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
Daniel H. Dorman Executive Director for Operations Commission Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business
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 Agency & Subagency Name Employee Engagement:
Overall Global Satisfaction Performance Confidence Diversity, Equity, Inclusion, and Accessibility (DEIA):
Overall DEIA:
Diversity DEIA:
Equity DEIA:
Inclusion DEIA:
Accessibility Governmentwide 71%
62%
84%
69%
70%
65%
75%
67%
Medium-sized Agencies (1,000-9,999 employees) 76%
69%
89%
75%
76%
70%
80%
73%
Nuclear Regulatory Commission 76%
67%
89%
76%
80%
72%
79%
72%
The MD-715 Report, and other NRC data sources reveal DEIA disparities related to
- women, minorities, and individuals with disabilities.
7
All Complaints (Informal and Formal) Filed FY 2018 - FY 2022 0
0 12 13 34 22 31 33 24 22 20 19 25 15 14 0
5 10 15 20 25 30 35 40 FY 2018 FY 2019 FY 2020 FY 2021 FY 2022 Formal Informal Contacts
- Contact tracking did not begin until FY2020 8
Age 10 Sex 16 Reprisal/
Retaliation 17 Race 18 Disability 19 TOP 5 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.
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.
9
Promotion/
Non-Selection 10 Performance Appraisal 12 Terms &
Conditions 13 Time and Attendance 13 Harassment (Non-Sexual) 22 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.
TOP 5 ISSUES 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.
10
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 16 Increasing Small Business Goals Evolving Stakeholder Needs Removing Barriers 16
Resilience Through Innovation and Partnerships 17 Agencywide Collaboration Adapting To Stakeholder Needs Strategic Partnerships With Federal Counterparts 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 Influences Present Additional Challenges Social Unrest
- Racial Inequality Experienced by Black People
- Violence Against Asian Americans
- Antisemitic Violence
- January 6th US Capitol Attack 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.
26
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 DMAC Engagement 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
Established Diversity and Inclusion Goals Developed a Plan Created a glossary, including identifying and methods for dialogue Demonstrating Our Strong Commitment to Diversity and Inclusion 37
Awareness Participation Engagement Putting the Plan into Action 38
Inclusion Equity Accessibility Recruitmen t
Retention Succession planning Building on Our Successes 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 to become future leaders Pictured: NRC Technical Womens Network panel discussion on employee developmental opportunities 43
UPDATE ON HUMAN CAPITAL Mary Lamary, Chief Human Capital Officer 44
FY 22 Hiring Data Ethnicity/Race: 41.1%
Disability: 23.3%
205 Entered on Duty (EOD) + 66 awaiting EOD dates=271 3.7%
14.9%
45
Onboard Hires FY 22 Hiring Data (Contd)
Females hired: 38.5%
Veterans: Hires 21.9% vs. Onboard 20.5%
Average age: 36 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
Daniel H. Dorman Executive Director for Operations Closing Remarks Resilience Through Challenging Times
Acronyms 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
Acronyms 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