There are a various resources that will aid in answering any and all questions concerning Diversity and Equal Opportunity, Policies and Directives, and other instances regarding Disabilities, Harassment, and Reasonable Accommodations. Some of the best are as follows:
Disability Etiquette Tips
Have you ever wanted to be able to interact with a person with a disability, but just didn’t know how? Perhaps you were afraid of saying something the wrong way, or simply embarrassing yourself or the person you’d like to talk to? Don’t let these feelings stop you from meeting colleagues and having meaningful relationships with people. Remember people with disabilities are people first, and want to be respected, accepted, and to have meaningful interactions as much as the next person does. Don’t be afraid of making mistakes, just be yourself and try your best. People with disabilities (PWDs) appreciate this much more than being excluded. Listed below are a few Disability Etiquette tips (common courtesy) to help you feel comfortable in your communication and encounters with persons with disabilities.
- Present a positive and welcoming attitude.
- Use People First Language – Individual with Disabilities vs. the Disabled.
- Avoid Stereotypes – e.g., a person with a learning disability has below average intelligence.
- Assumptions About Limitation – Doing things differently, being different vs. being less than.
- Recognize and Respect Differences – Diversity & Inclusion
- Use Common Sense – Accommodations are usually very simple and accessibility benefits everyone.
For more information on disability etiquette, click on the following brochure
Conducting a Fair Selection Process
A fair selection process is important because it contributes to a business’ bottom line by adding credibility to the selecting official’s decisions. A fair selection process also improves the NASA brand as an equitable and model employer.
A fair selection process consists of an interview, supervisor, or any other selection official judging applicants on their ability to do the job, not on the basis of their race, color, sex (which includes pregnancy, equal pay, gender identity, change of sex, sex stereotyping, transgender status and sexual orientation), age, national origin, religion, genetic information, disability (physical or mental), or EEO activity.
For more information on Conducting a Fair Selection Process, click on the following brochure
Management Directive 715 (MD-715)
(MD-715) provides directions for proactively eliminating barriers to equal employment opportunity at NASA’s Goddard Space Flight Center.
In order to accomplish the goals of MD-715, the Equal Opportunity Programs Office (EOPO) and the Office of Human Capital Management (OHCM) have formed a new partnership to help managers and supervisors support the Center in maintaining its model Equal Employment Opportunity (EEO) program.
Rather than focusing solely on the participation rates of minorities, women, and people with disabilities, MD-715 requires agencies to review, identify, and eliminate policies, practices, procedures, and conditions (“barriers”) that directly or indirectly prevent equal employment opportunity. In addition to providing guidance to help agencies comply with Title VII and the Rehabilitation Act, MD-715 identifies the six essential elements of “a model agency” and it mandates that agencies model their programs accordingly. This responsibility involves all managers, supervisors, and employees.
6 Essential Elements = DIRECT
Demonstrated Leadership Commitment
Integration of EEO into Agency’s Strategic Mission
Responsiveness and Legal Compliance
Efficient and Fair Complaint Resolution Process
Compliance and Accountability of Managers
Thorough Proactive Prevention of Unlawful Discrimination
For more information on Management Directive 715 (MD-715), click on the following brochure
Reasonable Accommodations for Employees & Applicants with Disabilities
The Goddard Space Flight Center (GSFC) is committed to the principles of equal employment opportunity for all employees and applicants for employment. GSFC recognizes that all Center employees need a variety of resources and support to work efficiently to achieve the goals of the Agency. In accordance with the Rehabilitation Act of 1973 (Rehab Act), the 1992 amendments to the Rehab Act (requiring the application of the standards set forth in the Americans with Disabilities Act of 1990 (ADA), the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), and the Equal Employment Opportunity Commission’s (EEOC) Enforcement Guidance, “Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act,” the Center is required to provide reasonable accommodation(s) for the known physical or mental limitations of qualified employees and applicants with disabilities unless it can be shown that such accommodation(s) would impose an undue hardship on the Agency.
In general, a reasonable accommodation is any change in the work environment or operating procedures that enables a qualified individual with a disability to enjoy equal employment opportunities. Reasonable accommodations can be requested to assist with the job application process, aid with job performance, and/or further the benefits and privileges of employment.
For more information on Reasonable Accommodations for Employees & Applicants with Disabilities, click on the following brochure