ML22342A239
| ML22342A239 | |
| Person / Time | |
|---|---|
| Issue date: | 12/14/2022 |
| From: | NRC/OCM |
| To: | |
| Shared Package | |
| ML22293A452 | List: |
| References | |
| M221214 | |
| Download: ML22342A239 (51) | |
Text
Commission Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business December 14, 2022 1
Commission Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business Daniel H. Dorman Executive Director for Operations
Presenters
- Vonna Ordaz, Office of Small Business & Civil Rights
- Anthony D. Briggs, Office of Small Business & Civil Rights
- Jack Giessner, Region III
- MJ Ross-Lee, Office of Nuclear Reactor Regulation
- Amanda Black, Federal Womens Program Advisory Committee
- Mary Lamary, Office of the Chief Human Capital Officer 3
Resilience Through Challenging Times Vonna L. Ordaz (she/her)
Director Office of Small Business and Civil Rights
Defining the Theme Facing the Challenges
- Diversity, Equity, Inclusion
& Accessibility
- Organizational Health &
Culture
- Work Environment &
Engagement
- Retention & Recruitment
- Trust
Looking at the Broader DEIA Picture through FEVS and Other Data Diversity, Equity, The MD-715 Agency & Subagency Employee Engagement:
Global Performance Inclusion, and DEIA: DEIA: DEIA: DEIA: Report, and Name Satisfaction Confidence Accessibility (DEIA): Diversity Equity Inclusion Accessibility Overall Overall other NRC Governmentwide 71% 62% 84% 69% 70% 65% 75% 67%
data sources Medium-sized Agencies (1,000-9,999 employees) 76% 69% 89% 75% 76% 70% 80% 73%
reveal DEIA Nuclear Regulatory disparities Commission 76% 67% 89% 76% 80% 72% 79% 72%
related to women, minorities, and individuals with disabilities.
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All Complaints (Informal and Formal) Filed FY 2018 - FY 2022 14 FY 2022 22 34 15 FY 2021 24 13 25 FY 2020 33 12 19 FY 2019 31 0
20 FY 2018 22 0
0 5 10 15 20 25 30 35 40 Formal Informal Contacts
- Contact tracking did not begin until FY2020 8
TOP 5 BASES Of the 14 complaints filed in FY22 as of September 30, 2022, the bases most frequently alleged were disability, race, reprisal/retaliation, sex, and age.
Disability Race 19 Reprisal/ 18 Retaliation 17 Sex Age 16 10 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.
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TOP 5 ISSUES Of the 14 complaints filed in FY22 as of September 30, 2022, the issues most frequently alleged were harassment (non-sexual), time and attendance, terms & conditions, performance appraisal, and promotion/non-selection.
Harassment (Non-Sexual)
Time and 22 Attendance Terms & 13 Conditions 13 Performance Appraisal Promotion/ 12 Non-Selection 10 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.
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Exercising Resilience afsa.org 11
Lifting As We Climb Lifting as we climb, onward and upward we go, struggling and striving, and hoping that the buds and blossoms of our desires will burst into glorious fruition 'ere long. With courage, born of success achieved in the past, with a keen sense of the responsibility which we shall continue to assume, we look forward to a future large with promise and hope. Seeking no favors because of our color, nor patronage because of our needs, we knock at the bar of justice, asking an equal chance."
Mary Church Terrell 1863-1954 Black, Woman, Educator, Speaker, Suffragist 12
Resilience Through Challenging Times Anthony D. Briggs Program Manager Small Business Program Office of Small Business and Civil Rights
The State of Small Business Why They Are Important How They Support Us What We Are Doing To Help 15
Envisioning Challenges As Opportunities Increasing Small Evolving Removing Business Goals Stakeholder Barriers Needs 16 16
Resilience Through Innovation and Partnerships Strategic Adapting To Agencywide Partnerships Stakeholder Collaboration With Federal Needs Counterparts 17 17
Results and Recent Accomplishments SBA Scorecard Grade of A+
Recognized As Top Performer FY 2022 Performance 18 18
Resilience Through Challenging Times Jack Giessner (he/him/his)
Regional Administrator, RIII
Our Engagement Journey Takes Unexpected Turns COVID-19 Challenges - The Mission Was AccomplishedBut
- All regional in-person activities ceased
- Resident Inspector onsite presence reduced
- Operator Licensing activities remained a priority
- Reduced onsite inspections 20
Accomplishing Our Work During the Pandemic 21
Accomplishing Our Work During the Pandemic 22
Our Engagement Has Changed 23 Outside Social Unrest Influences - Racial Inequality Experienced by Black People Present - Violence Against Asian Americans Additional - Antisemitic Violence
- January 6th US Capitol Attack Challenges 24
Making Connections
- Unconscious Bias Sessions
- Open Forums
- Region III Diversity and Inclusion Statement
- Region III Norms 25
Region III Diversity and Inclusion Statement We support a culture of diversity and inclusion where we seek to understand and appreciate our differences, accept all individuals, and celebrate the unique perspectives of each member of the Region III team. We model behaviors that produce welcoming and safe environments. Diversity and inclusion not only maximize the effectiveness of our organization by openly sharing different ideas, but also create a respectful work environment that allows each member of our staff to bring their whole selves to work and builds meaningful relationships.
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27 Our Engagement Journey:
A New Path Reentry
-Continuing to accomplish our mission
-A new normal
-Region III Reorganization
-New Office 28
Supporting Our Veterans 29
Celebrating Our Diversity 30
Celebrating Our Diversity 31
Formulating Our Desired Culture 32
Next Steps on Journey:
Desired Culture and Inclusive Environment Desired Culture Team Engagement DMAC Council 33
The Region III Future Journey Draft Vision and Strategic Objectives/Goals Vision: An energized team focused on new ways of working in a high-trust environment, with shared norms, where diversity and inclusion are essential to mission accomplishment.
Strategic Objectives/Goals:
- Supporting professional development and personal growth
- Building a high trust, connected work environment
- Advancing risk-informed thinking and decision-making 34
Our People:
The Key to Our Success 35
NRR - #differenttogether MJ Ross-Lee (she/her/hers)
Deputy Director, Division of Safety Systems Office of Nuclear Reactor Regulation
Demonstrating Our Strong Commitment to Diversity and Inclusion Established Diversity and Inclusion Goals Developed a Plan Created a glossary, including identifying and methods for dialogue 37
Putting the Plan into Action Awareness Participation Engagement 38
Building on Our Successes Equity Accessibility Inclusion Recruitmen t Retention Succession planning 39
EEO Advisory Committees Joint Statement Amanda Black, Chair Federal Womens Program Advisory Committee 40
Committee &
Community Resilience
- Feeling represented by being a whole agency
- Committee collaboration
- Utilization of virtual tools to maintain active and engaging conversations/connections
- Pictured: NPAAC & HEPAC at PRIDE Day Event 41
Agency Support of EEO Committees Celebrating accomplishments of Committees and communities NRCs support of Committee engagement with the agency and community Pictured:
VERG K9 Vets Donation Dropoff ACAA and BIG Juneteenth Flag Event DACAs Older Americans Month 42
Paying It Forward
- Continue to focus on providing developmental and professional opportunities for staff skill development
- Engage with management to promote women, persons with disabilities, people of color, and all individuals, regardless of their age, sexual orientation, or gender identity receive developmental opportunities Pictured: NRC Technical Womens Network panel discussion to become future leaders on employee developmental opportunities 43
UPDATE ON HUMAN CAPITAL Mary Lamary, Chief Human Capital Officer 44
FY 22 Hiring Data 205 Entered on Duty (EOD) + 66 awaiting EOD dates=271 3.7%
Ethnicity/Race: 41.1%
14.9%
Disability: 23.3%
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Hires Onboard Veterans: Hires 21.9% vs. Onboard 20.5%
Females hired: 38.5%
Average age: 36 FY 22 Hiring Data (Contd) 46
Hiring Target &
Methodology FY 23 Aspirational Hiring Goal:
400 External Hires
Next Steps Prioritization of hiring needs via the Human Capital Council Working with #HireNRC initiative Improving the hiring process and experience Updating approach to marketing, outreach, and recruitment activities 48
Closing Remarks Resilience Through Challenging Times Daniel H. Dorman Executive Director for Operations
- ACAA - Advisory Committee for African Americans
- ACED - Advisory Committee for Employees with Disabilities
- ADR - Alternative Dispute Resolution
- APAAC - Asian Pacific American Advisory Committee
- DACA - Diversity Advisory Committee on Ageism
- DIALOGUE - Diversity Inclusion Awareness Leading Organizational Growth, Understanding, and Engagement
- DEIA- Diversity Equity Inclusion Accessibility
- DMAC - Diversity Management Advisory Committee
- DMIC - Diversity Management & Inclusion Council
- IDSP - Inclusive Diversity Strategic Plan
- EO - Equal Opportunity
- EEO - Equal Employment Opportunity
- EEOC - Equal Employment Opportunity Commission
- FEVS - Federal Employee Viewpoint Survey
- FWPAC - Federal Womens Program Advisory Committee
- FY - Fiscal Year
- iCARE - Initiative on Civility, Awareness, Respect and Engagement
- HBCU - Historically Black Colleges and Universities
- HEPAC - Hispanic Employment Program Advisory Committee
- NAAC - Native American Advisory Committee
- NPAAC - NRC Pride Alliance Advisory Committee
- NRC - Nuclear Regulatory Commission
- NRR - Office of Nuclear Reactor Regulation
- NTWN - NRC Technical Womens Network
- PHE - Public Health Emergency
- RIII - Region III
- SBA - Small Business Administration
- VERG - Veterans Employee Resource Group 51