1. DON EEO and Diversity Management Briefing Presented to DON Labor-Management Partnership Group Laura Lawson Program Director, Office of EEO and Diversity Management 8 August 2013

2. 2013 MD-715 Highlights Senior Leadership Commitment
Command leadership involvement in EEO programs
Designated Champions supporting EEO/Diversity Initiatives
DASN-led Executive Diversity Advisory Council
Preparation for FY13 Transition to DON HR Service Delivery Model
DON Barrier Removal Process
DON People With Disabilities Program
4 Year Trend of increasing population of individuals with non-targeted disabilities
Attitudinal Barrier Identified by 5 Commands
Development of DON implementation plans ensure commands optimize resources & respond to changing mission requirements
EEO service providers owned by respective commands, ensuring alignment and accountability
Establishes aligned, forward leaning EEO program
Developed/Deployed EEO/Diversity fast track training
More Commands identified attitudinal barriers (Examples of statements/reactions confirming attitudinal issue include:
Discomfort/concerns over how to interact with people with disabilities
Perception that qualification standards must be lowered for people with disabilities
Cost of providing reasonable accommodations and the ability to provide accommodations
Comments that people with disabilities could not be hired into positions because of the type of work performed on ships and submarines

3. DOD Building Blocks of Diversity (Guiding Policy)
DON Diversity and Inclusion aligns to DOD Building Blocks of Diversity -
Compliance is the foundation for a strong diversity program
Ensures fairness
Leads to inclusion
Focuses on demographics

4. Progress to Date Drafted DON Diversity and Inclusion (D&I) Plan
DON Executive Diversity Advisory Council
Relatively Mature Diversity Programs at majority of Commands
Diversity Specific Training Provided by 19 DON Commands
MD-715 Report Linked to D&I
Developed Strong Foundation through Command Barrier Analysis Training for EEO and Diversity Teams
Results in accountability systems for measurable, sustainable change
Many DON Commands have a history of Diversity Programs and training stretching back 10 years; The DON D&I Plan will formalize and align all DON programs
EDAC was formed for the specific task of developing a diverse pipeline for Senior Leadership positions; Role of EDAC is being examined in consideration of requirement of a DON overarching D&I Council
As I mentioned, many of DON’s Commands recognized the need for a formal Diversity program, usually in the beginning linked to recruitment. Those programs have grown and matured and are not engaged in very substantive barrier analysis related to issues of inclusion. I’ll speak to that again in a few moments…..
For DON, the key has been the ability to link the MD-715 report to efforts underway to establish Diversity and Inclusion programs. Through the MD-715 we have provided Barrier Analysis Training across all Commands – training which targeted not only EEO practitioners but Diversity, Senior Leaders, Affinity Group members, anyone engaged in analyzing data or examining policies practices and procedures affecting EEO, Diversity or Inclusion

5. Demographics
Continued Low Participation of Hispanic Males and Females and White Females
Low Participation of People with Targeted Disabilities (PWTD)
2% goal Shortfall
Multiple commands identify attitudinal barriers as causal factor

6. Diversity and Inclusion Highlights
Expansive Range of Diversity/Inclusion Training
Collaborative partnerships between HR, EEO/Diversity, supervisors/managers and affinity group members
Disability Awareness, Barrier Analysis, and Diversity for Supervisors and Managers most common forms of Diversity Training across DON
Common Factors in Successful Command Career Development Programs:
Rotational Assignments
Opportunities advertised Command Wide
Focus on Mentoring

7. Diversity and Inclusion Highlights (Continued)
Link D&I Strategic Plans to action plans of DON MD 715 Report
Require Diversity, Inclusion, Hidden Bias training for recruiters
Integrate D&I into supervisor and leadership development courses
Provide cross cultural mentorship training for all mentors

8. NAVAIR and NAVSEA collaboration with robust Mentoring programs
Mentoring Models
NAVAIR and NAVSEA collaboration with robust Mentoring programs
Automated mentoring tools
Leadership engagement & commitment high
Programs include traditional mentoring, speed mentoring, distance mentoring, reverse mentoring and peer-to-peer mentoring
NAVSEA requires all leaders to be mentors
Competitive PACFLT Prospective Leadership Mentoring Program - only 8 new participants per year

9. Outstanding EEO/Diversity and Inclusion Models
NAVAIR Diversity and Inclusion Program
In-depth barrier analysis; Strong diversity education curriculum; Creative approaches to instill diversity and inclusion as core values
Diversity Council formed in 2010; 14 Senior Leaders; linked to 4 Affinity Teams with over 300 members; Founding Chair, VADM David Architzel, received lst DON Diversity and Inclusion Award
NAVSEA Disabled Veterans/Wounded Warrior Program
Outreach, education, training and hiring initiatives; Use of multiple recruitment vehicles; Exceeded FY disabled veteran hiring goal by 57; Received freeze waiver to hire wounded warriors and retain temporary Wounded Warriors

10. Questions/Comments

11. Back-up Slides

12. DON Demographics

13. DON Demographics Trends

14. Monthly Tracking of People With Disabilities Statistics

15. 2012 Diversity Training Across Commands
Logic of Behavior, (Dr. Renee Yuengling)
Cross-Cultural Communication
Finding Your Future Workforce in STEM (Deborah Santiago)
Windmills – Dr. Richard Pimentel
WW Care Training – Dr. Heidi Kraft
Barrier Analysis Training
Cross Cultural Mentoring
Inclusion and Hidden Bias, Dexter Brooks
Practical Tools for Managing Diversity
The Zombie in All of Us
Generational Differences
Alternative Dispute Resolution
Professional Women’s Employee Networking Group Training – Crucial Conversations, Finding and Using Your Power, First Break All the Rules, How to Navigate in Uncertain Times, Social Graces to Reach High Places
Mentoring
Appreciating Differences
Shattering Myths (Disabilities)
Diversity Summit
Recognize, Appreciate, and Value Employees
Culturally Yours
True Colors

16. Individuals with Targeted Disabilities*
Appropriated
Fund
Only
EEOC Goal
FY09
FY10
FY11
FY12
2% minus FY12 DON Participation
IWTD
2.0%
0.74%
0.72%
0.69%
1.31%
Non-targeted Disabilities
N/A
5.65%
5.71%
6.10%
6.49%
*Includes Appropriated Fund workforce only