Office of Equity, Diversity, Inclusion and Accessibility (OEDIA)

The Office of Equity, Diversity, Inclusion and Accessibility (OEDIA) promotes a work environment that ensures equal employment opportunity and fosters a culture that values diversity, inclusion, and accessibility and empowers individuals so that they may participate and contribute to their fullest potential in support of CISA’s mission. Read CISA's DEIA Strategic Plan for more details.

Llauryn Iglehart serves as the Chief of the Office of Equity, Diversity, Inclusion and Accessibility. As Chief of OEDIA, Ms. Iglehart is responsible for CISA’s Equal Employment, Diversity, Equity, Inclusion and Accessibility policy formulation, consulting, and strategic management. She and her team implement the equal employment, complaints processing, reasonable accommodation, affirmative employment, internal civil rights, diversity, inclusion, and accessibility programs for CISA. Ms. Iglehart can be reached at Llauryn.Iglehart@cisa.dhs.gov.

Mission

To cultivate an inclusive culture that champions dignity, respect, and belonging where diverse talent is leveraged equitably to advance cyber and infrastructure security.

Vision

​Making CISA the premier place for diverse talent to work and discover.

​​​​​​CISA EEO Program Services:

  • Complaints Processing 
  • Alternative Dispute Resolution
  • Workforce Training
  • Trend Analyses/Reports
  • Diversity Management
  • Special Emphasis Programs 
  • Reasonable Accommodation
  • Interpreting Services

Nondiscrimination Notice

The Cybersecurity and Infrastructure Security Agency (CISA) complies with applicable Federal civil rights laws and does not discriminate, exclude, or treat people differently on the basis of race, color, national origin, sex (including sexual orientation, gender identity, & pregnancy), religion, age (at least 40 years of age), physical or mental disability, or retaliation (including for prior EEO activity, requesting reasonable accommodation, and opposition to discrimination). Additionally, DHS recognizes parental status as a basis though this is not covered by EEO statutes. Therefore, any complaints on the basis of parental status are processed under DHS policies only.

CISA provides free aids and services to people with disabilities to communicate effectively with us, such as:

  • Qualified sign language interpreters
  • Written information in other formats (large print, audio, accessible electronic formats, other formats)

If you need these services or information about reasonable accommodation, contact the Office of Equity, Diversity, Inclusion and Accessibility (OEDIA) at CISA_ReasonableAccommodation@cisa.dhs.gov.

CISA’s Special Emphasis Program

Empowered by Executive Orders issued by the President of the United States, federal laws, and regulations from the Office of Personnel Management (OPM) and the Equal Employment Opportunity Commission (EEOC), CISA commissioned the Office of Equal Employment Opportunity to design Special Emphasis Programs (SEPs) to place special emphasis on positive, equitable, and inclusive employment experiences for federally identified minorities. These programs are an integral part of the success of the Agency. OEDIA works diligently with Divisions and Offices, workgroups and committees, and employee association groups to identify barriers that keep targeted groups from achieving their career goals at rates consistent with the general workforce.

To inquire about CISA’s Special Emphasis Program, email the Office of Equity, Diversity, Inclusion and Accessibility at CISA.OEDIA@cisa.dhs.gov.

If you believe that CISA has failed to provide these services or discriminated in another way because of race, color, national origin, sex, religion, age (at least 40 years of age), physical or mental disability, or retaliation, you have the right to seek counseling from an Equal Employment Opportunity (EEO) counselor and raise the matter by contacting OEDIA.Resolutions@cisa.dhs.govwithin45 calendar days of the alleged discriminatory act(s).  

Filing an Equal Employment Opportunity (EEO) Complaint 

The law protects Federal employee from discrimination. The law also protects you from retaliation if you oppose employment discrimination, file a complaint of discrimination or participate in the Equal Employment Opportunity (EEO) complaint process (even if the complaint is not yours).

If you are a Federal employee or job applicant and you believe that a Federal agency has discriminated against you, you have a right to file a complaint. You can contact an EEO counselor by emailing the agency's EEO Office within 45 days from the day the discrimination occurred. 

In most cases the EEO counselor will give you the choice of participating in either EEO counseling or in an alternative dispute resolution (ADR) program, such as a mediation program. 

If you believe that any of the actions you are experiencing are a result of discrimination, you have 45 calendar days from the date of the incident to contact CISA’s EEO Office – The Resolution & Equity Division (OEDIA.Resolutions@CISA.dhs.gov) to file an informal complaint of discrimination. 

 

EMAIL ADDRESS TO SEND FINAL ACTIONS/OFO DOCUMENTS:

HqEEO@hq.dhs.gov AND OEDIA.Resolutions@CISA.dhs.gov

 

EEO CUSTOMER SERVICE INFORMATION (including EEO Officers and Counselors):

General Phone Number: 202-240-9952

Email: OEDIA.Resolutions@CISA.dhs.gov

 

Equal Employment Opportunity (EEO) Complaints

To request EEO information or file a complaint about acts of workplace discrimination within CISA (for applicants and employees of CISA, only) 

Email: CISA.OEDIA.Resolutions@cisa.dhs.gov

REASONABLE ACCOMMODATIONS and PERSONAL ASSISTANCE SERVICES

What is a Reasonable Accommodation?

A reasonable accommodation (RA) is a change in the workplace environment or in the way things are customarily done that enables a qualified individual with a disability to enjoy equal employment opportunities, absent undue hardship.

Three areas where an accommodation may be requested:

  • Job application process
  • Ability to perform the essential functions of the job
  • Enjoy equal benefits and privileges of employment as non-disabled employees and applicants

What are Personal Assistance Services?

Personal Assistance Services (PAS) refers to a range of support for employees with targeted disabilities who need assistance with performing activities of daily living that an individual would typically perform if they did not have a disability, and that is not otherwise required as a reasonable accommodation, including, for example, assistance with removing and putting on clothing, eating, and using the restroom. PAS can be tailored to meet the specific needs of each individual.

Procedures for Employees:

  • Visit the "Accessibility Compliance Management System" to initiate your request.

  • Complete Reasonable Accommodations Request (RAR) form and attach in ACMS.
  • Medical provider completes Medical Inquiry Form, and this and the RAR, and any other supportinginformation, are attached by the requestor in ACMS.
  • The Access and Equity/Reasonable Accommodation Division will review documents and establish if criteria for coverage as a person with a disability is met, as well as officially document the request and provide the supervisor of record, information and guidance concerning the request and next steps.
  • Supervisor begins the interactive process (ask clarifying questions, gather additional supporting documentation).
  • Supervisor (deciding official) has up to 30 business days to provide a decision in writing to grant or deny the request, upon receipt of all required processing documentation.

Procedures for Applicants:

  • Contact the CISA Access and Equity/Reasonable Accommodation Division at CISA_ReasonableAccommodation@cisa.dhs.gov for the required forms, with the subject line “CISA Applicant Reasonable Accommodation Request.”
  • Complete the provided Reasonable Accommodations Request (RAR) and Medical Inquiry forms and email them back to CISA_ReasonableAccommodation@cisa.dhs.gov.
  • The Access and Equity/Reasonable Accommodation Division will review documents and establish if criteria for coverage as a person with a disability is met, as well as officially document the request and provide the supervisor of record, information and guidance concerning the request and next steps.
  • Deciding Official begins the interactive process (ask clarifying questions, gather additional supporting documentation).
  • Deciding Official has up to 30business days to provide a decision in writing to grant or deny the request, upon receipt of all required processing documentation.

For questions or comments, please send all reasonable accommodation inquiries to CISA_ReasonableAccommodation@cisa.dhs.gov.

What is a Reasonable Accommodation?

A reasonable accommodation (RA) is a change in the workplace environment or in the way things are customarily done that enables a qualified individual with a disability to enjoy equal employment opportunities, absent undue hardship.

Here are three areas where an accommodation may be requested:

  • Job application process
  • Ability to perform the essential functions of the job
  • Enjoy equal benefits and privileges of employment as non-disabled employees and applicants

What are Personal Assistance Services?

Personal Assistance Services (PAS) refers to a range of support for employees with targeted disabilities who need assistance with performing activities of daily living that an individual would typically perform if they did not have a disability and that is not otherwise required as a reasonable accommodation, including, for example, assistance with removing and putting on clothing, eating, and using the restroom. PAS can be tailored to meet the specific needs of each individual.

Procedures for Employees:

  • Visit the Accessibility Compliance Management System (ACMS) to initiate your request.
  • Complete the Reasonable Accommodations Request (RAR) form and upload it into ACMS.
  • Ensure your medical provider completes the Medical Inquiry Form, and upload this form and any other supportingdocumentation into ACMS.
  • The Access and Equity/Reasonable Accommodation Division will then review documents to establish if the criteria for coverage as a person with a disability are met and officially document the request. We will also provide information, guidance, and next steps to the Supervisor of record/Deciding Official.
  • The Supervisor/Deciding Official begins the interactive process (asking clarifying questions, gathering additional supporting documentation).
  • Upon receipt of all required processing documentation, the Supervisor/Deciding Official has up to 15 business days to provide a decision in writing to grant or deny the request.

Procedures for Applicants:

  • Contact the CISA Access and Equity/Reasonable Accommodation Division at CISA_ReasonableAccommodation@cisa.dhs.gov for the required forms, with the subject line “CISA Applicant Reasonable Accommodation Request.”
  • Complete the provided Reasonable Accommodations Request (RAR) and MedicalInquiryForm and email them back to CISA_ReasonableAccommodation@cisa.dhs.gov.
  • The Access and Equity/Reasonable Accommodation Division will then review documents to establish if the criteria for coverage as a person with a disability are met and officially document the request. We will also provide information, guidance, and next steps to the Deciding Official.
  • The Deciding Official begins the interactive process (asking clarifying questions, gathering additional supporting documentation).
  • Upon receipt of all required processing documentation, the Deciding Official has up to 15 business days to provide a decision in writing to grant or deny the request.

For questions or comments, please send all reasonable accommodation inquiries to CISA_ReasonableAccommodation@cisa.dhs.gov.