Part 1. Organization, Finance, and Management
Chapter 1. Organization and Staffing
Section 10. The Office of Equity, Diversity, and Inclusion
February 25, 2015
(1) This transmits revised IRM 1.1.10, Organization and Staffing, Office of Equity, Diversity & Inclusion.
(1) This section contains the responsibilities and functional statements for the National Headquarters Equity, Diversity & Inclusion organization resulting from realignments of EDI (formerly known as Equal Employment Opportunity and Diversity) units and functions.
Monica H. Davy
Executive Director; Office of Equity, Diversity & Inclusion
The Office of Equity, Diversity & Inclusion’s (EDI) mission is to drive innovative outcomes and better business results by leveraging the diversity of our employees and cultivating an inclusive and fair workplace.
EDI’s vision is a diverse and inclusive Internal Revenue Service regarded as the best place to work in government with the best and brightest employees fully engaged in fairly administering the tax laws of the United States and providing top-quality service to all taxpayers.
To accomplish its mission, the Office of Equity, Diversity & Inclusion:
Serves as the principal advisor to the Commissioner, Deputy Commissioners and other senior leadership of the Internal Revenue Service on matters relating to equal employment opportunity, taxpayer non-discrimination, and diversity and inclusion;
Develops servicewide non-discrimination and diversity and inclusion strategies, policies and guidance;
Provides overall coordination and oversight of the Service's equal employment opportunity, diversity and inclusion, and external civil rights programs;
Initiates and supports the Service’s efforts to incorporate diversity and inclusion into every aspect of its business through servicewide education and communication efforts to promote awareness, understanding and acceptance of the value of a diverse workforce and an inclusive working environment, as well as the importance of equitable and inclusive service for all taxpayers;
Furthers the Service’s commitment to non-discrimination and the programs and processes in place to prevent discrimination against employees, customers and other stakeholders;
Coordinates the compilation, analysis and reporting of workforce and discrimination claims administration data;
Leads the Service’s efforts to identify and eliminate any barriers to full participation in the IRS’s workforce; and,
Strives to ensure all IRS employees are held accountable for adhering to the Service’s policies concerning non-discrimination and diversity and inclusion.
EDI is headed by the executive director who is supported by a deputy. EDI’s executive director reports to the commissioner of Internal Revenue. EDI is part of the IRS’s National Headquarters (NHQ) organization and has five sub-units including:
Business Unit Integration;
Policy & Support;
Proactive Resolution & Education; and,
IRS Disability Office.
EDI’s Executive Director sits as a voting member on several boards and councils including the:
Senior Executive Team;
Executive Resources Board;
Human Capital Board;
Human Capital Advisory Council;
Performance Review Board;
Talent Review Board;
RRA’98 Section 1203 Review Board;
Leadership Development Executive Council;
Labor Management Relations Committee;
SES Performance Review Board;
Criminal Investigation Medical Review Committee and,
Treasury’s Human Capital Board.
The EDI executive director takes an active role (represented by a dotted-line reporting relationship) in the management of Agency-Wide Shared Services (AWSS) Equity, Diversity & Inclusion Operations (EDI Operations) organization. While the director of EDI Operations reports directly to the AWSS chief, participates in key AWSS executive meetings, operations reviews and business performance reviews, NHQ EDI provides input to performance commitments, progress reviews and final performance evaluations for the director, AWSS EDI Operations. Executive director, NHQ EDI, assists with selecting candidates for vacant EDI operations director and key management positions. Executive director, NHQ EDI, also participates in AWSS EDI Operations continuing professional education programs and operational reviews.
The Diversity Strategy division is headed by a director who reports to the EDI deputy executive director.
The Diversity Strategy Division provides dedicated oversight to the Service’s representational diversity strategies as they relate generally to the workplace and specifically to human capital policies and processes.
IRS implementation of the Department of the Treasury’s diversity and inclusion plan;
Operating special emphasis programs; and,
Leveraging EDI’s relationships with partners and stakeholder’s such as the Human Capital Office, employee organizations, and Diversity and Equal Employment Opportunity Advisory Committees (DEEOACs) to further promote inclusive customer service, workforce diversity and an inclusive workplace culture.
Diversity Strategy approves employee organizations for consultation with and limited support from the IRS, and coordinates the IRS’s employee organization-related activities.
The Business Unit Integration division is headed by a director who reports to EDI’s deputy executive director. The Business Integration division aims to further integrate diversity and inclusion into all activities and decision making processes within specific IRS operating divisions.
The Business Unit Integration division uses a group of business unit liaisons, each of whom is familiar with the business of that operating unit and is dedicated to serving the business unit’s diversity and inclusion needs. Although the Liaisons report to EDI they are part of the senior leadership teams of the IRS operating division they support.
The Policy & Support division is headed by a director who reports to EDI’s deputy executive director. The Policy & Support division, often in collaboration with partners or stakeholders, conducts research, performs analysis and develops a variety of products such as reports, policies and recommendations.
The Policy & Support division:
Compiles and analyzes data, including demographics, and prepares various recurring and ad hoc reports such as the IRS annual EEOC Management Directive 715 report, the IRS annual Treasury One report, and various servicewide and operating division-specific demographics reports;
Conducts research and drafts EDI policy and guidance and provides advice and recommendations to management; and,
Makes preliminary determinations as to whether IRS Restructuring and Reform Act of 1998 §1203(b)(3)(B) sanctions might be warranted in connection with claims of discrimination resulting in a finding of discrimination or a settlement agreement, or which are referred for review outside of the EEO administrative complaint process
The Proactive Resolution and Education division (PRE) is headed by a director who reports to EDI’s deputy executive director. PRE serves as the proactive arm of the Office of Equity, Diversity & Inclusion to increase the workforce’s awareness and competencies of diversity and inclusion by offering training and conflict resolution services.
The Proactive Resolution & Education division:
Provides conflict resolution services outside of the EEO and union grievance processes in the form of coaching, facilitation, mediation and an ombudsman program; and,
In collaboration with subject matter experts, PRE reviews, revises or develops training modules that relate to diversity and inclusion, alternative dispute resolution and other EDI-related topics.
The IRS Disability Office (IDO) is headed by a director who reports to EDI’s executive director. The IRS Disability Office leads and coordinates the Service’s disability-related programs and activities to advance employment opportunities for people with disabilities and ensure the IRS’s facilities, systems and services are accessible to people with disabilities.
The IRS Disability Office is comprised of three major sub-components, Reasonable Accommodation Services (RAS), Disability Services and Disability Policy, Oversight and Education (DPOE).
Reasonable Accommodation Services:
Oversees the resolution and implementation of all Agency reasonable accommodation requests;
Provides comprehensive consultative advice to employees with disabilities and their managers throughout the accommodation process;
Identifies and implements disability program delivery improvements and eliminates barriers to efficient and effective program management throughout the IRS; and,
Facilitates the IRS Corporate Reassignment Board
Coordinates a comprehensive, corporate approach to interpreting services, including managing such services for Information Technology, Human Capital Office, Equity, Diversity and Inclusion, and cross functional events;
Develops strategies to optimize centralization of interpreting services to realize timeliness, effectiveness and cost savings;
Develops strategies to centrally fund, manage and deliver reasonable accommodations that minimize managerial burden and accelerate the delivery of procured accommodations;
Assists with the identification and/or procurement of alternate communication methods, such as Computer-Assisted Real Time (CART) captioning;
Provides strategic direction and consultation on enterprise solutions for employees and applicants with disabilities, such as Video Relay Services (VRS) and Video Remote Interpreting (VRI); and
Coordinates the provision of other personal assistant services such as readers
Disability Policy, Oversight and Education:
Provides education, consultative advice and guidance by developing and promoting disability policies, programs, procedures, and practices that enhance equal opportunity for employees and applicants with disabilities;
Oversees the IRS’s 5-Year Plan (Executive Order 13548) for the Recruitment, Hiring and Retention of People with Disabilities
Collaborates with key business unit stakeholders whose processes and/or program responsibilities intersect in the delivery of reasonable accommodations in order to establish MOUs and SOPs that benefit employees and applicants with disabilities;
Develops and implements an annual training plan to educate the workforce on the benefits of employing persons with disabilities and ensures a shared understanding and application of reasonable accommodation policy and procedures; and
Evaluates Agency’s disability policies, practices, programs and procedures to ensure compliance of the Rehabilitation Act 1973 and ADAAA.