Diversity & Inclusion Policies of Fermilab

It is the policy of FRA to provide equal employment opportunities for all employees and applicants in compliance with all applicable laws and FRA policies. FRA is an Affirmative Action/ Equal Opportunity Employer and is committed to cultivating an inclusive and diverse work environment that supports scientific, technological, and operational excellence with people of all races and ethnicities, national origins, religions, genders, gender identities and expressions, sexual orientations, parental statuses, abilities, ages, educational backgrounds, intellectual perspectives, and socioeconomic statuses.

The EEO is the Law poster and its supplement are available here:

Fermilab is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to inclusion@fnal.gov or call (630) 840-4630 and let us know the nature of your request and your contact information.

Equal Employment Opportunity Program

FRA prohibits discrimination against any person employed, seeking, or applying for or engaged in a paid or sponsored internship or training program leading to employment on the basis of protected characteristics or classes including, race, color, national origin, religion, sex, gender, gender expression, gender identity, gender transition status, 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, or service in the uniformed services, including protected veterans. This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation.

Pay Transparency Non-Discrimination
FRA will not discharge or in any other manner discriminate against employees or applicants because they inquire about, discuss, or disclose their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants, as a part of their essential job functions, cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is: (a) in response to a formal complaint or charge; (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by FRA; or (c) consistent with FRA’s legal duty to furnish information.

Affirmative Action
FRA will undertake affirmative action, consistent with its obligations as a federal contractor, for qualified underrepresented minorities and women, persons with disabilities, and protected veterans. Every good faith effort will be executed to achieve prompt and full utilization of underrepresented minorities and women in all segments of the workforce where deficiencies exist. Outreach and pipeline efforts conform to all current legal and regulatory requirements and are consistent with FRA standards of excellence.

Affirmative action will also be undertaken to ensure fair application of employment actions including placement, promotion, rates of pay or other forms of compensation, selection for training and development, and terminations, without regard to race, color, religion, gender, gender identity, or national origin across all job classes.

In conformance with federal regulations, an annual Affirmative Action Plan (AAP) is prepared and maintained by FRA.

In the workplace and work-related settings outside the workplace, FRA prohibits harassment based on protected characteristics.
In addition, FRA prohibits sexual harassment of any kind.

FRA prohibits retaliation for bringing a complaint of discrimination or harassment pursuant to this policy FRA also prohibits retaliation against a person who assists another person with a complaint of discrimination or harassment, or who participates in any manner in an investigation or resolution of a complaint of discrimination or harassment.

Anti-discrimination laws prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices they reasonably believe discriminate against individuals, in violation of these laws.