Identification and Duties of EEO/AA Officer

Chief EEO/AA Officer Identifying Information and Duties

The Illinois Department of Human Services (IDHS), in accordance with Sections 2-105 (B) (4) of the Human Rights Act and 2520.780 (a) of the Department of Human Rights Rules and Regulations, has appointed a full-time Chief EEO/AA Officer for the Bureau of Civil Affairs, who has direct access to the Secretary of IDHS (the Agency's Chief Executive Officer).

Identifying Information







Jayesh Hines-Shah

401 South Clinton, 6th Floor

Chicago, IL 60607

(217) 524-7068

(217) 557-4191

(217) 557-7757


Develop and execute the IDHS Affirmative Action Plan goals and objectives; assist IDHS administration in identifying and solving EEO/AA problems; designs and implements systems to measure the effectiveness of the IDHS EEO/AA programs; serves as liaison between the IDHS and the Illinois Department of Human Rights, the U.S. Equal Employment Opportunity Commission, the Civil Rights Offices of the U.S. Department of Health & Human Services, the U.S. Department of Agriculture, the U.S. Department of Education, and other similar regulatory agencies; and serves as liaison between the IDHS and various organizations representing women, persons with disabilities, and persons from racially diverse groups.

Further, the Chief EEO/AA Officer: monitors developments in the EEO/AA field and informs the IDHS administration of significant changes; ensures that the IDHS staff adhere to EEO/AA policies and procedures; advises the IDHS administration regarding the employment practices of the IDHS staff (managers and supervisors); supervises the investigation of charges related to perceived violations of non-discrimination and anti-harassment policies; reports on the IDHS internal and external complaints, and the action taken to correct any discriminatory practices which are substantiated; submits recommendations to the Secretary regarding improvements in the EEO/AA program and plan; notifies the Secretary when unable to resolve employment practices or conditions that have, or may lead to disparate impact on women, racially diverse groups, or persons with disabilities; and reviews layoff plans for adverse impact.