Multiple Norfolk Southern railway containers at an intermodal container terminal.


Norfolk Southern Lives Diversity

Norfolk Southern’s vision to be a customer-centric, operations driven organization is carried out by the strength, initiative, and creativity cultivated by employing people with diverse skills, education, social, cultural, religious, and ethnic backgrounds. Employees reflect that commitment in everyday interactions with colleagues and customers, helping to ensure NS is an employer of choice.



An Equal Employment Opportunity Employer

Norfolk Southern promotes equal opportunity employment and a workplace free of discrimination and harassment on the basis of race, religion, color, national origin, gender, age, status as a covered veteran, sexual orientation, gender identity, the presence of a disability, genetic information or any other legally protected status.


NS supports and complies with all applicable laws, regulations, and executive orders to provide equal opportunity and nondiscrimination in the hiring, training, remuneration, advancement, and all other privileges gained on the basis of qualifications and performance to company employees. Furthermore, employees and job applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have filed a complaint, opposed an unlawful practice, participated in an investigation or compliance review, or assisted in a hearing related to federal, state, or local laws.


NS makes special effort, often by coordinating with government agencies, state employment offices, and colleges and universities, to encourage qualified women to seek employment in nontraditional jobs and to encourage minorities, protected veterans, and individuals with disabilities to apply for positions at all levels. After receiving a job offer, NS extends the same offer to successful candidates.


NS also encourages the participation of minorities, women, protected veterans, and individuals with disabilities in company-sponsored training opportunities, including company orientations and leadership training. Training activities and in-house workshops help employees gain skills for advancement as well as sensitivity to employee relations and EEO issues.

NS promotes equal opportunity for the hiring of all employees, including  minorities, women, protected veterans, and individuals with disabilities. NS networks with public agencies, educational institutions, and private organizations that provide education, training, and job placement to minorities, women, protected veterans and individuals with disabilities. NS actively publicizes its stance on equal opportunity in job ads, promotional advertising, and in recruitment efforts, and ensures these individuals receive equal opportunity to compete for positions for which they are qualified.


Furthermore, as a government contractor, Norfolk Southern must abide by federal laws pertaining to equal employment opportunity laws and regulations regarding the hiring and employment of minorities, women, protected veterans, and individuals with disabilities. These laws and regulations prohibit discrimination, and require the development of an affirmative action plan .


The Department of Labor (DOL), Office of Federal Contract Compliance Programs (OFCCP) requires that the following EEO posters be communicated to employees and applicants. This can be accomplished by posting on company bulletin boards for employees and electronically (outward facing).


NS complies with Executive Order No. 11246, as amended, Title 41, Code of Federal Regulations, Part 60-1 (Equal Employment Opportunity Duties of Government Contractors), Part 60-2 (Affirmative Action Programs of Government Non-construction Contractors), and part 60-20 (Gender Discrimination Guidelines for Government Contractors) which prohibits employment discriminations against minorities and women. NS also complies with the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, which prohibits employment discrimination against Vietnam-era veterans and certain disabled veterans, as well as the Rehabilitation Act of 1973, which prohibits discrimination against individuals with disabilities.

Norfolk Southern provides reasonable workplace accommodations to support individuals with disabilities in performing essential job functions and to support employees in need of a religious accommodation based on their sincere religious belief.

NS honors the basic leave entitlements of the Family and Medical Leave Act (FMLA), entitling employees up to 12 weeks of unpaid job-protected leave in a signal 12-month period for:

  • Incapacity due to pregnancy, prenatal medical care, or child birth
  • To care for the employee’s child after birth, or placement for adoption, or foster care
  • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition
  • For a serious health condition that makes the employee unable to perform their job
  • FMLA also offers eligible employees with a spouse, son, daughter, or parent on covered active duty or call to covered active-duty status in the military to use their 12-week leave entitlement to address certain qualifying exigencies.  Lastly, it also offers eligible employees up to 26 weeks of unpaid job-protected leave to care for a covered servicemember with a serious injury or illness.

Norfolk Southern will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of sex, and the Equal Employment Opportunity Commission expects employers to prevent sexual harassment in the workplace.


NS promotes respectful and professional treatment of all employees, customers, vendors, and contractors. NS supports a work environment free from offensive behavior directed toward a person because of race, religion, color, national origin, gender, age, status as a covered veteran, sexual orientation, gender identity, the presence of a disability, genetic information or any other legally protected status.

NS strictly prohibits sexual harassment and will investigate any complaint involving a NS employee. Anyone found guilty of sexual harassment will be subject to disciplinary action, up to and including termination

Employees have an impact on the company’s EEO efforts and share in the responsibility to ensure compliance with fair and equal treatment of others. 


Norfolk Southern’s EEO policies exist to ensure that fair and equitable treatment for everyone. Decisions related to pay, benefits, transfers, promotions, furloughs and recalls, disciplinary actions, training, wellbeing resources, and access to social and recreational programs must occur without discrimination on the basis of race, religion, color, national origin, gender, age, status as a covered veteran, sexual orientation, gender identity, the presence of a disability, genetic information or any other legally protected status. NS ensures all employees are aware of the company’s commitment to ensure equal employment opportunities for covered individuals and requires employees to refrain from harassment, intimidation, and discrimination.

Any employee who believes that they have witnessed or been subject to conduct that violates NS EEO policy is required to immediately notify their immediate nonagreement supervisor or the Corporation’s EEO office. It is not sufficient to report concerns to any other individual, including supervisors to whom an individual does not immediately report, supervisory agreement employees, or co-workers.


If you have made or attempted to make a report to your immediate nonagreement supervisor, but 1) your immediate nonagreement supervisor is unavailable or is part of the complaint, 2) you are uncomfortable with reporting the complaint to your immediate nonagreement supervisor, 3) you are dissatisfied with your immediate nonagreement supervisor’s handling, or 4) you feel that the violation has continued despite your initial report, it is both your right and your responsibility to report your concerns to the Corporation’s EEO office by using the toll free number 1-888-TALKEEO (825-5336) or by email at

The EEO-1 report is an annual mandatory submission provided to the U.S. Equal Employment Opportunity Commission (EEOC). We publish this report for transparency to demonstrate our continued commitment towards advancing diversity, equity and inclusion. The EEO-1 report, however, uses specific job categories that are not necessarily tailored to our company’s unique organizational structure.


As such, all are encouraged to also review the employment data disclosed in the Download Environmental, Social and Governance Report, which provides a more specific and informative breakdown of our workforce.



Download 2023 Norfolk Southern Consolidated EEO-1 Report



For more information:


Norfolk Southern Corporation
650 W. Peachtree Street NW
Atlanta, GA 30308
1-888-TALKEEO (825-5336)