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Diversity Management Group

Diversity Management Group. Good Morning! The DMG was established to: - Address barriers to diversity at Headquarters - Recommend practices, programs and polices to assist in creating an environment of acceptance, inclusion, and cooperation.

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Diversity Management Group

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  1. Diversity Management Group Good Morning! The DMG was established to: - Address barriers to diversity at Headquarters - Recommend practices, programs and polices to assist in creating an environment of acceptance, inclusion, and cooperation.

  2. Innocentive.comCreated by the founder of Eli Lilly for pharmaceutical companies to anonymously post problems that their R & D departments couldn’t find answers to. It’s a global solution network, utilizing diverse backgrounds and experiences to solve problems. To date, 1/3 of the problems posted have been solved. Money given for solutions. Questions/problems attracted a diverse type of background. Prize4Life recently awarded a $1 million prize for identifying a genetic marker in ALS – solutions were submitted by varied backgrounds, including a dermatologist.

  3. UPDATESJudy Phillips

  4. Disability Mentoring Day April 2011

  5. Action Items I. Diversity and Inclusion Framework II. EEO III. Diversity & Inclusion Survey

  6. I. Diversity and InclusionFramework

  7. 6 Principles Haven’t Changed • Demonstrated Leadership Commitment • Employee Engagement and Effective Communication • Continuous Education, Awareness, and Skills Development

  8. Demonstrated Commitment to Community Partnerships • Shared Accountability and Responsibility for Diversity and Inclusion • Effective Measurement of Diversity and Inclusion Efforts

  9. Each principal has a goal, but now each has suggested actions for reaching those goals. • Currently – ODEO is scrubbing the Draft Plan; • Draft Plan to DISP* & Union for National Consultation and Disposition Comments; • Draft Plan to AA Mission Support, OGC, OHCM and Disposition Comments; • Forward to Administrator for Rollout • and – • Center Survey results to Centers * Diversity & Inclusion Strategic Partnership

  10. Demonstrated Leadership Commitment • Employee Engagement and Effective Communication • Continuous Education, Awareness, and Skills Development • Demonstrated Commitment to Community Partnerships • Shared Accountability and Responsibility for Diversity and Inclusion • 5.2.5 Compensation for NASA management is tied to success in meeting diversity and inclusion desired outcomes. SES Performance Standards now include: • Diversity and Equal Employment Opportunity Performance Requirements

  11. Audit: SES Performance Appraisals FY 2012 • Examine whether performance indicators are being used to aid in assessing performance in Diversity and EEO under Management Competencies • Report out to DMG

  12. Examples of Specific, Measurable Actions that Support EEO and Diversity Performance Requirements • Help with a program – e.g. volunteer as a mentor for flash mentoring for women’s history month or disability awareness month; encourage your employees to become involved in mentoring program; • Request EODM conduct self-assessment/training for your office; • Attend Anti-Harassment Training (June); • Participate/publicize diversity training in the area;

  13. Examples of Specific, Measurable Actions that Support EEO and Diversity Performance Requirements • Volunteer or provide the name of a member of your staff to work on a sub-group exploring diversity training for HQ; • Encourage staff to attend/volunteer for EO/Diversity programs; • Draft a mission statement on diversity for the DMG; or a letter on behalf of the DMG endorsing the Administrator’s policy statement on diversity; or recommend changes to the DMG charter.

  14. II. EEOManagement Directive 715 (MD-715 Report) EXECUTIVE BRIEFING FY 2010

  15. Executive Briefing • Complaints Program • Informal and formal complaints • ADR program

  16. HQ EEO ComplaintsFY 2010 Informal FY 2010FY 2009 17 14 Formal FY 2010FY 2009 13 11

  17. Complaint Bases/IssuesFY 2010 Top basesTop issues - Retaliation - Harassment (non-sexual) - Gender - Non-selections - Race - Disciplinary Actions - Age - Disability

  18. Proactive Prevention • New Employee Orientation • No FEAR Act Training • Lunch and Learn Sessions • New Supervisors Training • Self Assessments • Conflict Management Program (CMP Program) • Diversity Management Group (DMG)

  19. Workforce SummaryFY 2010 HQ vs. Civilian Labor Force (CLF) • HQ Representation rates are below the CLF: • White females • Hispanics • American Indians • Persons with targeted disabilities (below the goal of 2% government-wide)

  20. Executive Briefing Please read your copy!

  21. Form 256: Self Identification of a Disability • Briefings beginning May 1st • Sign Up Sheet • Goal: updating info will result in more accurate statistical data and give better idea of where we stand with respect to goal of 2%

  22. Update: SXO/Gender ID Complaint Process Implementation Guidelines being drafted NODIS - approx. early June Anticipate roll out in 1st Quarter FY12 Training, Briefings will be conducted

  23. Preliminary findings…. Agency Diversity and Inclusion Culture Survey

  24. Deployed in Fall 2010 - all civil service employees. Purpose - Assess workforce perceptions about diversity and inclusion, such as employee views about the culture of diversity and inclusion at NASA18,883 eligible NASA employees, 7,668 (40.8%) responded.

  25. Results for Agency follow (HQ expects to get their report….)

  26. 83% respondents indicated that NASA policies promote fair treatment of employees. • 75% said NASA values employees with varied backgrounds and experiences (75%). • 76% agreed with the statement that NASA fosters mutual trust and respect in the workplace; values employee contributions (75%); and provides a supportive environment for every employee (72%).

  27. However, preliminary findings point to the need for additional steps to enhance diversity and inclusion at NASA.

  28. 40% of respondents thinks that diversity is only about physical characteristics of people. • 38% believe it’s about quotas and filling positions with less qualified people. • 80% said diversity training was encouraged; only 50% said the training was useful.

  29. 88.3% of supervisors felt that generally, senior leaders and center leadership investigate reports of unfair treatment. • 68.9% percent of non-supervisors agreed (difference of 19.4).

  30. Agreed with the statement, “I have felt uncomfortable or out of place at work because of my ….” …age (12%) … life experiences (12%) …other personal characteristics (12%)

  31. 60% indicated NASA is effective at educating employees on how diversity and inclusion foster innovation. • 68% reported that diversity and inclusion led to innovative ideas • 45% agreed that NASA uses diversity and inclusion effectively to increase workforce productivity • 32% disagreed with the statement that NASA’s efforts to achieve workforce diversity and inclusion sometimes lead to workplace problems.

  32. ODEO is using the results of the Survey to help shape the strategies and actions in the Agency Diversity and Inclusion Strategic Implementation Plan.

  33. Coming Up: • Self-Identification of Disability - Briefings May-July • Anti-Harassment Training – June • HQ Diversity Training

  34. 11 Wednesday July 20, 2011

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