Equal Opportunity Representatives and Officers
Monitor and evaluate compliance with equal opportunity laws, guidelines, and policies to ensure that employment practices and contracting arrangements give equal opportunity without regard to race, religion, color, national origin, sex, age, or disability.
Tasks Include:
- Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
- Interpret civil rights laws and equal opportunity regulations for individuals or employers.
- Study equal opportunity complaints to clarify issues.
- Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
- Conduct surveys and evaluate findings to determine if systematic discrimination exists.
- Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
- Prepare reports related to investigations of equal opportunity complaints.
- Interview persons involved in equal opportunity complaints to verify case information.
- Meet with persons involved in equal opportunity complaints to arbitrate and settle disputes.
- Develop guidelines for nondiscriminatory employment practices.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet27)
Projections Quick View:
Virginia: +6.4%
National: +4.3%
Education
Bachelor's Degree
Job Zone:
Four: Considerable Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$71,650.00
State
$77,230.00
Regional
Equal Opportunity Representatives and Officers
Description
| Career Cluster: | Government & Public Administration
|
Monitor and evaluate compliance with equal opportunity laws, guidelines, and policies to ensure that employment practices and contracting arrangements give equal opportunity without regard to race, religion, color, national origin, sex, age, or disability.
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Education
Required Level of Education
- Bachelor's Degree = 65.76%
- Some College Courses = 14.07%
- Master's Degree = 11.87%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 4.44%
- First Professional Degree - awarded for completion of a program that: requires at least 2 years of college work before entrance into the program, includes a total of at least 6 academic years of work to complete, and provides all remaining academic requirements to begin practice in a profession. = 2.77%
- Post-Master's Certificate - awarded for completion of an organized program of study; designed for people who have completed a Master's degree but do not meet the requirements of academic degrees at the doctoral level. = 1.09%
Related Work Experience
- Over 2 years, up to and including 4 years = 43.94%
- Over 4 years, up to and including 6 years = 20.26%
- Over 1 year, up to and including 2 years = 8.44%
- Over 6 months, up to and including 1 year = 7.92%
- Over 8 years, up to and including 10 years = 7.06%
- None = 6.78%
- Over 6 years, up to and including 8 years = 3.59%
- Over 10 years = 2.01%
On-Site or In-Plant Training
- Over 1 month, up to and including 3 months = 21.73%
- None = 17.27%
- Over 1 year, up to and including 2 years = 16.09%
- Up to and including 1 month = 15.37%
- Over 6 months, up to and including 1 year = 10.64%
- Over 4 years, up to and including 10 years = 9.24%
- Over 3 months, up to and including 6 months = 7.16%
- Over 2 years, up to and including 4 years = 2.49%
On-the-Job Training
- Over 3 months, up to and including 6 months = 25.96%
- Anything beyond short demonstration, up to and including 1 month = 20.21%
- Over 6 months, up to and including 1 year = 14.23%
- Over 4 years, up to and including 10 years = 13.22%
- Over 1 month, up to and including 3 months = 12.20%
- Over 1 year, up to and including 2 years = 8.56%
- None or short demonstration = 5.61%
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Tasks
Core Tasks Include:
- Investigate employment practices or alleged violations of laws to document and correct discriminatory factors.
- Interpret civil rights laws and equal opportunity regulations for individuals or employers.
- Study equal opportunity complaints to clarify issues.
- Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints.
- Conduct surveys and evaluate findings to determine if systematic discrimination exists.
- Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development.
- Prepare reports related to investigations of equal opportunity complaints.
- Interview persons involved in equal opportunity complaints to verify case information.
- Meet with persons involved in equal opportunity complaints to arbitrate and settle disputes.
- Develop guidelines for nondiscriminatory employment practices.
- Monitor the implementation and impact of guidelines for nondiscriminatory employment practices.
Supplemental Tasks Include:
- Prepare reports of selection, survey, or other statistics and recommendations for corrective action.
- Review company contracts to determine actions required to meet governmental equal opportunity provisions.
- Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws.
- Verify that all job descriptions are submitted for review and approval and that descriptions meet regulatory standards.
- Act as liaisons between minority placement agencies and employers or between job search committees and other equal opportunity administrators.
- Consult with community representatives to develop technical assistance agreements in accordance with governmental regulations.
- Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts.
- Participate in the recruitment of employees through job fairs, career days, or advertising plans.
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Tools and Technology
Tools Include:
- Calculators or accessories (10-key calculators)
- Desktop computers
- Notebook computers (Laptop computers)
- Special purpose telephones (Multi-line telephone systems)
- Personal computers
- Personal digital assistant PDAs or organizers (Personal digital assistants PDA)
Technologies Include:
- Analytical or scientific software
- Equitas EEOStat
- Peopleclick PayStat
- Compliance software
- Bashen EEOFedSoft
- Bashen EEOSoft
- Equal employment opportunity EEO compliance software
- Data base user interface and query software
- Database software
- Electronic mail software
- Microsoft Outlook
- Human resources software
- Bashen LinkLine
- Berkshire Associates BALANCEaap
- Biddle Adverse Impact Toolkit
- Biddle AutoAAP
- EEO Made Simple AAPMaker
- EEO Made Simple Applicant Tracking Software
- Gerstco AAPBase
- Peopleclick AAPlanner
- Peopleclick CAAMS
- Peopleclick Monitor
- Speediware SpeedEEO
- Yocum & McKee The Complete AAP
- Presentation software
- Microsoft PowerPoint
- Spreadsheet software
- IBM Lotus 1-2-3
- Microsoft Excel
- Word processing software
- Corel WordPerfect software
- Microsoft Word
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Knowledge
| % | Subject | Description |
|---|---|---|
| 85.75 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
| 74.25 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| 73.00 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
| 69.50 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| 60.00 | Sociology and Anthropology | Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures, and their history and origins. |
| 57.25 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| 54.75 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
| 50.25 | Education and Training | Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Skills
| % | Subject | Description |
|---|---|---|
| 81.25 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| 78.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
| 75.00 | Speaking | Talking to others to convey information effectively. |
| 75.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
| 75.00 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
| 72.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
| 68.75 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
| 68.75 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
| 65.50 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| 59.50 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| 56.25 | Persuasion | Persuading others to change their minds or behavior. |
| 56.25 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
| 56.25 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
| 53.00 | Coordination | Adjusting actions in relation to others' actions. |
| 53.00 | Service Orientation | Actively looking for ways to help people. |
| 50.00 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
| 50.00 | Negotiation | Bringing others together and trying to reconcile differences. |
| 50.00 | Time Management | Managing one's own time and the time of others. |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Abilities
| % | Subject | Description |
|---|---|---|
| 84.50 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
| 81.25 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| 78.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
| 78.00 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
| 78.00 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
| 78.00 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
| 75.00 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
| 75.00 | Speech Recognition | The ability to identify and understand the speech of another person. |
| 72.00 | Speech Clarity | The ability to speak clearly so others can understand you. |
| 68.75 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
| 68.75 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
| 56.25 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
| 56.25 | Flexibility of Closure | The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material. |
| 50.00 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
| 50.00 | Speed of Closure | The ability to quickly make sense of, combine, and organize information into meaningful patterns. |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Work Activities
| % | Subject | Description |
|---|---|---|
| 94.25 | Evaluating Information to Determine Compliance with Standards | Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
| 87.25 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| 86.25 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| 85.75 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| 83.75 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| 83.25 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
| 81.75 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| 80.25 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
| 79.50 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| 78.75 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| 78.00 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| 77.25 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
| 75.50 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
| 75.00 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| 74.75 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| 74.50 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
| 72.00 | Performing for or Working Directly with the Public | Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
| 63.75 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
| 61.75 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
| 56.25 | Monitoring Processes, Materials, or Surroundings | Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
| 53.50 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
| 51.25 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
| 51.00 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Work Styles
| % | Subject | Description |
|---|---|---|
| 93.00 | Integrity | Job requires being honest and ethical. |
| 89.00 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
| 87.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
| 86.75 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| 85.00 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
| 84.50 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
| 79.75 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| 78.75 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
| 77.75 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
| 76.00 | Persistence | Job requires persistence in the face of obstacles. |
| 75.75 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
| 72.25 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| 71.25 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
| 68.50 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
| 56.25 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
| 53.25 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Work Values
| % | Subject | Description |
|---|---|---|
| 77.83 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
| 72.17 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
| 66.67 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
| 66.67 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
| 61.17 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
| 55.50 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Work Context
| % | Subject | Description |
|---|---|---|
| 98.60 | Electronic Mail | How often do you use electronic mail in this job? |
| 97.20 | Telephone | How often do you have telephone conversations in this job? |
| 94.80 | Spend Time Sitting | How much does this job require sitting? |
| 92.00 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
| 90.80 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
| 89.80 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
| 88.60 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
| 87.80 | Letters and Memos | How often does the job require written letters and memos? |
| 86.40 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
| 85.20 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
| 84.60 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
| 81.60 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
| 79.40 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
| 73.80 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
| 73.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
| 70.20 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
| 69.20 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
| 64.80 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
| 60.00 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
| 56.60 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
| 54.00 | Sounds, Noise Levels Are Distracting or Uncomfortable | How often does this job require working exposed to sounds and noise levels that are distracting or uncomfortable? |
| 52.60 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
| 51.20 | Public Speaking | How often do you have to perform public speaking in this job? |
| 51.00 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
| 49.60 | Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls | How much does this job require using your hands to handle, control, or feel objects, tools or controls? |
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Job Zone Four: Considerable Preparation Needed
- Overall Experience
- A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
- Job Training
- Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
- Examples
- Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators.
- Education
- Most of these occupations require a four-year bachelor's degree, but some do not.
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Earnings Benefits*
| Region | Entry Level | Median | Experienced |
|---|---|---|---|
| United States | $38,950.00 | $71,650.00 | $96,660.00 |
| Virginia | $47,210.00 | $77,230.00 | $101,040.00 |
| Region | Entry Level | Median | Experienced |
| Bay Consortium | $48,275.28 | $72,875.10 | $95,195.36 |
| Capital Region Workforce Partnership | $48,647.45 | $67,899.31 | $89,420.61 |
| Central VA/Region2000 | $37,035.25 | $49,071.20 | $70,894.90 |
| Crater Area | $45,699.40 | $76,499.74 | $95,240.87 |
| Greater Peninsula | $43,880.00 | $78,979.55 | $90,343.97 |
| Hampton Roads | $45,673.10 | $71,127.51 | $86,278.38 |
| New River/Mt. Rogers | $43,891.12 | $59,103.69 | $76,252.97 |
| Northern Virginia and Alexandria/Arlington | No Data | No Data | No Data |
| Piedmont Workforce | $49,236.05 | $72,692.05 | $88,366.80 |
| Shenandoah Valley | $42,620.88 | $61,457.08 | $84,048.38 |
| South Central | $38,687.78 | $48,891.18 | $61,567.31 |
| Southwestern Virginia | $35,672.98 | $52,256.92 | $69,172.59 |
| West Piedmont | $36,099.76 | $45,829.86 | $57,455.21 |
| Western Virginia | $44,768.96 | $62,984.20 | $76,529.07 |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet27)
Equal Opportunity Representatives and Officers
Employment Projections
| Current | Projected | % Change | |
|---|---|---|---|
| United States | 354,000 | 369,100 | +4.3% |
| Virginia | 8,960 | 9,532 | +6.4% |
| Region | Current* | Projected | % Change |
| Bay Consortium | No Data | No Data | No Data |
| Capital Region Workforce Partnership | 1,236 | 1,298 | +5.0% |
| Central VA/Region2000 | 178 | 183 | +2.8% |
| Crater Area | No Data | No Data | No Data |
| Greater Peninsula | 286 | 299 | +4.5% |
| Hampton Roads | 903 | 937 | +3.8% |
| New River/Mt. Rogers | 168 | 173 | +3.0% |
| Northern Virginia and Alexandria/Arlington | No Data | No Data | No Data |
| Piedmont Workforce | 361 | 381 | +5.5% |
| Shenandoah Valley | 779 | 802 | +3.0% |
| South Central | 56 | 61 | +8.9% |
| Southwestern Virginia | 61 | 63 | +3.3% |
| West Piedmont | No Data | No Data | No Data |
| Western Virginia | 331 | 350 | +5.7% |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet27)
Equal Opportunity Representatives and Officers
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Labor Relations Specialists
- Eligibility Interviewers, Government Programs
- Human Resources Managers
- Human Resources Specialists
- Compensation, Benefits, and Job Analysis Specialists
- Arbitrators, Mediators, and Conciliators
- Compliance Managers
- Human Resources Assistants, Except Payroll and Timekeeping
- Compliance Officers
- Regulatory Affairs Specialists
- Administrative Law Judges, Adjudicators, and Hearing Officers
- Lawyers
- Social and Community Service Managers
- Chief Executives
- Compensation and Benefits Managers
- Child, Family, and School Social Workers
- Judicial Law Clerks
- Law Teachers, Postsecondary
- Management Analysts
- Legal Secretaries and Administrative Assistants
Careers in Governance Pathway:
- Aviation Inspectors
- Compliance Officers
- Coroners
- Environmental Compliance Inspectors
- Equal Opportunity Representatives and Officers
- Financial Examiners
- Government Property Inspectors and Investigators
- Legislators
- Regulatory Affairs Specialists
- Transportation Inspectors
- Transportation Vehicle, Equipment and Systems Inspectors, Except Aviation
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
View Videos
CareerOneStop Video
View Video & Transcript on CareerOneStop
CareerOneStop Government & Public Administration Videos
Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet27)
Equal Opportunity Representatives and Officers
Military Training
The following military job classifications are available for this occupation:
- Aviation Ordnance
- Inspection
- Not Occupationally Qualified, General
- Personnel, General
- Recruiting and Counseling
- Munitions Systems
- Aircraft Armament Systems
- Aircraft Armament Systems
- Cannon Crewmember
- Fire Support Specialist
- Fire Controlman
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet27)
Equal Opportunity Representatives and Officers
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Titles
- Affirmative Action Officer
- Civil Rights Representative
- Complaint Investigations Officer
- Compliance Analyst
- Compliance Coordinator
- Compliance Manager
- Contract Compliance Officer
- Equal Employment Opportunity Officer (EEO Officer)
- Equal Employment Opportunity Representative (EEO Representative)
- Equal Employment Opportunity Specialist (EEO Specialist)
- Equal Opportunity Commission Investigator (EOC Investigator)
- Equal Opportunity Counselor
- Equal Opportunity Specialist
- Federal Investigator
- Field Representative
- Human Rights Investigator
- Investigator
The data sources for the information displayed here include: O*NET™. (Using onet27)
Equal Opportunity Representatives and Officers
Related Schools
- Averett University
- Bridgewater College
- Bryant & Stratton College-Virginia Beach
- Christopher Newport University
- DeVry University-Virginia
- Eastern Mennonite University
- ECPI University
- Emory & Henry College
- Ferrum College
- George Mason University
- Hollins University
- Longwood University
- Marymount University
- Patrick Henry College
- Randolph College
- Randolph-Macon College
- Regent University
- Roanoke College
- Shenandoah University
- Strayer University-Virginia
- Sweet Briar College
- University of Lynchburg
- University of Management and Technology
- University of Richmond
- University of Virginia-Main Campus
- Virginia Commonwealth University
- Virginia Polytechnic Institute and State University
- Virginia Wesleyan University
- Washington and Lee University
The data sources for the information displayed here include: O*NET™. (Using onet27)