Commission Br Commission Briefing on iefing on Equa Equal l Employmen Employment t Opportu Opportunity, nity, Diversity Diversity and and Small Business Small Business December 18, 2014
Advancing the Field James C. Corbett Acting Director Office Office of of Small Busine Small Business ss and and Civil Civil Rights Rights 2
Agenda Agenda • Advancing the Field • Small Business • Affirmative Employment and Diversity Management • Office of Investigations • Region III • EEO Advisory Committees’ Joint Statement 3
The Office The Office of of Small Business and Civil Rights Small Business and Civil Rights • Advancing the Field • Strengthening Programs • Leveraging Resources 4
Equa Equal Emplo l Employment yment Op Oppor portunity tunity Sta Status tus • EEO Complaint Trends • Alternative Dispute Resolution Update • EEO Counselor Program • No FEAR Act 5
EEO EEO For ormal mal Complaint Complaints s Filed Du Filed During ring FY 2014 by Bases FY 2014 by Bases 2% 5% 7% Age 23% (10) 23% Race 23% (10) 9% Sex 19% (8) Reprisal 12% (5) Disability 9% (4) 12% National Origin 7% (3) 23% Religon 5% (2) Color 2% (1) 19% 6
EEO For EEO ormal mal Complaint Complaints s Filed Du Filed During ring FY 2014 by Issues FY 2014 by Issues 2% Harassment (Nonsexual) 18% (10) 4% 4% Evaluation/ Appraisal 16% (9) 18% 4% Assignment of Duties 16% (9) 4% Promotion/ Non-Selection 9% (5) 7% Training 9% (5) Awards 9% (5) 16% 9% Time and Attendance 7% (4) Reassignment 4% (2) Reasonable Accommodation 4% (2) 9% Harassment (Sexual) 4% (2) 16% 9% Terms and Conditions 4% (2) Disciplinary Action 2% (1) 7
Wor orking T king Together to Advance ogether to Advance Alternative Dispute Resolution • Update EEO Counselor Program • No FEAR Act • 8
Outreach & Compliance • Advances in Programmatic Infrastructure • Strengthening Alliances and Progress 9
Small Business Anthony Briggs Program Manager 10
Succe Success T ss Thr hrough Co ough Colla llabor boration tion • Outreach and Education 11
Advancing the Advancing the Field f Field for or Ser Service vice- Disa Disabled V bled Veter eterans ans and and Women omen Thr hree ee-Yea ear r Tren end d Ana Analys ysis is of of Small Small Bus Busines iness s Con Contr trac acti ting ng Per erfor orman mance ce: : Dollar Dollars s Aw Awar arde ded d to to Ser Service vice-Disa Disabled bled Vet eter eran ans s an and d Wome omen-Owne Owned d Small Busine Small Business sses es $30.0 Amount of Dollars Awarded in Millions $25.0 $20.0 $15.0 $10.0 $5.0 $- Service-Disabled Veteran-Owned Women-Owned FY 2011 $6.3 $15.3 FY 2012 $8.6 $16.2 FY 2013 $11.3 $25.6 12
Maint Maintaining a High L aining a High Level of el of Ac Achie hievement ement • FY2013 SBA Scorecard 13
Small Busine Small Business P ss Perf erfor ormance mance and Planning f and Planning for Futur or Future Success e Success • FY 2014 Performance FY 2014 Small Business Goals and Accomplishments 40.0% 35.0% Percentage of Dollars Awarded 30.0% 25.0% 20.0% 15.0% 10.0% 5.0% 0.0% Small Business Women-Owned Small Service-Disabled HUBZone Small Business Disadvantaged Veteran-Owned Business Small Business Goal 31.5% 5% 5% 3% 3% Achievement 35.52% 10.09% 17.94% 4.48% 2.55% • FY 2015 Goals and Plan of Action 14
Affirmative Employment and Diversity Management Program Anthony Barnes Program Manager 15
Advancing the Field New Inclusion Quotient (IQ) NRC Strategic 20 Behaviors/ Plan (2014) 5 Habits Diversity Management & (2014) Inclusion Council (2013) Diversity & Inclusion Strategic Plan (2012) Comprehensive Diversity Management Plan (2005) 16
Our Comprehensive Diversity Management Plan (CDMP) (Still A Relevant Program) • 3 Goals: recruit and hire; develop and advance; and retain • Success equals agency level increases • Offices report quarterly activities 17
Steadfast Support for Diversity and Inclusion • Workforce Demographics • Commitment to the New IQ 18
If you do not intentionally, deliberately and proactively include, you will unintentionally exclude. -Unknown 19
New Inclusion Quotient (IQ) Update • Government-Wide Initiative of OPM • Uses 20 questions (Behaviors) from the Annual FEVS • Measures the 5 Habits of Inclusion: Fair, Open, Cooperative, Supportive, Empowerment (FOCSE) 20
We are Smarter like A stable, robust, high-performance this… Win system Win Win Win Win Win Win Win Win Win A Positive-Sum Win An interactive Win Win networked Win Win Game organization Win Win Win Win Win Win Win Win Win 21
We are less Smart like this… 22
A hierarchical segregated organization And even A fragile, unstable, low-performance less system Smart A Zero-Sum Game like this… 23
Inclusive Intelligence is… • The intentional, deliberate, and proactive acts that increase work group intelligence by making people feel they “belong” and are “uniquely” valued. 24
New Inclusion Quotient (IQ) The New IQ (Inclusion Quotient) Attempts to numerically measure the Inclusiveness of an agency based on the positive responses to 20 specific questions on the Federal Employment Viewpoint Survey (FEVS). The New IQ 2010 2011 2012 2013 2014 NRC 75 74 70 68 69 Government-wide 58 58 57 56 56 25
New Inclusion Quotient (IQ) 80% 75% 70% 65% 60% POSITIVE (%) 55% Gov't NRC-wide 50% 45% 40% 35% 30% 2010 2011 2012 2013 2014 YEAR 26
Equal Emplo Equal Employment yment Oppor Opportunity tunity, , Div Diver ersity and sity and Inc Inclusion lusion Scott Scott L Langa angan Depu Deputy Dir ty Directo ector The Of he Office fice of of In Investiga estigations tions 27
Demographic Composition of the OI 6% African American (22%) 22% Asian Pacific (0%) Hispanic (5%) 64% 5% Native American (3%) 3% White (64%) Two or More (6%) As of July 14, 2014 (source Office of the Chief Human Capital Officer (OCHCO) Dashboard) 28 3
Gender Composition in OI 35% Females (35%) 65% Males (65%) As of July 14, 2014 (source Office of the Chief Human Capital Officer (OCHCO) Dashboard) 29
Age Composition in OI Over 60 (0%) 50 - 59 Years Old (39%) 39% 40 - 49 Years Old (45%) 45% 30 - 39 Years Old (13%) 3% Under 30 (3%) 13% As of July 14, 2014 (source Office of the Chief Human Capital Officer (OCHCO) Dashboard) 30 3
Div Diver ersity sity and Inc and Inclusion a lusion at OI t OI A. A. Demonstr Demonstrate ted d Mana Manageme gement nt Commitment Commitment and and Pr Prog ogram am Accounta Accountability bility B. Aw . Awar areness eness of of the the EEO EEO Pr Prog ogram am C. . EEO EEO Training aining D. . T The he Sp Specia ecial l Em Emphasis phasis Pr Prog ogram am E. Mentoring E. Mentoring Pr Prog ogram am 31
Region III’s Focus on Diversity & Inclusion Cynthia D. Pederson Region III, Regional Administrator 32
Region III Maintaining our Focus 33
Staff Ensuring Safety/Security • High-performing workforce valuing and respecting diversity 34
We Are A Team • Open, Collaborative Work Environment • Morning Meeting • Leadership Meetings • Partnership Committee 35
We Outreach to Our Community • Public Meetings and Webinars • Engaging Tribal Communities • Youth/Community STEM Outreach Activities 36
Our Diverse Culture • Diversity Management Advisory Committee • Special Emphasis Programs • Culture Improvement Initiatives • EWRA 37
Hiring/Promoting Success • Offers to Minorities and Women • Offers to Veterans • University Champions • Minority Serving Institutions (MSI) • SBCR’s MSI Grant Process 38
Develop/Staff for the Future • “K”offee “M”oments • Temp Promotions/Rotational Assignments/Double Encumbering • In-house Courses 39
The Region III Family 40
“Advancing the Field” 41
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