Post on 26-Dec-2015
HQ Diversity Management Group
Welcome!!
Agenda
Welcome (C. Jedrey)Introduction (J. Phillips)Agency Diversity Framework (B. Spotts)Agency Culture Survey (B. Spotts)MD-715 (F. Toney)Discussion: Where to Begin (J. Phillips)
DMG Roles/ResponsibilitiesProvide Advice and Consultation to:•Address barriers to diversity at HQ;•Recommend practices, programs and polices to assist the Executive Director for Headquarters Operations in creating an environment of acceptance, inclusion, and cooperation.
Diversity in the Workplace• Generational Differences (Gen X, Boomers)• Value Systems• Religious Beliefs• Personality• Disabilities• Income• Educational Background• Life and Work Experiences
A Few Points
• Business Plan
• Administer Cultural Survey/Assess Results
• Action Plan based on above to includeMeasurabilityAccountability
ISSUES
HQ FactsHispanic males and females, White females, and to a lesser degree Asian males and American Indian males and females exhibit representation below the CLF.
•Hispanic males: 1.6% (CLF: 6.2%) •Hispanic females: 1.4%. (CLF: 4.5%)
•Asian males: 1.7% (CLF: 2.0%)
•White females: 25.9% (CLF: 33.7%)
•American Indian males: 0.1% (CLF: 0.3%)•American Indian females: 0.2% (CLF: 0.3%)
Individuals with targeted disabilities: 0.86% (Avg. Federal Percentage: 0.94%)
Agencies are required to be model employers of people with disabilities.
Recruitment Issues
• Hispanics in Federal Workforce;
• Disability Employment Issues;
• Outreach to Veterans
• Increasing Pipeline of Students in STEM/Community Outreach
Retention/Improve HQ Climate •Strategies to support success/retention of e’ees from diverse backgrounds;
•GLBT issues;
•Generational issues;
Retention/Climate (con’t.)
•Acknowledge/Celebrate HQ diversity?
•Diversity Day
•Articles on Website
•Diversity Website
Diversity Training
• Training Plan for Managers/Supervisors
• Training Plan for Employees
• Workshops (e.g. to overcome biases/perceptions/stereotyping; conflict and team building; improving communications)