FAA Civil Rights Programs and Initiatives Presented to:NHCFAE Presented by:Mamie Mallory, ACR-1 Date: July 2016

2 FY2015 to Current Permanent Workforce 2015Current RNO/Gender#%#%CLF Male (M) 34, %34, %51.84% Female (F) 10, %10, %48.16% Hispanic Male (HM) 2, %2, %5.17% Hispanic Female (HF) % %4.79% White Male (WM) 26, %26, %38.33% White Female (WF) 7, %7, %34.03% Black Male (BM) 2, %2, %5.49% Black Female (BF) 2, %2, %6.53% Asian Male (AM) 1, %1, %1.97% Asian Female (AF) % %1.93% Native Hawaiian or Other Pacific Islander Male % %0.07% Native Hawaiian or Other Pacific Islander Female %400.09%0.07% American Indian/Alaska Native Male (AIANM) % %0.55% American Indian/Alaska Native Female (AIANF) % %0.53% Two or More Race Male (2+M) % %0.26% Two or More Race Female (2+F) %590.13%0.28% * Red font indicates a % lower than CLF

3 FY 2015 to Current GS-15 * Red font indicates a % lower than CLF 2015Current RNO/Gender#%#%CLF Male (M) % %51.84% Female (F) % %48.16% Hispanic Male (HM) % %5.17% Hispanic Female (HF) %631.59%4.79% White Male (WM) 2, %2, %38.33% White Female (WF) % %34.03% Black Male (BM) % %5.49% Black Female (BF) % %6.53% Asian Male (AM) % %1.97% Asian Female (AF) %320.81%1.93% Native Hawaiian or Other Pacific Islander Male 90.22%90.23%0.07% Native Hawaiian or Other Pacific Islander Female 30.07%30.08%0.07% American Indian/Alaska Native Male (AIANM) %521.31%0.55% American Indian/Alaska Native Female (AIANF) %130.33%0.53% Two or More Race Male (2+M) 50.12%70.18%0.26% Two or More Race Female (2+F) 20.05%2 0.28%

to Current Senior Executive Service * Red font indicates a % lower than CLF 2015Current RNO/Gender#%#%CLF Male (M) % %51.84% Female (F) % %48.16% Hispanic Male (HM) 42.17%52.06%5.17% Hispanic Female (HF) 31.63%21.04%4.79% White Male (WM) % %38.33% White Female (WF) % %34.03% Black Male (BM) %168.33%5.49% Black Female (BF) 84.35%126.25%6.53% Asian Male (AM) 52.72%52.60%1.97% Asian Female (AF) 21.09%31.56%1.93% Native Hawaiian or Other Pacific Islander Male 00.00%0 0.07% Native Hawaiian or Other Pacific Islander Female 00.00%0 0.07% American Indian/Alaska Native Male (AIANM) 21.09%21.04%0.55% American Indian/Alaska Native Female (AIANF) 00.00%0 0.53% Two or More Race Male (2+M) 00.00%0 0.26% Two or More Race Female (2+F) 00.00%0 0.28%

5 Internal EEO Activities (cont’d) TASKFY 12FY 13FY 14 FY15 FY16 (As of 6/30/2016) Outreach Events to Targeted Groups Goal = 50 Actual = 28 (reduced budget) Goal = 26 Actual = 53 Goal = 23 Actual = 33 Alternative Dispute Resolution Goal = 30% engage in the ADR process. Actual = 36% Goal = 70% of all managers agree to mediation. Actual = 68% Goal = 35% engage in the ADR process. Actual = 52% Goal = 60% of all managers engage in mediation when employees request. Actual = 61% Goal = 65% of all managers engage in mediation when employees request. Actual = 80% Goal = 70% of all managers engage in mediation when employees request. Actual = 68%

6 Internal EEO Activities (cont’d) TASKFY 12FY 13FY 14 FY15 FY16 (As of 6/30/2016) PWTD HiringActual =.38%Actual =.59%Goal = 1.67% Actual = 1.72% Goal = 2% Actual = 2% Goal = 2.33% Actual = 0.74% Reasonable Accommodation (25 business days) Goal = 90% Actual = 90% Goal = 90% Actual = 89% Goal = 90% Actual = 94% Goal = 90% Actual = 93% Goal = 90% Actual = 92% No Fear Training Total Completion = 95% Total Completion = 96.4% EEO TrainingN/AGoal = 60% of managers/10% of employees Actual= 79.27% of mgrs/29.79% of employees Goal = 60% of managers/10% of employees Actual= 75.91% of mgrs/18.35% of employees Goal = 60% of managers/10% of employees Actual= 72.95% of mgrs/24.51% of employees Goal = 60% of managers/10% of employees Actual= 61.24% of mgrs/17.32% of employees Conduct MD-715 Assessments Goal = 6 Actual = 6 Goal = 14 Actual = 14 Goal = 6 previous assessments Actual = 6 Goal = 8 Actual = 8 Goal = 8 Actual = 10

Internal EEO Activities (cont’d) Informal EEO Complaint Activity 7

Internal EEO Activities (cont’d) Formal EEO Complaint Activity 8 1 Per eeoc.gov “Annual Report on the Federal Workforce EEO Complaints Processing” FY2014 Govt-Wide Complaint Ratio Average

9 Organized a one day information exchange forum to discuss best practices amongst EEO professionals throughout the Federal Government 9 organizations are attending Agencies will have the opportunity to present and share their best practices related to EEO Programs; Discrimination Complaints Process Collaboration and Collective networking EEO Information Exchange Forum

10 Joint Counseling Session* (JCS) The EEO Counselor “meets” with the AP and Management Official together (typically without representatives). The JCS sessions are primarily handled telephonically. The Joint Counseling Session: –Establishes a constructive working relation­ship; –Provides assurance that the parties treat each other with respect and as equals; –Explores directly the underlying problems & resolves issues; –Does not extend the 30 day counseling period; –Attempts a resolution. *An EEO Counseling Technique; See MD 110, Appendix B for details.

Conflict Coaching A one-on-one meeting with a trained conflict coach will develop skills that increased competence and confidence to manage and engage in conflict. A New Strategy to address Conflict in the Workplace If you would like to speak with a trained FAA Conflict Coach, contact the Office of Civil for the Western Service Area at (425)

Benefits of Streamlining the ROI Development Process  Letter of Authorization will be provided.  A quality review of data, documents, records and other evidence requested by the investigator.  Deadline for Request for Information (RFI) (20 days).  ACR will serve as DOCR’s primary liaison during the investigative process.  Extensions will be granted upon timely notice to DOCR.  List of witnesses will be provided with RFI.  Improve the quality of the record of investigation.  Reduced from 52+ points of contact for DOCR to four.  EEO Activity Complaint Data Request will need to be sent to ACR immediately upon request. 12

13 External EEO Activities FY12FY13FY14FY15FY16 (As of 7/14/2016) National Training Conference for Airports Conference with 200 participants Conference with 171 participants Conference with 100 participants Conference with 105 participants Conference planned for September 2016 Compliance Reviews (goal/actual) ADA 6/9ADA 6/7ADA 9/11ADA 6/6ADA 8/7 Title VI 4/4Title VI 5/5Title VI 5/6Title VI 7/7Title VI 8/8 DBE 7/7 DBE 8/8

14 Airport Compliance Self-Assessments Mini-Reviews ADO Dashboard National External Operations Programs Increasing Compliance Oversight

15 Actively participating in DOT’s Regulatory Negotiating Committee to develop proposed Air Carrier Access Act updates National External Operations Programs Airport Disability Compliance Program

16 DOT conducted survey focused on DBEs and ACDBEs to determine type of business, bidding history, perceived barriers/challenges, and time in programs to help Robust data repository built to collect DBE and ACDBE participation data at airports. Includes automated calculations and common mistakes/error checking. Issued best practices memo on how to foster the use of new DBEs and ACDBEs by airports. National External Operations Programs Disadvantaged Business Enterprise (DBE) - OIG Year One

17 FAA executed plan reviewing car rental goal setting methodologies and hosting separate car rental industry stakeholder meetings with suppliers, sponsors, and car rental firms to encourage more ACDBE participation via goods and services. FAA also issued car rental concession good faith efforts guidance, and provided specific sponsor/consultant training. FAA coordinated with OSDBU to more aggressively promote Small Business Transportation Resource Center (SBTRC) training and assistance accessible to airport DBEs and ACDBEs. Issued updated best practices memo on how to foster the use of new DBEs and ACDBEs by airports. National External Operations Programs Disadvantaged Business Enterprise (DBE) - OIG Year Two

Achieve Organizational ISO 9001:2008  ACT-9 Achieved ISO Certification for EEO Counseling Procedures and National Intake Procedures – July 2014  ACR Organization ISO activities underway with planned Certification in Dec 2016  By-products of ISO Certification include:  A highly skilled and responsive workforce  Institutionalization of Standard Processes  Quality Objective that focuses Critical Business Activities  Accountability rooted in strong metrics and other decision making tools  Centralized Customer Service and Feedback loop QMS Status Review July 12, 2016

19 Questions

20 Backup Slides

21 Hispanic Demographics (cont’d)

Current RNO/Gender#%#%CLF Hispanic Males 2, %2, %5.17% Hispanic Females % %4.79% Current RNO/Gender#%#% #% CLF Hispanic Males 2, %2, %2, %5.17% Hispanic Females % % %4.79% Hispanic Demographics