Our practice is to annually re-issue the Administrator’s Statement on Equal Employment and Diversity and the Administrator’s Statement on Prohibiting Harassment. Click below to view the Statements.
Drug Enforcement Administration Statement on Equal Employment Opportunity and Diversity
Drug Enforcement Administration Statement on Prohibiting Harassment
Please note: If you feel that you have been subjected to unlawful discrimination or retaliation, please contact the EEO Office at (202) 307-8888 or via email at EEO.Office.at.DEA@dea.gov within 45 calendar days from the alleged date of discrimination or from the date you become reasonably aware of the alleged discrimination. The Administrator’s Statement on Equal Employment and Diversity makes reference to contacting an EEO Counselor in your region. However, our office is no longer using a regional system to assign counselors. Accordingly, please contact our office if you wish to pursue an EEO matter.
The Management Directive 715 (MD-715) was issued by the Equal Employment Opportunity Commission (EEOC) on October 1, 2003. MD-715 contains policy guidelines and standards for establishing and maintaining effective affirmative employment programs. It requires agencies to take appropriate steps to ensure that policies, practices, and procedures are conducted in a discrimination free manner for employees, and applicants. The MD-715 calls for periodic agency self-assessments and the identification and elimination of barriers that prevent equal employment opportunities in the workplace.
View DEA’s most recent 2022 MD 715 Report and 2022 MD 715 Data Tables.
The Drug Enforcement Administration is committed to hiring a highly talented and diverse workforce, including individuals with disabilities. We offer excellent benefits and opportunities for career advancement and jobs in the United States and abroad. DEA’ commitment to the employment of individuals with disabilities includes having a disability employment strategic plan; issuing robust hiring goals, including for individuals with targeted disabilities; increasing the knowledge of disability-related resources; and promoting training in disability awareness and reasonable accommodation.
The Drug Enforcement Administration provides reasonable accommodations to applicants and employees with disabilities. Reasonable Accommodation is any change in the work environment or in the way things are customarily done that would enable a qualified individual with a disability to enjoy equal employment opportunities.
Download DEA's Reasonable Accommodation policy and procedures
Some of the accommodations available include:
- Modified work schedule
- Hardware and software that make computers accessible if you have vision impairments or difficulty using your hands
- Sign language interpreters or readers
- Training and other written materials in an alternative format (e.g., Braille, audio tape, computer disk)
- Physical changes, such as installing a ramp or modifying a workspace.
Personal Assistance Services (PAS) (as a form of Reasonable Accommodation) are services that help individuals who, because of targeted disabilities, require assistance to perform basic activities of daily living, like eating and using the restroom. PAS services are performed at the direction of the employee and scheduled by the employee (part-time, full-time) to meet their personal needs.
You (or someone on your behalf) may initiate a reasonable accommodation request with your supervisor, AAO or by contacting Derek Orr, Disability Employment Program Manager by email derek.k.orr@usdoj.gov or by phone (202) 307-8898.
The Drug Enforcement Administration (DEA) is committed to providing accessible Information and Communication Technology (ICT) to individuals with disabilities, including members of the public and federal employees, by meeting or exceeding the requirements of Section 508 of the Rehabilitation Act of 1973. In addition, DEA is also committed to ensuring accessibility of our buildings and facilities as required by the Architectural Barriers Act, 42 U.S.C. 4151 through 4157.
Section 508 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 794d)
Section 508 of the Rehabilitation Act of 1973, as amended requires agencies, during the procurement, development, maintenance, or use of ICT, to ensure that individuals with disabilities have access to and use of ICT information and data comparable to the access and use afforded to individuals without disabilities (i.e., “ICT accessibility”), unless an undue burden would be imposed on the agency.
More information on Section 508 and the technical standards.
If you have feedback, questions, or concerns relating to the accessibility of any content that interferes with your ability to access the information on the Drug Enforcement Administration’s website, please contact the Agency CIO at for assistance.
If you believe that the Information and Communication Technology (ICT) used by the Drug Enforcement Administration does not comply with Section 508 of the Rehabilitation Act, you may file a 508 complaint by contacting the Agency CIO for assistance.
To enable us to respond in a manner most helpful to you, please indicate the nature of your accessibility problem, the preferred format in which to receive the material, the web address (URL) of the material with which you are having difficulty, and your contact information.
Architectural Barriers Act of 1968 (42 U.S.C. §§ 4151--57)
The Architectural Barriers Act (ABA) requires access to facilities that are designed, built, altered, or leased with Federal funds. The Access Board is the federal agency responsible for enforcing the ABA.
More information About ABA Standards and filing a complaint.
