The National Geospatial-Intelligence Agency is committed to employing a diverse workforce and fostering an inclusive workplace by providing equal opportunities for all its employees and applicants for employment. We recognize that equal opportunity is vital to accomplish our mission and to posture the agency to meet future challenges. 

It is NGA’s goal to provide clearly defined employment, hiring and EEO policies and programs to proactively prevent discrimination in employment because of race, color, religion, sex, national origin, age, disability, genetic information or reprisal. If you believe you have been discriminated against, regardless of your status as an NGA employee, (civilian, contractor or military), former employee or applicant for employment, you can contact the Office of Diversity, Inclusion, and Equal Employment Opportunity (ODE) within 45 days of the alleged discriminatory action at EEOComplaints@nga.mil or (866) 803-7489. 

Both applicants for employment and current employees of NGA are entitled to request religious accommodations from generally applicable employment-related rules and requirements, so long as the accommodation requested would not result in an undue hardship to the conduct of NGA's business.

The Architectural Barriers Act (ABA) of 1968 

The ABA requires access to facilities designed, built, altered or leased with federal funds. Passed by Congress in 1968, it marks one of the first efforts to ensure access to the built environment. The Access Board develops and maintains accessibility guidelines under this law. These guidelines serve as the basis for the standards used to enforce the law, the Uniform Federal Accessibility Standards (UFAS). Anyone concerned about the accessibility of a facility that may have received federal funds can find more information at the following link: https://www.access-board.gov/aba/

On May 15, 2002, President Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) Act, Public Law 170-174, which increases Federal agency accountability for acts of discrimination or reprisal against employees. 

The Act, which took affect on October 1, 2003, makes federal agencies individually accountable for violations of anti-discrimination and whistleblower protection laws. On January 1, 2021, lawmakers passed EEO reforms under the Elijah E. Cummings Federal Employee Anti-Discrimination Act of 2020 as part of William M. (Mac) Thornberry National Defense Authorization Act for Fiscal Year 2021.  This law amends the No FEAR Act of 2002 and strengthens Federal anti-discrimination laws the Equal Employment Opportunity Commission enforces and expands accountability within the Federal Government.

Information for the National Geospatial-Intelligence Agency, as required by the No FEAR Act, can be found in the No FEAR Act document section below. The data is updated on a quarterly basis.

No FEAR Act Requirements are: 

Payment of Settlements and Judgments 

Agencies that lose or settle discrimination and whistleblower cases must pay judgments out of their individual budgets. In the past, most of these settlements and judgments were paid from a government wide "judgment fund." Under the new law, agencies must now reimburse the fund for court judgments and settlement payments to complainants. 

Employee Information and Education 

Agencies must give their employees, former employees, and applicants for employment written notification of discrimination and whistleblower protection laws. This written notification must include posting the information on the agency's Website. Agencies are also required to provide their employees with training regarding the rights and remedies applicable to them under these laws. 

Training for Managers 

Agencies should ensure that managers have adequate training in the management of a diverse workforce and in dispute resolution and other essential communication skills. 

Annual Reports to Congress 

Each agency must file an annual report with Congress, the Equal Employment Opportunity Commission, and the attorney general providing information about discrimination and whistleblower cases filed against the agency, including details on how cases were resolved and any disciplinary actions against agency employees resulting from violations of discrimination and whistleblower protection laws. 

Online Posting of EEO Complaint Data  

Each Federal agency must post on its public web site certain summary statistical data relating to equal opportunity complaints filed against the agency. Agencies must post data for the current fiscal year on a cumulative basis (year-to-date information), updated quarterly. Agencies must also post year-end data for the five previous fiscal years for comparison purposes. The posting of EEO data on agency public websites is intended to help Congress, federal agencies, and the public assess whether and the extent to which agencies are living up to their equal employment opportunity responsibilities. 

Reporting Disciplinary Actions related to Findings of Discrimination 

Agencies must report on disciplinary actions taken related to findings of discrimination via an online posting (within 90 days of such finding) and via a written report to the EEOC (within 120 days of such finding).

EEOC Compliance with MOU with Office of Special Counsel

The amended law reinforces the need for the EEOC to comply with its established Memorandum of Understanding (MOU) with the Office of Special Counsel (OSC).  The MOU states: "The EEOC shall refer to OSC for potential OSC enforcement action cases in which the EEOC finds that an agency or an officer or employee thereof has discriminated against any employee or applicant for employment in violation of section 717 of the Civil Rights Act of 1964 (42 U.S.C. § 2000e-16)."

Elijah E. Cummings Federal Employee Anti-Discrimination Act of 2020 Requirements: 

• Establishment of an employment discrimination complaint tracking system;
• Notation of any adverse action and the reason for the action in the employee’s personnel record, if an agency takes an adverse action under 5 U.S.C. §7512 against an employee for a discriminatory act;
• Fair and impartial processing and resolution of employment discrimination complaints;
• Establishment of a model EEO Program that is not under the control of Human Resources or the Office of General Counsel; and
• That the head of the agency’s EEO Program reports directly to the head of the agency.

The EEOC may refer discrimination findings to the Office of Special Counsel if the EEOC determines that the agency did not take appropriate action with respect to the finding.

For additional information, please contact the Office of Diversity, Inclusion, and Equal Employment Opportunity at EEOComplaints@nga.mil.   

The National Geospatial-Intelligence Agency provides means for qualified applicants or employees with a disability to enjoy benefits and privileges equal to those enjoyed by employees without disabilities through its Reasonable Accommodation Program.

A reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

Examples of a reasonable accommodation include, but not limited to:

• Providing or modifying equipment or devices;
• Providing sign language interpreters;
• Modifying work schedules; and
• Adjusting or modifying training materials.

All reasonable accommodation requests are handled on a case by case basis and the employee’s medical information is strictly protected by NGA’s Office of Diversity, Inclusion, and Equal Employment Opportunity and the Reasonable Accommodation program managers working their case.

Personal Assistance Services

Personal Assistance Services are services provided to employees with targeted disabilities to assist with performing basic activities of daily living such as eating, removing outer garments, and using the restroom.