Commission Br Commission Briefing on iefing on Equa Equal l - - PowerPoint PPT Presentation

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

Office Office of

• f Small Busine

Small Business ss and and Civil Civil Rights Rights James C. Corbett Acting Director

Advancing the Field

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

• f
• f

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

23% 23% 19% 12% 9% 7% 5% 2%

Age 23% (10) Race 23% (10) Sex 19% (8) Reprisal 12% (5) Disability 9% (4) National Origin 7% (3) Religon 5% (2) Color 2% (1)

EEO EEO For

• rmal

mal Complaint Complaints s Filed Du Filed During ring FY 2014 by FY 2014 by Bases Bases

6

18% 16% 16% 9% 9% 9% 7% 4% 4% 4% 4% 2%

Harassment (Nonsexual) 18% (10) Evaluation/ Appraisal 16% (9) Assignment of Duties 16% (9) Promotion/ Non-Selection 9% (5) Training 9% (5) Awards 9% (5) Time and Attendance 7% (4) Reassignment 4% (2) Reasonable Accommodation 4% (2) Harassment (Sexual) 4% (2) Terms and Conditions 4% (2) Disciplinary Action 2% (1)

EEO EEO For

• rmal

mal Complaint Complaints s Filed Du Filed During ring FY 2014 by Issues FY 2014 by Issues

7

Wor

• rking T

king Together to Advance

• gether 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

• ugh Colla

llabor boration tion

• Outreach and Education

11

Advancing the Advancing the Field f Field for

• r Ser

Service vice- Disa Disabled V bled Veter eterans ans and and Women

• men

$- $5.0 $10.0 $15.0 $20.0 $25.0 $30.0 Service-Disabled Veteran-Owned Women-Owned FY 2011 $6.3 $15.3 FY 2012 $8.6 $16.2 FY 2013 $11.3 $25.6 Amount of Dollars Awarded in Millions

Thr hree ee-Yea ear r Tren end d Ana Analys ysis is of

• f Small

Small Bus Busines iness s Con Contr trac acti ting ng Per erfor

• rman

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

• men-Owne

Owned d Small Busine Small Business sses es

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

• rmance

mance and Planning f and Planning for Futur

• r Future Success

e Success

• FY 2014 Performance
• FY 2015 Goals and Plan of Action

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% Small Business Women-Owned Small Business Small Disadvantaged Business Service-Disabled Veteran-Owned Small Business HUBZone Goal 31.5% 5% 5% 3% 3% Achievement 35.52% 10.09% 17.94% 4.48% 2.55% Percentage of Dollars Awarded

FY 2014 Small Business Goals and Accomplishments

14

Affirmative Employment and Diversity Management Program

Anthony Barnes Program Manager

15

Advancing the Field

Comprehensive Diversity Management Plan (2005) Diversity & Inclusion Strategic Plan (2012) Diversity Management & Inclusion Council (2013) NRC Strategic Plan (2014) New Inclusion Quotient (IQ) 20 Behaviors/ 5 Habits (2014)

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

Win

A Positive-Sum Game

An interactive networked

• rganization

Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win Win A stable, robust, high-performance system

We are Smarter like this…

21

We are less Smart like this…

22

A Zero-Sum Game

A hierarchical segregated

• rganization

A fragile, unstable, low-performance

system

And even less Smart 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 2010 2011 2012 2013 2014 NRC 75 74 70 68 69

Government-wide

58 58 57 56 56

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).

25

New Inclusion Quotient (IQ)

30% 35% 40% 45% 50% 55% 60% 65% 70% 75% 80% 2010 2011 2012 2013 2014

POSITIVE (%) YEAR

Gov't NRC-wide

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

• f In

Investiga estigations tions

27

3

Demographic Composition of the OI

22% 5% 3% 64% 6%

African American (22%) Asian Pacific (0%) Hispanic (5%) Native American (3%) White (64%) Two or More (6%)

As of July 14, 2014 (source Office of the Chief Human Capital Officer (OCHCO) Dashboard)

28

Gender Composition in OI

35% 65%

Females (35%) Males (65%)

As of July 14, 2014 (source Office of the Chief Human Capital Officer (OCHCO) Dashboard)

29

3

Age Composition in OI

39% 45% 13% 3%

Over 60 (0%) 50 - 59 Years Old (39%) 40 - 49 Years Old (45%) 30 - 39 Years Old (13%) Under 30 (3%)

As of July 14, 2014 (source Office of the Chief Human Capital Officer (OCHCO) Dashboard)

30

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

• gram

am Accounta Accountability bility

• B. Aw

. Awar areness eness of

• f the

the EEO EEO Pr Prog

• gram

am C. . EEO EEO Training aining D. . T The he Sp Specia ecial l Em Emphasis phasis Pr Prog

• gram

am

• E. Mentoring
• E. Mentoring Pr

Prog

• gram

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