Understanding Discrimination in Federal Agencies

Discrimination in federal agencies remains a pressing issue in 2025, affecting employees across roles, including those with security clearances. Federal employment law prohibits discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information under Title VII and other statutes. For cleared employees, discrimination can also jeopardize career stability and clearance status. Recent data shows over 20,000 EEO complaints filed annually with agencies like the EEOC, highlighting the need for action.

Whether it’s unequal treatment, harassment, or retaliation for whistleblowing, recognizing discrimination is the first step. Federal employees, especially in high-stakes roles, face unique challenges due to strict protocols and clearance requirements. Below are the top 5 steps to take if you feel discriminated against in a federal agency.

Top 5 Steps to Address Discrimination

1. Document Everything

Record all incidents of discrimination, including dates, times, witnesses, and details of what occurred. Save emails, memos, or performance reviews that may show bias. Create detailed memorandums of record (MORs) for each incident, noting dates, times, witnesses, and specifics of the discriminatory act. Email these MORs to yourself on your classified system to maintain a timestamped record. Save relevant emails or performance reviews showing bias, especially if they impact your clearance.

2. Contact an EEO Counselor Within 45 Days

Federal employees must contact an agency EEO counselor within 45 days of the discriminatory act. This initiates the informal complaint process. The counselor may attempt resolution through mediation. Missing this deadline can bar your claim, so act quickly. Find your agency’s EEO office via their website or HR.

3. File a Formal EEO Complaint

If informal resolution fails, file a formal EEO complaint with your agency. Provide detailed evidence from your documentation. The agency must investigate within 180 days. In 2025, digital filing systems have streamlined this process, but legal counsel can ensure accuracy.

4. Consult a Federal Employment Attorney

Hire an attorney specializing in federal employment law to evaluate your case. They can guide you through EEO processes, appeals, or lawsuits in federal court. For cleared employees, attorneys can protect your clearance during disputes. Olga Shperun, Esq has experience in classified environments, working with TOP SECRET information, and ensures tailored support for sensitive cases.

5. Explore Additional Remedies

If the EEO process doesn’t resolve your issue, consider appealing to the EEOC’s Office of Federal Operations or filing a lawsuit. Whistleblower protections under the Whistleblower Protection Act may apply if discrimination stems from reporting misconduct. Unionized employees can also pursue grievances through collective bargaining agreements.

Why Act Now?

Discrimination can harm your career, mental health, and clearance status. In 2025, federal agencies face increased scrutiny for EEO compliance, making it a critical time to assert your rights. Acting promptly preserves your legal options and sends a message against workplace bias.