IDHS Discrimination/Harassment Policy Statement

For the Fiscal Year 2017


It is the policy of the Department of Human Services (DHS) that its employees and applicants for employment will be free from discrimination and harassment with regard to employment practices or in the workplace. This DHS policy provides for freedom from discrimination and harassment and prohibits exclusion from personnel actions for reasons related to race, color, religion, sex, national origin, ancestry, age, marital status, physical or mental disability, genetic information, pregnancy, citizenship status, military status, order of protection status, military discharge status or sexual orientation in connection with employment. Further, the DHS prohibits the discriminatory exclusion of a person(s) from employment, examination, appointment, training, recruitment, promotion, retention, discipline or any other personnel action.


The nondiscrimination and affirmative action policy of the DHS is in conformance with: Title VII of the Civil Rights Act of 1964; the Civil Rights Act of 1991; the Equal Pay Act of 1963; Title I of the Americans with Disabilities Act of 1990; the Illinois Human Rights Act; Section 504 of the Rehabilitation Act; HIPAA General Administrative Requirements; HIPAA Security and Privacy; Non-Discrimination on the Basis of Disability in State and Local Government Services; Section 504 Grievance Procedure; the Age Discrimination in Employment Act of 1967; the Nutrition Act of 2008; Genetic Information Nondiscrimination Act of 2008; the Pregnancy Discrimination Act; the Americans with Disabilities Act of 1990; and the Americans with Disabilities Amendments Act of 2008. Any DHS employee or applicant for employment, who feels that he or she has been discriminated against or harassed on any of the bases stated above, is free to file a discrimination or harassment complaint without fear of reprisal or retaliation.


Consistent with its stated policy on nondiscrimination and affirmative action, the DHS is committed to undertaking affirmative action to correct any apparent underutilization, in all levels of employment, of women, persons who represent racial minorities, and people with disabilities as defined in federal and State statutes and regulations, i.e., Black or African American, Hispanic or Latino, Asian, American Indian or Alaska Native, and Native Hawaiian or Other Pacific Islander in all levels of employment. The DHS is also committed to ensuring that appropriate training is provided to maximize the promotion and retention of staff whose employment assists the department in meeting its affirmative action goals.


The Chief EEO/AA Officer has direct access to the Secretary of DHS, to discuss EEO/AA issues, progress, and discrimination complaints. The positive support of all DHS managers, administrative staff, and personnel is expected and required, in order to have a workplace that is free from discrimination or harassment, and that supports affirmative action for women, minorities, and persons with disabilities.