Equal Employment Opportunity Policy

President's Statement for Fiscal Year 2018

RAND Corporation is a federal contractor subject to Executive Order 11246, Section 4212 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) and, as such, has developed and implemented Affirmative Action Plans to support our commitment to the principles of Equal Employment Opportunity.

  • We will recruit, hire, train, and promote persons in all job titles, and ensure that all other personnel actions are administered, without regard to race, religion or creed, color, national origin or citizenship statusi, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (including pregnancy; childbirth; and medical conditions related to pregnancy, childbirth, or breast feeding), sexual orientation, gender, gender identity, gender expression, age over 40, military or veteran status, or any other legally protected condition or characteristic when such conduct is prohibited by law and will ensure that all employment decisions are based only on valid job requirements.

  • We invite all individuals with disabilities and protected veterans to identify themselves to RAND pursuant to the administration of Section 503 the Rehabilitation Act of 1973, as amended (Section 503), and the affirmative action provisions of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA). Whether you choose to so identify yourself is voluntary on your part. This information or refusal to provide it will not subject applicants or employees to any adverse treatment.

  • We will take affirmative action to employ and advance in employment minorities, females, protected veterans and individuals with disabilities.

  • We extend our best efforts in all the communities in which we operate to identify and develop broad sources of applicants and to promote the fair and effective use of such sources in all of our employment activities.

  • RAND will provide reasonable accommodation to the known physical or mental disabilities of an otherwise qualified individual with a disability or disabled veteran employee or applicant for employment. If you need such an accommodation, you may request it at any time from the contacts in Human Resources listed at the end of this policy, your supervisor, or the person with whom you are applying for employment. We will engage with you in an interactive process to discuss appropriate accommodations that will permit you to perform the essential functions of the position. Making a request for an accommodation will not subject an individual to any adverse treatment. Reasonable accommodations may include assisting in the completion of the application, making appropriate changes to the workplace, job content, work schedules, company practices or procedures necessary to provide an otherwise qualified person the opportunity to perform the essential functions of a particular job without causing RAND undue hardship.

  • Efforts will be made to reasonably accommodate religious observances or practices of employees to the extent that such accommodations do not create undue hardship on RAND's operations.

  • Complaints of discrimination or harassment will be taken seriously, investigated promptly and handled appropriately. Complaint procedures and handling outlined in RAND's policy on Prevention of Harassment, Discrimination, and Retaliation shall apply to complaints made under this policy. Retaliation against any employee or applicant for making a complaint or assisting in an investigation will not be tolerated.

  • Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of section 503, VEVRAA, ADA Amendments Act of 2008, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; (3) opposing any act or practice made unlawful by section 503, VEVRAA, or their implementing regulations in this part, or ADA Amendments Act of 2008, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; or (4) exercising any other right protected by section 503, VEVRAA or their implementing regulations, or ADA Amendments Act of 2008, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans.

  • RAND's Affirmative Action Program contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, determine whether protected veterans and individuals with disabilities have had the opportunity to participate in company-sponsored activities, measure our compliance with the program's specific obligations, and document actions taken to comply with these obligations.

It will continue to be the responsibility of all supervisory personnel to implement RAND's Equal Employment Opportunity Policy and Affirmative Action Program. Allison Elder, RAND's Vice President of Human Resources, has primary responsibility for the implementation of this policy and the coordination of our Affirmative Action Plans, and she reports directly to me in this capacity. Lara Barlow-Paules, Human Resources Services Manager in our Pittsburgh office, serves as RAND's EEO Affairs Coordinator and supports Allison in this responsibility. Employees or applicants may view the relevant portions of our Affirmative Action Plan during regular business hours by contacting Human Resources.

As the President and CEO of RAND, I am committed to the principles of Affirmation Action and Equal Employment Opportunity. As an institution dedicated to helping to improve policy and decision-making through research, analysis and education, RAND recognizes diversity as an essential operating principle and is genuinely committed to fostering a diverse staff. We believe that diversity reinforces RAND's core values of quality and objectivity by promoting creativity, deepening understanding of the practical effects of policy, and assuring multiple viewpoints and perspectives.

Michael D. Rich, President and CEO



Contacts

Santa Monica: Allison Elder, Vice President, Human Resources (310) 393-0411

Washington: Julie Geery, Director, HR Services (703) 413-1100

Pittsburgh/Boston/Other Locations: Lara Barlow-Paules, Human Resources Services Manager (412) 683-2300


i For purposes of this policy, "citizenship status" means the citizenship of any person or the immigration status of any person lawfully resident in the United States who is not a citizen or national of the United States. RAND will not discriminate on the basis of citizenship status; however, if a government security clearance is required for a position, U.S. citizenship is required.