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Introduction
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.
NRC's approximately 2,880 employees are located 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-Americans—15%; Asian Pacific Americans—10%; Hispanics—7%; Native Americans—less than 1%; Two or more races─less than 1%; and Whites—63%.
Affirmative Employment and Diversity Management Program
The Office of Small Business and Civil Rights administers NRC’s Affirmative Employment and Diversity Management (AEDM) Program, which helps the Agency pursue actions to eradicate employment discrimination and eliminate prejudice, improve diversity, equity, 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. AEDM structure focuses on Diversity, Equity, and Inclusion as means of achieving NRC mission and increasing innovation and productivity. For more than 20 years, the NRC has undertaken efforts to promote and sustain diversity, equity, and inclusion in the Agency's workforce and leads in the efforts to integrate its Inclusive Diversity Strategic Plan (IDSP), EEOC Management Directive 715 Reporting, Disability Affirmative Action Plan, the Minority-Serving Institutions (MSIs) Program, and the Disability Program Strategic Project Plan.
EEOC Management Directive (MD) 715 Report (Model EEO Program)
All Federal agencies are required to maintain continuing affirmative programs to provide equal employment opportunity (EEO) on the basis of merit and fitness and ensure that EEO is an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of civilian employees in the Federal Government. Federal agencies are also required to submit an annual Management Directive (MD) 715 Report to EEOC, which include, among other things, measurable performance results, status of activities undertaken in each Agency administered EEO program, Agency-wide self-assessment(s), deficiencies in operational programs and activities that prevent the Agency from reaching the statutory mandate of being a model workplace free from unlawful discrimination, prejudice, and corrective action plans.
Disability Affirmative Action Plan
Pursuant to Section 501 of the Rehabilitation Act of 1973 (29 U,S,C, § 791(b)), all covered agencies must submit an Affirmative Action Plan for the recruitment, hiring, placement, advancement, and retention of persons with disabilities for EEOC's review and approval, consistent with 29 C.F.R. 1614.203(e). 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.
Minority-Serving Institutions Program (MSIP)
The NRC’s Historically Black Colleges and Universities (HBCU) program, Tribal Colleges and Universities (TCU) program, and Hispanic Serving Institutions (HSI) was established in 2006, and is part of the agency's Minority Serving Institutions Program (MSIP). The U.S. Asian American Native American Pacific Islander Serving Institutions (AANAPISI) program was implemented in 2012. The MSIP is administered by NRC's Office of Small Business and Civil Rights.
The MSIP funds minority serving programs, activities, projects, symposiums and training for the exchange and transfer of knowledge and skills relevant to nuclear safety, security, environmental protection, or any other fields the Commission deems critical to its mission. MSIP provides assistance for minority serving programs and activities to include, but not limited to mentoring, leadership development, training, instruction, developmental learning, research and development, program evaluation, and technical assistance. MSIP also provides assistance to include direct institutional subsidies, facilities and equipment acquisition, internships, fellowships, scholarships, and tuition and housing assistance.
The goal of MSIP and NRC offices is to help achieve the Federal Government's Science, Technology, Engineering, and Mathematics (STEM) workforce development and diversity inclusion initiatives. The MSIP's measurable objectives are to assist MSIs in their efforts to 1) achieve academic excellence, 2) build capability, capacity and infrastructure, 3) develop human capital, 4) gain knowledge and skills needed to compete for grants, cooperative agreements, contracts and resources, 5) participate in Federal and public programs, and 6) produce a diverse skilled workforce.
- The MSIP partners with MSIs to achieve the cited goals and measurable objectives; The MSI Grants Program, which falls under the MSIP funds MSI projects and activities in exchange for knowledge and skill transfer;
- The Office of the Human Capital Officer administers the Nuclear Education Grant Program, Trade School and Community College Grant Awards Programs, the Faculty Development Grant Awards Program, and the Scholarship and Fellowship Grants Program, which provide funds for curriculum development and training to enable new faculty to enhance their careers and to increase the skill base in the nuclear field; and
- The Office of Nuclear Regulatory Research provides financial assistance to conduct research and development activities related to the nuclear regulatory field.
Please see the following programs for additional information:
Inclusive Diversity Strategic Plan
In response to Executive Order 13583, the NRC established the NRC’s Inclusive Diversity Strategic Plan (IDSP), which guides the NRC as it competes for qualified talent in today’s job market. It also helps 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.
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 sexual orientation, gender identity and expressions, and pregnancy), national origin, age, disability, marital status, parental status, political affiliation, military service, and genetic information, membership in an employee organization, retaliation, 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 decision-making 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.
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DIALOGUE
The "DIALOGUE" program (Diversity Inclusion Awareness – Leading Organizational Growth, Understanding, and Engagement) helps to develop a greater appreciation for the value and positive impacts made by diverse groups in meeting the mission of the Agency. The program promotes Diversity, Equity, and Inclusion (DEI) awareness by providing a forum to discuss diversity related topics in an open environment. Participants from different backgrounds are selected to form a cohort to engage in regularly facilitated sessions during which they discuss a variety of diversity and engagement related topics. |
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iCARE
Known as "the Initiative on Civility, Awareness, Respect and Engagement" is established to assist the Agency in facilitating deeper understandings and appreciation for multicultural diversity, equity, and inclusion efforts related to promoting personal and professional growth and effectiveness of employees through the processes of listening, introspection, and building acceptance for the diversity of thought and differing perspectives. iCARE was built on the DIALOGUE model of creating a safe space, encouraging individuals to be open-minded and engage in conversations where questions can be asked of those who are thought to be different and experiences could be shared without judgement or hostility. The ultimate goal of iCARE is for us to overcome communication gaps and learn about one another so we feel more comfortable bringing our whole selves to work—feeling respected and being engaged in the workplace (a sense of belonging). |
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.
Page Last Reviewed/Updated Monday, June 12, 2023