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 Equal Employment Opportunity/Affirmative Action (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







Patrick Morris

401 South Clinton, 6th Floor

Chicago, IL 60607

(773) 919-7789

(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; design and implement systems to measure the effectiveness of the IDHS EEO/AA programs; serve as the 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 the 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.