EEOC Celebrates the History and Impact of Management Directive 715 on its Twentieth Anniversary

WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) released a perspective today on a key federal directive titled, “Twenty Years of the EEOC’s Management Directive 715.”

The EEOC issued Management Directive 715 (MD-715) on Oct. 1, 2003 to help federal agencies identify and remove barriers to equal employment opportunity (EEO). MD-715 introduced six essential elements to establish and maintain a model EEO program which “ensures that all employees and applicants for employment enjoy equality of opportunity in the federal workplace regardless of race, sex, national origin, color, religion, disability, or reprisal for engaging in prior protected activity.”

MD-715 serves as a roadmap for federal agencies to meet the spirit and intent of Title VII of the Civil Rights Act of 1964 and the Rehabilitation Act of 1973. It emphasizes not only the elimination of discrimination but also its prevention. As a result, MD-715 requires agencies to collect workforce data, identify barriers to equal opportunity, and develop a plan to address identified barriers.

“Ensuring equal opportunity for all federal workers requires constant effort and vigilance,” said Dexter Brooks, associate director of the EEOC’s Office of Federal Operations. “In its twenty years, MD-715 has proven to be a successful tool for identifying and remedying employment barriers. Looking towards the future, the EEOC will continue to monitor MD-715 data to ensure equal employment opportunity for all in the federal sector.”

The EEOC’s analysis of MD-715 data reveals that, in the last twenty years, the federal workforce has become more diverse, particularly at the senior pay level. Notably, the participation rate of women at the senior pay level increased from 25.5% in fiscal year (FY) 2003 to 39.3% in FY 2021. The participation rates at the senior pay level of Black workers (from 7.1% to 12.6%), Hispanic workers (from 3.4% to 5.1%), and Asian workers (from 2.5% to 7.4%) also increased during this period.

However, MD-715 data also shows additional work is needed to ensure equal opportunity for all workers. For example, persons with disabilities are underrepresented at the senior pay level. In FY 2021, people with disabilities were just 0.5% of the senior pay level compared to 1.3% of the permanent workforce.

The EEOC prevents and remedies unlawful employment discrimination and advances equal opportunity for all. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.