The Value of Each Member of our Diverse Workforce — LBNL’s commitment to diversity, equity and inclusion embraces and values the diversity of each and every member of our workplace community. Our community members bring together a vast array of demographics, characteristics, experiences, and attributes that cumulatively support creative and novel scientific solutions. We are from all races, we are persons of all abilities, we are LGBTQ+, our nationalities span the globe, we represent all working age groups and our members are from all religions–these characteristics are not exhaustive. Fostering diversity, equity and inclusion means that we, as an LBNL community, provide everyone equal access and opportunity to engage in the workplace. While engaging in diversity of thought and in diversity of science we strive, collectively, to achieve our LBNL mission of bringing science solutions to the world.
If you are experiencing a situation not in alignment with these values, or if you feel your rights have been violated please contact Title VII/Title IX Officer at [email protected].
If you prefer, you can review the information below, and seek out additional resources offered in the links embedded within.
Individual Confidential Support
Employee Assistance Program (EAP) helps employees and their family members find solutions to personal and work-related challenges through counseling, consultation, assessment, and referrals. EAP services are voluntary, strictly confidential, and free of charge.
Reporting Harassment, Discrimination, or Retaliation
Sexual Harassment and Sexual Violence
Berkeley Lab and University of California policies prohibit discrimination against or harassment of any person employed by or seeking employment with the University on the basis of race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, status as a protected veteran or service in the uniformed services. Employees and applicants for employment who believe they may have been discriminated, harassed, or retaliated against are encouraged to bring their concerns to Human Resources to investigate and attempt to resolve the complaint. For full text, please see: University of California Nondiscrimination and Affirmative Action Policy Statement.
Berkeley Lab prohibits retaliation against individuals who file complaints or participate in the complaint resolution process. The Diversity, Equity, and Inclusion Office will investigate retaliation claims and report the findings to appropriate personnel for review and action. If you feel that you have been retaliated against for filing a complaint or participating in a complaint resolution process, please contact [email protected].
Profiling employees or potential employees based on perceived racial, sexual or national origin characteristics is illegal and works against achieving fairness and equal opportunity in the workplace. Berkeley Lab supports this policy and knows that in order to achieve true diversity in the workplace, every individual must be given the opportunity to achieve. To express concerns or issues related to prohibited profiling practices, employees are encouraged to contact Berkeley Lab’s Research and Institutional Integrity Office (RIIO). Employees can visit the Lab’s Employee Concerns website to learn more about the forums or mechanisms to express employee concerns.
Equal Employment Opportunity: Berkeley Lab is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status. Berkeley Lab is in compliance with the Pay Transparency Nondiscrimination Provision under 41 CFR 60-1.4. Click here to view the poster and supplement: “Equal Employment Opportunity is the Law.”
Terms and Descriptions:
- Harassment is a legal term of unwelcome conduct that is based on a protected class including: race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment is unlawful when (1) enduring the offensive conduct becomes a condition of continued employment, or (2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. General workplace slights, annoyances and isolated incidents (unless extremely serious) will not rise to the level of illegal harassment.
- Discrimination is a legal term which describes unfair employment action by an employer based on a protected class including: race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. These actions may include but are not limited to decisions by management such as denial of a needed and reasonable workplace accommodation due to a disability, disparate adverse work assignments, or unequal pay for equal work (where other conditions are also equal such as work-unit, performance and years of service).
- Underrepresented Minorities (URMs) is a term for the demographic dataset of identified historically comprised minority groups: African American, American Indian/Alaska Native, Latinx, Pacific Islander, Asian or Underrepresented Genders. These aspects are confidentially recorded as part of a federal contractor’s required Affirmative Action Plan (AAP) and demographics are reviewed for statistically significant disproportionate gaps between the demographic make-up of the available qualified candidate pool as compared to the demographic result in a particular workforce in that same field. Currently, underrepresented minorities are particularity underrepresented in the fields of science, technology, engineering, and mathematics (STEM) nationwide.