DoD Diversity and Inclusion Strategic Plan - Goal 2 Action Plan

1. Department of Defense Office of Diversity Management and Equal Opportunity

2. Office of Secretary of Defense Office of Diversity Management and Equal Opportunity Historical Black and Minority Serving Institutions University Programs (HBCU/MI – AP) The Department of Defense (DoD) Diversity and Inclusion Strategic Plan outlines the implementation of the President’s Executive Order 13583 (EO 13583) on establishing a coordinated Government-wide initiative to promote diversity and inclusion in the Federal workforce. EO 13583 directs executive departments and agencies to develop and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion as a key component of their human resource strategies. Goal 1: Ensure Leadership Commitment to an Accountable and Sustained Diversity Effort Goal 2: Employ an Aligned Strategic Outreach Effort to Identify, Attract, and Recruit from a Broad Talent Pool Reflective of the Best of the Nation We Serve Goal 3: Develop, Mentor, and Retain Top Talent from Across the Total Force

3. Office of Secretary of Defense Office of Diversity Management and Equal Opportunity Historical Black and Minority Serving Institutions University Programs (HBCU/MI – AP) Authority: Presidential Executive Order 13583 on establishing a coordinated Government-wide initiative to promote diversity and inclusion in the federal workforce and 10 U.S.C. 2362; National Defense Authorization Act 2016, Section 233, Strategies for Engagement with Historically Black Colleges and Universities and Minority-Serving Institutions of Higher education; and Presidential Memorandum – Promoting Diversity and Inclusion in the National Security Workforce. Purpose: As an addendum to the Department of Defense Diversity and Inclusion Strategic Plan, this action plan will provide details for addressing the strategic actions and initiatives provided in Goal 2: Employ an Aligned Strategic Outreach Effort to Identify, Attract and Recruit from a Broad Talent Reflective of the Best of the Nation We Serve, Objective 2.1: Design and Perform Strategic Outreach and Recruitment To Reach All Segments of Society. Scope: Establish/expand strategic relationships with internal and external key stakeholders at diverse colleges and universities, trade schools, apprentice programs, Science, Technology, Engineering, and Mathematics (STEM) initiative programs, and affinity organizations for the purpose of strengthening the talent and diversity of the overall National Security Workforce.

4. Office of Secretary of Defense Office of Diversity Management and Equal Opportunity Historical Black and Minority Serving Institutions University Programs (HBCU/MI – AP) • October 13, 2017 Meeting (UDC) focused on: • Attracting greater number of attendees to workshops • Future technical visit sites to competitively propose to host a workshop (accomplished) • Universities to provide incentives to faculty and students to attend (FSU) • Broadening and increase focus on all disciplines to address total DoD workforce needs • Use panelist from different government areas to communicate needs (acquisition, logistics, etc…) (invited) • Identify programs with other discipline already conducting Outreach to HBCU/MI (still need help identifying other programs) • OPM perceived processes to hiring barriers • Expanding the advisory group • Potentially invite members from workforce development components (still need help identifying additional stakeholders) • Identifying and establishing metrics • Currently, number of engagements, number of registrants, number of attendees, number of universities represented, number of other stakeholders (industry, non-profits, government agencies, etc…)

5. ODMEO Program Theory of Action (FY18) Inputs Outputs Activities Participation Outcomes - Impacts Short Term Long Term ODMEO Support/Funding Advisory Group/TMT Group Inc. Industry, Gov’t, Academia Support Program Review/Analysis Program Metrics Communication Plan Execute Action Plan Policy guidance Meet with Advisory Group Conduct Educational Outreach Visits FSU – Apr 11-12 NJCU- May 23-24 NSPAA – Jun 5-8 Establish Partnerships Attend affinity group meetings/conferences Data Collection Activity Evaluation & Reporting Designed Survey instruments ODMEO Leadership Advisory Group ARL ONR AFOSR ECBC AMRDEC OPM Others Outreach Events attendees University Faculty and Students University Career Professionals Affinity Groups New Policy Recommendations New Metrics Newly-established partnerships Revised Communication Plan Updated Strategic Road Map Better collaboration between HBCU/MI and DoD Increased diversity of program participants Increased Program Efficacy Focused investments with better returns Increased number of minority students with DoD program awareness Better trained and diverse U.S. workforce Increased U.S. economic growth/ competitiveness Priorities Program Needs and assessment Symptoms verses problems Stakeholders Assumptions External Factors Evaluations

6. Office of Secretary of Defense Office of Diversity Management and Equal Opportunity Historical Black and Minority Serving Institutions University Programs (HBCU/MI – AP) • Roadmap for actions and tasks to be accomplished and measured by FY18 • Tasks: • Conduct Educational Outreach visits aimed at providing information on DoD programs and opportunities that impact the national security workforce goals and objectives. • Fayetteville State University • New Jersey City University • National Sponsored Programs Administrators Alliance • Continue to develop a HBCU/MI annual roadmap (future workshops, attending affinity group events, database of university career professionals) with metrics and milestones i.e. number of partnerships developed, number of affinity groups contacted and engaged, number of workshops conducted, number workshop attendees, number universities represented, number of university career professionals contacted, etc….) • Work with other DoD Commands to expand the number of HBCU/MI participant opportunities within (NDAA 233 requires research activities, but DoD should consider all areas and disciplines). • Follow up with participating institutions on Outreach events and workshops. • Communicate ODMEO’s message for increased HBCU/MI engagement with DoD workforce to attract and recruit talent. • Hold annual meetings to discuss action items and their status.

7. Office of Secretary of Defense Office of Diversity Management and Equal Opportunity Historical Black and Minority Serving Institutions University Programs (HBCU/MI – AP) Advisory Group Recommendations for ODMEO 1) Are there any recommendations for policies, plans and procedures supporting HBCU/MI partnerships and workforce related programs? 2) Is the ODMEO level of HBCU/MI engagements across the DoD enterprise sufficient? 3) What other communication methods could ODMEO use to affect DoD workforce and educational outreach program opportunities? 4) What may be some other recommendations for identifying HBCU/MI program investments? 5) What other metrics should ODMEO consider? 6) What formal and informal strategic partnerships with HBCU/MI might ODMEO consider?