The mission of the Special Emphasis Program (SEP) for AANHPI (Asian American, Native Hawaiian, and Pacific Islander) in the Secret Service, as it is similarly for each SEP, is (1) to strive toward achieving a civilian workforce in which AANHPI are employed at all levels, in all occupations, and in all segments of the Agency commensurate with their representation in the relevant labor force; and (2) to integrate the goals and objectives of the AANHPI SEP into all aspects of Agency personnel management.

  According to the 2019 Secret Service Workforce Demographics, AANHPI constitute 3.3% of the Agency workforce, compared to 3.9% in the National Civilian Labor Force (most recent figures are from 2010). The 2019 numbers indicate an underrepresentation of AANHPI generally in hiring, career development programs, and senior grade levels within the Secret Service. Some of the long-term goals of the AANHPI SEP are to assess whether barriers exist that are causal factors in the underrepresentation of AANHPI in the Agency and to recommend and help establish and implement procedures to mitigate these barriers, as appropriate.

 One immediate goal of the AANHPI SEP is to increase its visibility and educate Agency employees as to its role, activities, and resources. To that end, all employees are invited to participate in SEP-sponsored events when they are scheduled, regularly check this webpage for updates, contact the SEPM for more information, and join the email list for periodic updates and news items.

  Executive Order 13230, Educational Excellence for Hispanic Americans Commission strengthens the Nation's capacity to provide high-quality education and increase opportunities for Hispanic Americans to participate in and benefit from Federal education programs. Executive Order 13171 was issued on October 12, 2000, to help improve the representation of Hispanics in Federal employment.

  In September 1997, the U.S. Office of Personnel Management developed and called upon agencies to adopt a Hispanic Employment Initiative (Nine-Point Plan) to improve the representation of Hispanics in the Federal workforce. Click here to read the Nine-Point Plan.

  President George W. Bush reaffirmed the previous administration's Native American Program of Support for Tribal Colleges and Universities in Executive Order 13270 of July 3, 2002. He reiterated the unique relationship between the United States and the Indian tribes and also acknowledged the special relationship between the United States and Alaska Native entities. President Bush declared that it is the policy of the Federal Government that this Nation's commitment to educational success and opportunity extends as well to the tribal colleges and universities that serve Indian tribes and Alaska Native entities. President Bush hopes that this order will fulfill vital roles in:

• maintaining and preserving irreplaceable languages and cultural traditions;

• offering a high-quality college education to younger students; and

• providing job training and other career-building programs to adults and senior citizens.

  The USSS Federal Women's Program (FWP) is a special emphasis program established in 1963 and it is responsible for improving employment and advancement opportunities for women in the federal service. The FWP focus is directed at issues and special concerns that impact women as they relate to federal employment policies and practices. In 1967, Executive Order 11375 added sex to other prohibited forms of discrimination in Federal employment. In response, in 1969, the U.S. Civil Service Commission released Executive Order 11478, which brought the FWP into the overall Equal Employment Opportunity (EEO) Program and placed it under the stewardship of the Director of EEO.

The primary objectives of the Federal Women's Program are to:

• Identify and eliminate discriminatory practices;

• Ensure women are represented throughout the Federal work force;

• Provide education and awareness about the issues and concerns of women in the work place;

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• Identify problems and solutions in the recruitment and retention of women in the work place; and

• Discuss ideas and present proposals to improve employment opportunities and working conditions for women in the work place .

  The FWP works to ensure women receive equal opportunity in recruitment, selection, training, and advancement in the work place. The FWP manager advises supervisors, managers, and employees on matters of equal opportunities for women. As early as 1972 - 1994, Federal regulations required agencies to designate a FWP manager to advise their EEO directors on matters affecting the employment and advancement of women. Federal EEO laws and regulations now direct Federal agencies to designate special emphasis program managers, including FWP managers, as necessary to carry out required EEO functions.

  The U.S. Secret Service Lesbian, Gay, Bisexual and Transgender (LGBT) Special Emphasis Program was established in 2019 and is responsible for ensuring equitable treatment for all employees (and applicants) regardless of sexual orientation or gender identification.

     On May 28, 1998 President Clinton issued Executive Order 13087, which amended Executive Order 11478, thereby prohibiting discrimination based on sexual orientation for employees in the federal civilian workforce.

     On July 21, 2014 President Obama issued Executive Order 13672, which amended Executive Order 11478, thereby prohibiting discrimination based on gender identity in the federal civilian workforce

      On August 31, 2015 DHS issued DHS Directive 065-02, which established Special Emphasis Programs within the Department of Homeland Security. One such program that was established was the Lesbian, Gay, Bisexual and Transgender (LGBT) employment program.

• Goal 1 - Identify barriers to recruitment, promotion, and retention of LGBT employees / applicants.

• Goal 2 - Review organizational policies and procedures which could potentially inhibit equity in the USSS.

• Goal 3 - Create a LGBT Employee Resource Group (ERG) for USSS employees (and allies).

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  The LGBT Special Emphasis Program will work with the Outreach and Recruiting Branch (ORB) to recruit members of the LGBT community. This will be done through attendance at various LGBT events (conferences, seminars, etc.). Emphasis will be placed on providing information regarding the importance of providing a workplace free from discrimination based on sexual orientation or gender identity.

Additionally, the program will create an ERG for LGBT members and allies. Members of the ERG will meet regularly (in person or via teleconference) to discuss issues that are relevant to LGBT employees.

  The federal government is our nation's largest employer and was tasked by former President Bill Clinton to lead the way and set the standard for the employment of persons with disabilities.  President Barack Obama has continued to emphasize the significance of creating a diverse federal government workforce that includes persons with disabilities. 

The Federal government has a statutory obligation to engage in affirmative action with respect to the hiring, placement and advancement of individuals with disabilities.  Executive Order 13078, issued on March 13, 1998, established the Presidential Task Force on Employment of Adults with Disabilities in the Federal Government.  Executive Order 13217, issued on June 18, 2001, has a goal of increasing the productive employment of adults with disabilities. 

  In order to assist the agency in accomplishing our goal, of hiring, promoting and retaining highly qualified applicants, the U.S. Secret Service has established a Special Emphasis Program specifically targeting persons with disabilities and disabled veterans.  The Special Emphasis Program Manager (SEPM) position was established to ensure EEO is present in all aspects of employment and that positive actions and resources are being utilized to address underrepresentation of persons with disabilities.  The SEPM focuses only on employment related programs and serve as a channel to management. 

The mission of the organizational ombudsman is to provide a confidential, independent, impartial, and informal process which facilitates fair and equitable resolutions to concerns that arise in the organization.  In performing this mission, the ombudsman serves as an information and communication resource, upward feedback channel, advisor, dispute resolution expert and change agent.

  The IEC will become the agency’s “Game Changers” who will focus their efforts on creating and fostering a more “Inclusive and Engaged Workplace.” The IEC’s objective is to help create and sustain a culture that encourages collaboration, flexibility, and fairness to enable every individual to participate in creating an inclusive work environment that encourages engagement. The IEC also strives to create an environment where every person feels valued and believes that he or she has the freedom to reach their fullest potential. The IEC will consist of a robust team of leaders and employees representative of special agents (SA), Uniformed Division (UD) officers, and administrative, professional and technical (APT) employees led by an SES level Executive Champion for Inclusion and Engagement (ECIE) who understands the value that every person brings to our workplace. The IEC’s collective duty is to help the Secret Service build, foster, create, and inspire a workforce where diversity and inclusion is not just “talked about” -- but demonstrated by all employees through “Every Action, Every Day.” The IEC’s efforts will not rely solely on the legal requirements underscoring the principles of EEO and the voluntary initiatives in Diversity programs; rather, the IEC will seek innovative solutions outside the agency’s mandated requirements to create a culture where differences are valued and appreciated, and employee engagement is encouraged.

• The IEC will strive to help every individual understand and accept their responsibility to help foster a culture of inclusion.

• The IEC will seek to be inclusive of the unique diversities representative of the Secret Service and will rely on all employees to advocate for a culturally diverse and inclusive workplace.

• The IEC, especially those in leadership positions, must be representative of men and women of all races, ethnicities, and gender groups. This will allow the IEC to draw from the diverse experiences of the workforce.

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• The IEC will seek energetic employees and leaders to serve as active role models and/or “Game Changers” who will lead the charge of “Inclusiveness and Engagement” throughout the workplace.​