Office of Diversity and Inclusion810 Vermont Avenue, NW

Washington, DC 20420http://www.diversity.va.gov

VA Agency Forum at National Image Inc. 42nd Annual Leadership and Diversity National Training

Program

Andy Gonzalez,EEO Specialist, Office of Diversity and Inclusion (ODI)

U.S. Department of Veterans AffairsWorkforce Data as of August FY 2014

Mission & Vision

Mission

To build a diverse workforce and cultivate an inclusive workplace to deliver the best services to our Nation’s Veterans, their families, and beneficiaries.

Vision

That VA is a leader in creating and sustaining a high-performing workforce by leveraging diversity and empowering employees to achieve superior results in service to our Nation and its Veterans.

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Office of Diversity & Inclusion

Georgia CoffeyDeputy Assistant

Secretary

Workforce Analysis TeamManages the workforce planning and analysis system, conducts technical assistance and training, creates analytical tools and techniques in the area of diversity for managers and supervisors, performs adverse impact

assessments and prepares ad-hoc analysis and reports.

Outreach and Retention TeamDevelops diversity and affirmative employment policy, manages special emphasis programs, provides guidance on diversity internships, produces a majority of the Department's annual diversity reports, conducts Technical Assistance Reviews (TARs), and facilitates outreach with community and VA supervisors to increase diversity awareness and opportunities.

Training and Communications TeamProvides diversity and inclusion training (online and onsite), distributes weekly diversity news updates and bimonthly newsletter, produces monthly video news program, and prepares various how-to guides and special reports, and maintains the ODI Web site.

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Contact Information

David Williams, Director of Workforce AnalysisPhone: (202) 461-4033E-mail: david.e.williams@va.gov

Georgia Coffey, Deputy Assistant Secretary Phone: (202) 461-4078E-mail: georgia.coffey@va.gov

Andy Gonzalez, EEO SpecialistPhone: (202) 299-4320E-mail: andy.gonzalez@va.gov

Outline

Onboard Participation (CLF/RCLF)

Onboard Representation (Race/Ethnicity/Gender and Administration)

Onboard Targeted Disabilities

Leadership (SES)

Outreach Return on Investment

Hires / Top 5 Occupations

Promotions / Separations

Initiatives / Best Practices

Role as a Special Emphasis Program Manager

Core Understanding

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Definition

The Civilian Labor Force (CLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed or unemployed and seeking employment in all U.S. occupations.  The CLF does not include Puerto Rico or other U.S. territories.

The Relevant Civilian Labor Force (RCLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed in or unemployed and seeking employment in VA specific occupations.  When the organization has a presence in Puerto Rico, the population of Puerto Rico is included.

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Onboard Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF)

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native Female

Two or More

Races Male

Two or More

Races Female

CLF 0.0517 0.0479 0.3833 0.3403 0.0549 0.0653 0.0197 0.0193 0.0007 0.0007 0.0053 0.0053 0.0026 0.0028

RCLF

0.039 0.057 0.2325 0.4546 0.0355 0.0919 0.0295 0.0436 0.0004 0.0008 0.0027 0.0064 0.002 0.0037

FY14 On-board

0.0314 0.0353 0.248 0.3515 0.0926 0.1479 0.028 0.0444 0.0013 0.0016 0.0059 0.009 0.0012 0.0019

5%

15%

25%

35%

45%

CLF and RCLF based on 2010 Census. Includes permanent and temporary employees. FY 2014 total onboard: 345,206

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VA - Hispanic Population Growth

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1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 20100.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

7.0%

8.0%

0

5,000

10,000

15,000

20,000

25,000

As percent of workforce Onboard Employee

Hispanic population has grown about 7K (53% since 1995) in size (red line)As percentage of the workforce it has grown from 5.6% to 6.8% (bar chart)

Onboard Representation by Race/Ethnicity and AdministrationVACO VHA VBA NCA

Total Onboard during FY14

Participation Rate

RCLF

Total Onboard during

FY14

Participation Rate

RCLF

Total Onboard during FY14

Participation Rate

RCLF

Total Onboard during FY14

Participation Rate

RCLF

Hispanic Male 545 4.27% 4.62% 9,520 3.08% 3.83% 641 3.01% 3.13% 146 8.24% 18.57%

Hispanic Female 239 1.87% 3.23% 11,353 3.67% 5.81% 564 2.65% 5.67% 36 2.03% 3.33%

White Male 5,330 41.74% 44.84% 72,763 23.52% 21.76% 6,599 31.00% 30.51% 917 51.75% 39.95%

White Female 2,727 21.35% 27.99% 112,498 36.36% 46.59% 5,870 27.58% 41.44% 238 13.43% 21.84%

Black Male 1,551 12.14% 5.04% 27,604 8.92% 3.47% 2,625 12.33% 3.50% 197 11.12% 5.87%

Black Female 1,494 11.70% 5.03% 45,738 14.78% 9.36% 3,675 17.27% 9.65% 136 7.67% 3.89%

Asian Male 427 3.34% 4.84% 8,885 2.87% 2.94% 317 1.49% 1.96% 23 1.30% 1.69%

Asian Female 226 1.77% 2.47% 14,792 4.78% 4.57% 292 1.37% 2.65% 10 0.56% 1.47%

Native Hawaiian/Pacific Islander Male

13 0.10% 0.06% 381 0.12% 0.04% 45 0.21% 0.02% 17 0.96% 0.06%

Native Hawaiian/Pacific Islander Female

13 0.10% 0.03% 505 0.16% 0.08% 23 0.11% 0.08% ----- ----- 0.00%

American Indian/ Alaska Native Male 108 0.85% 0.40% 1,684 0.54% 0.27% 229 1.08% 0.23% 29 1.64% 0.56%

American Indian/ Alaska Native Female

52 0.41% 0.34% 2,735 0.88% 0.66% 297 1.40% 0.49% ----- ----- 0.28%

Two or More Races Male 27 0.21% 0.31% 345 0.11% 0.19% 43 0.20% 0.15% 10 0.56% 0.23%

Two or More Races Female 19 0.15% 0.20% 576 0.19% 0.38% 64 0.30% 0.31% ----- ----- 0.06%

TOTAL 12,771 100.00% 99.40% 309,379 99.98% 99.95% 21,284 100.00% 99.79% 1,772 99.99% 97.80%

* Red font means less than expected participation relative to the RCLF. 9

Onboard Individuals with Targeted Disabilities (IWTD)

Asian

White

Hispanic

Native Hawaiian/Pacific Islander

American Indian/Alaska Native

Black

Two or More Races

0.00% 0.50% 1.00% 1.50% 2.00% 2.50% 3.00% 3.50% 4.00%

0.78%

2.04%

2.35%

2.40%

2.47%

2.52%

3.40%

VA IWTD Onboard: 2.09%

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Leadership Pipeline Representation

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native Female

Two or More

Races Male

Two or More

Races Female

On-board FYTD

0.0314 0.0353 0.248 0.3515 0.0926 0.1479 0.028 0.0444 0.0013 0.0016 0.0059 0.009 0.0012 0.0019

On-board GS 13-15

0.0235 0.0219 0.373 0.3691 0.0539 0.0859 0.0271 0.0314 0.0007 0.0008 0.005 0.0056 0.0012 0.0012

5%

15%

25%

35%

Includes permanent and temporary employees.

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SES Representation

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native Female

Two or More

Races Male

Two or More

Races Female

Perm. Workforce

0.0319 0.0358 0.2477 0.3498 0.0945 0.1504 0.0264 0.0428 0.0013 0.0016 0.0059 0.0089 0.0012 0.0019

Gov't Av-er-age (FY13)

0.0268 0.014 0.5465 0.2547 0.0634 0.0508 0.0179 0.0125 0.0011 0.0001 0.0071 0.0045 0.0003 0.0001

VA SES

0.037 0.0065 0.4957 0.3174 0.0435 0.0457 0.0239 0.0152 0 0 0.0065 0.0043 0.0022 0.0022

5%

15%

25%

35%

45%

55%

Includes permanent and temporary employees.

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Outreach Return on Investment(FY 2013 Applicant Flow Data)

Except for White, all groups applied and selected higher than CLF availability. *Based on applicants’ voluntary responses to background survey. In FY 2013, about 50 percent of applicant completed the survey. Data as of September FY 2013.

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native Female

Two or More

Races Male

Two or More

Races Female

CLF 0.051698934429

7243

0.047886172668

7316

0.383345413637

894

0.340265483647

169

0.053821155238

6629

0.064053348622

9612

0.018306915137

3917

0.017839770384

4213

0.000727636912249179

0.000686177949219193

0.00317806856534684

0.00315452044520932

0.00749169170587042

0.00749169170587042

FY13 Ap-plied

0.094802028464

5795

0.082842632532

6868

0.198501877310

931

0.222174749515

923

0.116960880143

975

0.187339857242

396

0.030743683404

5217

0.033135810994

596

0.00182700918224261

0.00196984130729897

0.00527485247925519

0.00411977529401683

0.00868791925886273

0.011619082868

7149

FY13 Se-lected

0.074541596387

181

0.070950541378

7475

0.223570379237

173

0.298547255019

316

0.096523205832

7439

0.137929158278

47

0.027096142336

3622

0.041351542521

3559

0.00141465803362533

0.00163229773110615

0.00516894281516949

0.00380869470591436

0.00696447031938626

0.010501115403

4496

5%

15%

25%

35%

45%

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FY 2014 Hires and Top 5 Occupations

Hispanic Males Hispanic Female

CLF 0.0517 0.0479

Onboard FYTD

0.0314 0.0353

Hires FYTD 0.0326 0.0307

1%

2%

3%

4%

5%

6%Occupation

Hispanic Males

0610 Nurse 8.19%

0602 Medical Officer 7.69%

3566 Custodial Worker 5.56%

0679 Medical Support Assistance 5.50%

2210 IT Management 3.57%

OccupationHispanic Females

0610 Nurse 21.62%

0679 Medical Support Assistance 6.17%

0620 Practical Nurse 5.91%

0621 Nursing Assistant 4.31%

0303 Miscellaneous Clerk and Assistant

4.28%

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5.35 percent of Hispanic Males hired are IWTDs. 2.24 percent of Hispanic Females hired are IWTDs .

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GS/GM Promotions(Title V and Title 38 Only)

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native

Two or More

Races Male

Two or More

Races Female

FY13 On-board

0.027062281697

8339

0.038798493625

2174

0.213594744936

827

0.400820744275

632

0.071657012260

8558

0.165040031047

419

0.019695706544

3935

0.043085481019

3903

0.00105288122924782

0.00163502033893433

0.004958962786

2184

0.00954780008911759

0.00106725503442526

0.00198358511448736

FY14 Pro-mo-tions

0.0345 0.0334 0.2693 0.3337 0.1109 0.1459 0.0187 0.0288 0.0019 0.0022 0.00674385294819766

0.0099 0.0018 0.0024

5%

15%

25%

35%

45%

Includes permanent and temporary employees. Includes GS/GM 1-14, Title V and Title 38.

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Voluntary Separation

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native Female

Two or More

Races Male

Two or More

Races Female

FY14 On-board

0.0319 0.0358 0.2477 0.3498 0.0945 0.1504 0.0264 0.0428 0.0013 0.0016 0.0059 0.0089 0.0012 0.0019

FY14 Vol. Sep.

0.0282 0.0275 0.2928 0.3649 0.0887 0.1204 0.0238 0.0336 0.0014 0.0012 0.0062 0.008 0.0014 0.0018

5%

15%

25%

35%

Includes permanent only.

Total Voluntary Separation: 24,265

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Voluntary Separation

Retirement Resignation Other

Total VA 0.3183 0.3567 0.0169

Hispanic Male 0.2635 0.3204 0.0116

Hispanic Female 0.2253 0.2967 0.0031

5%

15%

25%

35%

Includes permanent only. Retirement includes mandatory, disability, voluntary, and in lieu of action. Resignation refers to an employee leaving the VA workforce for the private sector or other Federal agencies. Other includes death and separation for military service.

Total Voluntary Separation: 24,265

Total Hispanic Male Separation: 684

Total Hispanic Female Separation: 667

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Involuntary Separation

Hispanic Male

Hispanic Female

White Male

White Female

Black Male

Black Female

Asian Male

Asian Female

Native Hawai-ian/ Pa-cific Is-lander Male

Native Hawai-ian/ Pa-cific Is-lander

Female

Ameri-can In-dian/

Alaska Native Male

Ameri-can In-dian/

Alaska Native Female

Two or More

Races Male

Two or More

Races Female

FY14 On-board

0.0319 0.0358 0.2477 0.3498 0.0945 0.1504 0.0264 0.0428 0.0013 0.0016 0.0059 0.0089 0.0012 0.0019

FY14 In-vol. Sep.

0.0471 0.0274 0.286 0.2172 0.216 0.1573 0.0153 0.0125 0.0008 0 0.0097 0.006 0.0032 0.0016

5%

15%

25%

35%

Includes permanent only.

Total Involuntary Separation: 2,486

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Take Away

Hispanic males and females had less than expected representation in the total workforce compared to the RCLF and CLF.

Hispanic males and females fall below expected representation for VACO and each administration (VHA, VBA, NCA).

The Nursing (0610) was the most prevalent occupation for Hispanic males and females.

Within the GS/GM pay plans, Hispanic females are falling below expected promotion rates.

White, Hispanic and American Indian males exceeded expected representation in the SES cadre, all other groups fell below their respective expectations.

Hispanic males showed higher than expected representation for involuntary separations.

Hispanic population exceeded the Secretary’s 2 percent onboard goal for IWTD (2.35%).

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ODI Diversity and Inclusion Workforce Initiatives

Created the National Diversity Internship Program (NDIP) IDIQ with affinity organizations, including the Hispanic Serving Health Professional Schools (http://www.hshps.org/), to build a pipeline for workforce diversity.

Workforce Recruitment Program (WRP): Goal: Increase the representation of individuals with disabilities, especially severe disabilities, in the Federal and private workforce.

MyCareer@VA career mapping program to address grade disparities and glass ceilings for all groups, including Hispanics.

Implemented cultural competency and unconscious bias training for employees, and mandatory D&I training for all managers.

Implemented the new Diversity and Inclusion Indices to gauge workforce diversity and workplace inclusion.

Implemented mandatory D&I performance element in SES plans tied to the D&I Strategic Plan.

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ODI Hispanic Workforce Best Practices

VA D&I Strategic Plan: Guides VA’s efforts to create/maintain a diverse, results-oriented, high-performing workforce; cultivate a flexible and inclusive work environment; facilitate outstanding public service to our Nation’s Veterans; and ensure agency accountability and leadership.

VA Hispanic Employment, Retention and Outreach (HERO) Strategic Plan: Operational framework to promote VA as a model equal opportunity employer for Hispanics.

Student Outreach and Retention (SOAR). Program goal is to establish a pipeline for students/graduates to careers in VA.

HEP: Community outreach; virtual training and career development; outreach marketing; and annual HEPM Training Summits.

National Council of HEP managers on various outreach projects.

Align VA efforts increasing outreach to and retention of Hispanics in VA.

Our Role as Special Emphasis Program Managers

Work with management to identify and address potential barriers to Equal Employment Opportunity such as personnel/employment policies, procedures, and practices that may have an adverse impact on a demographic group(s).

Monitor workforce for areas of under-representation or underutilization and recommend changes to managers.

Market the program and its educational/developmental opportunities“VA must cultivate an inclusive work culture and create an environment that reflects the diversity of our increasingly global community. We must leverage the diversity of our workforce and empower all of our employees to contribute to VA’s noble mission.”

“Inclusion is the means by which we drive employee engagement and empower all of our human resources by enabling their full participation in the mission and protecting their voices. Diversity and inclusion are the cornerstones of a high performing organization.”

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Core UnderstandingEEO refers to the laws, regulations, and policies that guarantee our rights to equal opportunity in terms, conditions, and privileges of employment.

Diversity is “…all the ways in which we are similar and all the ways in which we differ." Outreach-focused

-- Dr R. Roosevelt Thomas, Jr.

Inclusion is leveraging the diversity in our workforce to achieve full participation and optimum performance; it is about empowerment and engagement. In-reach focused.

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Contact Information

David Williams, Director of Workforce AnalysisPhone: (202) 461-4033E-mail: david.e.williams@va.gov

Georgia Coffey, Deputy Assistant Secretary Phone: (202) 461-4078E-mail: georgia.coffey@va.gov

Andy Gonzalez, EEO SpecialistPhone: (202) 299-4320E-mail: andy.gonzalez@va.gov