ML21049A221

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M191217A: Slides - Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business
ML21049A221
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Issue date: 12/17/2019
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M191217
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Commission Briefing on Equal Employment Opportunity, Diversity, and Small Business December 17, 2019 1

Margaret M. Doane, Executive Director for Operations 3

Diversity & Inclusion:

A Forethought, Not an Afterthought 2

Vonna L. Ordaz, Director Office of Small Business and Civil Rights Diversity & Inclusion:

A Forethought, Not an Afterthought 3

Diversity & Inclusion:

A Forethought, Not an Afterthought

  • Office of Small Business and Civil Rights
  • Office of Administration
  • Region IV
  • EEO Advisory Committees Joint Statement 4

The Mission of SBCR The Office of Small Business and Civil Rights supports the NRC mission in protecting people and the environment by enabling the agency to have a diverse and inclusive workforce, to advance equal employment opportunity for employees and applicants, to provide fair and impartial processing of discrimination complaints, to afford maximum practicable prime and subcontracting opportunities for small businesses, and to allow for meaningful and equal access to agency-conducted and financially-assisted programs and activities.

5

8(a) Business Development Outreach and Communications Strategic Alliances and Corporate Connections WOSB Acquisitions Management Market Research Networking Roundtables Mentor-Protégé Program Subcontracting Assistance Logistical Support HUBZone SDVOSB Minority-Owned Business Development SMALL BUSINESS 6

Fact-Finding Conflict Prevention and Resolution EEO Program Reviews and Evaluations Leadership Commitment EEO Counseling Compliance &

Enforcement Policy Development EEO Complaint Processing Education and Outreach Settlements Conferences Civil Rights/

Equal Employment Opportunity (EEO)

Proactive Prevention Mediation and Facilitation 7

Data-Driven Approaches FEVS Benchmarking Bystander Intervention DIALOGUE Project Recruiting and Outreach Diversity & Inclusion Training Organizational Leadership and Transformation Section 501 Affirmative Action Plan Implicit Bias/

Micro-inequities Training IQ & EQ Initiatives Affirmative Employment/

Diversity &

Inclusion DMIC Cultural Competencies 8

Implementing Strategies for Small Business

  • Increased Participation in Acquisition Planning and Market Research
  • Promoted Innovation in Acquisition
  • Collaborated with Regional Offices and Government Partners to Host HUBZone Events 9

Continuing Excellence for Small Businesses

  • Exceeded FY 2019 Goals & Made Historical Gains
  • Achieved 5 of 5 Goals including HUBZone
  • Exceeded Small Business Goal by Over 18 percent
  • Awarded Largest Amount of Contract Dollars to Small Businesses 10

Results: Continued Gains FY 2017-2019 11

All Complaints (Informal and Formal)

Filed FY 2015 - FY 2019 28 27 24 22 31 22 17 19 20 19 0

5 10 15 20 25 30 35 FY 2015 FY 2016 FY 2017 FY 2018 FY 2019 Informal Formal 12 Monitoring EEO Complaint Activity

23%

20%

18%

16%

10%

8%

4%

2%

Reprisal 23% (12)

Age 20% (10)

Gender 18% (9)

Race 16% (8)

Disability 10% (5)

National Origin 8% (4)

Color 4% (2)

Religon 2% (1) 13 EEO Complaints Filed During FY 2019 by Bases The information presented is based on the bases raised in the formal complaints. The bases alleged may or may not have been accepted or dismissed. That is a legal determination made based on a review of relevant regulations and EEOC decisions.

20%

14%

10%

10%

8%

6%

6%

6%

4%

4%

4%

2%

2% 2% 2%

Harassment (Non-Sexual) 20% (10)

Promotion/ Non-Selection 14% (7)

Assignment of Duties 10% (5)

Performance Apprasial 10% (5)

Disciplinary Action 8% (4)

Awards 6% (3)

Pay Including Overtime 6% (3)

Terms and Conditions of Employment 6% (3)

Reassignment 4% (2)

Telework 4% (2)

Reasonable Accommodation 4% (2)

Retirement 2% (1)

Appointment/Hire 2% (1)

Time and Attendence 2% (1)

Training 2% (1)

EEO Complaints Filed During FY 2019 by Issues 14 The information presented is based on the issues raised in the formal complaints. The issues alleged may or may not have been accepted or dismissed. That is a legal determination made based on a review of relevant regulations and EEOC decisions.

15 Closures for EEO Complaints FY 2015 - FY 2019 1

5 6

2 6

3 3

1 1

2 0

0 0

6 0

10 11 15 16 4

0 0

3 0

4 0

2 4

6 8

10 12 14 16 18 FY 2015 FY 2016 FY 2017 FY 2018 FY 2019 Final Agency Decision Withdrawal Final Action Settlement Dismissals

Measuring Inclusion

  • FOCSE 69%

69%

68%

70%

71%

69%

56%

57%

58%

60%

61%

62%

0%

10%

20%

30%

40%

50%

60%

70%

80%

2014 2015 2016 2017 2018 2019 NRC Governmentwide 16

Promoting the Value of Inclusion

  • Inclusive Diversity Strategic Plan
  • CDMP
  • Workshops & Events
  • DIALOGUE
  • Outreach & Inclusion 17

Office of Administration:

Committed to Intentional Inclusion Mary Muessle, Director Office of Administration 18

Men:

39%

Wom en:

61%

Gender Doctorate 1%

Master 24%

Bachelor 41%

None 34%

EDUCATION SES-3%

GG15-15%

GG14-32%

GG13-40%

GG 08 10%

Pay Levels Under 30:

3%

Age 30-39 17%

Age 40-49 24%

Age 50-59:

38%

Over 60:

18%

AGE Native Americans: 1%

African American:

32%

Hispanic:

10%

Asian Pacific:

6%

Two or More: 1%

50%-

White Not Hispanic Ethnicity Non-Veterans:

87%

Other Veterans:

5%

Disabled Veterans:

8%

VETERANS 19

Personnel Security Technical Editing Printing Announcement and Editing Meeting and Event Support Acquisition Management Facility Operations Multimedia and Graphics Parking Drug Testing Contracting Officer Representative Training Services Space Management 20

ADMs Success with Small Business

  • Partner with SBCR on all open procurements
  • Small business relationships result in excellent service delivery
  • Key contributor to agency A rating 21
  • Corporate Support Reduction oReduction in Force
  • Impact on Staffing oMorale oKnowledge Management oWorkload
  • Physically separated siloed office The Storm of 2017 22

Intentional Inclusion oHire/Develop/Empower oRecognize oLevel the Playing Field oSeek Input oInnovate 23

  • Woohoo Wednesday
  • Kudos Café
  • Super Leader Click to add text 24

Weather Report 2015-2019 FEVS Data: ADM vs. NRC Participation Rate 60 70 80 90 2015 2016 2017 2018 2019 Engagement Overall 60 70 80 90 2015 2016 2017 2018 2019 Intrinsic Work Experience 50 55 60 65 70 75 80 2015 2016 2017 2018 2019 New IQ: Overall 50 60 70 80 90 2015 2016 2017 2018 2019 Cooperative ADM NRC YEAR ADM NRC 2015 71%

75%

2016 41%

62%

2017 41%

76%

2018 82%

75%

2019 72%

76%

25

  • Focus on our People
  • Retirement and other attrition
  • Effective Knowledge Management
  • How to engage new staff
  • Making the most of our Resources
  • Corporate Caps
  • Expect ADM budget to decline
  • Innovate
  • Evolve to meet Agency Service needs/requirements
  • Committed to Intentional Inclusion Future Forecast 2019 Click to add text 26

Office of Administration:

Committed to Intentional Inclusion Video:

S:\\AV Photo Temp\\AMD FINAL 27

Region IV Diversity & Inclusion A Forethought, Not an Afterthought Mark R. Shaffer Deputy Regional Administrator 28

Continuing to Build a Diverse Workforce through Recruiting & Staffing

  • Veteran Hiring - led the Agency with 40% veterans
  • Leveraging college recruiting trips
  • Seeking diverse educational disciplines 29

Supporting Opportunities for Small Businesses

  • Hosted the Federal Agency Small Business Advocacy Council Leadership Forum (FASBAC)
  • Supported NRCs first Small Business Regional Exchange and Matchmaking Event
  • Hosted local monthly meetings of FASBAC 30

Demonstrating Leadership at All Levels

  • Diversity Management Advisory Committee (DMAC)
  • Encouraging community service and leadership
  • Sponsored Backpack Donation Drive
  • Supported multiple keynote speakers for diversity luncheons
  • Champions for Annual Diversity Day
  • Promoted Agency Diversity and Inclusion Plans 31

32

Diversity Days 33

Diversity Days Click to add text 34

Forethought in Diversity Awareness

  • Ongoing support for Diversity & Inclusion Training
  • EEO Counselor training
  • Continuous learning through SBCR-led Privilege Walk
  • Supporting Labor-Management Partnership Committee 35

Exercising Diversity to Support Transformation

  • Promoting an Open Collaborative Work Environment
  • Sustaining a Multicultural Environment
  • Fostering a Culture of High Trust
  • Advocating Leadership at all Levels
  • Maximizing opportunities for staff development
  • Region IVs Vision 36

EEO Advisory Committees Joint Statement Hector Rodriguez, Chair Advisory Committee for Lesbian, Gay, Bisexual, and Transgender Employees (ACLGBT) 37

Navigating Transformation for the Workforce of the Future

  • Collaborating to promote transformation in diversity and inclusion
  • Engaging with leaders to provide unique perspectives and contributions on transformation initiatives
  • Ensuring diversity and inclusion remains engrained in our culture 38

Career Development Focused on Diversity and inclusion

  • Continue focus on providing opportunities for staff professional and skill development
  • Ensuring women, persons with disabilities, people of color, and all individuals, regardless of their sexual orientation or gender identity receive developmental opportunities to become future leaders.

39

Impact on Workplace Behavior and Culture

  • Continue efforts to ensure that NRC maintains a safe and respectful work environment
  • Foster positive conversations and dialogue to address external issues that impact the workplace behavior and culture 40

Forums for Workplace Behavior and Culture Conversations

  • Offered two Safe Space Workshops-Being an LGBTQIA Ally
  • Screened Dawnland with filmmaker Mishy Lesser
  • Coordinated community service events
  • Attended the EEO Joint Conference, theme:

Diversity and Inclusion: a Forethought, not an Afterthought.

41

42

Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business 4

3 Diversity & Inclusion:

A Forethought, Not an Afterthought

Acronyms 4

4 ACAA - Advisory Committee for African Americans ACED - Advisory Committee for Employees with Disabilities ACLGBT - Advisory Committee for Lesbian, Gay, Bisexual, and Transgender Employees APAAC - Asian Pacific American Advisory Committee CDMP - Comprehensive Diversity Management Plan DACA - Diversity Advisory Committee on Ageism

Acronyms 4

5 DIALOGUE - Diversity Inclusion Awareness, Leading Organizational Growth, Understanding and Engagement DMAC - Diversity Management Advisory Committee DMIC - Diversity Management & Inclusion Council EEO - Equal Employment Opportunity EEOC - Equal Employment Opportunity Commission FASBAC - Federal Agency Small Business Advocacy Council FEVS - Federal Employee Viewpoint Survey

Acronyms 4

6 FOCSE - Fair, Open, Cooperative, Supportive, Empowering FWPAC - Federal Womens Program Advisory Committee HBCU - Historically Black College and University HEPAC - Hispanic Employment Program Advisory Committee HUBZone - Historically Underutilized Business Zone MSI - Minority Serving Institutions Program NAAC - Native American Advisory Committee SBA - Small Business Administration SDVOSB - Service-Disabled Veteran-Owned Small Business

SES CDP - Senior Executive Service Career Development Program VERG - Veterans Employee Resource Group WOSB - Women-Owned Small Business Acronyms

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