# Presentation: 495953

## Diversity Council Status 

*June 13, 2002*

## Formal Details byEthnicity & Gender

## Formal Details bySkill & Grade

## Formal Details byAge & Handicap

## Analysis of Details

- Formal details do not encompass all developmental assignments but non-formal ones hard to track
- Opportunities made available to AFAM and API-F exceeded percentage of population
- Attention is needed on API-M and HISP population
- High degree of developmental opportunities is being afforded to clericals
- More thought needs to be given to opportunities in professional administrative area
- Technicians frequently assigned to special jobs without formal details

## Promotions by Ethnicity & Gender

## Promotions bySkill & Grade

## Promotions by Age & Handicap

## Senior (14/15) Promotions by Ethnicity & Gender

## Analysis of Promotions

- Ethnicity and gender data looks reasonable—much progress is being made to balance grade levels and parity numbers
- Skill and age distribution not surprising considering work and FPL’s

## Awards byEthnicity & Gender (Cash & TO)

## Awards bySkill & Grade (Cash & TO)

## Awards byAge & Handicap (Cash & TO)

## Analysis of Awards

- Data looks good except drop in Technician 12 & Under

## Training byEthnicity & Gender (LMD & TMT)

## Training bySkill & Grade (LMD & TMT)

## Training byAge & Handicap (LMD & TMT)

## Analysis of Leadership Training

- Large amount of year-to-year fluctuations in ethnicity and gender but overall good
- Variation by skill and age about as would expect

## Mentoring byEthnicity & Gender 

***FY01-AETD MCMP & PIP’s***
***FY02-PMDE, Center Mentoring, AETD MCMP, SEED, & PIP’s***

## Mentoring bySkill & Grade

***FY01-AETD MCMP & PIP’s***
***FY02-PMDE, Center Mentoring, AETD MCMP, SEED, & PIP’s***

## Mentoring byAge & Handicap

***FY01-AETD MCMP & PIP’s***
***FY02-PMDE, Center Mentoring, AETD MCMP, SEED, & PIP’s***

## Analysis of Mentoring

- This data set was very difficult to collect and only reflects the programs indicated on the charts
- The FY02 numbers reflect several programs not included in FY01 which may have had an influence on the numbers
- We need to encourage more AFAM mentors
- There is a surprising lower participation of people over 45 as mentors
- Minorities and females seem to indicate more interest in being mentored

## Work Teams byEthnicity & Gender

## Work Teams bySkill & Handicap

## Analysis of Work Teams

- Work Team data good but not very helpful.  Few teams are formed by Code 500, many of the AETD teams have a diversity focus
- Code 400 team data would be more reflective of AETD involvement in teams

## Workforce Matrixedto Code 400

- AETD provides a very large percentage of our workforce to support Code 400 that is fully representative of our available population
- We provide Code 400 with 36.4% minorities and non-minority women; this compares to our AETD population, which has 37.8% minorities and non-minority women available to support _all_ Goddard activities
- For our GS-14 engineer and technician population, AETD has 32.1% minorities/non-minority females
- For the GS-15 engineers and technicians, we have 28.4% of our available population in the minority/non-minority female categories.

## Directorate Diversity Groups

- AETD has a Directorate Diversity Focus Group
- Members from all over AETD, different skill groups, and ages
- Meets monthly
- Has yearly retreat
- Developed Web site
- Rewrote AETD Diversity Policy
- Wrote criteria for AETD Diversity Award
- Created AETD Quality of Work Life Committee
- Planning speakers series
- Planning AETD booth and “Rick’s Rap” for Celebrate Goddard Day

## Directorate Diversity Groups (cont.)

- The Division/Engineering Centers all have various activities.  Some examples:
- Pizza lunches for new employees
- Brown bag lunches for education/training
- Branch and/or Division picnics
- Celebratory lunches after PIP presentations
- Retreats

## Diversity Recognition

- AETD has created a new Directorate Award “Excellence in Diversity”
- Winner(s) receive a $1000 award and an AETD pyramid
- Anyone in the Directorate can nominate a candidate
- A diverse committee (including supervisors and non-supervisors) selects winner

## Diversity Awareness

- Frequent discussions at Staff Meetings and All Hands
- Will have Diversity topic speaker and discussion at next retreat

## Other Diversity Activities

- Rick’s “Talking to the Troops” sessions
- New Employee AETD orientations and tours
- Associate Director’s series with female Technicians