At NSA, we work every day to protect the Nation's security. To meet these demands, we require a dynamic, agile workforce that reflects diversity in its broadest context. As the face of the world changes, so does the face of the National Security Agency. Our ability to bring diverse, individual experiences and perspective together will be a key part of our ability to overcome our greatest challenges and ensure our future.
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 an act of reprisal is illegal. If you believe that you are a victim of unlawful discrimination based on the above-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 an EEO Counselor, please call 301-688-1087.
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.
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 agencies must post on their public website summary statistical data pertaining to complaints of employment discrimination filed by employees, former 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).