Diversity Management

Objectives

To provide an understanding of diversity and diversity management principles

Overview

Define Diversity and Diversity

Management

EEO vice Diversity

Business Case for Diversity Management

Barriers for Diversity

Strategies for Inclusion

What is Diversity?

Elements of Diversity

Age Gender Ethnicity Race Physical Ability Sexual Orientation Physical

Characteristics

Income

Education

Marital Status

Religious Beliefs

Geographic Location

Parental Status

Personality Type

Diversity:

The uniqueness of all individuals; includes everyone.

Diversity vice EEO/AA

EEO - Laws that guarantee all people the right to apply and be evaluated for employment, regardless of their race, color, sex, national origin, religion, age, or disability.

Affirmative Action - Workforce profile improvement through recruiting, retention, and promotions

Diversity – Represents the unique values, culture and characteristics of all individuals; includes everyone.

Three R’s

EEO = Requirements

Affirmative Action = Representation

Diversity = Relationship

Diversity Quiz

Principles of Diversity Management

Establish a business strategy for effectively managing a diverse workforce

Create a positive work environment Promote personal and professional

development Empower all people to reach their full potential Attract talent that reflects America Remove barriers that hinder progress

Potential Benefits of an Effective Diversity

Management Program

Improve organizational performance Help prevent unlawful discrimination or

harassment incidents Improve workplace relations Build more effective work teams Improve organizational problem solving Improve customer service Enhanced recruitment efforts

Diversity Management builds upon EEO, but does not replace it

“By 2050, the U.S. population is expected to increase by 50% and minority groups will make up nearly half of the population…. The population of older Americans is expected to more than double. One-quarter of all Americans will be of Hispanic origin…. More women and people with disabilities will be on the job.”

U.S. Department of Labor, Futurework: Trends and Challenges

for Work in the 21st Century. Washington, D.D. (Labor Day 1999).

Changes in Demographics Create

Tension

Tension challenges our conditioning and perceptions about the nature of things

Tension creates both dangers and opportunities

NESDIS Workforce Analysis by Race & National Origin

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Nat'l CLF - Sci, Eng, & Comp 78.88% 5.41% 4.28% 11.10% 0.33%

NESDIS - Sci, Eng, & Comp 83.05% 8.80% 1.29% 6.87% 0.00%

Nat'l CLF - All Positions 73.98% 10.67% 10.87% 3.81% 0.66%

NESDIS - All Positions 77.82% 16.13% 1.78% 4.15% 0.12%

White Black Hispanic Asian Amer. Indian

NESDIS Workforce Analysis by Gender

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Nat'l CLF - Sci, Eng, & Comp 76.4 23.6

NESDIS - Sci, Eng, & Comp 79.6 20.4

Nat'l CLF - All Positions 53.2 46.8

NESDIS - All Positions 65.7 34.3

Male Female

Making heads count is more important than counting heads

What are the barriers in the organization that prevent a more balanced workforce?

Possible Barriers

Limiting area of consideration

Lack of diverse applicant pool in STEM positions

Lack of diversity at the senior ranks

Categorizing people into certain positions

Always recruiting from same source

Grooming/developing only one person

Pre-selection

“Golf course” meetings

Strategies for Inclusion

(Hope is not a strategy)

The Value of Mentoring

Without regard to race, gender, religion, national origin ….

Inconvenience yourself to show someone else the way

Unleash someone else’s potential

Recruitment Alternatives

Entry level – Upward Mobility Positions

Bridge Positions

Special Appointing Authorities Schedule A for severe disabilities Veterans Readjustment Appointment Outstanding Scholar

Student Employment Programs

“All Sources” Announcements

Outreach Efforts Minority Serving Institutions (MSI) Program

Cooperative Science Centers Undergraduate & Graduate Science Programs Environmental Entrepreneurship Program

Educational Outreach

Bring Your Child to Work Day

Community and Civic organizations

Professional Development

Identify training and development needs for all employees

Utilize Individual Development Plans

Rotational & Developmental Assignments

Rotate “acting” supervisor

Mind Your Business at the Workplace

You don’t have to endorse what you have to tolerate to create respectful workplace to get the job done.

If values clash, we can . . .

Celebrate

Tolerate

But not discriminate

Summary

Diversity management is about full utilization of people with different backgrounds and experiences.

Effective diversity management strategy has a positive effect on cost reduction, creativity, problem solving, and organizational flexibility.

Video:

“A Fair Way to Manage Diversity “

If we could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this. There would be:

61 Asians 12 Europeans 14 from the Western

Hemisphere, both north and south

13 Africans 50 would be female 50 would be male 74 would be nonwhite 26 would be white 67 would be non-Christian 33 would be Christian 89 would be heterosexual

11 would be homosexual 6 people would possess 59% of

the entire world's wealth and all 6 would be from the United States

80 would live in substandard housing

14 would be unable to read 33 would die of famine 1 would be near death; 1 would be near birth 7 would have a college education 8 would own a computer