Shreveport Diversity Workshop April 17, 2009

1. DIVERSITY SELF-ASSESSMENT EXERCISE Shreveport Diversity WorkshopApril 17, 2009 Armando L. Garza Southern Region EEODIAC Chairperson

2. DIVERSITY Qualities that make individuals different from, or similar to others, such as: • Age • Class • Ethnicity • Gender • Physical and Mental Abilities and Disabilities • Race • Sex and Sexual preference • Spiritual practice or Religion • Professional and Educational background

3. DIVERSITY SELF-ASSESSMENT EXERCISE

4. DIVERSITY SELF-ASSESSMENT EXERCISE

5. DIVERSITY SELF-ASSESSMENT EXERCISE

6. DIVERSITY SELF-ASSESSMENT EXERCISE • 0 to 39 Points: UNAWARE • Unaware people don’t realize they exhibit biased behavior. They may offend others without being aware of it. They may accept stereotypes as facts. They may even unknowingly commit, illegal acts! An unaware person’s scores can fall in any category because an unaware person might answer “always” or “frequently” when in reality he or she simply does not comprehend biased behavior. Because unaware people “don’t know what they don’t know”, the only accurate indicator is feedback from others.

7. DIVERSITY SELF-ASSESSMENT EXERCISE • 40-69 Points: TRADITIONAL • Are aware of their prejudices and that their behavior may offend some people. However, they will continue with derogatory jokes, inappropriate comments and actions as though the laws and our organizational values don’t apply to them. If you fall in this category, not only is it likely that your behavior is damaging to workplace productivity and helping to create a hostile workplace climate, but your behavior may have legal consequences as well. Examine the questions you scored lowest – you may want to create personal and professional goals to help you break these habits.

8. DIVERSITY SELF-ASSESSMENT EXERCISE • 70-99 Points: NEUTRAL • People in this category are aware of biases in themselves and others. • They are working to overcome their own prejudices, but are reluctant to address inappropriate behavior by others. • They avoid risk by saying nothing and this is often perceived as agreement.

9. DIVERSITY SELF-ASSESSMENT EXERCISE • 100-129 Points: CHANGE AGENT • Are aware of biases in themselves and others and realize the negative impact that comes from acting on those biases. • Change agents are willing to take action when they encounter inappropriate words, behaviors, or attitudes. • They relate to people in a way that values diversity.

10. DIVERSITY SELF-ASSESSMENT EXERCISE • 130-140 Points: REBEL • Are aware of prejudice and bias – sometimes to a fault. At times they may come across too strong and appear to be overreacting. • Rebels sometimes receive a reputation that causes people to discount their views, avoid them, or not take them seriously.

11. NATIONAL WEATHER SERVICE DIVERSITY POLICY It is the policy of the NWS to manage the diversity of our employees by fostering an inclusive work force, building an environment that respects the individual and offering opportunities for all employees to develop to their full potential. Diversity is the mixture of differences and similarities each employee brings to the workplace to accomplish the goals of the NWS.

12. NATIONAL WEATHER SERVICE DIVERSITY POLICY Diversity management is a long-term change strategy enabling the NWS to improve its culture to ensure all employees are making maximum contributions to the mission of the NWS. We will foster an inclusive, supportive, open, challenging and innovative work environment to enable employees to be positive, creative and reach their full potential.

13. NATIONAL WEATHER SERVICE DIVERSITY POLICY Each employee, at all levels within the organization, has an active role in implementing the NWS Diversity Management Initiative. Management officials at all levels share responsibility and are accountable for achieving our diversity management goals. If diversity management is to be embraced, it must be integrated successfully into all facets of the organization's structure.

14. NATIONAL WEATHER SERVICE DIVERSITY POLICY Established NWS diversity management initiatives must continue to be guided by the leadership's full commitment and employees' full participation. Full support of the NWS Diversity Management Policy is critical to diversity implementation initiatives.

15. NATIONAL WEATHER SERVICE DIVERSITY IN ACTION QUESTIONS? IF UNITED, WE WILL SUCCEED!