1. Diversity Management

2. Objectives
To provide an understanding of diversity
and diversity management principles

3. Overview
 Define Diversity and Diversity Management
 EEO vice Diversity
 Business Case for Diversity Management
 Barriers for Diversity
 Strategies for Inclusion

4. What is Diversity?

5. Elements of Diversity
 Income
 Age
 Education
 Gender
 Ethnicity
 Marital Status
 Race
 Religious Beliefs
 Physical Ability  Geographic
 Sexual Orientation Location
 Physical  Parental Status
Characteristics  Personality Type

6. Diversity:
The uniqueness of all
individuals; includes everyone.

7. Diversity vice EEO/AA
 EEO - Laws that guarantee all people the right to apply
and be evaluated for employment, regardless of their
race, color, sex, national origin, religion, age, or disability.
 Affirmative Action - Workforce profile improvement
through recruiting, retention, and promotions
 Diversity – Represents the unique values, culture and
characteristics of all individuals; includes everyone.

8. Three R’s
EEO = Requirements
Affirmative Action = Representation
Diversity = Relationship

9. Diversity Quiz

10. Principles of
Diversity Management
 Establish a business strategy for effectively
managing a diverse workforce
 Create a positive work environment
 Promote personal and professional
development
 Empower all people to reach their full potential
 Attract talent that reflects America
 Remove barriers that hinder progress

11. Potential Benefits of an Effective
Diversity Management Program
 Improve organizational performance
 Help prevent unlawful discrimination or
harassment incidents
 Improve workplace relations
 Build more effective work teams
 Improve organizational problem solving
 Improve customer service
 Enhanced recruitment efforts

12. Diversity Management builds
upon EEO, but does not replace
it

13. “By 2050, the U.S. population is expected to
increase by 50% and minority groups will make
up nearly half of the population…. The population
of older Americans is expected to more than
double. One-quarter of all Americans will be of
Hispanic origin…. More women and people with
disabilities will be on the job.”
U.S. Department of Labor, Futurework: Trends and
Challenges
for Work in the 21st Century. Washington, D.D. (Labor Day
1999).

14. Changes in Demographics Create
Tension
 Tension challenges our conditioning and
perceptions about the nature of things
 Tension creates both dangers and
opportunities

15. NESDIS Workforce Analysis by Race & National Origin
90.00%
80.00%
70.00%
60.00%
Percentage in Workforce
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
White Black Hispanic Asian Amer. Indian
Nat'l CLF - Sci, Eng, & Comp 78.88% 5.41% 4.28% 11.10% 0.33%
NESDIS - Sci, Eng, & Comp 83.05% 8.80% 1.29% 6.87% 0.00%
Nat'l CLF - All Positions 73.98% 10.67% 10.87% 3.81% 0.66%
NESDIS - All Positions 77.82% 16.13% 1.78% 4.15% 0.12%

16. NESDIS Workforce Analysis by Gender
90
80
70
60
Percentage of Workforce
50
40
30
20
10
0
Male Female
Nat'l CLF - Sci, Eng, & Comp 76.4 23.6
NESDIS - Sci, Eng, & Comp 79.6 20.4
Nat'l CLF - All Positions 53.2 46.8
NESDIS - All Positions 65.7 34.3

17. Making heads count is more
important than counting heads

18. What are the barriers in the
organization that prevent a
more balanced workforce?

19. Possible Barriers
 Limiting area of consideration
 Lack of diverse applicant pool in STEM positions
 Lack of diversity at the senior ranks
 Categorizing people into certain positions
 Always recruiting from same source
 Grooming/developing only one person
 Pre-selection

20. Strategies for Inclusion
(Hope is not a strategy)

21. The Value of Mentoring
 Without regard to race, gender, religion,
national origin ….
 Inconvenience yourself to show someone
else the way
 Unleash someone else’s potential

22. Recruitment Alternatives
 Entry level – Upward Mobility Positions
 Bridge Positions
 Special Appointing Authorities
 Schedule A for severe disabilities
 Veterans Readjustment Appointment
 Outstanding Scholar
 Student Employment Programs

23. Outreach Efforts
 Minority Serving Institutions (MSI) Program
 Cooperative Science Centers
 Undergraduate & Graduate Science Programs
 Environmental Entrepreneurship Program
 Educational Outreach
 Bring Your Child to Work Day
 Community and Civic organizations

24. Professional Development
 Identify training and development needs for
all employees
 Utilize Individual Development Plans
 Rotational & Developmental Assignments
 Rotate “acting” supervisor

25. Mind Your Business
at the Workplace
You don’t have to endorse what you
have to tolerate to create respectful
workplace to get the job done.

26. If values clash, we can . . .
 Celebrate
 Tolerate
 But not discriminate

27. Summary
 Diversity management is about full utilization
of people with different backgrounds and
experiences.
 Effective diversity management strategy has
a positive effect on cost reduction, creativity,
problem solving, and organizational flexibility.

28. Video:
“A Fair Way to
Manage Diversity “

29. If we could shrink the earth's population to a village of
precisely 100 people, with all the existing human ratios
remaining the same, it would look like this. There would be:
 61 Asians  11 would be homosexual
 12 Europeans  6 people would possess
 14 from the Western 59% of the entire world's
Hemisphere, both north and wealth and all 6 would be
south from the United States
 13 Africans  80 would live in substandard
housing
 50 would be female
 14 would be unable to read
 50 would be male
 74 would be nonwhite
 33 would die of famine
 26 would be white
 1 would be near death;
 67 would be non-Christian
 1 would be near birth
 7 would have a college
 33 would be Christian
education
 89 would be heterosexual  8 would own a computer