The NRC creates and maintains a work environment to maximize the potential of all employees. At the NRC, we encourage trust, respect, and open communication to foster and promote an inclusive work environment. Our goal is to build a diverse work force that is valued, appreciated and committed to enhancing regulatory excellence. Come join our agency team and experience a rewarding and challenging career.
DIVERSITY IN NRC'S WORKFORCE
NRC's approximately 2,880 employees are at our Headquarters complex in Rockville, Maryland, and in four regional offices in Pennsylvania, Georgia, Illinois, and Texas. Our workforce represents diversity in gender, ethnicity, education, occupation, and age.
The agency's workforce is 40% female and 60% male. Workforce under the age of 40 is 22% and workforce over the age of 50 is 57%. Ethnic and racial demographics are African-American—15%; Asian Pacific American—10%; Hispanic—7%; Native American—less than 1%; Two or more races─less than 1%; and white—63%.
COMPREHENSIVE DIVERSITY MANAGEMENT PLAN
It is the policy of the NRC to foster equal opportunity for all employees and to promote principles of diversity management that will enhance the level of effectiveness and efficiency of its programs. The concept of diversity management is a strategic business objective that seeks to increase organizational capacity in a workplace where the contributions of all employees are recognized and valued. NRC's goal is to build a high-performing, diverse workforce based on mutual acceptance and trust. It is also NRC's policy to select the best-qualified applicant for the job, regardless of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
The Commission and senior management continue to support the Comprehensive Diversity Management Plan (CDMP) to guide individual behaviors, decisions, and diversity management initiatives that gauge how well the agency is achieving its diversity management objective. The CDMP represents a structured approach to ensure continued progress in reaching its diversity management goals, promoting a discrimination-free work environment, and providing opportunities for all employees to use their diverse talents to support the agency's mission.
The CDMP sets expectations that managers and staff must be engaged in order for the agency to make progress. To further this goal, a set of relevant CDMP performance measures were developed and incorporated into the agency's operating plan to measure, monitor, and assess progress in diversity management. Each office is expected to report on its progress and accomplishments achieved consistent with the CDMP goals.
EQUAL EMPLOYMENT OPPORTUNITY ADVISORY COMMITTEES
The agency has eight Equal Employment Opportunity (EEO) Committees to assist agency management in accomplishing diversity objectives. These include the Advisory Committee for African Americans, Advisory Committee for Employees with Disabilities, the Advisory Committee for Asian Pacific Americans, Advisory Committee for Lesbian, Gay, Bisexual, and Transgender Employees, Diversity Advisory Committee on Ageism, Federal Women's Program Advisory Committee, Advisory Committee for Hispanic-Americans Employment Program, and Native American Advisory Committee. These committees provide advice and recommendations to the Director, Office of Small Business and Civil Rights, regarding policies, procedures, and practices related to career development of NRC employees and selection of applicants for employment.
DISABILITY PROGRAM STRATEGIC PROJECT PLAN
On July 2010, Executive Order 13548 was signed which required Federal agencies to improve their efforts to employ individuals with disabilities through increased recruitment, hiring, and retention of individuals with disabilities. For more information, please see the U.S. Nuclear Regulatory Commission’s (NRC) Disability Program Strategic Project Plan, FY2019 – FY2024.
DISABILITY AFFIRMATIVE ACTION PLAN
On January 3, 2017, the Equal Employment Opportunity Commission (EEOC) issued an update to Section 501 of the Rehabilitation Act, as amended. Pursuant to 29 CFR 1614.203(e)(2), each agency shall make an affirmative action plan for the hiring, placement, and advancement of individuals with disabilities and make it available to the public. This plan is updated on an annual basis. Click on the U.S. Nuclear Regulatory Commission’s (NRC) Affirmative Action Plan to access the agency’s 2018 Disability Affirmative Action Plan, which was approved by the EEOC.
ACCESSIBILITY AND REASONABLE ACCOMMODATION FOR PEOPLE WITH DISABILITIES
NRC provides reasonable accommodation for qualified applicants and employees with disabilities except when doing so would pose an undue hardship on the agency. Information about accommodations can be found in the Procedures for Providing Reasonable Accommodation for Individuals with Disabilities.
CULTURAL EVENTS
NRC sponsors an annual Diversity Day and several special emphasis exhibits or celebrations at its Headquarters offices to highlight contributions made to this country by people from various cultures. Similar events are frequently sponsored at the regional offices.
| January |
Martin Luther King, Jr., Birthday (Poster Exhibit) |
| February |
African American History Month (Poster Exhibit/Program) |
| March |
Women's History Month (Poster Exhibit/Program) |
| May |
Asian Pacific American Heritage Month (Poster Exhibit/Program)
Older Americans Month (Poster Exhibit/Program) |
| June |
Diversity Day Celebration |
| August |
Women's Equality Day (Poster Exhibit) |
| September |
Hispanic Heritage Month (Poster Exhibit/Program) |
| October |
National Disability Employment Awareness Month (Poster Exhibit/Program) |
| November |
Native American Heritage Month (Poster Exhibit/Program) |
DIVERSITY REPORTS