportunity (EEO) Director and Chief Diversity Officer of the Naval Sea Systems Command. While serving in that capacity, he was responsible for all aspects of EEO and diversity management for more than 50,000 federal employees and military personnel.