Equal Employment Opportunity
Equal Employment Opportunity Laws are anti-discrimination laws. The laws that impact employment practices are in title VII of the Civil Rights Act. In accordance with these laws, employment decisions involving hiring, promotions, and compensation will be based on qualifications and performance regardless of an individual’s race, color, religion, gender, gender identity, national origin, marital status, sexual orientation, citizenship, age, disability, veteran status, or any other characteristic protected by law or executive order.
As a Federal Contractor, Brookhaven National Laboratory is required to follow federal regulations regarding Affirmative Action Compliance for minorities, women, and individuals with disabilities. The Office of Federal Contract Compliance is the Federal Agency responsible for enforcing these laws.
Laboratory Diversity Policies
BSA strictly prohibits harassment and unlawful conduct. This BSA Policy applies to any act of sexual harassment towards any other employee, supervisor, non-supervisor, vendor, contractor, subcontractor, user, student, or any other guest or visitor.
As a federal contractor, the Laboratory is subject to Section 503 of the Rehabilitation Act of 1973 and to Section 402 of Vietnam Era Veterans Readjustment Act (VEVRAA) of 1974, as amended. Therefore, the Laboratory is required to take affirmative action in employment for qualified individuals with disabilities and qualified veterans
Our mission to perform world-class research is advanced by having a diverse workforce. Fair treatment and equal opportunity for all employees in an environment free from harassment should be regarded as the Laboratory's way of doing business.
A workplace that is conducive to scientific excellence is one in which there is mutual respect for all contributors. Everyone in the Lab community should demonstrate respect through common courtesy and civility, and expect to be treated the same way in return.
Every employee at Brookhaven National Laboratory must be free from harassment of any kind. Employees must not be subjected to abuse, derogatory comments, or slurs relating to race, color, religion, sex, national origin, age, disability, veteran status, marital or family status, sexual orientation, gender identity, genetic information, or medical condition.
The Laboratory provides a supportive environment to enable breastfeeding employees to express their milk during working hours.
DOE Diversity Policies
Equal employment is not only the law, but a fundamental business practice which helps us to achieve our mission of growing our Nation's economy, enhancing national security, and protecting the environment. We all share the responsibility to foster a climate of fairness, quality, dignity, and respect.
Our mission is to identify and implement ways of ensuring that everyone is afforded an opportunity to participate fully in the Department of Energy's programs, opportunities, and resources.
The Department of Energy as a model employer known for its commitment to equal opportunity for all, its cultivation of a high-performing workforce that empowers all its employees to achieve superior results, its promotion of accountability to ourselves, our customers and the American taxpayers, its focus on treating its employees, stakeholders, recipients of financial assistance and members of the public with dignity and respect, and its reputation for upholding all laws.
The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications. This part of the law is enforced by the U.S. Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission.
The Brookhaven Lab Americans with Disabilities Act (ADA) Committee assists the Laboratory by ensuring ADA compliance on new or renovated buildings, coordinating and monitoring accessibility on the BNL site, providing guidance and evaluating efforts to improve access to facilities for the BNL community as well as the public, and identifying and recommending appropriate remedial actions when deficiencies are noted. If you have suggestions for improvements to provide better access for individuals with disabilities in any BNL building or facility, contact the ADA Committee or any committee member listed below.