ML21334A513
| ML21334A513 | |
| Person / Time | |
|---|---|
| Issue date: | 12/07/2021 |
| From: | NRC/OCM |
| To: | |
| Shared Package | |
| ML21301A172 | List: |
| References | |
| M211207 | |
| Download: ML21334A513 (45) | |
Text
Commission Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business December 7, 2021
Daniel H. Dorman Executive Director for Operations 2
- Daniel H. Dorman, Executive Director for Operations
- Vonna L. Ordaz, Director, Office of Small Business & Civil Rights
- Tuwanda M. Smith, Esq., Program Manager, Affirmative Employment & Diversity Management
- Scott Morris, Regional Administrator, Region IV
- Shana Helton, Director, Division of Fuel Management, Office of Nuclear Material Safety and Safeguards
- James Coyle, Chair, Diversity Advisory Committee on Ageism
- Candace Spore, Reliability and Risk Analyst, Office of Nuclear Reactor Regulation
- Eric Dilworth, Deputy Chief Human Capital Officer, Office of the Chief Human Capital Officer Agenda 4
Vonna L. Ordaz (she, her, hers)
Director, Office of Small Business & Civil Rights 5
Demonstrating Senior Leadership Commitment 6
Strengthening Outreach Informing our NRC Family & Others
Deploying Agency Culture Strategies Culture Team Outreach to SBCR & Advisory Committees Engaging Employee Opinions & Reflections Culture Integrated into SES Performance Plans 8
All Complaints (Informal and Formal) Filed FY 2017 - FY 2021 24 22 31 33 22 19 20 19 25 15 0
5 10 15 20 25 30 35 FY 2017 FY 2018 FY 2019 FY 2020 FY 2021 Informal Formal 9
We Hear You...
Harassment (Non-Sexual) 7 Promotion/
Non-Selection 6
Performance Appraisal 6
Assignment Of Duties 3
Disciplinary Action 2
TOP 5 ISSUES Reprisal/
Retaliation 9
Sex 9
Race 6
Age 6
Color 2
TOP 5 BASES 10
...And Were Here For You.
11 Video link: https://web.microsoftstream.com/video/a9080bed-584d-48e1-9771-ad2544c3fa53
Tuwanda M. Smith, Esq.
Program Manager Affirmative Employment & Diversity Management 12
AEDM: THE MORE YOU KNOW about the Federal Governments culture transformation, EEO and DEIA efforts THE MORE YOU WILL WANT TO KNOW about what NRC is doing
Knowing Federal Sector Requirements Promoting Culture, Diversity, Equity, Inclusion and Accessibility in the Federal Workforce Understanding Regulations
- Affirmative Employment Programs
- Federal EO Recruitment Programs Aligning with Congressional Directives
- Model EEO Employer
- Model Employer of Individuals with Disabilities This Photo by Unknown Author is licensed under CC BY-NC-ND 14
Achieving Federal Goals & Objectives Working to be a Model EEO & Employer of Individuals with Disabilities Organizational Structure & Supports Coordination Between Offices and EEO Programs Engaging & Including Employees at All Levels 15
Promoting Principles of Organizational Culture/EEO/DEIA with Partners Creating Awareness and Leading the Path for Moving Forward Leading Efforts Overcoming Challenges Producing Measurable Results 16
Facilitating Agencywide Achievements Meeting Key Objectives and Producing Measurable Performance Results Appreciating Everyday Successes Improving Employment Opportunities & Conditions Spurring Innovation, Commercialization &
Infrastructure Building 17
Focusing the Lens to a Future Perspective Meeting Key Objectives and Producing Measurable Performance Results Advance EEOC MD-715 Principles Agencywide Lots of Progress Made Be RiskSMART Framework Continuous Growth &
Improvement 18
Thank you for the opportunity to share agencywide efforts to promote organizational culture, EEO, and DEIA at the NRC through an AEDM Lens.
NRC Regional Office Diversity & Inclusion A Look Through Our Lens Scott A. Morris Regional Administrator, Region IV
Defining our Future Region IV Vision Together, we work to foster a culture of high trust that maximizes professional growth and inspires leadership at all levels 21
Shaping our Workforce Aggressive recruiting and hiring with emphasis on diversity and inclusion Continued hiring of veterans and veterans who are disabled Actively preparing and promoting an inclusive staff for leadership positions 22
Engaging and Mentoring our Staff
- Sponsoring and participating in Federal Executive Board Mentoring Programs
- Continued engagement with local communities and student groups
- Increased promotion and participation of culturally relevant activities in a virtual workplace 23
Promoting Inclusive Activities 24
25 Recognizing Staff Achievements Atlanta FEB Award for Outstanding Achievement in Diversity Dallas Fort Worth Federal Executive Board Outstanding Public Service Award
- Focusing on inclusive hiring and recruiting
- Selection of diverse staff for leadership programs and developmental assignments
- Exhibiting behaviors that foster trust and respect among all employees Realizing our Desired Outcomes 26
Shana Helton (she, her, hers)
Director, Division of Fuel Management, Office of Nuclear Material Safety and Safeguards
Meet Our Mission Focus on our people and our future Optimize Building and maintaining an inclusive and welcoming culture in NMSS A healthy culture supports the evolving hybrid work environment, is receptive to new ideas and risk informed decision making, and is intentionally inclusive and welcoming of all staff.
28
Going All In NMSS CULTURE TEAM Creating more opportunities to ask questions and have open dialogues Be RiskSMART NMSS COMMUNICATION TOOLS Increased use of Be RiskSMART in daily work NMSS DATA FOUNDATION 29
Looking to the Future Diversity is what exists and inclusion is what must be done to embrace the existence of diversity.
Author Unknown
James Coyle Chair Diversity Advisory Committee on Ageism EEO Advisory Committees Joint Statement 31
Continued success with virtual events and presentations Increased collaboration among Advisory Committees on planning and presenting events Presenting concerns from our constituencies regarding re-entry Adapting to the Pandemic and the Hybrid Work Environment 32
- Continuing to focus on providing opportunities for staff professional and skill development - encouraging IDP development
- Engaging with management to promote that women, persons with disabilities, people of color, and all individuals, regardless of their age, sexual orientation, or gender identity receive developmental opportunities to become future leaders Career Development and Hiring 33
Candace Spore Reliability and Risk Analyst Office of Nuclear Reactor Regulation 34
Ah-Goi-Ma (Eagle Plume Woman)
Kiowa Victory Song
Bringing Your Whole Self to Work Creates a sense of belonging so people can feel seen Is essential to creating an inclusive and engaged workforce Creates a constructive space for staff who feel the implicit expectation to withhold personal characteristics to fit in at work
Its permission to be more of your authentic and multidimensional self and an invitation to show more of your personality, your talents, and your skills as valuable characteristics that help us accomplish our mission. Its also about using good judgment, reading the room, and honing your emotional skills.
Ultimately, it is about getting to a place of choice where there is a freedom to bring your whole self, but also not to do it.
37
Ron Harrington Reactor Systems Engineer RES For me, to bring my whole self to work would mean fulfilling my mom's legacy by creating a world with more neighborly love and fewer strangers 38
When people are hiding, when people are playing it safe, when people arent bringing their whole, true selves to work theyll never be what they could be for an organization. Theyre along for the ride not leading the change.
-- author, Jamey Austin
Eric Dilworth Deputy Chief Human Capital Officer Office of the Chief Human Capital Officer 40
Recruiting for the Future Recruits through a variety of avenues NRC University Champions Outreach and recruitment events NRC campus newsletter and advertising NRC Grant programs Focus on diversity with our recruitment efforts for mid-career professionals and our pipeline Professional organizations focused on people with disabilities, veterans and women Colleges and Universities including Minority Serving Institutions
Commission Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business December 7, 2021 42
Acronyms 4
3 ACAA - Advisory Committee for African Americans ACED - Advisory Committee for Employees with Disabilities AEDM - Affirmative Employment and Diversity Management APAAC - Asian Pacific American Advisory Committee DACA - Diversity Advisory Committee on Ageism DEIA - Diversity, Equity, Inclusion and Accessibility
Acronyms 4
4 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
Acronyms 4
5 FWPAC - Federal Womens Program Advisory Committee HBCU - Historically Black College and University HEPAC - Hispanic Employment Program Advisory Committee IDSP - Inclusive Diversity Strategic Plan MSI - Minority Serving Institutions Program NAAC - Native American Advisory Committee NPAAC-NRC Pride Alliance Advisory Committee VERG - Veterans Employee Resource Group