Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI)

1. VA Agency Forum at National Image Inc. 42nd Annual Leadership and Diversity National Training Program Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI) U.S. Department of Veterans Affairs (VA) VA EEO and Diversity Policies

2. Outline VA Diversity and Inclusion Strategic Plan FY 2012-2016 VA Hispanic Employment, Retention & OutreachStrategic Plan FY 2013-2016 VA EEO, Diversity and Inclusion Policy Statement Guidance for Language Use by Employees in the Department of Veterans Affairs (VAIQ #7455249) VA Directive 5975, Diversity and Inclusion

3. VA Diversity and Inclusion Strategic Plan FY 2012-2016 Building a diverse workforce and inclusive workplace to deliver outstanding public service in the 21st century In 2009, the VA Diversity and Inclusion Strategic Plan (VA DISP) for FY 2009–2013 was published. President Barack Obama issuing Executive Order 13583, ―Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce‖ in 2011. VA’s plan corresponds with the Government-Wide Diversity and Inclusion Strategic Plan’s goals and priorities. Focus on workforce diversity, organizational inclusion, and customer service

4. VA Diversity and Inclusion Strategic Plan FY 2012-2016 (cont.) Building a diverse workforce and inclusive workplace to deliver outstanding public service in the 21st century Mission: VA diversity and inclusion program is to build a diverse workforce and cultivate an inclusive workplace to deliver the best services to our Nation’s Veterans, their families, and beneficiaries. Vision: VA is a leader in creating and sustaining a high-performing workforce by leveraging diversity and empowering employees to achieve superior results in service to our Nation and its Veterans. Values: VA’s diversity and inclusion program adheres to the Department’s core values of integrity, commitment, advocacy, respect, and excellence (I CARE). Goals: A Diverse Workforce, An Inclusive Workplace, and, provide Outstanding Public Service

5. VA Diversity and Inclusion Strategic Plan FY 2012-2016 (cont.) “To ensure a continuous high level of care and service to Veterans, VA must recruit, retain, develop, and engage the best people possible. To do so, VA must cultivate a diverse workforce and an inclusive work environment—an environment in which all employees can contribute to the maximum extent possible to VA’s success.”

6. VA Hispanic Employment, Retention & Outreach Strategic (HERO) Plan FY 2013-2016 • VA is committed to ensuring equal employment opportunity in the hiring, promotion and retention of its workforce. • Provides a framework for the coordination and implementation of employment, outreach and retention actions necessary to achieve diversity in the VA. • Goals: 1. Build a diverse, high-performing workforce that is reflective of all segments of society, including the Hispanic community and Veterans; 2. Cultivate a work environment that is inclusive of Hispanics, as evidenced by increased retention, career dev., and advancement of Hispanics in the VA workforce, in keeping with merit principles, and; 3. Facilitate outstanding, culturally competent public service and Hispanic stakeholder relations through effective leadership and accountability. • Aligned with the goals of VA DISP as well as Federal reports and plans.

7. VA HERO Plan FY 2013-2016 (cont.) • Promotes strategic actions and initiatives that will enhance recruitment outreach, career development, advancement opportunities, and inclusive practices. • Student Outreach and Retention Program (SOAR). Program goal is to establish a pipeline for students/graduates to careers in VA. Market Pathways and the National Diversity Intern Program (NDIP), to increase the pool of potential applicants for VA employment opportunities. • Diversity Outreach. Coordinate VA’s presence at events targeted to diverse communities, including the Hispanic community, to work with affinity groups such as the League of United Latin American Citizens and National IMAGE Inc., to market VA as a model employer and to deliver employment and career information to affinity constituents and the general public. Also, provide veterans programs, and services/benefits information.

8. VA HERO Plan FY 2013-2016 (cont.) • Host HEP National Training Summits. Hispanic Employment Program Managers (HEPM) and other officials responsible for outreach and retention may receive information updates about policies, best practices, and new initiatives. LULAC 2014. • HEPM Virtual Forums. To provide frequent training and professional development for VA SEPMS/HEPMs nationwide on program policy/regulatory guidance, as well as information on best practices, etc. Partner with the National Council of HEPMs, OPM, EEOC, and other federal agencies in the delivery of these forums. • Promote “MyCareer @VA” (career mapping system) at all diversity training forums. • National Hispanic Work Group. Under the auspices of the VA Diversity Council, to support strategies in the FY 2013-2016 HERO, and to make recommendations on the revision/update of strategies as needed.

9. VA EEO, Diversity and Inclusion Policy The Secretary's Equal Employment Opportunity (EEO), Diversity and Inclusion, No FEAR, and Whistleblower Protection Policy Statement • VA “is strongly and unequivocally committed to equal employment opportunity, diversity and inclusion, and the protection of employee rights in the workplace.” • Covered by the Civil Rights Act of 1964, the Notification and Federal Employee Antidiscrimination and Retaliation Act, the Whistleblower Protection Act and all Federal laws that protect our employees. • Calls to a recommitment to the above principles (values) and “to cultivate a safe, fair, and inclusive culture at VA.” • It makes the connection between “providing the best services and care to our Nation's Veterans” and “sustaining an organizational culture that protects and empowers the voices of all employees and leverages the diverse talent of all of our human resources.

10. VA EEO, Diversity and Inclusion Policy (cont.) • Places a “special responsibility” on executives, managers, and supervisors to carry out the policies and upholding “the imperatives equity, diversity, and inclusion in the workplace.” • EEO and Prohibited Discrimination • Conflict Management and ADR • Prohibited Personnel Practices / Reasonable Accommodations • Workplace Harassment / Workplace Violence and Bullying • No FEAR Act/Whistleblower Protection • Uniformed Services Employment and Reemployment Rights Act of 1994 • EEO, Diversity, and Conflict Management Training • Diversity and Inclusion • Language Usage

11. Guidance for Language Use by Employees in the Department of Veterans Affairs • VA has a strong commitment to equal employment opportunity, diversity and inclusion in the workplace. • “The right of employees who speak languages other then English in the workplace outside of the performance of their duties.“ • “Rules requiring employees to speak only English in the workplace violate the law unless these rules are necessary to the operation of the business.” • Prohibition from speaking a non-English language • Circumstances in which an English-only rule may be justified include: communications with customers or co-workers who only speak English, emergencies or other situations which require speaking a common language to promote safety and cooperative work assignments • Personnel decisions on the basis of accent • Leadership is informed on this guidance and understands their resp. • VA promotes diversity and inclusion.

12. VA Directive 5975, Diversity and Inclusion Establishes the VA’s policy/program requirements, and coordinated responsibilities for workforce diversity and inclusion in accordance with Executive Order (EO) 13583, VA DISP, and applicable EEO laws, regulations and directives. VA is committed to EEO, workforce diversity and workplace inclusion. Build a diverse, high performing workforce that reflects all segments of society. Ensure equal opportunity in employment for applicants, employees, former employees, and individuals doing business with VA by eradicating unlawful barriers to employment and performing affirmative employment activities in accordance with law.

13. VA Directive 5975, Diversity and Inclusion (cont.) Prohibit discrimination on the basis of race, color, religion, national origin, sex, pregnancy, gender identity, sexual orientation, parental status, marital status, age, disability, genetic information, political affiliation, and retaliation for opposing discriminatory practices, participating in the discrimination complaint process, or other protected activity such as “whistle-blowing.” Establish and maintain a model EEO Program built on EEOC MD 715. Cultivate a flexible, collaborative, and inclusive work environment that leverages diversity and empowers all contributors. Provide timely and effective religious accommodation, and reasonable accommodation to applicants and employees with disabilities.

14. VA Directive 5975, Diversity and Inclusion (cont.) Establish/maintain special emphasis programs to address the unique needs of specific groups and eliminate barriers that inhibit the full participation and advancement of these groups in the workplace. These include, but are not limited to: Disabled Veterans Affirmative Program; Federal Women’s Program; Hispanic Employment Program; People with Disabilities Program; Asian American and Pacific Islander Program; African American Program; American Indian/Alaska Native/Native Hawaiian Program; and Lesbian, Gay, Bisexual, and Transgender Program. These and other special emphasis programs are authorized as necessary to carry out the functions of a continuing affirmative program to promote equal opportunity and eliminate discriminatory practices and policies, in accordance with 29 CFR Part 1614.102. Support continuous learning and career/leadership development for all segments of the workforce and eliminate identified barriers to career advancement. Resolve workplace disputes at the earliest possible stage.

15. VA Directive 5975, Diversity and Inclusion (cont.) Facilitate outstanding, culturally competent public service and stakeholder relations through effective leadership and accountability. Ensure that the public and recipients of VA services have full accessibility to VA’s programs/services by complying with applicable Federal laws, Executive Orders, and requirements. Educate the VA workforce on EEO, diversity and inclusion, and cultural competency principles and practices, including required Prevention of Workplace Harassment and No FEAR Training. All executive, managers, and supervisors will complete EEO, Diversity and Inclusion, and Conflict Management Training biennially. Hold all executives, managers, and supervisors accountable for maintaining diverse and inclusive organizations through a performance element in annual performance plans.

16. VA Directive 5975, Diversity and Inclusion (cont.) Responsibilities. Secretary of Veterans Affairs: Enforce/ensure accountability for the Department’s diversity and inclusion goals VA Diversity Council: Provides advice/recommendations to the Secretary of VA on areas related to diversity and inclusion. Deputy Assistant Secretary for Diversity and Inclusion: Advise the Secretary, ASHRA, and other senior leadership on all matters related to workforce diversity and inclusion and provide oversight and strategic direction for EEO, diversity and inclusion policies and programs. Under Secretaries, Assistant Secretaries, and Other Key Officials: Adopt and ensure compliance with all VA-wide EEO, diversity and inclusion policies, including this Directive. Implement!

17. Contact Information Georgia Coffey, Deputy Assistant Secretary Phone: (202) 461-4078 E-mail: georgia.coffey@va.gov Andy Gonzalez, EEO Specialist Phone: (202) 299-4320 E-mail: andy.gonzalez@va.gov David Williams, Director of Workforce Analysis Phone: (202) 461-4033 E-mail: david.e.williams@va.gov