Presentation on theme: "Barrier Analysis From the Ground Up"— Presentation transcript:
1Barrier Analysis From the Ground Up Barrier Identification and Elimination Under Management Directive 715On August 25, 2003,the Commissioners of the EEOC voted unanimously to approve the new management directive known as MD-715On October 1, 2003, the state of Fiscal Year 2004, MD-715 became effective, and replaced directives 712, 713, and 714.MD-715 provides policy guidance and standards for establishing and maintaining effective affirmative programs of equal employment opportunityDepartment of Veterans AffairsOffice of Diversity and Inclusion
2Barrier Analysis - Element 4 of the Model EEO Program: Proactive Prevention Agencies have an ongoing obligation to prevent discrimination on the basis of race, color, national origin, religion, sex, age, reprisal and disability, and eliminate barriers that impede free and open competition in the workplace. As part of this obligation, agencies must conduct ongoing self-assessment to monitor progress, identify areas where barriers may exclude certain groups, and develop action plans to eliminate identified barriers.Fourth Element: Proactive Prevention of unlawful discrimination. Submission of workforce data tablesBarrier analysis: Title VII, Rehabilitation Act, Triggers identified using tables and 462 part IVWhen Barriers are identified; Action plans developed. Last: Follow-up;Check Part I to see if agency identified trigger or barrier
3What is Barrier Analysis? An investigation of the any triggers indicating that workplace policies, procedures, or practices are having a negative impact on one or more protected EEO groups, with an eye toward identifying the root causes of those anomalies so that they can be addressed and eliminated, if possible.
4Terminology Current (MD-715) – Less than expected, Low Participation Rates compared against benchmarksOutdated (MD-712, 713, 714) - Underrepresentation
5Terminology Current (MD-715) – Specific EEO Groups: Men, Women Hispanic or Latino Men/WomenWhite Men/WomenBlack Men/WomenAsian Men/WomenNative Hawaiian & Other Pacific Islander (NHOPI) Men/WomenAmerican Indian or Alaska Native (AIAN) Men/WomenTwo or more races Men/WomenOutdated (MD-714) – Women and Minorities
6Crucial Distinctions Triggers Barriers EEO Program Deficiencies (Part G)
7“EEO Program Deficiencies” A problem that inhibits an agency's efforts to develop a model EEO program. Agencies should use the Self-Assessment Checklist, (MD , Part G (123 measures)) to identify strengths and weaknesses in their EEO program.“EEO Program Deficiencies” in Part G which the Agency answers “No” are to be identified as opportunities to bring the Program into compliance with the model.Remember, “EEO Program Deficiencies” can lead to triggers and/or barriers, but not necessarily.
8Examples of EEO Program Deficiencies All new supervisors are not provided a copy of Equal Employment Opportunity policies upon their appointment.Lack of consistent coordination among Human Resources (HR) and EEO Office on matters affecting the integration of equal employment opportunity in the Agency's strategic mission.Lack of involvement of senior managers and supervisors in working with Human Resources and EEO Office to identify barriers to equal employment opportunity for all groups during the development of the EEOC MD-715 Annual Plans.
9Treatment of “EEO Program Deficiencies” EEO Program Deficiencies should be identified by answering “No” in Part G and addressed through action plans developed in Part H, not part ICompleted objectives in Part H should indicate that the deficiency reported have been eliminated.Once eliminated, EEO program deficiency no longer need to be reported under MD-715, unless it resurfaces.
10Trigger A trigger is a "red flag.” Triggers are conditions, disparities, or anomalies warranting further inquiry.A trigger alerts the facility that additional scrutiny of the area where the trigger occurred is necessary.Facilities must investigate triggers to determine whether actual barriers are at work.Remember, triggers can lead to barriers, but not necessarily.
11Examples of TriggersThe net change for individuals with targeted disabilities declined by 3.3% as compared to a 3.0% increase for the overall workforce.The participation rate of Hispanic women is lower than the RCLF.High separation rate for Hispanics, compared to their on board ratio.Low ratio of Asian men in senior level positions, compared to their on board ratio.Employees are transferring to other agencies for promotions.
12BarrierAny employment policy, procedure, practice, or condition, or facet thereof, that limits or tends to limit employment opportunities for members of a particular Race/Ethnic Background/ Gender or based on an individual’s disability status.
13Barriers Institutional or Structural Attitudinal Physical Example: Agency will hire only at higher grades, as opposed to hiring at entry level.AttitudinalExample: Belief on part of senior executives that women will not be as committed to the agency’s mission after having a child.PhysicalExample: Building does not have an elevator, making it inaccessible to employees who use wheelchairs .
14Examples of Barriers Single-source or limited-source recruiting. Some employees are not provided information on training development opportunities due to limited or no access to computers.Use of overly narrow selection criteria, e.g., highly specialized / exotic experience requirements that potential applicants are not likely to have.Biased/hostile attitude of management toward certain EEO-protected groups.
15The Barrier Analysis Process: An Overview Review sources of informationIdentify triggers – i.e., red flagsDetermine root cause of triggerIf root cause is a barrier within the control of the agency, devise action planAssess results through follow-up
16Barrier Identification Step 1 Identify Source Material■ Workforce statistics■ Part IV of Form 462 – Bases / Issues Matrix■ EEO complaints■ Input from EEO and human resources staff■ Input from Unions and advocacy groups■ Surveys, focus groups and exit interviews■ Studies by outside agenciesBarrier analysis should be: (1) focused; (2) methodical; and (3) involve the participation of all relevant agency officials.
17Barrier Identification and Elimination (I&E) - Step 2 Identify Triggers/Red Flags■ Lower than expected participation rates for one or more groups?■ High separation rates for one or more groups?■ A surge in EEO complaints out of one shop/region or on one particular basis?■ Unfavorable responses on employee surveys?■ High termination rates for a particular group?■ Others?After reviewing source material, sort issues into triggers and program deficiencies.Program deficiencies should be addressed in Part HBarrier analysis should be: (1) focused; (2) methodical; and (3) involve the participation of all relevant agency officials.
18Analyzing Workforce Data Tables Compare workforce population to benchmark (source population for the personnel action)Hires - If hire rate is below benchmark (R/CLF), then we have a triggerSeparations – If separation rate is above onboard rate, then we have a trigger
19Identifying Benchmarks – A Tables Table A1 – Compare workforce percentages to civilian labor force (R/CLF)Table A3 – Compare the ratios for Officials and Managers to the ratio of each group in the total workforceTable A4-2 – Compare each pay grades to the “All” column for that pay gradeTable A6 – Compare participation in major occupations to Occupational RCLFTable A8 – Compare total new hires to RCLFTable A14 – Compare total separations to workforce
20Identifying Benchmarks– B Tables Table B1 - Compare the ratio of persons with targeted disabilities (PWTDs) with the Federal highTable B3 – Compare the ratio of PWTDs in “Officials and Managers” with the total on board ratio for PWTDs.Table B 4-2 – Compare the ratio of PWTDs in each pay grade with the ratio in the “ALL” column for that grade.Table B6 – no benchmarkTable B8 – Compare the hire ratio for PWTDs to the 25 hiring goal.Tables B7/9/11/12 Compare the ratio of PWTDs selected to their ratio in applicant pool/onboard
21Looking for TriggersWorkforce data from different tables can be grouped in ways that reveal patterns:Overall WorkforceTotal Participation – Table 1Organizational Component – Table 2Hiring – Table 8Separations – Table 14Senior and mid-level ManagementOfficers and Managers – Table 3Promotions – Tables 9 and 11
23Investigate and Assess Barrier I&E Step 3Investigate and Assess■ How do I pinpoint the policy, practice or procedure that is the root cause?■ What’s my investigative plan?■ What questions need to be asked?■ Who needs to be interviewed?■ What documents do I need, if any?Barrier analysis should be: (1) focused; (2) methodical; and (3) involve the participation of all relevant agency officials.
24Barrier Identification How much information is enough?A drill-down processKeep asking why until you have an answerKey: The identification of a barrier is always a working hypothesisThe barrier identification should be detailed enough to allow the facility to develop an action plan that will yield the desired results
25Action Plan: What Should Be in Part I Barrier I&E Step 4Action Plan: What Should Be in Part ITrigger IdentifiedBarrier Analysis ExplainedBarrier Identified with SpecificityObjective for Eliminating Barrier Specified (align with VA Diversity and Inclusion Strategic Plan)Responsible Official IdentifiedTimeline – start and complete datesMilestones with target datesFollow-Up: Accomplishments from previous yearsBarrier analysis should be: (1) focused; (2) methodical; and (3) involve the participation of all relevant agency officials.
26Follow-Up: What to Look For Barrier I&E - Step 5Follow-Up: What to Look ForCaveat: results hard to assess after only one reporting cycleAssess whether action plan was successful in eliminating barrierIndicators of Success:Participation rates upSeparation rates downDrop in complaintsIf plan did not yield desired results, then the wrong barrier was identified or the Action Plan needs to be revisedBarrier analysis should be: (1) focused; (2) methodical; and (3) involve the participation of all relevant agency officials.
27Statutes and Authority: Policy Intent:To ensure that all employees and applicants for employment enjoy equality of opportunity in the federal workplace regardless of race, sex, national origin, color, religion, disability or reprisal for engaging in prior protected activity.Statutes and Authority:Equal Employment Opportunity Management DirectiveTitle VII of the Civil Rights Act of 1964Rehabilitation Act of 197329 C.F.R. 1614
28Office of Diversity and Inclusion Outreach and Retention Team (202)