Serves as the principal advisor to the Commissioner, Deputy Commissioners and other senior leadership of the Internal Revenue Service on matters relating to equal employment opportunity, taxpayer non-discrimination, and diversity and inclusion;

Develops servicewide non-discrimination and diversity and inclusion strategies, policies and guidance;

Provides overall coordination and oversight of the Service's equal employment opportunity, diversity and inclusion, and external civil rights programs;

Initiates and supports the Service’s efforts to incorporate diversity and inclusion into every aspect of its business through servicewide education and communication efforts to promote awareness, understanding and acceptance of the value of a diverse workforce and an inclusive working environment, as well as the importance of equitable and inclusive service for all taxpayers;

Furthers the Service’s commitment to non-discrimination and the programs and processes in place to prevent discrimination against employees, customers and other stakeholders;

Coordinates the compilation, analysis and reporting of workforce and discrimination claims administration data;

Leads the Service’s efforts to identify and eliminate any barriers to full participation in the IRS’s workforce; and,

Strives to ensure all IRS employees are held accountable for adhering to the Service’s policies concerning non-discrimination and diversity and inclusion.

Diversity Strategy;

Business Unit Integration;

Policy & Support;

Proactive Resolution & Education; and,

IRS Disability Office.

Senior Executive Team;

Executive Resources Board;

Human Capital Board;

Human Capital Advisory Council;

Performance Review Board;

Talent Review Board;

RRA’98 Section 1203 Review Board;

Leadership Development Executive Council;

Labor Management Relations Committee;

SES Performance Review Board;

Criminal Investigation Medical Review Committee and,

Treasury’s Human Capital Board.

IRS implementation of the Department of the Treasury’s diversity and inclusion plan;

Operating special emphasis programs; and,

Leveraging EDI’s relationships with partners and stakeholder’s such as the Human Capital Office, employee organizations, and Diversity and Equal Employment Opportunity Advisory Committees (DEEOACs) to further promote inclusive customer service, workforce diversity and an inclusive workplace culture.

Compiles and analyzes data, including demographics, and prepares various recurring and ad hoc reports such as the IRS annual EEOC Management Directive 715 report, the IRS annual Treasury One report, and various servicewide and operating division-specific demographics reports;

Conducts research and drafts EDI policy and guidance and provides advice and recommendations to management; and,

Makes preliminary determinations as to whether IRS Restructuring and Reform Act of 1998 §1203(b)(3)(B) sanctions might be warranted in connection with claims of discrimination resulting in a finding of discrimination or a settlement agreement, or which are referred for review outside of the EEO administrative complaint process

Provides conflict resolution services outside of the EEO and union grievance processes in the form of coaching, facilitation, mediation and an ombudsman program; and,

In collaboration with subject matter experts, PRE reviews, revises or develops training modules that relate to diversity and inclusion, alternative dispute resolution and other EDI-related topics.

Oversees the resolution and implementation of all Agency reasonable accommodation requests;

Provides comprehensive consultative advice to employees with disabilities and their managers throughout the accommodation process;

Identifies and implements disability program delivery improvements and eliminates barriers to efficient and effective program management throughout the IRS; and,

Facilitates the IRS Corporate Reassignment Board

Coordinates a comprehensive, corporate approach to interpreting services, including managing such services for Information Technology, Human Capital Office, Equity, Diversity and Inclusion, and cross functional events;

Develops strategies to optimize centralization of interpreting services to realize timeliness, effectiveness and cost savings;

Develops strategies to centrally fund, manage and deliver reasonable accommodations that minimize managerial burden and accelerate the delivery of procured accommodations;

Assists with the identification and/or procurement of alternate communication methods, such as Computer-Assisted Real Time (CART) captioning;

Provides strategic direction and consultation on enterprise solutions for employees and applicants with disabilities, such as Video Relay Services (VRS) and Video Remote Interpreting (VRI); and

Coordinates the provision of other personal assistant services such as readers

Provides education, consultative advice and guidance by developing and promoting disability policies, programs, procedures, and practices that enhance equal opportunity for employees and applicants with disabilities;

Oversees the IRS’s 5-Year Plan (Executive Order 13548) for the Recruitment, Hiring and Retention of People with Disabilities

Collaborates with key business unit stakeholders whose processes and/or program responsibilities intersect in the delivery of reasonable accommodations in order to establish MOUs and SOPs that benefit employees and applicants with disabilities;

Develops and implements an annual training plan to educate the workforce on the benefits of employing persons with disabilities and ensures a shared understanding and application of reasonable accommodation policy and procedures; and

Evaluates Agency’s disability policies, practices, programs and procedures to ensure compliance of the Rehabilitation Act 1973 and ADAAA.