Leading Through Challenging Times

Executive Order 13583,Establishing a Coordinated Government-Wide

Initiative to Promote Diversity and Inclusion in the Federal Workforce

"There is no contradiction between Diversity and

Excellence.”

President Barack Obama

Inter-Agency Work Group onDiversity and Inclusion

The Work Group helped develop a plan for creating a diverse and inclusive Federal workplace that represents all segments of our society.

Approximately 30 agencies were represented on the Work Group by employees from diverse backgrounds.

E.O. 13583• E.O. signed on August 18, 2011• On November 16,

OPM/OMB/EEOC/PMC :– Issued government-wide strategic plan on

diversity and inclusion– Provided guidance to agencies on developing

agency-specific diversity and inclusion plans• Agency D&I Plans were due March 16, 2012

– Developed a strategy for consolidating HR-related agency plans and reports

Government-wide Diversity and Inclusion Vision/Mission

VISION: To be the Nation’s model employer by leveraging diversity and fostering inclusion to deliver the best public service.

MISSION: To recruit, retain, and develop a diverse, high performing Federal workforce that draws from all segments of society and values fairness, diversity and inclusion.

Our Diversity Approach…

• New look at diversity• Focused on Unconscious habits• Solve through innovation

Definitions of Diversity and Inclusion

• Workforce diversity: a collection of individual attributes that together help agencies pursue organizational objectives efficiently and effectively. – These include, but are not limited to, characteristics such as

national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, and family structures. The concept also encompasses differences among people concerning where they are from and where they have lived and their differences of thought and life experiences.

• Workplace Inclusion: a culture that connects each employee

to the organization; encourages collaboration, flexibility, and fairness; and leverages diversity throughout the organization so that all individuals are able to participate and contribute to their full potential.

This is not your Grandmomma’s Diversity…

Dimensions of Diversity

Gender

Age/Generation

RaceEthnicity

Sexual Orientation

Physical Abilities

EducationReligious/SpiritualBeliefs

Parental Status

Marital Status

LanguageJob Classification

Socio-Economic Status

Political ExperienceMilitary Experience

Income

Work Experience

BackgroundGeographicLocation

What’s our Plan?

GoalsThe following Strategic Imperatives or goals are identified in pursuit of our mission:

Workforce Diversity (DIVERSIFY)

Workplace Inclusion (INCLUDE)

Sustainability (SUSTAIN)

Workforce DiversityFederal agencies recruit and hire a diverse, high performing workforce that reflects the diversity of all segments of American society.

Priority: Design and perform strategic outreach and recruitment to reach all segments of society.

Priority: Use strategic hiring initiatives, conduct barrier analysis, and support Special Emphasis Programs.

Workplace InclusionFederal agencies cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential.

Priority: Promote diversity and inclusion in leadership development programs.

Priority: Cultivate a supportive, welcoming, inclusive and fair work environment.

SustainabilityDevelop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results and engender a culture of inclusion.

Priority: Demonstrate leadership accountability, commitment, and involvement.

Priority: Fully and timely comply with all related Federal laws, regulations, Executive Orders, etc.

Priority: Involve every employee as a participant and responsible agent of diversity, mutual respect and inclusion.

Feedback Assistance Roundtables (FAR)

• Phase I: Establish a baseline– sessions with 3 agencies of similar size/mission

• Phase II: Communicate progress– 90 days after Phase I– Meeting with individual agencies on progress,

obstacles and D&I Councils’ updates.

• Phase III: Measure Progress – 18 - 24 months after initial roundtable in Phase I – demonstrate steady and positive progress – trends, modifications, and timetable

D&I Metrics

• Diversity– EEO categories/representation– LGBT, Veterans

• Inclusion– New IQ scores

• Sustainability– D&I Councils, Mentoring Programs, Career

Development, D&I Training, and Worklife programs

5 inclusive

habits

Inclusive intelligence

20 behavioral statements created

from EVS

New IQ Animation - YouTube

New IQ

Stakeholders• Diverse groups

– Veterans– LGBT– Women– AAPIs– African Americans– Native Americans– Hispanics – People with Disabilities– Others

African Americans

• Collaborating with the African American Federal Executive Association

• Mentoring Program• SES Development Programs and training

American Indians & Alaska Natives

• Increase participation in all agencies (not just Interior and HHS) and in the SES.

• Conducted training on the SES process at SAIGE• SES Development Programs and training•

Asian Americans, Native Hawaiians & Pacific Islanders

• White House Initiative on Asian American Pacific Islanders (AAPI):– increasing the recruitment, career development

and advancement of AAPIs in the Federal Government an addition to OPM;

– increasing the number of AAPIs in Senior Executive Services (SES), supervisory and management selection pools.

• AAGEN SES Development Program

Hispanics

• OPM has established the Hispanic Council on Federal Employment (Council) in accordance with the provisions of the Federal Advisory Committee Act (FACA). – advise the Director on the leading employment practices in

an effort to remove barriers to the recruitment, hiring, retention and advancement of Hispanics in the Federal workplace.

– strategies to 1) hold agencies accountable; 2) develop a strategic communications plan for the Hispanic community; and 3) leverage the Student Pathways Program.

• Multiple outreach initiatives

Lesbian, Gay, Bisexual and Transgender (LGBT)

• On June 2, 2010, memorandum that directed agencies to extend benefits to their employees’ same-sex domestic partners (and their children) the same level of access as is provided to spouses (and their children) as permitted by law.

• Issued Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace.

• LGBT training module for agencies• LGBT webpages – one stop source for info

Veterans Initiative

• Launched the Veterans Employment Initiative through Executive Order (E.O.) 13518 in November 2009.

• Goal -- to increase employment opportunities for qualified veterans in the Federal government.

• Established an Interagency Council on Veterans Employment.

• OPM established a Veterans Employment Program Office to provide Government-wide leadership in carrying out the Veterans Employment Initiative.

• Veterans Employment Strategic Plan 2010 - 2012

Women

• White House Council on Women and Girls• Equal Pay Presidential memorandum• Worklife Symposium• Thrift Savings Plan • Mentorship, including affinity groups and

coffee talks

People with Disabilties

• http://www.youtube.com/watch?v=HMC5UuiIQkI&feature=relmfu

• http://www.youtube.com/watch?v=5vOM0-IOrKg&feature=relmfu

Executive Order 13548Increasing Federal Employment of Individuals with Disabilities

• Hire an additional 100,000 individuals with disabilities over 5 years

• Each agency needs to include the following:• Designate a senior-level agency official to be accountable for

enhancing employment opportunities• Include performance targets and numerical goals • Provide training of employment process: Schedule A• Increase accommodations and accessibility: physical and

virtual• Increase agencies’ retention and return to work for individuals

with disabilities and work-related injuries and illnesses

• OPM’s Website for the Executive Order, supporting model strategies and other related disability employment resources: www.opm.gov/disability/

Leadership and Commitment:E.O. 13548 is not an isolated effort, but works in harmony with:

– E.O. 13518 on Employment of Veterans in the Federal Government, issued on November 9th, 2009;

– the Presidential Memorandum on Improving the Federal Recruitment and Hiring Process, issued on May 11, 2010;

– Presidential Memorandum on The Presidential POWER Initiative: Protecting Our Workers and Ensuring Reemployment issued on July 19th, 2010; and

– E.O. 13583 on Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce, issued on August 18th, 2011.

Training and Education:Over 3000 Federal employees from more than 57 agencies have been trained on recruitment techniques, using the Schedule A excepted appointing authority to hire people with disabilities, reasonable accommodation, the Computer/Electronic Accommodation Program (CAP), and getting employees who become ill or injured on the job back to work. All of the cabinet agencies have attended trainings.

In Sum…

• The easy stuff has been done…only the hard stuff remains…

• The only way to succeed is through Innovation

• Focus on connections to drive innovation