Welcome!

1. Welcome! Diversity Management Group July 2010 Judy Phillips, EODM Division

2. 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

3. 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

4. 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)

5. 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).

6. 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.

7. 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.

8. 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.

9. 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

10. 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

11. … (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.

12. 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

13. 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

14. Framework Principles Con’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

15. Framework Principles Con’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.

16. Framework Principles Con’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

17. Framework Principles Con’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.

18. Framework Principles Con’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.

19. 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

20. In Closing Next Meeting…