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We value a smart, diverse workforce and support a number of programs to help attract, develop, and retain the best talent regardless of race, national origin, gender, physical abilities, or age.
The OCC's Office of Minority and Women Inclusion (OMWI) administers the employee network groups that support diversity and inclusion throughout the agency. These networks offer support and camaraderie while promoting agency diversity and inclusion efforts. Throughout the year, they sponsor numerous events and activities, including annual observations of months dedicated to celebrating the contributions and heritage of these diverse groups.
ENG liaisons work in partnership with the OMWI oﬃce to advance the special emphasis programs and support the agency's diversity and inclusion objectives. To learn more about the OCC's nine ENGs, contact Edna Coleman, Program Analyst, at (202) 649-7174.
In addition to official special emphasis month programs, employees also participate in network groups that support diversity throughout the agency.
CARE promotes education and career development of employees, while working to identify and overcome barriers that may hinder professional development.
DAWN seeks to assist the OCC as it strives to become a model employer of persons with disabilities and those in caregiver roles to ensure their full inclusion and engagement in all aspects of our workforce.
The primary focus of "Crossroads" promote generational awareness, leverage and provide support to our multi-generational workforce, and enhance employees' abilities to navigate and succeed in the OCC work culture.
HOLA raises awareness of issues relevant to Hispanic employees in the OCC workforce and supports the advancement and development of its members through promoting the principles of leadership, career development, and networking.
NATIVe's goals are to foster the recruitment, development, and retention of Indigenous Peoples and Native Americans as employees and to promote OCC employee awareness, understanding, and interest in Native American and Indigenous Peoples' cultures and financial issues.
NAPA supports the development, and retention of Asian Pacific American employees and promotes awareness and understanding of the Asian Pacific American culture and heritage.
PRIDE supports the OCC's efforts to create and maintain a workplace environment that recognizes and respects diversity, and values all employees, regardless of sexual orientation or gender identity.
TWN fosters a work environment that attracts, develops and retains women through activities designed to inform, encourage and empower female OCC employees.
VEN's goals are to support the recruitment and retention of OCC military veterans and reservists, and to provide support to OCC employees with family members who are active-duty military, reservists and/or military veterans.
The OCC is dedicated to ensuring equal opportunity for all applicants. All decisions regarding employment, including selection, promotion, employee development and salary, are made solely on the basis of merit, without regard to race, color, religion, national origin, sex, age, disability, protected genetic information, sexual orientation, parental status, or other non-merit factors. Absent an undue hardship, OCC will provide reasonable accommodation for a qualified applicant with a disability. Read more on OCC Equal Employment Opportunities. Also, to learn more about the OCC's EEO Program, under the direction, of its EEO Director (Executive Director for OMWI) contact their office on (202) 649-6460; if you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.
Careers at the OCC
Diversity Self-Assessment FAQs (PDF)
Equal Employment Opportunity
OMWI Brochure (PDF)
Reasonable Accommodations for People with Disabilities
Register your Business as an Interested Supplier to OCC