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 3,000 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%.
AFFIRMATIVE EMPLOYMENT AND DIVERSITY MANAGEMENT PROGRAM
The Office of Small Business and Civil Rights administer NRC’s Affirmative Employment and Diversity Management program (AEDM), which helps the agency pursue actions to eradicate employment discrimination and eliminate prejudice, improve diversity and inclusion in the workplace, and create an environment where NRC employees are valued, respected, and free to develop and perform to their fullest potential. The AEDM also leads NRC’s efforts to integrate its FY 2021-2026 Inclusive Diversity Strategic Plan (IDSP) agency-wide.
INCLUSIVE DIVERSITY STRATEGIC 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 NRC’s FY 2021-2026 Inclusive Diversity Strategic Plan (IDSP) is a six-year plan to help us achieve our business and people goals. The IDSP is the centerpiece of the NRC’s diversity and inclusion initiative. The IDSP provides agency direction and organizational commitment to foster a culture that encourages workplace diversity and inclusion. It provides a solid foundation for fully integrating diversity and inclusion into the NRC’s mission and strategic decisionmaking and for developing strategies and initiatives at all agency levels. The NRC considers the IDSP as a blueprint that links engagement of our employees and transformation of our organization to our safety and security objectives.
The NRC recognizes that a diverse workforce contributes directly to the achievement of NRC’s mission by bringing a wide variety of perspectives and approaches to our work. An ideal workforce is an inclusive workforce, supported by an agency that draws on the creativity and innovation produced by employees with diverse backgrounds, perspectives, experiences, approaches, and thoughts. By considering diversity and inclusion in recruitment, hiring, promotion, advancement, and other selection activities, as well as developmental and training opportunities and inter-agency working groups, we position our workforce to effectively address the greatest challenges we face.
Workforce diversity is often linked to stronger organizational performance, increased innovation, and high productivity. The IDSP will guide the NRC as it competes for qualified talent in today’s job market. It will also help us maintain our focus on proactive pursuit of a healthy organizational culture in which employees feel a sense of belonging and accomplish the NRC’s mission in a high-trust environment. We also strive to ensure that the NRC is regarded as an agency that provides equal employment opportunity and serves as an employer of choice for a diverse workforce.
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 Asian Pacific American Advisory Committee, Diversity Advisory Committee on Ageism, Federal Women's Program Advisory Committee, Hispanic Employment Program Advisory Committee, Native American Advisory Committee, and the NRC Pride Alliance 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. See how NRC Special Emphasis Groups work collectively to promote diversity and inclusion at the NRC.
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 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 several special emphasis observance celebrations and Diversity Day 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) |
| May |
Older Americans Month (Poster Exhibit/Program) |
| May |
Military Appreciation Month (Poster Exhibit/Program) |
| June |
Lesbian, Gay, Bisexual, Transgender, and Queer Pride Month (Poster Exhibit/Program) |
| June |
Juneteenth (Poster Exhibit/Program) |
| 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