LOADING...

oeod

Contact Us

OEOD Org Chart Organization Structure
View Chart 
View Staff

 

NASA Office of Diversity & Equal Opportunity (ODEO) Initiatives

NASA ANTI-HARASSMENT POLICY AND PROCEDURES
NASA Anti-Harassment Policy and Procedures 
+View PDF


ADR for EEO
ADR for EEO 
Check out ODEO’s publication, ADR for EEO: A Far-Reaching Effect
+ View PDF


Stop Workplace Harassment
Anti-Harassment Procedures FAQs 
Read our FAQs on NASA’s Anti-Harassment Policy and Procedures. 
+ View PDF

STOP Workplace Harassment
+View PDF

Omsbud
+View PDF


Preventing Sexual Harassment
Sexual Harassment Fact Sheets
(Copyright © 2010 by The Bureau of National Affairs, Inc. Unauthorized photocopying prohibited by federal copyright law). 
+ View PDF


Indicator
Supervisory Performance Indicators 
ODEO has developed indicators to help rating officials evaluate the diversity and EEO performance of managers and supervisors, under the critical element of “Leading and Managing People."
>More Information


Title IX Cover

Title IX & STEM: Promising Practices
Take a look inside ODEO’s publication on promising practices for Title IX and STEM! 
>+ View PDF(24 MB)

Loading ...

Welcome to the Office of Equal Opportunity and Diversity (OEOD)

To view 2014 Native American Heritage Month poster, click here

For general information, please contact OEOD’s main line at (281) 483-0607.

 

Celebrating 25 Years of Increasing Accessibility and Opportunity

A Letter from the Computer/Electronic Accommodations Program Director, Stephen M. King

The Department of Defense (DoD) established the Computer/Electronic Accommodations Program (CAP) in 1990 to centralize both human and financial resources for the provision of computer and electronic reasonable accommodations. The strategy was part of the DoD effort to increase employment of individuals with disabilities. To give some context, the CAP model was implemented shortly after Section 508 of the Rehabilitation Act requirements went into effect in 1988 and just before the 1990 signing of the Americans with Disabilities Act. It was clear to the CAP founders, Ms. Judith C. Gilliom, former DoD Disability Program Manager, and Mr. Claiborne D. Haughton, Jr., former Acting Deputy Assistance Secretary of Defense for Equal Opportunity, that computers and networks were being introduced to federal workplaces and the provision of adaptive and peripheral devices, soon to be called assistive technology, would be critical for federal employees with disabilities to participate in supporting the DoD mission.

Now, 25 years later, their foresight has positively impacted CAP customers at work and home; improved diversity and inclusion, improved access to federal programs and services for citizens with disabilities, and helped wounded, ill and injured Service members during rehabilitation and return to work. In short, their vision was bold and with purpose and the CAP staff members carried their charge with honor and respect in each of the 140,970 accommodations provided since the program’s inception.

  • CAP has provided 60,742 accommodations to DoD employees working in the Components and Field Activities across the nation and around the world.
  • On October 30, 2000, the National Defense Authorization Act granted CAP the authority to “provide assistive technology, devices, and services to any department or agency in the Federal Government upon the request of the head of the agency.” Since then, CAP has provided 38,998 accommodations to employees with disabilities at 68 federal partner agencies.
  • And on October 17, 2006, Public Law 109-364 was passed, allowing Service members injured while on active duty to retain the assistive technology and services provided by CAP upon separation from active duty. CAP has since provided 41,230 accommodations to Service members to use during rehabilitation and return to work.

Now, as we reflect back on the 25 years of CAP support services, the model and strategy has been critical for the successful inclusion of employees with disabilities, for thousands of wounded, ill and injured Service members in their recovery process, and for customers with disabilities accessing federal programs and services.

Under the first CAP Director, Dinah F. B. Cohen, CAP grew from providing 1,372 accommodations in its first year to a robust and flexible organization recognized by Vice President Al Gore with a Hammer Award and honored by President George W. Bush with the 2008 President’s Quality Award for Management Excellence. During much of this time, CAP was a part of the TRICARE Management Activity, now referred to as the Defense Health Agency.

As the second Director of the CAP Program, I am proud to be able to continue the tradition of excellence and expand the CAP impact as part of the Defense Human Resource Activity. In Fiscal Year 2014, CAP implemented new policies that led to the successful provision of 12,789 accommodations, the most ever provided by CAP in a single year. We have more active partnerships with DoD and our 68 federal partner agencies. Our relationships with the Military Treatment Facilities and wounded warrior programs are healthy and reaching new customers in each segment. We are also providing access to federal programs and offices through our Public Accessibility and Communication (PAC) initiative. Despite these advances, our challenge to remain relevant, engage customers, and help expand disability diversity and inclusion is significant.

I have led an aggressive planning effort to develop our framework for addressing internal and external needs in our 26th year of operations. The CAP Fiscal Year 2015 Business Plan is a blend of analysis, research and customer focus groups. Using these inputs, we established goals addressing critical elements for program success and aligned our work with the Business Plan for DoD. I look forward to sharing this plan with you once it is approved by senior leadership and published.

As the CAP staff looks to discover new efficiencies and maintain relevance, we also remain steadfast in our commitment to accessibility and impacting the lives of individuals with disabilities and wounded, ill and injured Service members. We are proud of our work and recognize it is our customers’ successes in their jobs, careers and lives that are the outcomes that matter most. To learn more about some of our customers, please visit our website http://www.cap.mil/newsevents/Training/CustomerTestimonials.aspx and explore testimonials.

Deborah Urbanski Deborah Urbanski
Director, ADR Manager
E-Mail Deborah
Biography
Sherry Hatcher Sherry Hatcher
EO Counselor, Complaints Manager
E-Mail Sherry
Tu-Quynh Bui Tu-Quynh Bui
EO Counselor, Special Emphasis Program Manager
E-Mail Tu-Quynh
Janelle Holt Janelle Holt
EO Counselor, Disability Program Manager
E-Mail Janelle
David Powell David Powell
EO Counselor, Special Emphasis Program Manager
E-Mail David
Jeanette Smith Jeanette Smith
Secretary
E-Mail Jeanette

OUR MISSION

To help resolve people problems before they become legal problems by:

  • Educating the JSC workforce on Equal Employment Opportunity (EEO) laws, policies, and processes
  • Ensuring EEO is provided to all employees and job applicants, regardless of their race, religion, color, sex, national origin, age, sexual orientation, gender identity, status as a parent, or disability
  • Providing neutral EEO counseling
  • Facilitating the resolution of issues through Alternative Dispute Resolution
  • Promoting a working environment that respects and values the diverse expertise of the entire JSC workforce

 

Message from Our EO Director

Deborah H. Urbanski

This is the message from our EO Director › Read More

Diversity & Inclusion at JSC

Find us on Facebook
FlyNASA:
Click here to read more
The NASA Policy Statement on Diversity and Inclusion:
Click here to read more
The NASA Diversity and Inclusion Strategic Implementation Plan:
Click here to read more
The JSC Diversity and  Inclusion  Plan:
Click here to read more
The NASA Policy Statement on Equal Employment Opportunity
Click here to read more
The NASA Policy Statement on Anti-Harassment
Click here to read more

Diversity Training & Other Links

Diversity Training:
Click here to login to SATERN & search:
"Diversity on the Job: Diversity and You"
"Diversity on the Job: The Importance of Diversity and the Changing Workplace"
"Diversity: The Future"
"Introduction to Inclusion and Innovation"
"Getting Past Clashes: Valuing Team Diversity"
"Managing Diversity"
"The Reasons Why Diversity Matters"
"Understanding Workplace Diversity"

External Links:
+ EO-Related Resource Links
+ Lactation Project

Submit Questions/Feedback

Your feedback is appreciated, please click on the link below to submit your comments.

› View Form

Questions & Answers

You can find all your questions and answers regarding the Office of Equal Opportunity and Diversity here.

› FAQ

Other NASA EO Offices

Contact information for each Centers' EO and Diversity offices.

View Here

Español

Spanish Language NASA Sites
NASA Sitios en Español: Mas información

Póngase en contacto con nuestra Oficina al (281) 244-2835 para obtener asistencia en Español.

Limited-English Proficiency

LEP.gov promotes a positive and cooperative understanding of the importance of language access to federal programs and federally assisted programs > More...

LEP Brochure [in English]
LEP Brochure [en Español]
LEP PowerPoint Presentation
JSC OEOD Language Assistance Plan

TTY

Text Telephone (TTY) is a service available for Texans 24 hours a day, 365 days a year. A TTY user may initiate a call by dialing 711.

› More Information

NASA Office of Diversity & Equal Opportunity (ODEO)

Conflict Management Program
Conflict Management Program (CMP) 
CMP is a comprehensive Agencywide program to more strategically address workplace conflict through early engagement, enhanced communication and conflict resolution skills. 
+View PDF

Endeavor
Take a look inside the latest edition of ODEO's newsletter. 
View PDF 

Page Last Updated: November 26th, 2014
Page Editor: Srivalli Valipe