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Leading Through Challenging Times Executive Order 13583,

Leading Through Challenging Times Executive Order 13583, Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce. "There is no contradiction between Diversity and Excellence.” President Barack Obama.

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Leading Through Challenging Times Executive Order 13583,

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  1. Leading Through Challenging Times Executive Order 13583, Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce

  2. "There is no contradiction between Diversity and Excellence.” President Barack Obama

  3. Inter-AgencyWork Group onDiversity and Inclusion • The Work Group helped develop a plan for creating a diverse and inclusive Federal workplace that represents all segments of our society. • Approximately 30 agencies were represented on the Work Group by employees from diverse backgrounds.

  4. E.O. 13583 • E.O. signed on August 18, 2011 • On November 16, OPM/OMB/EEOC/PMC : • Issued government-wide strategic plan on diversity and inclusion • Provided guidance to agencies on developing agency-specific diversity and inclusion plans • Agency D&I Plans were due March 16, 2012 • Developed a strategy for consolidating HR-related agency plans and reports

  5. Government-wide Diversity and Inclusion Vision/Mission VISION: To be the Nation’s model employer by leveraging diversity and fostering inclusion to deliver the best public service. MISSION: To recruit, retain, and develop a diverse, high performing Federal workforce that draws from all segments of society and values fairness, diversity and inclusion.

  6. Our Diversity Approach… • New look at diversity • Focused on Unconscious habits • Solve through innovation

  7. Definitions of Diversity and Inclusion • Workforce diversity: a collection of individual attributes that together help agencies pursue organizational objectives efficiently and effectively. • These include, but are not limited to, characteristics such as national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, and family structures. The concept also encompasses differences among people concerning where they are from and where they have lived and their differences of thought and life experiences. • Workplace Inclusion: a culture that connects each employee to the organization; encourages collaboration, flexibility, and fairness; and leverages diversity throughout the organization so that all individuals are able to participate and contribute to their full potential.

  8. Dimensions of Diversity Physical Abilities Race Ethnicity Gender Age/ Generation Sexual Orientation Religious/ Spiritual Beliefs Parental Status Education Marital Status Work Experience Language Job Classification Background Geographic Location Socio-Economic Status Income Political Experience Military Experience This is not your Grandmomma’s Diversity…

  9. What’s our Plan?

  10. Goals The following Strategic Imperatives or goals are identified in pursuit of our mission: • Workforce Diversity (DIVERSIFY) • Workplace Inclusion (INCLUDE) • Sustainability (SUSTAIN)

  11. Federal agencies recruit and hire a diverse, high performing workforce that reflects the diversity of all segments of American society. Priority: Design and perform strategic outreach and recruitment to reach all segments of society. Priority: Use strategic hiring initiatives, conduct barrier analysis, and support Special Emphasis Programs. Workforce Diversity

  12. Federal agencies cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential. Priority: Promote diversity and inclusion in leadership development programs. Priority: Cultivate a supportive, welcoming, inclusive and fair work environment. Workplace Inclusion

  13. Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results and engender a culture of inclusion. Priority: Demonstrate leadership accountability, commitment, and involvement. Priority: Fully and timely comply with all related Federal laws, regulations, Executive Orders, etc. Priority: Involve every employee as a participant and responsible agent of diversity, mutual respect and inclusion. Sustainability

  14. Feedback Assistance Roundtables (FAR) • Phase I: Establish a baseline • sessions with 3 agencies of similar size/mission • Phase II: Communicate progress • 90 days after Phase I • Meeting with individual agencies on progress, obstacles and D&I Councils’ updates. • Phase III: Measure Progress • 18 - 24 months after initial roundtable in Phase I • demonstrate steady and positive progress • trends, modifications, and timetable

  15. D&I Metrics • Diversity • EEO categories/representation • LGBT, Veterans • Inclusion • New IQ scores • Sustainability • D&I Councils, Mentoring Programs, Career Development, D&I Training, and Worklife programs

  16. New IQ 5 inclusive habits Inclusive intelligence 20 behavioral statements created from EVS New IQ Animation - YouTube

  17. Stakeholders • Diverse groups • Veterans • LGBT • Women • AAPIs • African Americans • Native Americans • Hispanics • People with Disabilities • Others

  18. African Americans • Collaborating with the African American Federal Executive Association • Mentoring Program • SES Development Programs and training

  19. American Indians & Alaska Natives • Increase participation in all agencies (not just Interior and HHS) and in the SES. • Conducted training on the SES process at SAIGE • SES Development Programs and training

  20. Asian Americans, Native Hawaiians & Pacific Islanders • White House Initiative on Asian American Pacific Islanders (AAPI): • increasing the recruitment, career development and advancement of AAPIs in the Federal Government an addition to OPM; • increasing the number of AAPIs in Senior Executive Services (SES), supervisory and management selection pools. • AAGEN SES Development Program

  21. Hispanics • OPM has established the Hispanic Council on Federal Employment (Council) in accordance with the provisions of the Federal Advisory Committee Act (FACA). • advise the Director on the leading employment practices in an effort to remove barriers to the recruitment, hiring, retention and advancement of Hispanics in the Federal workplace. • strategies to 1) hold agencies accountable; 2) develop a strategic communications plan for the Hispanic community; and 3) leverage the Student Pathways Program. • Multiple outreach initiatives

  22. Lesbian, Gay, Bisexual and Transgender (LGBT) • On June 2, 2010, memorandum that directed agencies to extend benefits to their employees’ same-sex domestic partners (and their children) the same level of access as is provided to spouses (and their children) as permitted by law. • Issued Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace. • LGBT training module for agencies • LGBT webpages – one stop source for info

  23. Veterans Initiative • Launched the Veterans Employment Initiative through Executive Order (E.O.) 13518 in November 2009. • Goal -- to increase employment opportunities for qualified veterans in the Federal government. • Established an Interagency Council on Veterans Employment. • OPM established a Veterans Employment Program Office to provide Government-wide leadership in carrying out the Veterans Employment Initiative. • Veterans Employment Strategic Plan 2010 - 2012

  24. Women • White House Council on Women and Girls • Equal Pay Presidential memorandum • Worklife Symposium • Thrift Savings Plan • Mentorship, including affinity groups and coffee talks

  25. People with Disabilties • http://www.youtube.com/watch?v=HMC5UuiIQkI&feature=relmfu • http://www.youtube.com/watch?v=5vOM0-IOrKg&feature=relmfu

  26. Executive Order 13548 Increasing Federal Employment of Individuals with Disabilities • Hire an additional 100,000 individuals with disabilities over 5 years • Each agency needs to include the following: • Designate a senior-level agency official to be accountable for enhancing employment opportunities • Include performance targets and numerical goals • Provide training of employment process: Schedule A • Increase accommodations and accessibility: physical and virtual • Increase agencies’ retention and return to work for individuals with disabilities and work-related injuries and illnesses • OPM’s Website for the Executive Order, supporting model strategies and other related disability employment resources: www.opm.gov/disability/

  27. Leadership and Commitment: E.O. 13548 is not an isolated effort, but works in harmony with: • E.O. 13518 on Employment of Veterans in the Federal Government, issued on November 9th, 2009; • the Presidential Memorandum on Improving the Federal Recruitment and Hiring Process, issued on May 11, 2010; • Presidential Memorandum on The Presidential POWER Initiative: Protecting Our Workers and Ensuring Reemployment issued on July 19th, 2010; and • E.O. 13583 on Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce, issued on August 18th, 2011.

  28. Training and Education: Over 3000 Federal employees from more than 57 agencies have been trained on recruitment techniques, using the Schedule A excepted appointing authority to hire people with disabilities, reasonable accommodation, the Computer/Electronic Accommodation Program (CAP), and getting employees who become ill or injured on the job back to work. All of the cabinet agencies have attended trainings.

  29. In Sum… The easy stuff has been done…only the hard stuff remains… The only way to succeed is through Innovation Focus on connections to drive innovation

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