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Office of Human Resources

Equal Opportunity & Compliance

EOC Glossary

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Equal Employment Opportunity
  Where all personnel activities are conducted so as to assure equal access in all phases of the employment process. Employment decisions are based solely on the individual merit and fitness of applicants and employees related to specific jobs, without regard to race, creed, color, sex, religion, national origin, age, disability, veteran's or marital status, sexual orientation, gender identity, gender expression, or any other protected group status.

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Anecdotal Evidence
  Oral or written narrative evidence. A short account of some happening, usually personal. (For example, interview or written statements given to an investigator that record personal experiences of employees can be anecdotal evidence of discrimination.)
Asian (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of the Far East, Southeast Asia, and the Indian subcontinent.
Black or African American (Federal Race/Ethnicity Code)
  All persons having origins in any of the Black racial groups of Africa.
Comparative Evidence
  Nonstatistical evidence that compares the contractor's treatment of individuals in one group (e.g., race) with its treatment of similarly situated individuals of other groups.
Good Faith Efforts
  This term refers to a contractor's efforts to make all aspects of its affirmative action plan work. Designing and implementing an effective affirmative action plan requires sustained attention. The contractor must analyze its employment and recruitment practices as they affect equal opportunity, identify problem areas, design and implement measures to address the problems, and monitor the effectiveness of its program, making adjustments as circumstances warrant. In evaluating the contractor's good faith efforts, the EOS must make a careful assessment of the quality and thoroughness of the contractor's work to implement its program and assure equal opportunity. The basic components of good faith efforts are (1) outreach and recruitment measures to broaden candidate pools from which selection decisions are made to include minorities and women and (2) systematic efforts to assure that selections thereafter are made without regard to race, sex, or other prohibited factors.
Hostile Work Environment
  As defined by the U.S. Supreme Court, Environment is hostile when it is "permeated with discriminatory intimidation, ridicule, and insult that is sufficiently pervasive to alter the conditions of the victim's employment." (510 U.S. 17,21)
Native Hawaiian or Other Pacific Islander (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
Statistical Evidence
  Evidence that explains or analyzes the meaning of numerical differences in selection rates, wages, or other employment decisions between one group and others who were similarly situated. Statistical evidence also may be used to show which factors did or did not affect selection decisions, wages, or other employment decisions.
Terms and Conditions of Employment
  This phrase includes all aspects of the employment relationship between an employee and his or her employer including, but not limited to, application process, hire, compensation fringe benefits, leave policies, job placement, physical environment, work related rules, work assignments, training and education, opportunity to serve on committees and decision making bodies, opportunities for promotion, and maintenance of a nondiscriminatory working environment.
Two or More Races (Federal Race/Ethnicity Code)
  All persons having origins in two or more of the other race categories.
White/Caucasian (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of Europe, North Africa, the Middle East, or the Indian Subcontinent.