Welcome! [hqoperations.hq.nasa.gov]

Welcome! [hqoperations.hq.nasa.gov]

Welcome! Diversity Management Group July 2010 Judy Phillips, EODM Division Updates Take Your Children to Work Day Dr. Ave Kludze video (CNNs 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) 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 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 Provides guidance for agencies regarding their affirmative employment programs under T7 and the Rehab Act.

It is not about finding statistical parity. Dont just treat the symptoms of discrimination (underrepresentation); find the root causes of the problems (barriers). 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 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 agencys employment

processes, beyond hiring and firings, to include disciplinary actions and performance awards. MD 715 Six Essential Elements Demonstrated commitment from agency leadership; Integration of EEO into agencys strategic mission; Management and program accountability; Proactive prevention of unlawful discrimination;

Efficiency; and Responsiveness and legal compliance. 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: 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 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 years plan. Diversity Framework Principles 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 Principles 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 Cont. 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 Cont. 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 Cont.

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 Cont. 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 partnershipshave access to a wide talent pool beyond the traditional sources; utilize expertise of employee resource/affinity groups to assist in outreach efforts. Framework Principles Cont.

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 programs success. Start with 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 Next Meeting

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