2012 NRAO – Diversity/Broader Impact

1. 2012 NRAO – Diversity/Broader Impact • Faye Giles, SPHR • Employment & Diversity Manager

2. Overview: • Vision/Policy Statement • Diversity defined • Cultural Competence • Generational Diversity • EEO/Affirmative Action • Diversity Advocates/Employee Diversity Groups • Broader Impact • Questions

3. Ground Rules/Expectations Faye: • I promise to respect your opinions and concerns • I will help ensure that there is no trepidation • The program is still evolving - this session is just the beginning You: • Ask questions • Share your thoughts • Think about what NRAO staff and management can do to create a work environment where colleagues feel valued and respected. • What needs to change? • Please be respectful of differing opinions

4. NRAO Diversity Strategic Vision To enable diversity to thrive in all areas of the Observatory in a seamless manner, wherein diversity becomes a natural part of the way we think about work, in the decisions we make, and in our behavior towards others.

5. NRAO Diversity Policy Statement Our employees, essential to our success, are to be valued, treated with respect, and have opportunities to work in an inclusive, multi-cultural and gender diverse environment.

6. What is your definition of diversity?

7. Defining Diversity at NRAO Diversity encompasses: • A person’s unique characteristics and experiences • Personality, communication styles, physical characteristics, and education • It also includes the EEOC regulations by encompassing the employment of females, minorities, veterans and people with disabilities, in support of NRAO’s Affirmative Action Plan From a practical view, diversity is the synthesis of many human resource-related laws and best practices. From a personal view, diversity is how we appear and behave towards the people we work with or those who seek our service. Diversity issues also vary among organizations and change over time, depending on local historical conditions. (Shrm.org)

8. Diversity in a Nutshell • Different things to different people • Personal matter • Respect and acceptance • Partnerships • Creating opportunities • Valuing differences • Understanding each other and moving beyond simple tolerance to an awareness of the rich dimensions of diversity within individuals

9. Diversity Defined Goes beyond race and gender to include: Physical ability Mental ability Religious Beliefs Values • Culture • Sexual orientation • Educational levels • Age • Gender identity and expression

10. Diversity is Not: • Quotas • Mandates • Directives and/or edicts • Flavor of the month • Incorporated over night • Easily understood

11. It’s All About Inclusion • Inclusion describes the extent to which each person in an organization feels welcomed, respected, supported and valued as a team member. • Inclusion is a two-way process; each person must grant inclusion to others and accept inclusion from others. • In an inclusive environment, every member will tend to feel more engaged and more enabled to fully contribute toward the organization’s business results.

12. Cultural Dimensions Dress - Food Games - Music Fine Arts - Literature Surface Deep Concept of time Personal space Status / class VALUES Leadership style Facial expression Communication style BELIEFS Formality / informality Expression of emotions Nature of friendships ATTITUDES . . . and much much more . . . Feelings about recognition Just as nine-tenths of an iceberg is below the waterline & out of sight, nine-tenths of culture is below our conscious awareness.

13. Cultural Competence • A continuous process of developing knowledge, appreciation, acceptance, and skills which can be used to discern cultural patterns (in your own and other cultures). • Incorporate several different world views into problem solving, decision making and conflict resolution to achieve effective results.

14. How People Work • Values • Create the foundations for our beliefs • Beliefs • Fuel our behaviors • Behavior • An expression of our beliefs

15. Diversity and Generations Generation Diversity in Today’s Workforce grail Research

16. Laws That Affect Diversity • Title VII of Civil Rights Act of 1964 (Title VII) • The Equal Pay Act of 1963 (EPA) • The Age Discrimination in Employment Act of 1967 (ADEA) • The Rehabilitation Act of 1973 • American With Disabilities Act of 1990 (ADA) • The Civil Rights Act of 1991 • Lilly Ledbetter Fair Pay Act of 2009

17. EEO/Affirmative Action: • EEO Laws • Federal Laws prohibiting discrimination in employment (protected classes) • Affirmative Action • Deliberate steps taken to recruit, hire, develop and promote historically disadvantaged groups to remedy hiring discrimination for federal contractors

18. Discrimination and Diversity Basis of discrimination • Retaliation • Race • Gender • Age • Disability • National Origin • Religion

19. “Walking on Eggshells”

20. Employee Diversity Groups • Formalizing EDGs (in process) • Composition: • Reps from various divisions • Reps from various work groups • Gender and culturally diverse • Actively participate in Diversity meetings • Assist with diversity communication campaign • Attend trainings • Champion and advocate all diversity events at site level • Communicate and report diversity related information to Diversity Advocates • Solicit ideas from employees regarding diversity oriented events/issues relevant to site • Training for EDGs – pending formation

21. Broader Impact Initiatives • City of Socorro Summer Youth Employment • Developed diversity/broader impact goals to be incorporated into the performance evaluation process • Many employees volunteer for various activities (school judges, coaches, serving on non-profit boards, etc.

22. Why Diversity Is Important • Create an atmosphere where everyone feels valued and empowered to perform at peak level • Respect and value of all within the workforce • Strengthens Teams • Ensure fair and just opportunities for members of disadvantaged groups • Guarantee adequate talent for the future • Aids recruitment and retention • Perpetuates world-class partnerships • Provides a forum for understanding our differences as well as commonalities • Our future depends on it

23. Resources • NRAO Diversity Plan • AUI Broadening Participation Plan • NSF Broader Impact Criteria http://www.nsf.gov/pubs/gpg/broaderimpacts.pdf • NRAO Diversity Web Page

24. Questions?

26. Diversity The majority of employees surveyed believe that NRAO is a diverse organization and employees of differing backgrounds are treated fairly. I feel diversity should include understanding and respecting every employee I feel that people from different backgrounds are treated in a respectful manner Employees are treated the same without regard to race, gender, age, national origin, etc. I feel I can report a situation where I witnessed someone being discriminated or harassed to NRAO without reprisal I feel that I could have an open conversation with my immediate supervisor regarding diversity issues I feel that NRAO has a diverse workforce I am interested in participating in NRAO-sponsored events that support diversity within the workforce. AUI Board Meeting – June 16-17, 2011