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Diversity Management Group. Good Morning! The DMG was established to: - Address barriers to diversity at Headquarters - Recommend practices, programs and polices to assist in creating an environment of acceptance, inclusion, and cooperation.

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diversity management group
Diversity Management Group

Good Morning!

The DMG was established to:

- Address barriers to diversity at Headquarters

- Recommend practices, programs and polices to

assist in creating an environment of acceptance,

inclusion, and cooperation.

slide2

Innocentive.comCreated by the founder of Eli Lilly for pharmaceutical companies to anonymously post problems that their R & D departments couldn’t find answers to. It’s a global solution network, utilizing diverse backgrounds and experiences to solve problems. To date, 1/3 of the problems posted have been solved. Money given for solutions. Questions/problems attracted a diverse type of background. Prize4Life recently awarded a $1 million prize for identifying a genetic marker in ALS – solutions were submitted by varied backgrounds, including a dermatologist.

action items
Action Items

I. Diversity and Inclusion Framework

II. EEO

III. Diversity & Inclusion Survey

6 principles haven t changed
6 Principles Haven’t Changed
  • Demonstrated Leadership Commitment
  • Employee Engagement and Effective Communication
  • Continuous Education, Awareness, and Skills Development
slide9

Demonstrated Commitment to Community Partnerships

  • Shared Accountability and Responsibility for Diversity and Inclusion
  • Effective Measurement of Diversity and Inclusion Efforts
slide10

Each principal has a goal, but now each has suggested actions for reaching those goals.

  • Currently – ODEO is scrubbing the Draft Plan;
  • Draft Plan to DISP* & Union for National Consultation and Disposition Comments;
  • Draft Plan to AA Mission Support, OGC, OHCM and Disposition Comments;
  • Forward to Administrator for Rollout
  • and –
  • Center Survey results to Centers

* Diversity & Inclusion Strategic Partnership

slide11

Demonstrated Leadership Commitment

  • Employee Engagement and Effective Communication
  • Continuous Education, Awareness, and Skills Development
  • Demonstrated Commitment to Community Partnerships
  • Shared Accountability and Responsibility for Diversity and Inclusion
    • 5.2.5 Compensation for NASA management is tied to success in meeting diversity and inclusion desired outcomes.

SES Performance Standards now include:

  • Diversity and Equal Employment Opportunity Performance Requirements
audit ses performance appraisals fy 2012
Audit: SES Performance Appraisals FY 2012
  • Examine whether performance indicators are being used to aid in assessing performance in Diversity and EEO under Management Competencies
  • Report out to DMG
examples of specific measurable actions that support eeo and diversity performance requirements
Examples of Specific, Measurable Actions that Support EEO and Diversity Performance Requirements
  • Help with a program – e.g. volunteer as a mentor for flash mentoring for women’s history month or disability awareness month; encourage your employees to become involved in mentoring program;
  • Request EODM conduct self-assessment/training for your office;
  • Attend Anti-Harassment Training (June);
  • Participate/publicize diversity training in the area;
examples of specific measurable actions that support eeo and diversity performance requirements1
Examples of Specific, Measurable Actions that Support EEO and Diversity Performance Requirements
  • Volunteer or provide the name of a member of your staff to work on a sub-group exploring diversity training for HQ;
  • Encourage staff to attend/volunteer for EO/Diversity programs;
  • Draft a mission statement on diversity for the DMG; or a letter on behalf of the DMG endorsing the Administrator’s policy statement on diversity; or recommend changes to the DMG charter.
executive briefing
Executive Briefing
  • Complaints Program
    • Informal and formal complaints
    • ADR program
hq eeo complaints fy 2010
HQ EEO ComplaintsFY 2010

Informal

FY 2010FY 2009

17 14

Formal

FY 2010FY 2009

13 11

complaint bases issues fy 2010
Complaint Bases/IssuesFY 2010

Top basesTop issues

- Retaliation - Harassment (non-sexual)

- Gender - Non-selections

- Race - Disciplinary Actions

- Age

- Disability

proactive prevention
Proactive Prevention
  • New Employee Orientation
  • No FEAR Act Training
  • Lunch and Learn Sessions
  • New Supervisors Training
  • Self Assessments
  • Conflict Management Program (CMP Program)
  • Diversity Management Group (DMG)
workforce summary fy 2010
Workforce SummaryFY 2010

HQ vs. Civilian Labor Force (CLF)

  • HQ Representation rates are below the CLF:
    • White females
    • Hispanics
    • American Indians
    • Persons with targeted disabilities

(below the goal of 2% government-wide)

executive briefing1
Executive Briefing

Please read your copy!

form 256 self identification of a disability
Form 256: Self Identification of a Disability
  • Briefings beginning May 1st
  • Sign Up Sheet
  • Goal: updating info will result in more accurate statistical data and give better idea of where we stand with respect to goal of 2%
update sxo gender id complaint process

Update: SXO/Gender ID Complaint Process

Implementation Guidelines being drafted

NODIS - approx. early June

Anticipate roll out in 1st Quarter FY12

Training, Briefings will be conducted

preliminary findings

Preliminary findings….

Agency Diversity and Inclusion Culture Survey

slide25

Deployed in Fall 2010 - all civil service employees. Purpose - Assess workforce perceptions about diversity and inclusion, such as employee views about the culture of diversity and inclusion at NASA18,883 eligible NASA employees, 7,668 (40.8%) responded.

slide27

83% respondents indicated that NASA policies promote fair treatment of employees.

  • 75% said NASA values employees with varied backgrounds and experiences (75%).
  • 76% agreed with the statement that NASA fosters mutual trust and respect in the workplace; values employee contributions (75%); and provides a supportive environment for every employee (72%).
slide28
However, preliminary findings point to the need for additional steps to enhance diversity and inclusion at NASA.
slide29

40% of respondents thinks that diversity is only about physical characteristics of people.

  • 38% believe it’s about quotas and filling positions with less qualified people.
  • 80% said diversity training was encouraged; only 50% said the training was useful.
slide30

88.3% of supervisors felt that generally, senior leaders and center leadership investigate reports of unfair treatment.

  • 68.9% percent of non-supervisors agreed (difference of 19.4).
slide31

Agreed with the statement, “I have felt uncomfortable or out of place at work because of my ….” …age (12%) … life experiences (12%) …other personal characteristics (12%)

slide32

60% indicated NASA is effective at educating employees on how diversity and inclusion foster innovation.

  • 68% reported that diversity and inclusion led to innovative ideas
  • 45% agreed that NASA uses diversity and inclusion effectively to increase workforce productivity
  • 32% disagreed with the statement that NASA’s efforts to achieve workforce diversity and inclusion sometimes lead to workplace problems.
slide33

ODEO is using the results of the Survey to help shape the strategies and actions in the Agency Diversity and Inclusion Strategic Implementation Plan.

slide34

Coming Up:

  • Self-Identification of Disability - Briefings May-July
  • Anti-Harassment Training – June
  • HQ Diversity Training
slide35

11

Wednesday

July 20, 2011