DEFENSE NUCLEAR FACILITIES

SAFETY BOARD

Washington, DC 20004-2901 

May 15, 2023 

DEFENSE NUCLEAR FACILITIES SAFETY BOARD 

EQUAL EMPLOYMENT OPPORTUNITY POLICY

The Defense Nuclear Facilities Safety Board (DNFSB) is committed to achieving and 

maintaining a diverse and inclusive workforce free of discrimination, harassment and retaliation. 

We value differences and draw strength from the innovation and creativity that diversity brings 

to our work. DNFSB is committed to a culture of inclusion, integrity, dignity and respect. 

It is DNFSB’s policy to provide equal opportunity in all personnel/employment programs, 

practices, and decisions, and to work to prevent and effectively address discrimination in all 

forms. The DNFSB prohibits discrimination based on race, color, religion, sex (including 

pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic 

information, marital status, veteran’s status, political affiliation, and reprisal for engaging in 

protected activity or other non-merit based factors. These protections extend to all management 

practices and decisions, including recruitment and hiring practices, appraisal systems, 

promotions, training, and career development programs. Consistent with federal laws, reprisal 

against those who initiate discrimination complaints, exercise the appeals or grievance right, 

serve as witnesses or otherwise oppose discrimination is strictly prohibited. 

Managers and supervisors must be alert to issues of discrimination and must work together with 

employees for the prompt and equitable resolution of disputes. 

DNFSB has developed a written Equal Employment Opportunity Program which sets forth 

policies, practices and procedures for discrimination complaints and appeals. Any DNFSB 

employee or applicant who believes that he or she has been subjected to discrimination or 

retaliation and would like to initiate an EEO complaint must contact an EEO counselor within 45 

calendar days from the day the discrimination occurred. You can find additional information 

about the EEO program on DNFSB’s intranet or by contacting the EEO Manager.

In the event of a workplace EEO dispute, employees also have the option of using the DNFSB’s 

Alternative Dispute Resolution program, as a part of resolving the conflict. This program offers 

mediation, an informal, problem-solving process where parties voluntarily agree to attempt to 
resolve their difference with the assistance of a neutral third party, as part of the EEO complaint 

process. 

Employees will be subject to appropriate disciplinary action if they are found to have engaged in 

discrimination, harassment or retaliation. Harassment of any form, including sexual harassment, 

is unacceptable and will not be tolerated. 

Our skilled workforce must represent the diversity of America. Promoting diversity and 

inclusion is a joint endeavor; all employees, regardless of hiring mechanism or position, must 

actively support and adhere to this policy. DNFSB’s commitment to EEO, diversity and 

inclusion is not only a legal obligation but is also a moral imperative (we treat others with 

respect and value the humanity of each and every person) and a business imperative (to attract 

and retain talent, to be innovative to enhance our workplace culture, and to deliver the best value 

on behalf of the American people). 

Equal employment opportunity, diversity and inclusion are at the heart of what makes an 

effective and productive workforce. DNFSB is dedicated to removing impediments to inclusion 

by enforcing EEO laws and policies, advancing diversity, and providing an environment free of 

discrimination and harassment where all employees are valued and can contribute to their fullest 

potential. 

 ___________________________________ 

Joyce L. Connery 

Chair