Welcome
Download
1 / 20

Welcome! - PowerPoint PPT Presentation


  • 33 Views
  • Uploaded on

Welcome!. Diversity Management Group July 2010. Judy Phillips, EODM Division. Updates. Take Your Children to Work Day Dr. Ave Kludze video (CNN’s “African Voices”) Lunch and Learns Retaliation, Reasonable Accommodations, EEO Complaint Process In Your Folders :

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Welcome!' - elani


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Welcome

Welcome!

Diversity Management Group

July 2010

Judy Phillips, EODM Division


Updates
Updates

  • Take Your Children to Work Day

  • Dr. Ave Kludzevideo(CNN’s “African Voices”)

  • Lunch and Learns

    • Retaliation, Reasonable Accommodations, EEO Complaint Process

  • In Your Folders:

    • EEO Cases by Stage; IWTD;Updated Workforce Profile; Signed Diversity Policy Statement


Ii diversity framework agency
II. Diversity Framework (Agency)

  • Policy Statement on Diversity and Inclusion

  • Diversity and Culture Survey

  • Center Diversity Champions

  • Agency Diversity Champions: Brenda Manuel and Woodrow Whitlow

  • Next Steps Final Framework; Implementation Guide; NPD; Stakeholder Briefings; Culture Survey


Iii strategies for implementing diversity program at hq
III. Strategies for Implementing Diversity Program at HQ

  • MD 715 Report: opportunity to have DMG input into goals

  • Utilize the MD 715 as a Roadmap and include goals that fit under the Diversity Principles (Principles of a Successful Diversity and Inclusion Approach)


Md 715
MD 715

  • Provides guidance for agencies regarding their affirmative employment programs under T7 and the Rehab Act.

  • It is not about finding statistical parity.

  • Don’t just treat the symptoms of discrimination (underrepresentation); find the root causes of the problems (barriers).


Preparing md 715
Preparing MD 715

  • Identify anomalies found in workplace policies, procedures and practices with an eye toward identifying their root causes and, if those root causes are potential barriers, devise plans to eliminate them.


Preparing md 7151
Preparing MD 715

  • Analyze available source material, including:

    • Basic workforce statistics; EEO complaint trend information, exit interviews, internal and external audits or studies; and employee surveys.

    • Look at all of the agency’s employment processes, beyond hiring and firings, to include disciplinary actions and performance awards.


Md 715 six essential elements
MD 715 Six Essential Elements

  • Demonstrated commitment from agency leadership;

  • Integration of EEO into agency’s strategic mission;

  • Management and program accountability;

  • Proactive prevention of unlawful discrimination;

  • Efficiency; and

  • Responsiveness and legal compliance.


Key points
Key Points

  • FY 2010-2013 begins new reporting cycle

  • 2010 Civilian Labor Force (CLF) Statistics

    • Based on 2010 Census

    • Projected increases for Hispanics and Asians

  • Projected Goals for IWTD

    • Targeted Disabilities: Increase from 2% To 3%

    • Establish new goal of 8% for Non-Targeted Disabilities

    • Increased utilization of Schedule A Hiring Authority for IWTD


Md 715 agency will require centers report on
MD-715 Agency will require Centers Report On:

  • NASA Developmental Programs

    • Track race, ethnicity, gender, and disability status of HQ Applicants and Selectees for Formal Developmental Programs (e.g. LTI, NASA Fellowships, NASA 1st, MLLP, SES CDP)

  • Succession Planning and Mentoring

    • Report on the effect of retirements and succession planning efforts on targeted populations


Back to strategies for implementing diversity program at hq
… (back to) Strategies for Implementing Diversity Program at HQ

  • Establish goals now that can satisfy MD 715 AND allow us to begin implementing an HQ Diversity Program.

    • Beginning of a new MD 715 cycle = opportunity now to implement diversity goals for the next three years into this year’s plan.


Diversity framework principles
Diversity Framework Principles at HQ

  • Demonstrated Leadership Commitment

  • Effective Communication

  • Continuous Education and Awareness

  • Shared Accountability and Responsibility for Diversity

  • Demonstrated Commitment to Community Partnerships

  • Effective Measurement of Diversity Efforts

back


Diversity framework principles1
Diversity Framework Principles at HQ

  • Demonstrated Leadership Commitment

    • Goal: Recognition that diverse people and ideas are the greatest asset an organization has, regardless of mission;

    • Demonstrated action based on this recognition in the form of inclusive policies, programs, planning and practices

    • Strategies (Example): Diversity Champions


Framework principles con t
Framework Principles at HQCon’t.

  • Effective Communication

    • Goal: A common language around diversity Agency-wide; a work environment in which employees at all levels share knowledge solicit and receive constructive feedback; employ active listening techniques; employees are encouraged to provide input into decisions and once made decisions are communicated clearly

    • Strategy (Example): Agency-wide dissemination and sharing of information


Framework principles con t1
Framework Principles at HQCon’t.

  • Continuous Education and Awareness

    • Goal: An organizational commitment to learning about diversity & inclusion, and other education that fosters a healthy workplace environment…through programs providing employees with basic skills sets and advanced training and technical assistance opportunities

    • Strategies (Examples): Coordinate diversity & related training at all Centers; embed diversity in leadership and professional training, new employee training.


Framework principles con t2
Framework Principles at HQCon’t.

  • Shared Accountability and Responsibility for Diversity

    • Goal: Individual accountability and participation from all members of the organization, including playing an active and participatory role in diversity and inclusion efforts

    • Strategy (Example): Include diversity and inclusion in defining organizational objectives


Framework principles con t3
Framework Principles at HQCon’t.

  • Demonstrated Commitment to Community Partnerships

    • Goal: Active partnerships with community-based organizations, schools, local governments

    • Strategies:

      • Expanded recruitment and pipeline development opportunities; networking with diverse professional organizations and community groups to maintain strong partnerships…have access to a wide talent pool – beyond the traditional sources; utilize expertise of employee resource/affinity groups to assist in outreach efforts.


Framework principles con t4
Framework Principles at HQCon’t.

  • Effective Measurement of Diversity Efforts

    • Goal: Establish steps to monitor and evaluate where the organization stands in its efforts to create an inclusive work environment and measure impact of diversity efforts.

    • Strategies: Focus groups; internal and external benchmarking; performance indicators to measure the program’s success.


Start with
Start with… at HQ

  • Demonstrated Leadership Commitment

  • Effective Communication

  • Continuous Education and Awareness

  • Shared Accountability and Responsibility for Diversity

  • Demonstrated Commitment to Community Partnerships

  • Effective Measurement of Diversity Efforts


In closing
In Closing at HQ

Next Meeting…


ad