Diversity%20 Summit%202009[1] Gao


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Powerpoint presentation from the NAAAHR DC Chapter Dec. 10, 2009 Diversity Summit. Presentation from GAO Diversity Initiatives..

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  • Top Leadership Commitment The Acting Comptroller General created a new position, Special Assistant for Diversity Issues, and appointed Ben Nelson in February 2009 discussed diversity with MDs and employee groups issued memos to all GAO staff on initiatives and progress issued EEO policy statements in June 2008 and 2009 supported Diversity Month Celebrations
  • Diversity%20 Summit%202009[1] Gao

    1. 1. DIVERSITY SUMMIT 2009 Diversity and Organizational Transformation
    2. 2. GAO’s Diversity Initiatives: Patrina Clark <ul><li>Responsibilities </li></ul><ul><ul><ul><li>Office of Opportunity and Inclusiveness </li></ul></ul></ul><ul><ul><ul><li>Special Assistant for Diversity Issues </li></ul></ul></ul><ul><ul><ul><li>Human Capital Office </li></ul></ul></ul><ul><ul><ul><li>Unit Leaders </li></ul></ul></ul><ul><ul><ul><li>All Employees </li></ul></ul></ul><ul><li>Initiatives aligned with diversity and inclusion criteria suggested by various sources (e.g. GAO, SHRM, EEOC, the Conference Board) </li></ul>
    3. 3. GAO’s Diversity Initiatives: Patrina Clark <ul><li>Top Leadership Commitment </li></ul><ul><ul><li>created a Special Assistant for Diversity Issues position </li></ul></ul><ul><ul><li>discussed diversity with MDs and employee groups </li></ul></ul><ul><ul><li>issued EEO policy statements in June 2008 and 2009 </li></ul></ul><ul><ul><li>supported Diversity Month Celebrations </li></ul></ul><ul><li>Link to Strategic Plan </li></ul><ul><ul><li>Established Performance Goal 4.5.1: </li></ul></ul><ul><ul><ul><li>“ Promote an environment that is fair and unbiased and that values opportunity and inclusiveness” </li></ul></ul></ul><ul><li>Accountability/Link to Performance </li></ul><ul><ul><li>Included diversity and inclusiveness principles in performance standards for all staff (collaborating with others competency) </li></ul></ul><ul><ul><li>Revised the SES/SL performance expectations to include an emphasis on and commitment to diversity </li></ul></ul>
    4. 4. GAO’s Diversity Initiatives: Patrina Clark <ul><li>Proactive Prevention </li></ul><ul><ul><li>Briefed mangers on the ADA and GAO’s reasonable accommodation process </li></ul></ul><ul><ul><li>Completed assessment of the workforce; developed Workforce Diversity Action Plan </li></ul></ul><ul><li>Measurement/Transparent and Valid Processes </li></ul><ul><ul><li>Reviewed employee responses to surveys (PDP survey, exit survey, feedback survey) </li></ul></ul><ul><ul><li>Monitored average ratings and promotions with results posted to GAO Intranet </li></ul></ul><ul><li>Recruitment </li></ul><ul><ul><li>Developed a diversity recruitment plan </li></ul></ul><ul><ul><li>Enhanced use of co-op positions; </li></ul></ul><ul><ul><li>Attended targeted job fairs </li></ul></ul><ul><ul><li>Advertised in selected publications </li></ul></ul><ul><li>Employee Involvement </li></ul><ul><ul><li>Supported employee groups and met with representatives; also met with Union reps. </li></ul></ul><ul><ul><li>Expanded the mentoring program </li></ul></ul><ul><ul><li>Recognized employees for their community service </li></ul></ul>
    5. 5. GAO’s Diversity Initiatives: Patrina Clark <ul><li>Planned Enhancements: Diversity Training </li></ul><ul><ul><li>Convened facilitated sessions on race and ethnicity </li></ul></ul><ul><ul><li>Conducted Sexual Harassment Workshops and ADA Briefings </li></ul></ul><ul><ul><li>Offered “Principles of Effective Feedback” courses and held pilot sessions on “Exploring the Unwritten Rules” </li></ul></ul><ul><ul><li>Working with contractors to develop Diversity Basics course; will also develop other diversity courses, advise on diversity initiatives and incorporate diversity throughout the training curriculum </li></ul></ul>
    6. 6. Keith Washington; U.S. Department of Transportation <ul><li>Everything Begins with the Mission. “ To enhance the quality of life of the American People by providing access to safe and efficient transportation systems.” </li></ul><ul><li>DOT Strategic Goals: </li></ul><ul><ul><li>Safety </li></ul></ul><ul><ul><li>Economic Competitiveness </li></ul></ul><ul><ul><li>Livable Communities </li></ul></ul><ul><ul><li>Sustainable Transportation </li></ul></ul>
    7. 7. Keith Washington; U.S. Department of Transportation <ul><li>The DOT Workforce is… </li></ul><ul><ul><li>Relatively homogenous workforce in terms of gender and ethnicity </li></ul></ul><ul><ul><li>Employees traditionally come from industries and regulatory agencies that have been mostly white and mostly male. </li></ul></ul><ul><ul><ul><li>60% of our employees are white men </li></ul></ul></ul><ul><ul><ul><li>75% of our supervisors are men </li></ul></ul></ul><ul><ul><li>Generally an older workforce </li></ul></ul><ul><ul><li>20% of employees are eligible to retire now </li></ul></ul><ul><ul><li>40% of current leaders are eligible to retire right now </li></ul></ul>
    8. 8. Keith Washington; U.S. Department of Transportation <ul><li>We’re working to institutionalize inclusion . </li></ul><ul><li>Our approach to improving Cultural Competence: </li></ul><ul><ul><li>Increase Leadership Involvement </li></ul></ul><ul><ul><ul><li>Trimester Diversity Scorecard – an internal Self-Assessment tool used to track progress and manage accountability in all aspects of diversity </li></ul></ul></ul><ul><ul><ul><li>Building cultural awareness into leadership development programs </li></ul></ul></ul><ul><ul><li>Improve Organizational Systems and Standards </li></ul></ul><ul><ul><ul><li>Addressing Cultural Competence in Strategic Human Capital Plan </li></ul></ul></ul><ul><ul><ul><li>Established alternative dispute resolution and mediation process </li></ul></ul></ul><ul><ul><ul><li>Broadening candidate pool through increased outreach and partnerships with targeted communities </li></ul></ul></ul>
    9. 9. Keith Washington; U.S. Department of Transportation <ul><li>Next Steps… </li></ul><ul><li>Expand Analysis of Employee Surveys </li></ul><ul><ul><li>Examine data by generation, gender and ethnicity </li></ul></ul><ul><ul><li>Conduct further generational focus groups to support the development of action plans to improve perceptions and support retention efforts </li></ul></ul><ul><li>Develop a diversity index to specifically assess cultural competency and inclusion </li></ul><ul><ul><li>“ I feel that I have the opportunity for career advancement” </li></ul></ul><ul><ul><li>“ I feel I can communicate openly with my supervisor” </li></ul></ul><ul><ul><li>“ My opinions count” </li></ul></ul>