Please click on the links below to view the following sections:
- Equality of Opportunity Equals a Level Playing Field
- EEO, AA, and Diversity: the Foundation of an Inclusive Workplace Environment
- Equal Employment Opportunity (EEO)
- Affirmative Action (AA) at Berkeley Lab
- Off-Site Resources
- Privacy Notification Statement
- Categories for Protected Veterans
For more information, please contact Title VII/Title IX Officer at [email protected].
Diversity is the sense that no matter where you come from, who you are, or what your background is, there is a place for you.
At Berkeley Lab, Workforce Diversity has evolved to include an extensive set of issues. The traditional policies, programs, and legal mandates of Equal Employment Opportunity (EEO) and Affirmative Action (AA) are still the first and most important steps to achieving diversity in the workplace. But diversity is a broader concept than ethnicity, race, and gender.
Diversity has gone beyond legal mandates and has become an environment that is inclusive of all groups, maximizes the potential of all employees, and values the variety of perspectives all employees bring to the workplace at the scientific, technical, management, and administrative levels.
We want to provide a quality work life for all Lab employees so that Berkeley Lab can be an employer of choice. Moreover, we uphold the principle that a level playing field is the foundation upon which to build a diverse and inclusive work environment.
We cannot have an inclusive work environment without the interdependent elements of Equal Employment Opportunity, Affirmative Action, and Diversity. What follows are descriptions of the Lab’s commitment to each.
EEO* is a body of federal laws *that protects applicants and employees from discrimination in any aspect of employment. Berkeley Lab fully complies with current EEO laws, which are outlined below:
- Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
- Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.
- Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.
- Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with disabilities who work in the federal government.
- Pregnancy Discrimination Act of 1978, which amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
- Titles I and V of the Americans with Disabilities Act of 1990 (ADA), which prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments.
- Sections 102 and 103 of the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
- Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee.
Berkeley Lab instituted the Affirmative Action Compliance Program (AACP) in order to ensure equal employment opportunity to all employees and job applicants. According to the AACP, the Laboratory will not discriminate against any person employed or seeking employment at the Lab because of race, color, religion, marital status, national origin, ancestry, sex, sexual orientation, physical or mental disability, medical condition (cancer-related or genetic), age, citizenship, or status as a veteran who served on active duty during a war, campaign, or expedition for which a campaign badge has been authorized. The AACP applies to all personnel actions, including hiring, transfer, training, promotion, termination, and other terms and conditions of employment.
Today, adherence to the AACP must be consistent with all current legal requirements, Laboratory standards of quality and excellence, and the University of California Affirmative Action Personnel Program.
As a federal contractor, under CFR § 60-300.41, Berkeley Lab makes its annual Affirmative Action Plan available for review by any employee (or applicant for employment) upon request. The plan is available through our Title VII/IX office during business hours. Please contact Leticia Ericson to request review: (510) 486-7635, email ([email protected]), or her office in Building 90, Room 1097.
- Federal Laws Prohibiting Job Discrimination: Questions And Answers
- EEOC (U.S. Equal Employment Opportunity) Web Site
- The principal purpose for requesting the information on this form is to comply with the following Federal requirements: (i) Title VII of the Civil Rights Act of 1964, as amended; (ii) Executive Order 11246, as amended; (iii) Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended; (iv) Section 503 of the Rehabilitation Act of 1973,as amended; (v) Title IV of the Higher Education Act of 1965, as amended (20usc 1094 (a) (17)); and (vi) Section 490 of the Higher Education Amendments of 1992 (P.L. 102-325), as well as relevant implementing regulations.
- The information supplied on this form is kept confidential. It is used for required aggregated workforce data reporting to the federal government and for internal workforce statistical analysis, reporting, and outreach. It will be given to government agencies responsible for civil rights laws only when requested, or as otherwise required by law. The aggregated workforce data serves as a tool to the administration of equal employment opportunity/affirmative action and human resources programs. The information supplied on this form will be used only as described.
- Furnishing the information requested on this form is voluntary. There is no penalty for not completing the form.
- Individuals have the right to review their own records in accordance with Laboratory personnel policies and collective bargaining agreements. Information on applicable policies and agreements can be obtained from the Human Resources Department.
- The offices responsible for maintaining the information supplied on this form are the Equal Employment Opportunity/Affirmative Action Office and/or the Human Resources Department.
- Vietnam-Era Veteran means a person who:
1. Served on active duty for a period of more than 180 days, and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred: a. in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or b. between August 5,1964, and May 7, 1975, in all other cases; or
2.Was discharged or released from active duty for a service-connected disability if any part of such active duty was performed; a. in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or b. between August 5, 1964, and May 7, 1975, in all other cases.
- War/Campaign/Expedition Veteran means:
A veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized. To identify the military operations that meet this criterion, click here.
- Armed Forces Service Medal Veteran means:
A veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order No. 12985. To identify the military operations that meet this criterion, check your DD Form 214, Certificate of Release or Discharge from Active Duty.