Equal Employment Opportunity
Equal Employment Opportunity at SDOT
The Equal Employment Opportunity (EEO) program is committed to creating an inclusive and welcoming environment for all. The EEO Program’s mission is to provide equal employment opportunity for all, regardless of protected class. Equal access to jobs for everyone means that we can better serve our community and thrive.
The EEO Program’s vision is for SDOT to ensure a sustainable, inclusive, and supportive work environment. This vision aims to promote all cultures and help build organizational strength.
We do not tolerate any form of discrimination or harassment based on a person's race, color, religion, creed, sex, sexual orientation, gender identity, national origin, ancestry, age, genetic information, disability, marital status, veteran or military status, or political ideology.
Workforce Equity
Workforce Equity
Workforce Equity is when institutional barriers impacting employee attraction, selection, and retention have been removed, enabling opportunity for employment success and career growth.
As per Mayoral Executive Order 2015-02: Workforce Equity Initiative, the Seattle Department of Human Resources (SDHR) is to increase the City’s efforts to achieve equity. To do so, the City has done the following:
- Created an interdepartmental team to address specific examples of equity imbalances. Cases to be worked on were taken from real life experiences, as listed in the City of Seattle Workforce Pay Equity and Utilization Report.
- Coordinated with the Citywide Human Resources Leadership Team to create more streamlined and detailed human resources policies. These policies describe processes and practices which allow the City to consistently treat employees equitably.
- Created and implemented training and leadership development programs for underrepresented populations.
Learn more about citywide workforce equity and EEO commitments here.
Contact us at: DOT_eeo@seattle.gov
Resources
Citywide Supporting Documents
City Council Ordinance 126799
- This Ordinance established the Race and Social Justice Initiative as city policy and authorizes the Office of Civil Rights to lead the initiative. Affirmed by the mayoral Executive Order 2017-13.
Executive Order 2018-04
- Enacted in 2018, this executive order looks to reform and update the city’s processes for handling allegations of harassment, discrimination, and other forms of misconduct.
As a recipient of Federal Transit Administration (FTA) funding, SDOT is required to submit an EEO Plan every four years.
All internal SDOT investigations are conducted by The Human Resource Investigative Unit (HRIU). HRIU was created to act as a fair and trusted investigations group; they have no connection to City Human Resources departments or managers.
SDOT Workplace investigations are conducted in the case of complaints and alleged violations of harassment, discrimination, and misconduct. Any current or former City employee, their management, Human Resource representative, union representative, or shop steward can request a Human Resources Investigative Unit investigation.
Learn more about HRIU and the reporting process here.
To contact the HRIU team, reach out to SHR_HRIU@seattle.gov or call (206) 733-9888.
Supporting Policies
The Washington Law Against Discrimination broadly describes protected classes and laws that support anti-discrimination.
As part of the Civil Rights Act of 1964, the Civil Rights Act Titles VI and VII prohibits discrimination based on race, color, and national origin in federally funded programs.
The 2014 Federal Executive Order 13672 includes sexual orientation and gender identity as protected classes.
Part of the Fair Labor Standards Act, the Equal Pay Act of 1963 limits wage discrimination based on sex. Workers must be in the same workplace and under similar working conditions.
The Americans with Disabilities Act is a federal civil rights law that prohibits discrimination against people with disabilities.
Adopted in 1967, the Age Discrimination in Employment Act prohibits discrimination in employment based on age.
Pregnancy discrimination is prohibited by multiple laws. Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Pregnancy Workers Fairness Act outline protections.
The 2008 Genetic Information Non-discrimination Act prohibits employers from discrimination based on one’s genetic information, conditions, or disorders.