Employment Policies

(1) All Department officials and supervisory employees shall appoint, assign, train, evaluate, compensate, and promote agency personnel on the basis of merit and fitness, without discrimination on the basis of race, color, religion, national origin, disability, ancestry, sex, age, status as a veteran, military service, sexual orientation, gender identity, or any other basis prohibited by law. (2) The following standards and procedures shall govern the preparation and adoption of affirmative action and diversity plans by the Department: (a) Set forth goals and timetables and employ all reasonable measures to eliminate the lingering effects of any present or past discriminatory employment practices; (b) Review its existing staffing patterns, and to the extent that such patterns indicate a pattern of staffing of Racial/Ethnic Minority group members and women, persons with disabilities, and veterans that is not fairly reflective of the percentage of Racial/Ethnic Minority Group members, women, persons with disabilities, and veterans in the Boston Metropolitan Statistical Area (MSA), take appropriate remedial measures to resolve and eliminate such patterns in future hiring and promotion decisions; (c) Conduct an ongoing review of its affirmative action and diversity plan to ensure compliance with such plan, and with the intent of 760 CMR 47.00 in accordance with applicable executive orders; and (d) Appoint a Diversity Officer to supervise monitoring and enforcement of the affirmative action and diversity plan. In addition, the Diversity Officer shall have the authority to recommend approval or disapproval of all appointments and Department funded construction contracts. (3) The Undersecretary shall, in conjunction with the Commission, periodically review the above standards and procedures and shall propose modifications and amendments where appropriate, provided however, that any such modifications and amendments shall include without limitation, the provisions of 760 CMR 47.05(2)(a) through (d).