The NRC defines diversity management as “creating a workplace where differences in heritage, background, style, tradition, and views are valued, respected, and used to increase organizational capacity.” The NRC believes this diversity will create more ideas and open people’s minds to new ways of thinking.
The commission requires diversity management to be a priority
for all managers, executives and employees. The NRC particularly wants all
employees to support what is called the Comprehensive Diversity Management Plan.
In addition, the NRC is committed to following objectives
that fuel efficient and effective diversity management. Among them is improving
communication, respecting and appreciating differences among individuals, and,
when hiring, selecting the best qualified applicant no matter his or her race,
national origin, gender, age, religious beliefs, sexual orientation, or
disability.
The NRC believes in selecting a group of diverse candidates
for leadership programs, and the company thinks it has the ability to enhance
uniformity in evaluating accomplishments. There is an emphasis on enhancing
awareness and completing diversity management training to be a satisfactory
employee.
Also, the NRC strives to develop anti-harassment procedures
that focus on employees informing who they need to talk to, to process cases of harassment
that is based on any form of discrimination.
Among its goals in relation to diversity management, the NRC
strives to recruit diverse employees at all levels and to maintain a diverse
employee base through promotion of an environment where differences are valued and everyone feels accepted
and welcomed.
Tags: Nuclear Regulation Commission, Diversity, Diversity
Management, NRC, Comprehensive Diversity Management Plan
