Strategy-MD-715

Management Directive 715 (MD-715) is a directive to all federal agencies issued in 2003 by the Equal Employment Opportunity Commission (EEOC) to ensure a diverse and inclusive workforce. It is intended to be a strategic tool to assist agencies in developing action plans to establish and maintain effective affirmative programs for equal employment opportunity.

This Report and Plan shows how well NIH’s programs and planned activities have encouraged and increased equity, diversity, and inclusion, and have prevented discrimination in the areas of recruitment, promotion, and retention of members of a particular race, ethnic, or relig ious background, gender, or for individuals with disabilities.

FY 2017 MD-715 Report

The NIH’s FY 2017 MD-715 has been completed! Please review the final report and corresponding documents below.

FY 2016 MD-715 Report

The NIH’s FY 2016 MD-715 has been completed! Please review the final report and corresponding documents below.

FY 2015 MD-715 Report

The NIH’s FY 2015 MD-715 has been completed! Please review the final report and corresponding documents below.

FY 2014 MD-715 Report

We’re excited to share with you that NIH’s FY 2014 MD-715 has been completed! Please review the final report and corresponding documents below.

MD-715 Requirements

  • Evaluation of Agency policies, procedures, and practices to identify barriers to equal employment opportunity
  • Development of data driven plans to remove any barriers to equal employment opportunity
  • Reporting annually plans and progress to the EEOC

Six Essential Elements of a Model EEO Program

  1. Demonstrated Commitment from Agency Leadership
    • The Agency’s leader must issue a signed policy statement annually affirming the principles of EEO and declaring the Agency’s commitment to a workplace free of discrimination.
    • The Agency must allocate sufficient staffing and other resources to operate an EEO program. 
    • The Agency must ensure that EEO related information is available and accessible to all employees (e.g. policies, complaint statistics, complaint processes).
  2. Integration of EEO into the Agency’s Strategic Mission
    • The Agency’s EEO director must have regular access to the Agency’s leader and other top management officials.
    • EEO officials must be involved in critical workplace decisions and participate in meetings where critical personnel decisions are made.
  3. Management and Program Accountability
    • Managers and supervisors must be held accountable for the successful implementation of EEO programs.
  4. Proactive Prevention of Unlawful Discrimination
    • The Agency must conduct annual self-assessments to identify any barriers to equal opportunity and to assess progress.
    • The Agency must issue an anti-harassment policy to prevent harassment on all protected bases (race, color, national origin, religion, sex, age, reprisal, and disability), and to prevent retaliation in the workplace.
    • The Agency must issue a reasonable accommodation policy.
  5. Efficiency
    • The Agency must maintain an efficient, fair, and impartial complaint resolution process.
    • The Agency must have a complaint tracking and monitoring system.
  6. Responsiveness and Legal Compliance
    • The agency must be in compliance with all EEO laws, regulations, policy, guidance, and other written instructions.

Adapted from the U.S. Equal Employment Opportunity Commission