- Primary elements-- things we cannot control - Secondary elements -- things we have some control EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION
--MAKE SURE THERE IS A CLEAR UNDERSTANDING OF THESE TERMS (OFTEN USED INTERCHANGEABLY) - EEO - laws that guarantee all people have an equal shot at employment benefits - AA - based on laws/regs that encourage (and sometimes require) workforce profile improvements - Diversity - uniqueness of all individuals and includes everyone
Improved understanding of those you work for, with, and around CUSTOMERS Cohesive Atmosphere / Enhanced Teamwork / Higher Morale Increased Efficiency / Quality / Productivity Removal of barriers keeping you from achieving your goals.
If Federal agencies want to be successful in today’s world they must recognize and use diversity to their advantage. Agencies must recruit among the full spectrum of the labor market and understand that diversity offers a variety of view approaches, and actions for an agency to use in strategic planning, problem solving, and decision making.
End with 100 people- If we could shrink the earth’s population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this. There would be: - 57 Asians - 21 Europeans - 14 from the Western Hemisphere, both north and south - 8 Africans - 52 would be female - 48 would be male - 70 would be nonwhite - 30 would be white - 89 would be heterosexual - 11 would be homosexual - 6 people would possess 59% of the entire world’s wealth and all 6 would be from the United States - 80 would live in substandard housing - 70 would be unable to read - 50 would suffer from malnutrition - 1 would be near death - 1 would have a college education - 1 would would be near birth - 1 would own a computer
ObjectivesTo provide an understanding of diversityand diversity management principles
Overview Define Diversity and Diversity Management EEO vice Diversity Business Case for Diversity Management Barriers for Diversity Strategies for Inclusion
Elements of Diversity Income Age Education Gender Ethnicity Marital Status Race Religious Beliefs Physical Ability Geographic Sexual Orientation Location Physical Parental Status Characteristics Personality Type
Diversity: The uniqueness of allindividuals; includes everyone.
Diversity vice EEO/AA EEO - Laws that guarantee all people the right to apply and be evaluated for employment, regardless of their race, color, sex, national origin, religion, age, or disability. Affirmative Action - Workforce profile improvement through recruiting, retention, and promotions Diversity – Represents the unique values, culture and characteristics of all individuals; includes everyone.
Principles of Diversity Management Establish a business strategy for effectively managing a diverse workforce Create a positive work environment Promote personal and professional development Empower all people to reach their full potential Attract talent that reflects America Remove barriers that hinder progress
Potential Benefits of an Effective Diversity Management Program Improve organizational performance Help prevent unlawful discrimination or harassment incidents Improve workplace relations Build more effective work teams Improve organizational problem solving Improve customer service Enhanced recruitment efforts
Diversity Management buildsupon EEO, but does not replaceit
“By 2050, the U.S. population is expected to increase by 50% and minority groups will make up nearly half of the population…. The population of older Americans is expected to more than double. One-quarter of all Americans will be of Hispanic origin…. More women and people with disabilities will be on the job.” U.S. Department of Labor, Futurework: Trends and Challenges for Work in the 21st Century. Washington, D.D. (Labor Day 1999).
Changes in Demographics CreateTension Tension challenges our conditioning and perceptions about the nature of things Tension creates both dangers and opportunities
NESDIS Workforce Analysis by Race & National Origin 90.00% 80.00% 70.00% 60.00%Percentage in Workforce 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% White Black Hispanic Asian Amer. Indian Natl CLF - Sci, Eng, & Comp 78.88% 5.41% 4.28% 11.10% 0.33% NESDIS - Sci, Eng, & Comp 83.05% 8.80% 1.29% 6.87% 0.00% Natl CLF - All Positions 73.98% 10.67% 10.87% 3.81% 0.66% NESDIS - All Positions 77.82% 16.13% 1.78% 4.15% 0.12%
NESDIS Workforce Analysis by Gender 90 80 70 60Percentage of Workforce 50 40 30 20 10 0 Male Female Natl CLF - Sci, Eng, & Comp 76.4 23.6 NESDIS - Sci, Eng, & Comp 79.6 20.4 Natl CLF - All Positions 53.2 46.8 NESDIS - All Positions 65.7 34.3
Making heads count is moreimportant than counting heads
What are the barriers in theorganization that prevent amore balanced workforce?
Possible Barriers Limiting area of consideration Lack of diverse applicant pool in STEM positions Lack of diversity at the senior ranks Categorizing people into certain positions Always recruiting from same source Grooming/developing only one person Pre-selection
Strategies for Inclusion(Hope is not a strategy)
The Value of Mentoring Without regard to race, gender, religion, national origin …. Inconvenience yourself to show someone else the way Unleash someone else’s potential
Recruitment Alternatives Entry level – Upward Mobility Positions Bridge Positions Special Appointing Authorities Schedule A for severe disabilities Veterans Readjustment Appointment Outstanding Scholar Student Employment Programs
Outreach Efforts Minority Serving Institutions (MSI) Program Cooperative Science Centers Undergraduate & Graduate Science Programs Environmental Entrepreneurship Program Educational Outreach Bring Your Child to Work Day Community and Civic organizations
Professional Development Identify training and development needs for all employees Utilize Individual Development Plans Rotational & Developmental Assignments Rotate “acting” supervisor
Mind Your Business at the WorkplaceYou don’t have to endorse what youhave to tolerate to create respectfulworkplace to get the job done.
If values clash, we can . . . Celebrate Tolerate But not discriminate
Summary Diversity management is about full utilization of people with different backgrounds and experiences. Effective diversity management strategy has a positive effect on cost reduction, creativity, problem solving, and organizational flexibility.
If we could shrink the earths population to a village ofprecisely 100 people, with all the existing human ratiosremaining the same, it would look like this. There would be: 61 Asians 11 would be homosexual 12 Europeans 6 people would possess 14 from the Western 59% of the entire worlds Hemisphere, both north and wealth and all 6 would be south from the United States 13 Africans 80 would live in substandard housing 50 would be female 14 would be unable to read 50 would be male 74 would be nonwhite 33 would die of famine 26 would be white 1 would be near death; 67 would be non-Christian 1 would be near birth 7 would have a college 33 would be Christian education 89 would be heterosexual 8 would own a computer