Office of the Chairman
Equal employment opportunity (EEO) requires an organization to take proactive steps to afford both existing employees and applicants 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 statutes and by advancing diversity, equity, inclusion, and accessibility values within the agency. These practices align with the law and, more importantly, with the NCUA’s values of integrity, inclusion, and accountability.
We all deserve to work in an environment in which we are treated fairly and equitably, and where we can participate fully in all benefits of employment including recruitment, hiring, compensation, appraisals, awards, training, promotions, and career development programs. All NCUA employees must follow EEO laws, regulations, and policies in their daily conduct and business practices. Likewise, senior leaders, managers, and supervisors must monitor the work environment and ensure it is 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 gender identity, pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability (physical or mental), or genetic information (including family medical history). Discrimination based on political affiliation, parental and marital status, military service, or any other non-merit-based factor is also prohibited at the NCUA. Consistent with these obligations, the NCUA provides reasonable accommodations (opens new window) to employees and applicants with disabilities and for sincerely held religious beliefs, observances, and practices.
To provide a safe environment for all employees and applicants, 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.
NCUA employees and applicants who believe they have been subjected to discrimination, unlawful 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, 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, supervisor, and/or to the NCUA’s Office of Ethics Counsel (OEC). Managers and supervisors are responsible for ensuring lawful employment practices and must act appropriately to prevent retaliation against employees who report harassment. Managers and supervisors are required to take immediate and corrective action when unlawful workplace practices 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.
As Chairman of the National Credit Union Administration and on behalf of the NCUA Board, I reaffirm the agency’s collective commitment to a workplace free of unlawful discrimination, harassment, and retaliation.
Todd M. Harper
National Credit Union Administration
1775 Duke Street | Alexandria, VA 22314