Voluntary Self-Identification: Additional Information and Required Forms
For government reporting purposes, we ask candidates to respond to self-identification questions. Responding to these questions is entirely voluntary. Whatever your decision, it will not be considered in the hiring process. Any information that you do provide will be kept confidential. Please see the Privacy Policy below for more information. We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, national origin, ancestry, citizenship or immigration status, sex/gender, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, pregnancy, medical condition, genetic information or any other protected status under applicable law.
Voluntary Self-Identification of Race and Ethnicity
Ethnicity:
Hispanic or Latino: A person of Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race.
Race:
American Indian or Alaska Native: a person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment.
Asian: a person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
Native Hawaiian or Other Pacific Islander: a person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
Black or African American: a person having origins in any of the black racial groups of Africa.
White: a person having origins in any of the original peoples of Europe, North Africa, or the Middle East.
Voluntary Self-Identification of Protected Veteran Status
The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), requires government contractors to take affirmative action to employ and advance in employment “protected veterans,” which includes four categories of veterans: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. A Disabled Veteran is one of the following:
a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
a person who was discharged or released from active duty because of a service-connected disability.
A Recently Separated Veteran means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An Active Duty Wartime or Campaign Badge Veteran means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An Armed Forces Service Medal Veteran means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self-Identification of Disability
OFCCP Form CC-305
OMB Control Number 1250-0005
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism) Traumatic brain injury
PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
Privacy Policy
Your privacy is important to us. Our privacy policy is designed to help you understand the information that we collect, how we use and share it, and how you can access, correct or delete your information. This policy covers our use of information that can or could be used to identify you, but it does not cover information which cannot be used to identify you.
Categories of Information Nintendo Collects
When you apply as a candidate to be considered for employment, we collect the information that you provide to us. This may include information like your name, email address, postal address, phone number, educational and professional employment background, country of residence, disability and veteran status, race and gender.
How Does Nintendo Use My Information?
Nintendo of America’s website provides the capability for candidates to submit their applications and resumes online. All such information received by Nintendo will be held in confidence and used only for the purpose of considering the candidate for employment or for another purpose as requested by the candidate. Nintendo will not sell, trade, or distribute such personal information to third parties. Nintendo may also ask for voluntary self-identification information, such as race and gender. Collection of this information is voluntary and not a requirement for employment. This information will:
How Your Information is Shared
We may share some or all of the categories of your information, as identified above, with third-party service providers that provide services to us when you apply for an open role such as information hosting, information processing, to facilitate background checks, and federal reporting purposes.
Information Retention
Your information, which may include your application and resume, will only be retained for as long as reasonably necessary for the purposes set out in this privacy policy, and in accordance with applicable law.
Your Rights
Depending on your place of residence, you may have certain rights under applicable law. These rights include the following:
The right to correct inaccurate information;
Access to information we’ve collected from you; and
The right to delete certain information; however, please note that if you request deletion, we may retain certain information to comply with law and/or take other actions permitted by law.
To exercise any of these rights that may be afforded to you under the law, please contact us at Recruitingcoordinators@noa.nintendo.com. We will provide a response within 45 days, if possible. If we need more time, we will notify you. Please note that you will need to verify your identity when making any of these requests. If we need additional information to verify your identity, we will contact you to request that information. If we are unable to process your request, we will explain why in our response.
Applicant Acknowledgment
By clicking “I Accept” below, you acknowledge that you have read, understand, and agree to this privacy policy