Presentation on theme: "Utilizing our differences to change the future!. All NWS employees Management Forecasters Administrative Technicians Researchers Students Contractors."— Presentation transcript:
Remember that Diversity is not the same as Equal Employment Opportunity ( EEO). EEO is a series of federal laws designed to protect employees from discrimination based on race, sex, creed, religion, color, or national origin.
PROGRAM DIFFERENCES EQUAL OPPORTUNITY: Utilizes representation to promote change (Exclusion/outcome oriented) DIVERSITY: Utilizes change to promote representation (Inclusion/process oriented)
Early American society was rooted in the concept of exclusion where whole groups of the population were subject to: refusal of entry censure exception ejection Todays society is based more on the concept of inclusion where groups of people are: allowed entry have a sense of belonging are valued and accepted
Diversity Management focuses on managing the difference within an organizations workforce. By managing this difference, the organization can capitalize on the benefits of diversity and minimize workplace challenges
Diversity Management creating a culture where employees can reach full potential EEO legal compliance Affirmative Employment agency plans designed to improve the employment prospects for identified protected groups through specific practices.
EEO Affirmative Employment Civil Rights Act & Subsequent Legislation Diversity Management Action Plans Goals Special Emphasis Discrimination Complaints Protected Groups Process Non-Statutory Effectiveness Programs/Laws Legal compliance Improve Productivity and Reduce Costs Work Environment Inclusive Retention
To educate the workforce on diversity management and infuse this knowledge throughout the organization to achieve NWS mission and goals
NWS Assistant Administrator/ Deputy Assistant Administrator Provide resources and visible support Ensure accountability NWS Offices: Headquarters, Regional, Local, and NCEP Oversee planning and implementation Provide advice and guidance to staff Provide staff/fiscal resources Support local Diversity Committee Evaluate progress NWS Employee Workforce Support NWS Diversity Initiative! NWS Office of Equal Opportunity and Diversity Management Develop NWS Policies/Definitions Consult NOAAs NWS Regional Offices, HQ and NCEP Offer Diversity Management guidance Provide Diversity Management education and training Evaluate organizational progress Develop tools and measurements
Everyone can be a leader in Diversity Management! Facilitate diversity discussions… make it more play based Increase diversity management initiatives Encourage supportive workplace behaviors
Diversity management must be supported at all levels of our organization
Role of Gender During 1950s, more than 65% of the U.S. workforce included white males Today, women comprise 50% of the U.S. workforce Over the next decade this number will continue to rise The federal government is unique because women earn the same as men
Role of Physical Qualities/Persons with Disabilities People with disabilities are nations largest minority 20% chance of becoming disabled during your career People with disabilities cross all racial, gender, educational, and socio-economic lines Companies employing people with disabilities increase competitive advantage
Role of Ethnicity Ethnicity refers to cultural and physical characteristics used to classify people into groups different from others Focusing on traits such as skin color, body shape, hair texture, etc., magnifies differences between people Must not let personal cultural biases block acceptance of others
Role of Sexual Orientation Diversity means differences. We cannot choose who is included and who is not Regardless of our sexual orientation, we are all human beings Gay and Lesbians live and work in all sections of the country A diverse workforce that reflects our society means recognizing all individuals that bring productivity and talent to our work force
Role of Generations Greatest Generation: born 1910-1924 Fought WWII Adults during Great Depression Strong work ethic Silent Generation: born 1925-1945 Children of Great Depression Adults during Korean War
Role of Generations Baby Boomers Generation: born 1946-1964 People in teens and college formed counter- culture of 1960s Civil Rights and Womens Liberation Movements Vietnam War, Moon Landing, JFK Assassination Generation X (Xers): born 1965-1981 1st Generation with widespread use of TV 1973 Oil Crisis and HIV-AIDS epidemic
Role of Generations Generation Y (Nexters/Millennials): born 1982-1994 Children of Baby Boomers Fall of the USSR and 1st Gulf War Rise of Information Age/Internet Generation Z (Internet Generation): born 1995-present Highly efficient with technology Use of Internet, Text messaging, YouTube, Facebook Children of Gen X, older Gen Ys, and youngest Baby Boomers
Childhood environment/experiences, words/deeds of parents, teachers, kin, etc. Education, race, religion, sexual orientation, language, etc. Interests/roles in society and economic/social status
Understanding Accepting others point of view helps people communicate and appreciate others Acceptance Crucial to relationships, basic need for healthy self-esteem You dont have to change your beliefs to accept another person Can accept someone as having worth, even if we dont agree with them Forgiveness Often difficult, but works A gift to yourself. Not something you do for someone else Takes courage to let go. No one benefits more from forgiveness than the person who forgives
Treat others as you want to be treated Accept people as the individuals they are Focus on finding similarities and not differences in others Take responsibility for your actions Be sensitive Celebrate differences by promoting respect through inclusion and valuing others
Happier, more vibrant workforce A workplace filled with trust and confidence Improved productivity Higher workforce retention
Technology has blurred the lines between work and life Access to e-mail, texting, alerts are 24/7 No leaving work at work Traditional Family Model has also changed Two-income households Single Parents Can be overwhelming to still live up to traditional standards while juggling everything else
Family-work balance is complex Issues: financial values gender roles career paths time management many other factors
Single Parents Two-income households With or without children One-income households With or without children Single individuals People taking care of their parents or grandchildren Each SituationComes With Its Own Challenges And Benefits!
What obstacles they might have had to overcome before coming to work today What they might have to deal with when they go home tonight Not many people in the NWS are able to live near extended family (i.e. – no support networks) Shift work!!! (enough said)
Small to no support system Especially when new to an area Difficult to find/make friends around shift work schedule Often are asked (expected?) to work holidays But have family too! May feel left out of office events geared towards couples
Dont expect that singles are automatically available to work overtime, holidays, etc. Try to show new people to the office around the neighborhood Sponsor or mentoring program for incoming personnel Make sure office activities are geared towards all personnel, not just couples
Finding dependable, trustworthy childcare that will adapt to rotating shift work Being away from extended family/no support Rotating shift work + a child make it difficult to socialize Money may be tight Travel is very difficult Many people have spouses in the military Often are single parents for long periods of time
Be understanding when it comes to schedule changes/swaps Dont be judgmental if they need to call in sick at the last minute Offer to help with minor tasks Mowing someones lawn can be a HUGE gift (how do you take care of a 2 year old and mow the lawn at the same time?)
The old saying of Walk a mile in my shoes truly is a good one for single parents. I would never wish this on anyone, but I would do it again in a heartbeat if I had to. My daughter and I are truly stuck to each other like glue!!! There is nothing better than picking her up at school everyday and hearing her yell... DADDDDDYYYYY!!!!!!!!!! or getting that monster hug after being away a whole week or more on a business trip. When I am away I call her every night and I do what I can to spend every minute with her when we are together in the morning, evening, weekends and on holidays as well as vacations. Be aware of how precious off duty time is to people. Withhold judgment when they arent able to come to work for a last minute shift
Money may be an issue Especially those starting out in the NWS May feel pressure to work overtime Spouse may not be supportive or understanding Especially when it comes to shift work Difficult to even have a part time job around shifts Many one-income households involve the wife as sole-breadwinner Shift in dynamics
Hold office outings that dont involve a large cost to everyone Understand that last minute schedule changes can be hard for the spouse at home Invite spouses in for brown bag seminars on shift work challenges, goal planning, etc. Understand that there may be extra challenges involved when the spouse stays home
Childcare for very irregular hours! Shift work x 2 = limited time as a family Finding work in the same town may be difficult Many people end up living apart or commuting long distances Option to move for promotions may not be feasible One person may have to give up sleep to watch the kids while the other person works What if one person is late coming home? Spouse may not have sick leave to use for when the kids are sick
May always be on opposite shifts! One person may have to take a downgrade to be in the same location Can still contribute to the office in other ways
Numerous women feel pressured to quit working because external pressures are too great Women are a valuable part of the work force Be supportive of their choice to work!! Understand the need for advance planning to juggle two schedules Last minute changes can be difficult!
AARP estimates there are 30-38 million adult caregivers in America A move to a location with an adequate care facility may be a priority Dr. appointments on scheduled days off Difficult to come in at the last minute; work overtime
More than 9 percent of children in the U.S. now live with their grandparents, which is an increase of more than 44 percent during the past 20 years. Grandparents have assumed responsibility for reasons such as substance abuse by the parents, teen pregnancy or divorce. Stress on grandparents to deal with childrens problems as well as care for grandchildren
Create a family-friendly environment Allow for shift-swapping (within the rules) when possible to accommodate peoples life schedules Be supportive of each other! Try to put yourself in other peoples shoes and try not to be critical Definitely dont be openly critical in front of co-workers Make sure focal points have alternates to take conference calls, etc. Not having to get up during mid shifts or come in on days off Encourage exercise We dont all need similar backgrounds/family lives in order to provide support
Your friends will always want to meet up on a Friday night that you have to work Your child will always get violently ill an hour before you come in for a midnight shift Your spouse will always have something planned on a day when severe weather is moving in If we dont understand these challenges our co- workers face, no one else will – lets do our best to be understanding, show empathy towards others, and be supportive!
Under the left hand column work, write your top three priorities that pertain to your professional life Under the right hand column life, write your top three priorities that pertain to your personal life On the bottom, rank these six priorities from most important (#1) to least important (#6)
Over the next week or two, keep track of how much time you are devoting to these priorities. Is it out of balance with how you have ranked them? If so, try to restore some balance by shifting your time to higher priorities
Roles of HMTs, Meteorologists, Hydrologists, Electronics and Information Technology staff and ASAs can vary from office to office and vary based on the talents and skills of the individuals in these roles
The traditional roles of staff have changed since modernization of the National Weather Service. Many staff members are cross trained or able to work in many different positions
Many employees of the National Weather Service do not work in field offices. They staff regional and national headquarters offices, national centers, and CWSUs. Just by the nature of our agency, diversity is one of our greatest strengths
One of the benefits of working for the National Weather Service is the opportunity for individuals to develop and enhance their areas of individualized expertise. The ability to develop individualized expertise aids in job fulfillment and satisfaction. It may also help our agency to recruit and retain future employees.
Diversity is a fact of life. Diversity is the reality for a business strategy that will make the NWS more effective. Diversity enables everyone to perform to potential. Diversity of thought equals world class results from each person and collective mix of teams. Diversity in teams results in more creativity and problem- solving meaning better customer service.
A diverse workforce is not something your NWS office or workgroup ought to have; its something your office already has.
Doesnt start with learning information about others so you wont offend them… it starts with you learning to manage YOUR OWN STUFF!
Yes, diversity management has to be a personal responsibility. Each and every one of us plays a significant role. Managing diversity is no longer a choice; it is a responsibility that requires everyones full support and commitment.
Understand and respect individual differences: Keep an open mind toward others who are different from you. Remember that not everyone sees things the same way you do.
While valuing diversity is a philosophy, effectively managing diversity is a vast resource and a skill requiring knowledge, sensitivity, patience, flexibility, and training. Building an inclusive diversity program for all employees involves mentoring, networking, and sponsorship.
Trained Communication Skills Value Differences Constructive Conflict Team Identity Well Managed Diverse Teams Conflict Poor Communication In-group/out-group Behavior Isolation Poorly Managed Diverse Teams Creativity Job Satisfaction High Productivity Quality Outcomes New Products & Services High Turnover Low Productivity Poor Solutions Low Job Satisfaction Poor Attitude Toward Diversity
Six humans trapped by happenstance In bleak and bitter cold Each one possessed a stick of wood, Or so the story's told. Their dying fire in need of logs, The first woman held hers back, For on the faces 'round the fire, She noticed one was Black. The next man looking 'cross the way Saw one not of his church, And couldn't bring himself to give The fire his stick of birch.
The third one sat in tattered clothes He gave his coat a hitch, Why should his log be put to use To warm the idle rich? The rich man just sat back and thought Of the wealth he had in store, And how to keep what he had earned From the lazy, shiftless poor. The black man's face bespoke revenge As the fire passed from sight, For all he saw in his stick of wood Was a chance to spite the white.
And the last man of this forlorn group Did naught except for gain, Giving only to those who gave Was how he played the game. The logs held tight in death's still hands Was proof of human sin. They didn't die from the cold without, They died from the cold within. *- George Kirby*
Align management strategies and goals with broader NWS goals and vision Determine DM goals Establish performance indicators Set a time-line (requires periodic assessment)
Specific Measurable Achievable Realistic Time-limited
Formed January 2009 Chartered to develop National Diversity Management Marketing Plan Members from NWSHQ, Regions, and WFOs Plan developed using Baldrige Excellence Criteria Plan briefed to NWS Deputy Director, April 09 Initial plan rollout at NWS Diversity Summit in Atlanta, GA, April 09
Diversity Management Poster Design Contest Web-Based Diversity Clearing House Toolbox Commerce e-Learning Diversity Management Curriculum NWS Diversity Management Power Point Presentation Regional Level Excellence Diversity Award
NWS Office of Equal Opportunity and Diversity Management (OEODM) (301) 713-0692 Charly Wells, Ext: 201 Director Charly.Wells@noaa.gov Hope Hasberry, Ext: 200 EEO and Diversity Management Specialist Hope.Hasberry@noaa.gov Sabrina Cook, Ext: 196 EEO and Diversity Management Specialist Sabrina.Cook@noaa.gov Patricia Taylor, Ext: 198 Management Analyst Patricia.Taylor@noaa.gov Dr. James Su, Ext: 139 Asian American/Pacific Islander Employment Program Manager James.Su@noaa.gov Regional Diversity Contacts Cheryl Latif, Eastern Region Cheryl.Latif@noaa.gov (631) 244-0162 Cheryl.Latif@noaa.gov Gena Morrison, Southern Region Workforce Program Coordinator Gena.Morrison@noaa.gov Gena.Morrison@noaa.gov (817) 978-1111 Ext: 184 Diane McArthur, Western Region Workforce Program Coordinator Diane.McArthur@noaa.gov (801) 524-5574 Diane.McArthur@noaa.gov Marie Hoffpauer, Central Region Workforce Program Coordinator Marie.Hoffpauer@noaa.gov Marie.Hoffpauer@noaa.gov (816) 891-7734 Ext: 510 Edward Young (Acting), Pacific Region Edward.Young@noaa.gov (808) 532-6412 Edward.Young@noaa.gov Ursula Jones, Alaska Region Ursula.Jones@noaa.gov Ursula.Jones@noaa.gov (907) 790-6802 Kim Montgomery (Acting) NCEP Kimberly.Montgomery@noaa.gov (301) 763-8000 X7008
Striking a Balance – NWS PowerPoint presentation – Jennifer McNatt (WFO Tampa) American Association of Retired Persons - Facts about raising grandchildren. http://www.aarp.org.http://www.aarp.org Primary and secondary dimensions of diversity (After Kreitner, R. en Kinicki, A. (1995) Organizational Behaviour, Chicago: R.D. Irwin Inc.) Diversity Management: The Key to NWS Continued Success, Byron N. Kunisawa -Cultural Solutions, 4093 Sutro Street, Napa, CA 94559 NWS Diversity Management Training Seminar "Diversity Management: The Link to Equality and Inclusion, Byron Kunisawa, November 2009. Diversity Discussion Starters - Produced by Information and Communication Technologies in the College of Agricultural Sciences, Penn State University
Generational Differences in the Workforce, Jo Ann Lee, PhD, Department of Psychology, University of North Carolina-Charlotte. Career- banding Implementation and HR Innovations Conference. November 8, 2006. Grown Up Digital: How the Net Generation is Changing Your World, Don Tapscott (2008) pp. 15-16. Toronto, Ontario Canada. Communication Tools for Understanding Cultural Differences, Michelle LeBaron. Professor of Law at the University of British Columbia. June 2003. Sexual Orientation as an Element of Diversity: Authentic Efforts Toward Inclusive Practices or Dont Ask, Dont Tell, Dont be Recognized?, Kathy Lechman, Ohio State University Extension. December 2007
Forgiveness…Whats it for?, Larry James. CelebrateLove.com, Dallas, TX. Resolving Differences, Murali Chemuturi, Chemuturi Consultants, India. May 2008. Chemers, M. M. (2002). Meta-cognitive, social, and emotional intelligence of transformational leadership: Efficacy and Effectiveness. In R. E. Riggio, S. E. Murphy, F. J. Pirozzolo (Eds.), Multiple Intelligences and Leadership. NWS_Diversity_guidance_2007_1-31-2007 PowerPoint Presentation – NWS Diversity Management Council. Diversity Working.com – Diversity Employer Zone www.diversityworking.com/employerZone www.diversityworking.com/employerZone