Agency management was told to widely distribute the guide and make it available for review in central locations, saying that “dissemination of information on procedural remedies is of great importance to individuals who may feel victimized by discrimination.”
More important, it said, is “creating an atmosphere of fairness to applicants and employees. They should be secure in the knowledge that the federal agency for which they work will not treat them differently or less favorably on account of sexual orientation, gender identity, or any other consideration unrelated to merit. Through the equitable treatment of all applicants and employees, the federal government can set an example for the nation that we serve.
“All federal workers—including lesbian, gay, bisexual, and transgender individuals—should be able to perform their jobs free from any unlawful discrimination,” it says. “Agencies, including federal officials and managers, should commit to promoting a work environment that is free from sexual orientation and gender identity discrimination, in accordance with existing federal law.”
Agencies are to notify employees about avenues of redress and encourage them to report instances of discrimination to their supervisors and to the agency’s equal employment opportunity office.
“When made aware of problems, managers should consult with their human resources office or agency legal counsel to ensure that appropriate steps are taken. All reports of sexual orientation or gender identity discrimination should be taken seriously and addressed promptly and properly. In some circumstances, this may involve taking corrective steps or disciplining those who discriminate, as applicable,” it says.