Diversity and inclusion ROADSHOW

1. Diversity and inclusionROADSHOW

2. Topics of Discussion Current State of Diversity and Inclusion (D&I) Advisory Committees Inclusion Ally Summary NASA Goddard Space Flight Center

3. Dimensions of Diversity NASA Goddard Space Flight Center

4. Diversity & Inclusion Defined Diversity Inclusion Fostering an environment where all individuals contribute fully and feel valued, engaged and support-ed to reach their full potential Overarching drivers are Accountability and Engagement • Every employee is responsible for demonstrating respectful/inclusive behavior • Maximize the talent and contributions of each employee • The unique characteristics, perspectives and life experiences that define us as individuals & NASA Goddard Space Flight Center

5. More On Inclusion Why are we shifting to an increased focus on inclusion? Goals of an Inclusive Culture: • Fully utilize everyone’s talent • Leverage our differences for increased learning, innovation, team performance, and mission success • Engage and retain the best talent from all sectors of our society Why do this now? • 2011 Presidential Order to Agencies to develop integrated D&I Strategic Plans. 3 goals: • Diversity within our workforce is increasing. As we become increasingly diverse the challenge is how do we manage that diversity in a way that propels us to higher level of team performance and innovation. NASA Goddard Space Flight Center

6. Business Case Diversity & Inclusion (D&I) at GSFC • Focuses on building an inclusive work environment where each employee feels valued and can contribute to their full potential to maximize mission success Diversity & Inclusion Philosophy • Valuing the whole of the individual. We respect and value not only our apparent differences, but also diversity of viewpoint, experience, talents and ideas. • About being inclusive in the workplace, not exclusive. • A diverse, inclusive workplace gives us a competitive advantage and is a key differentiator in the marketplace. • Makes us a better agency, a better partner in the communities we serve and a better place to work. Business Case Link: http://diversity.gsfc.nasa.gov/Documents/BusinessCaseDec00.pdf NASA Goddard Space Flight Center

7. Pillars of Agency and GSFC D&IStrategic Plan • Demonstrated Leadership Commitment • Employee Engagement and Effective Communication • Continuous Education, Awareness and Skills Enhancement • Shared Accountability and Responsibility for Diversity and Inclusion • Demonstrated Commitment to Community Partnerships • Effective Measurement of Diversity and Inclusion Efforts Principles of a Successful Diversity and Inclusion Approach

8. Roles and Responsibilitiesof EO and D&I NASA Goddard Space Flight Center

9. 2013 EVS Inclusion Scores NASA Scores EVS Questions GSFC Scores NASA Goddard Space Flight Center

10. Directorate D&IC Representation • Code 300 • Lead: Curtis Johnson • Code 100 • Lead: Gale Fleming • Code 200 • Lead: Cindy Stoltz • Alt.: Dawn Fountain • Code 400 • Lead: Donna Swann • Code 500 • Lead: Nancy Carosso • Code 800 • Lead: Phil Eberspeaker • Code 600 • Lead: Dr. Dorothy Zukor; • Alt.: Maria So • Code 700 • Lead: Theresa Kinney Alt.:Sanjeev Sharma Center Directorates

11. Advisory Committees NASA Goddard Space Flight Center

12. Roles and Responsibilities • Provide advice, guidance and recommendations to the Center Management in the planning, implementation and evaluation of the Center's efforts in support of affirmative employment efforts throughout all human capital processes, i.e., recruitment, selection, hiring, promotion, retention, etc.; • Serve as a focal point for communicating the challenges, issues and concerns of their respective constituents on matters affecting employment at the Center; • Provide education and awareness forums for the GSFC workforce on various diversity and inclusion and EEO topics; • Work proactively with GSFC management to identify and resolve Center-wide challenges and barriers impacting the recruitment, selection, advancement, retention and inclusion of employees, and contribute to the development and implementation of corrective actions that remediate them. NASA Goddard Space Flight Center

13. Advisory Committees Represent: African Americans Asian and Pacific Americans Hispanic Americans Individuals with Disabilities Native Americans Women Lesbian, Gay, Bi-Sexual and Transgender employees New and Developing Professionals Veterans NASA Goddard Space Flight Center

14. Learn More & Get Involved! Advisory Committee Program Managers • APAAC & WAC—Gerald Tiqui • EAAC—Denna Lambert • LGBTAC—Shavondalyn Givens • AAAC, HACE & NAAC—Marian Carson • NDP & VAC—Teresita Smith Learn more at: http://diversity.gsfc.nasa.gov/div_advisory.cfm NASA Goddard Space Flight Center

15. Inclusion Ally Initiative http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html NASA Goddard Space Flight Center

16. Who is an Inclusion Ally? Inclusion Ally: (1) Inclusion—advocating for all, exemplifying inclusive behavior in all contexts, and (2) Ally—advocating for inclusion and equity and providing support for people and groups different from yours. • Person in the workplace who proactively strives to create, expand, and sustain an environment that is equitable, respectful and inclusive of all groups and individuals • Inclusion champions from across the organization who stand up and speak out to advocate for the opportunity for each person to contribute fully to the mission of Goddard • Allies are essential to increasing equity and inclusion in the workplace • Involves getting to know one’s colleagues and building respectful work relationships with people who are different from themselves NASA Goddard Space Flight Center

17. 10 Key Inclusion Ally Behaviors • Speak up when people are being excluded. • Ask who else needs to be in the room for better outcomes. • Listen as an ally—first listen deeply and then engage. • Create a sense of “safety” for yourself and your team members. • Use your privilege in a positive way—Be an ally for a group from which you are different. • Become skilled at having difficult conversations and resolving conflict. • Monitor your own assumptions and blind spots—do the necessary self work. • Encourage the contributions of all. • Be a champion for D&I at Goddard. • Get to know people who are differentfrom you. NASA Goddard Space Flight Center

18. What are the benefits? NASA Goddard Space Flight Center

19. How Do I Get Involved? What Does it Mean to be Part of the Goddard Inclusion Ally Initiative? • Read the list of behaviors and start practicing them. • Sign up—to express commitment to exemplify the behaviors of an Inclusion Ally, encourage other members of the Goddard community to be Inclusion Allies, and get involved in the ongoing learning and networking activities of the Goddard Inclusion Ally Initiative. • Choose to take action: Hang a poster, come to launch events, participate in education workshops, host an event in your Directorate. These are examples of things you can do and it’s up to each person to decide their level of engagement. Doing any one or all of this is up to you and will help make Goddard more inclusive for all. NASA Goddard Space Flight Center

20. Mark Your Calendars! NASA Goddard Space Flight Center • 2 part Kick-off—Spring /Summer 2014 • Safety Week session Inclusion Ally: Be Safe Being Who You Are, May 1 at Greenbelt • Safety Awareness Day, May 20 at WFF and June 24-26 at IV&V • Engagement and Education Activities, Summer/Fall 2014 target date • Ongoing learning and networking activities—hosted quarterly after Kick-off • Center-wide training workshops, networking and brown bag events For more info contact any Inclusion Ally Core Team member at IV&V, WFF and Greenbelt. See POC list on website. http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html

21. Directorate Specific Information NASA Goddard Space Flight Center

22. Conclusion NASA Goddard Space Flight Center

23. Capabilities for Continued Mission Success • Technical Skills/Systems • Social Systems/Culture • Hard Technical Capabilities • Engineering Expertise • Systems Engineering • Scientific Knowledge and Inquiry • Soft Cultural Capabilities • Human Dimensions • Leadership • Relationship Building • Individual Development • + • = • Mission • Success NASA Goddard Space Flight Center

24. What’s Next? • Be a part • of the • change • Demonstrate inclusive behaviors • Get • involved NASA Goddard Space Flight Center

25. When Can the Roadshow Come to You? The goal is to reach out to at least half of the entire GSFC workforce within 1 year, and the entire workforce by the end of 2 years. In order, to achieve this without over burdening any one group of people/directorate, we have set up and rollout schedule, which includes 3 Waves. Wave 1, April 2014 – September 2014: High Level/Senior Staff Directorate meetings, All of Code 100, part of 500, all of WFF and IV&V, the Center’s Senior Leadership, and WFF D&IC Meeting Wave 2, November 2014 – June 2015: All of Code 600 and Code 200, remainder of 500 Wave 3, August 2015 – February 2016: All of Code 300, 400, and 700 Send meeting availabilities to Teresita Smith, D&I Specialist at Teresita.G.Smith@nasa.gov NASA Goddard Space Flight Center

26. Questions? NASA Goddard Space Flight Center

27. Great Books and Articles for your D&I journey: • “What If” by Steve Robbins • “Diversity at Work” by Trevor Wilson • “Building a House for Diversity” by R. Roosevelt Thomas, Jr. • “The Tipping Point” by Malcom Gladwell • “Outliers” by Malcolm Gladwell • “Blink” by Malcolm Gladwell • “The Loudest Duck” by Laura Liswood • Peggy Mcintosh Articles on Privilege – “Unpacking the Invisible Knapsack” • “35 Dumb Things that Well-Intentioned People Say” by Maura Cullen Finding your voice in the workplace: Jennifer Brown at TEDxSpringfield In this TEDx talk Jennifer shares her personal journey and her passion for diversity and innovation. https://www.youtube.com/watch?v=E0M1beV91js We all know diversity of identity, but what does diversity of thought mean in today's workplaces? There are lots of great Ted talks on D&I topics. Check out www.ted.com Goddard Learning Library (Great Video Resources to start a dialogue within your organization): http://ohcm.gsfc.nasa.gov/DevGuide/Learn/home.htm • 10 Commandments of Communicating with People with Disabilities • Black in America • Color of Fear • Drop by Drop • Gay and Transgender Issues in the Workplace • The Lunch Date • Village of 100 • Visiones: Latino Art and Culture Check out below resources to learn more? Diversity Dialogue Project Tools • Use the Self-Identity Circle for team building within your organization • Play Two truths and a lie (Getting to Know You Exercise) to learn more about those you work with and help identify assumptions you may have of others • Establish Ground Rules for meetings or Email distribution • Share the list of unwritten rules with employees new to Goddard • Outreach to local schools for career day – help increase interest in STEM fields at the secondary and primary level • Use Micro Messages Tips to foster inclusion • Use OHCM resources including Learning Center, Videos, Career Builders Websitewe Love or would love for you to check out: Diversity Inc Online Magazine http://www.diversityinc.com/magazine/