Commitment to Diversity
The U.S. Secret Service provides its Employees and Applicants with a full and fair opportunity for employment, career advancement and access to programs. We realize diversity is about more than race and gender. Diversity includes everyone, encompassing our unique differences as well as what we have in common. This is a continued Agency priority that is critical to our success. It is why we are a premiere Federal law enforcement Agency with a longstanding history of success driven by integrity, honor and dedication.
The U.S. Secret Service attracts and retains professionals of all backgrounds and experiences while also providing an inclusive environment to excel and succeed in their chosen field. This allows for a strong and agile workforce while helping each individual realize their full potential. Our commitment to maintaining a diverse and inclusive workplace where all of our people, regardless of their backgrounds, can have rich and rewarding careers is an overarching goal that is embedded throughout our culture.
Equal Employment opportunity
Equal Employment Opportunity (EEO) is a fundamental right of all Employees and Applicants for employment. Employees and Applicants are to be provided a full and fair opportunity for employment, career advancement and access to programs without regard to race, color, religion, national origin, disability (physical or mental), gender, age, sexual orientation, genetic information or parental status.
Reasonable Accommodation Policy
The U.S. Secret Service provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency by calling 202-406-5800, 1 888-813-USSS (8777) or via TTY at 202-406-5390. Decisions on granting reasonable accommodation are made on a case-by-case basis.
Personal Assistance Services
No FEAR Act
Equal Employment Opportunity Data Posted Pursuant to the Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Public Law 107-174
On May 15, 2002, President George W. Bush signed into law the No FEAR Act. The Act increased federal agency accountability for acts of discrimination or reprisal taken against employees. One of the requirements of the No FEAR Act is that federal agencies post on their public websites summary statistical data relating to Equal Employment Opportunity complaints filed against the respective agencies.
Our public website contains statistical information in accordance with the No FEAR Act. This data is updated on a quarterly basis.
When reviewing the complaint data, it should be noted that the U.S. Secret Service's formal complaints process was conducted by the Department of the Treasury prior to FY 2004. The format of data has changed to follow Department of Homeland Security requirements. No FEAR Act data for the Department of Homeland Security can be found at www.dhs.gov.
- Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002
- Proposed EEOC Regulations for Title III of No FEAR
- Secret Service EEO Complaint Data
- Title VII of the Civil Rights Act of 1964
- The Civil Rights Act of 1991
- No FEAR Act of 2002
- Rehabilitation Act of 1973
- The Age Discrimination Act of 1973
- The Equal Pay Act of 1963
- Administrative Dispute Resolution Act of 1996
- Alternative Dispute Resolution Act of 1998
- The Pregnancy Discrimination Act
- The Genetic Information Nondiscrimination Act of 2008 (GINA)
- 29 C.F.R. Part of 1614
- EEOC Management Directive–110
- EEOC Management Directive–715
For further information, please contact the
Director, Office of Equal Opportunity.
United States Secret Service
Office of Equal Opportunity
245 Murray Ln, SW
Washington, DC 20223