It is NASA’s policy to provide equal employment opportunity (EEO) for all employees and applicants for employment regardless of race, color, national origin, sex (including pregnancy, sexual harassment, sex stereotyping, sexual orientation, gender identity, and caregiving responsibilities), religion, age, disability, genetic information (including family medical history), or status as a parent. Pursuant to this policy, NASA prohibits discrimination on these bases in the workplace and the Agency’s employment practices. NASA strives to provide and maintain a work environment that is free of all forms of discrimination, including discriminatory harassment, as well as reprisal or retaliation for engaging in protected EEO activity. NASA also seeks to address harassing conduct at the earliest possible stage, before it can become severe or pervasive.

It is also NASA’s policy to promote the full realization of EEO through a continuing effort to establish and maintain a “Model EEO Agency,” as required under the U.S. Equal Employment Opportunity Commission’s (EEOC) Management Directive (MD) 715 and MD 110. MD 715 provides policy guidance and standards for establishing and maintaining effective affirmative programs of EEO under Title VII of the Civil Rights Act of 1964 and related antidiscrimination laws. MD 110 provides Federal agencies with EEOC policies, procedures, and guidance relating to the processing of employment discrimination complaints, the effectiveness and efficiency of which are considered a key part of a Model EEO Agency. NASA is fully committed to implementing all Federal laws, regulations, and EEOC guidance relative to the development of Model EEO Agency plans and annual reporting of accomplishments against those plans.

Pursuant to MD 715, NASA’s efforts to be a model Agency for EEO include identification of and strategies to address challenges to EEO in any aspect of Agency policies, programs, or practices including, but not limited to, outreach and recruiting, hiring, promoting, training, awareness, and facilities and program accessibility for employees of NASA. Model EEO Agency efforts also include monitoring of strategies and employment practices in the areas of hiring, transfers, reassignments, promotions, awards, benefits, and separations. These efforts serve to help gain and maintain a talented NASA workforce that is reflective of the Nation’s demographic diversity.

Consistent with MD 715, NASA vigorously takes a proactive approach to preventing discrimination. NASA’s proactive programs provide the workforce with both additional avenues of redress for addressing workplace conflict, as well as education and awareness opportunities regarding EO and diversity.

Special Emphasis Programs (SEPs) are a vital component of a Model EEO Agency program. SEPs are required pursuant to Federal regulations and Executive Orders and are intended to assist in efforts to advance opportunities and engage all members of the workforce, including those from historically underserved and underrepresented groups in American society. NASA remains committed to robust SEPs as a means of attracting and advancing a more demographically diverse workforce. Roles and responsibilities of SEPs include, but are not limited to, advice and education, workforce interface and integration, monitoring and workforce analysis, community outreach and recruitment, and measuring Agency EO Performance.