ML21113A070: Difference between revisions

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{{#Wiki_filter:UNITED STATES NUCLEAR REGULATORY COMMISSION WASHINGTON, D.C. 20555-0001 April 23, 2021 IN RESPONSE, PLEASE REFER TO: M210218B MEMORANDUM TO:                  Margaret M. Doane Executive Director for Operations Marian L. Zobler General Counsel Annette L. Digitally  signed by Annette L. Vietti-Cook FROM:                            Annette L. Vietti-Cook, Secretary Vietti-Cook Date:  2021.04.23 09:25:04 -04'00'
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==SUBJECT:==
STAFF REQUIREMENTS - BRIEFING ON EQUAL EMPLOYMENT OPPORTUNITY, AFFIRMATIVE EMPLOYMENT, AND SMALL BUSINESS, 10:00 A.M., THURSDAY, FEBRUARY 18, 2021, VIDEO CONFERENCE MEETING (OPEN TO PUBLIC VIA WEBCAST AND TELECONFERENCE)
The Commission was briefed by the NRC staff on the agencys Equal Employment Opportunity (EEO), Affirmative Employment, and Small Business Programs. Topics presented included an overview on EEO, equal opportunity (EO), diversity and inclusion, and small business programs, updates on small business programs and office and regional initiatives related to EEO, EO, and diversity and inclusion, and a joint statement of the EEO advisory committees. The Commission was also addressed by the President of the National Treasury Employees Union Chapter 208.
The agency should strive to increase the diversity of future Senior Executive Service (SES)
Candidate Development Program classes and SES hires.
The staff should work to raise awareness of the agencys diversity and inclusion programs by creating a central location for these programs on both the internal and external webpages.
The staff should systematically review how the agencys programs, policies, and activities address environmental justice. The staff should provide the results of its review to the Commission via an Information Paper within 9 months of the issuance of this Staff Requirements Memorandum. If the staff makes policy or other recommendations, it should submit a notation vote paper. If the staff recommends policy or other changes in a notation vote paper, the staff should provide a legal and factual rationale for such changes.
As part of its review, the staff should evaluate recent Executive Orders and assess whether environmental justice is appropriately considered and addressed in the agencys programs, policies, and activities, such as adjudicatory procedures and environmental reviews, given the agencys mission. In evaluating the NRCs current approach, the staff should consider the practices of other federal, state, and tribal agencies and evaluate whether the NRC should incorporate environmental justice beyond implementation through the National Environmental Policy Act. The staff should review the adequacy of the 2004 Policy Statement on the
 
2 Treatment of Environmental Justice Matters in NRC Regulatory and Licensing Actions. The staff should also consider whether establishing formal mechanisms to gather external stakeholder input would benefit any future environmental justice efforts.
The staff should engage with stakeholders representing a broad range of perspectives, including community-based environmental justice organizations, national environmental and nuclear safety non-governmental organizations, labor unions, licensees, state and local governments, and tribes to solicit their views. The staff should leverage the agencys institutional knowledge and use transformation initiatives (e.g. Idea Scale), where practicable, to inform the review.
cc: Chairman Hanson Commissioner Baran Commissioner Caputo Commissioner Wright CFO OCA OIG OPA ODs, RAs, ACRS, ASLBP PDR}}

Revision as of 18:45, 17 January 2022

SRM-M210218B: Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business
ML21113A070
Person / Time
Issue date: 04/23/2021
From: Annette Vietti-Cook
NRC/SECY
To:
References
M210218B SRM-M210218B
Download: ML21113A070 (2)
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