Office of the Chairman
September 2024
Equal employment opportunity (EEO) policies require an organization to proactively afford both existing employees and applicants with an equal opportunity to attain or maintain employment. Each of us has a fundamental responsibility for ensuring that the NCUA is a model employer by adhering to EEO laws and by advancing diversity, equity, inclusion, and accessibility. Together, these efforts contribute to a sense of belonging and create a more effective and more productive organization.
All NCUA employees must follow EEO laws, regulations, and policies in their daily conduct and business practices. Likewise, senior leaders, managers, and supervisors must continually monitor the work environment to ensure it remains free of unlawful employment discrimination in all management practices and decisions.
Both NCUA employees and applicants for employment are protected by federal laws and executive orders designed to safeguard from discrimination on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), parental status, national origin, age (40 or older), disability (physical or mental), genetic information (including family medical history), political affiliation, military service, or other non-merit-based factors. Consistent with these obligations, the NCUA provides reasonable accommodations to employees and applicants with disabilities, for sincerely held religious beliefs, observances, and practices, and for employees with a known limitation related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions.
The NCUA does not tolerate retaliation against an individual who engages in a protected activity, such as reporting discrimination or harassment, participating in the EEO process, whistleblowing, or exercising any appeal or grievance right provided by law. Further, the NCUA prohibits sexual harassment and harassment of all kinds. Upon learning of an incident that violates the NCUA’s EEO policy, the agency will take prompt action.
NCUA employees and applicants who believe they have been subjected to discrimination, harassment, or retaliation should contact the NCUA’s EEO Intake Line at 703.518.6325 or EEOmail@ncua.gov within 45 days of the employment action or event they believe is discriminatory. Also, see Workplace Resolutions. Individuals may, as appropriate, additionally contact the Office of Special Counsel at 202.804.7000 or the Merit Systems Protection Board at 202.653.7200.
Employees who experience or observe harassment should report it to any manager, any supervisor, the NCUA’s Office of Ethics Counsel (OEC), or any combination of these parties. All NCUA managers and supervisors must both ensure lawful employment practices and act appropriately to prevent retaliation against employees who report harassment. Managers and supervisors must additionally take immediate and corrective action when workplace practices contrary to law and policy occur, and they must report any instance of harassing conduct or report of harassment within three business days by contacting the OEC’s Anti-Harassment Coordinator at 703.518.6613 or AntiHarrassment@ncua.gov. Also, see Resources for Staff and Managers for Preventing Harassment and Misconduct.
In short, we all deserve to work in an environment in which we are treated fairly and with respect and civility, and where we can participate fully in all benefits of employment, including recruitment, hiring, compensation, appraisals, awards, training, promotions, and career development programs.
As Chairman of the NCUA, and on behalf of the NCUA Board, I therefore reaffirm the agency’s collective commitment to a workplace free of discrimination, harassment, and retaliation. Please be safe, be well, be fair, and be kind in all that you do.
/s/
Todd M. Harper
Chairman