HomeAbout UsDiversity, Equality & InclusionNo Fear Act & Data


This Notice is posted pursuant to regulations of the Equal Employment Opportunity Commission (29 C.F.R. §1614.501) following a finding that a violation of Section 717 of the Civil Rights Act of 1964, as amended, and §501 of the Rehabilitation Act of 1973, as amended (rehabilitation Act), 29 U.S.C. § 791, et seq., has occurred with respect to the denial of reasonable accommodation for a complaintant's disability. 

Federal law requires  that there be no discrimination against any employee or applicant for employment because of the person's disability, including denial of reasonable accommodation, with respect to hiring, firing, promotion, compensation, other terms, conditions, or privileges of employment.

The National Security Agency will comply with such Federal Law and will not take action against individuals because they have exercised their rights under the law. 

The National Security Agency will ensure that officials responsible for personnel decisions and terms and conditions of employment will abide by the requirements of all Federal Equal Employment opportunity laws.

The National Security Agency will not in any manner restrain, interfere, coerce, or retaliate against any individual who exercises his or her right to oppose practices made unlawful by, or who participates in proceedings pursuant to Federal equal employment opportunity law.

Elizabeth R. Brooks
Director, Diversity, Equality &Inclusion

Date Posted: 20190701
Date Expires: 20190930



On May 15, 2002, Congress enacted the "Notification and Federal Employee Antidiscrimination and Retaliation Act," or No FEAR Act, for the purpose of protecting the rights of employees, former employees and applicants for Federal employment under Federal antidiscrimination and Whistleblower protection laws.

Discrimination based on age, color, disability, national origin, race, genetic information, religion, sex (including pregnancy, sexual orientation, gender identity, and transgender status), or and act of reprisal is illegal. If you believe that you are a victim of unlawful discrimination based on one of these protected categories, you must contact an Equal Employment Opportunity (EEO) counselor within 45 days of the alleged discriminatory event before filing a formal complaint with the Agency. To contact and EEO Counselor, please call 301-688-1087.

No FEAR Data

The Equal Employment Opportunity Commission issued rules to implement the posting requirements set forth in Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (the No FEAR Act), Pub.L.107-174. Pursuant to the No FEAR Act, Federal agencys must post on their public website summary statistical data pertaining to complaints of employment discrimination filed by employees and applicants for employment under 29 C.F.R Part 1614 (i.e., individual complaints, class complaints, and mixed case complaints-but not mixed-case appeals that are filed with the U.S. Merit Systems Protection Board or grievances raising claims of employment discrimination filed under collective bargaining agreements).

Select Data Year

Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), P.L. 107-174

References: Public Law 107-174 107th Congress, Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act of 2002, May 15, 2002.