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Diversity Leadership Guide and Dialogue

This guide focuses on promoting dialogue, fostering inclusion, and identifying barriers to diversity in the workplace. It provides tools for leaders to make inclusion a part of company culture and enhance communication. Monthly guides offer discussion topics, activities, and data for reporting. Facilitators lead team discussions, allowing staff to engage actively. Completed forms are submitted monthly, with quarterly reports shared with organization leaders and the Center Director.

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Diversity Leadership Guide and Dialogue

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  1. Diversity Leadership Guide and Dialogue Robyn N. Gordon October 4, 2005

  2. Diversity Voluntary Productivity driven Qualitative Opportunity focused Inclusive Proactive Equal Opportunity Government initiated Legally driven Quantitative Problem focused Targeted Reactive Diversity

  3. Diversity Leadership Guides • The Diversity Leadership Guides topics/messages will be developed in the context of building productive work teams helping leaders/managers focus on making inclusion part of the Center culture and identifying systemic barriers to inclusion.

  4. Diversity Leadership Guides (cont’d.) • Leadership Guides will be generated once per month to: • Promote dialogue surrounding diversity issues • Foster an environment of inclusion • To enhance vertical and horizontal communication to support mission activities and outcomes • Provide a foundation for planning retreats (or advances), All-Hands, off-site meetings, etc. • Supply data to be used in Center level reporting including Office of Equal Opportunity Programs MD715 Reporting requirement • Promote Center-wide dialogues through Brown-Bag discussions (held once per month, open to all)

  5. Diversity Leadership Guides (cont’d.) • Leaders should provide the guide to direct reports for review and schedule time during regularly scheduled staff meetings to have a dialogue about the message. • Each guide will provide suggested questions/activities to stimulate dialogue. • This would be a good opportunity to allow staff members to lead the discussion. • The requirement is to give every employee an opportunity to engage in the dialogue.

  6. Diversity Leadership Guides (cont’d.) • Summary forms will be provided to the session facilitator. • Completed forms, due the last Friday of each month, should be returned to the Diversity Management Office via email at diversity@grc.nasa.gov or mailed to MS 3-3. • Quarterly reports will be provided to each organization and the Center Director.

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