It is the policy of the RRB to promote and ensure equal employment opportunity for all persons regardless of race, color, religion, national origin, sex (including pregnancy and gender identity), age (40 years and older) disability (mental or physical), genetic information or sexual orientation. Equal employment opportunity principles govern all aspects of the RRB's personnel policies, program practices, and operation. All phases of employment including recruitment, hiring, performance appraisals, promotions, transfers, assignment of work, training, benefits and separation, shall be conducted in compliance with equal employment opportunity laws and regulations.
It is the policy of the RRB not to retaliate against anyone for filing a complaint of discrimination, participating in a discrimination complaint proceeding, or otherwise opposing unlawful discrimination.
Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities
To capture an agency’s Affirmative Action Plan for Persons with Disabilities and Persons with Targeted Disabilities, EEOC regulations 29 C.F.R. § 1614.203(e) and Management Directive 715 require agencies to describe how their APAAP will improve the recruitment, hiring, advancement, and retention of applicants and employees with disabilities.
2023 Affirmative Action Plan 
2022 Affirmative Action Plan
2021 Affirmative Action Plan
2020 Affirmative Action Plan
Employment of Individuals with Disabilities and Reasonable Accommodation
It is the policy of the RRB that employment opportunities shall be provided to individuals with disabilities.
It is also the policy of the RRB to provide reasonable accommodation to a qualified employee or applicant with a disability. A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Positions and work sites will be modified, wherever possible and feasible, to enhance the opportunities for the employment and advancement of individuals with disabilities.
Reasonable accommodation may include, but is not limited to:
1. Making existing facilities used by employees readily accessible to and usable by individuals with disabilities;
2. Job restructuring, modifying work schedules, reassignment to a vacant position; and
3. Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
Procedure for Providing Reasonable Accommodation
(Form HR-142) - Request for Reasonable Accommodation
Anti-Harassment
It is the policy of the RRB to maintain a work environment that is free from harassment based on race, color, sex (whether or not of a sexual nature and including pregnancy and gender identity), age (40 years and over), national origin, disability (mental or physical), religion, genetic information or sexual orientation. Harassment targeted at any individual or group will not be tolerated by the RRB.
In addition, it is the policy of the RRB that no retaliation will be tolerated against any employee for reporting harassment under this or any other policy or procedure, or tor assisting in any inquiry about such a report.
Anti Harassment Policy
Equal Opportunity Without Regard to Parental Status, Marital Status, Political Affiliation, Military Service or other Non-Merit Factor
Consistent with Presidential Executive Orders and other laws designed to protect federal employees, it is the policy of the RRB to prevent discrimination based on parental status, marital status, political status, military service, or any other non-merit factor.
MD-715
The Management Directive 715 report is the standard federal agency civil rights “report card” the Railroad Retirement Board prepares annually for submission to the EEOC. The Railroad Retirement Board’s MD-715 report highlights our past year’s accomplishments towards establishing, maintaining, and sustaining effective diverse equal employment opportunity programs, plus plans to correct and sustain existing programs and build new opportunities in the coming year.
This federal agency reporting requirement was established pursuant to Title VII of the Civil Rights Act of 1964 and Section 501 of the Rehabilitation Act of 1973, serving as both the “master plan” and “evaluation guide” for federal employee EEO programs.
2023 MD-715 Report
2022 MD-715 Report
2021 MD-715 Report
2020 MD-715 Report
Non Discrimination on the Basis of Disability in RRB Programs
It is the policy of the RRB that no agency programs and activities be operated in such a manner that results in discrimination against persons with disabilities and is accessible to all qualified individuals.