# Presentation: 662984

## Report to DIVERSITYCOUNCILJuly 30, 2002

- OHR Dedicated to Diversity

***OFFICE OF HUMAN RESOURCES***

## Diversity management should be evident both in how we relate to each other within our organization and in the services we deliver to the Center.  Because of what we do, we have the highest responsibility to lead by example and set the standard for the Center in embracing diversity. 
Jerry Simpson, Director Human Resources

***Jerry Simpson, Director Human Resources***

**Notes:**
 OHR should be a model for Diversity Management

...recognizing, accepting, and appreciating the unique differences among individuals so that productivity in the work place is maximized through teamwork and innovation

## Presentation Overview

**OHR Employee Profile**
**OHR Diversity Management ****Status, Actions & Accomplishments**
**Wrap-Up**

**Notes:**
OHR actions for the Center will be presented in the Fall (FY03 - 1st Qtr)
We will provide:
 a snap shot of OHR demographics for FY01 and FY02
 an overview of OHR accomplishments, using the Center’s Diversity Strategic Plan as a framework for discussion
Conclude with discussion/feedback/response to questions

## OHR EMPLOYEE PROFILE

**FY01  FY02    Description**
-  65	      64      Total
-  75%     75%   Prof.Adm.
-  32%    30%   AFAM
-    2%     0%    Asian/PI
-    3%     3%    Hispanic
-  63%   67%    Non-Minority
-  88%   87%     Female
-  42%    44%    Age 30-39
-  41%    44%    GS 11/12
- 96 %   95%**     **No Disability

- OHR Demographics remain virtually unchanged for FY01 and FY02
- Only two skill categories represented: Prof.Adm. and Clerical
- Non-Minorities are the largest ethnicity represented followed by AFAM at a 2/1 ratio
- Organization is predominantly female
- Predominant age range 30-39, followed by 40-49 age range
- Predominant grade range is GS11/12 followed by GS13/14

## On Board FY02

**64 Civil Servants**

|  |  |  | Male |  | Female | Clerical | Prof.Adm. |  | Ethnicity Total |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
|  | AFAM |  |  |  | 19 | 5 | 14 |  | 19 |  |  |
|  | Asian/PI |  |  |  |  |  |  |  |  |  |  |
|  | Hispanic |  |  |  | 1 | 1 |  |  | 1 |  |  |
|  | NonMinority |  | 7 |  | 36 | 10 | 33 |  | 43 |  |  |
|      Disability |  |  | No Disability - 61 |  |  | Non-Targeted - 2 |  |  | Targeted - 1 |  |  |
|      Age |  | 29&Under  7 |  | 30-3928 |  | 40-4919 |  | 50-5910 |  | 60+0 |  |
| Grade |  | 1-6 - 9 |  | 7-9 - 9 |  | 10-12 - 25 |  | 13/14 - 19 |  | 15 - 1 |  |

**1 SES Employee**

**Notes:**
Ethnicity:
Asian	         0%	  0
Black	       30%	19
Hispanic	         4%	  2
White	       67%	42

Skill Category:
Clerical	       25%	16
Prof/Adm.	       75%	48

Disability:
Non-Targeted	         3%	   2
Targeted	         2% 	   1

Gender:
Male	         13%	    8
Female	         87%	  56
Grade Excludes 1 SES

## On Board FY01

***On Board FY01***

**65 Civil Servants**

|  |  |  | Male |  | Female | Clerical | Prof.Adm. |  | Ethnicity Total |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
|  | AFAM |  |  |  | 21 | 6 | 15 |  | 21 |  |  |
|  | Asian/PI |  |  |  | 1 | 1 |  |  | 1 |  |  |
|  | Hispanic |  | 1 |  | 1 | 1 | 1 |  | 2 |  |  |
|  | NonMinority |  | 7 |  | 34 | 8 | 33 |  | 41 |  |  |
|      Disability |  |  | No Disability - 63 |  |  | Non-Targeted - 1 |  |  | Targeted - 1 |  |  |
|      Age |  | 29&Under  9 |  | 30-3927 |  | 40-4918 |  | 50-5910 |  | 60+1 |  |
| Grade |  | 1-6 - 12 |  | 7-9 - 7 |  | 10-12 - 27 |  | 13/14 - 17 |  | 15 - 1 |  |

**1 SES Employee**

**Notes:**
Ethnicity:
Asian                      2%    	  1
Black	       34%	22
Hispanic	         4%	  2
White	       63%	41

Skill Category:
Clerical	       25%	16
Prof/Adm.	       75%	49

Disability:
Non-Targeted	         2%	   1
Targeted	         2% 	   1

Gender:
Male	         13%	    8
Female	         87%	  57
Grade Excludes 1 SES

## OHR Diversity Management

**Strategy 1:  Develop employees to their maximum potential**
**Goal 1: Opportunities for growth exist equitably for all employees**** **

**Notes:**
Transition Chart

## OHR Diversity Management

**Formal Award Opportunities**
- Code 110 Awards Ceremony
- Categories: Rookie of the Year, Superior Customer Service, Supervisor/Group Leader of the Year, Outstanding Team Work, Process Improvement, and Navigator
- Peer Awards
- OHR Managers Empowered to make Special Act, Performance and Time-Off Awards
- NASA and Goddard Honor Award Recipients – 9 recipients
**Awards and Recognition goals and actions incorporated in OHR Diversity Management Plan**

**Ensure diverse participation in, and recognition for awards**

**Notes:**
Elaboration Chart

Outstanding Team Work: FY01- Awards Team (designed the process for Internal Awards); FY02-OHR Course Catalog Development
Informal Recognition at staff meetings (i.e. lollipop for persons having positive feedback on Customer Service Survey)
Get more words on informal recognition

## Awards FY02 41 Thru June (Performance, QI, Special Act, & Time Off)

|  |  |  | Male |  | Female | Clerical | Prof.Adm. |  | Ethnicity Total |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
|  | AFAM |  |  |  | 14 | 2 | 12 |  | 14 |  |  |
|  | Asian/PI |  |  |  |  |  |  |  |  |  |  |
|  | Hispanic |  | 3 |  |  |  | 3 |  | 3           |  |  |
|  | NonMinority |  | 4 |  | 20 | 5 | 19 |  | 24 |  |  |
|      Disability |  |  | No Disability - 39 |  |  | Non-Targeted - 2 |  |  | Targeted - |  |  |
|      Age |  | 29&Under  2 |  | 30-3925 |  | 40-4910 |  | 50-594 |  | 60+0 |  |
| Grade |  | 1-6 - 3 |  | 7-9 - 4 |  | 10-12 - 12 |  | 13/14 - 21 |  | 15 - 1 |  |

**Notes:**
FY02: 41 Total Performance/QI/Special Act/Time Off; (4 Honor – excluded from Total) (Awaiting Peer Awards and additional Supervisory)
Performance/QI – 10
Special Act (Individual) – 7
Special Act (Group) – 4
Time Off - 17 
Honor – 4
GSFC Honor – Chris Beidel, Tina Reed, Nichole Richmond, Linda Ledman
NASA Honor – None

## Awards FY01116 (Performance, QI, Special Act, & Time Off)

***Awards FY01******116****** ******(Performance, QI, Special Act, & Time Off)***

|  |  |  | Male |  | Female | Clerical | Prof.Adm. |  | EthnicityTotal |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
|  | AFAM |  |  |  | 36 | 6 | 30 |  | 36 |  |  |
|  | Asian/PI |  |  |  |  |  |  |  |  |  |  |
|  | Hispanic |  | 1 |  |  |  | 1 |  | 1 |  |  |
|  | NonMinority |  | 10 |  | 69 | 19 | 60 |  | 79 |  |  |
|      Disability |  |  | No Disability - 110 |  |  | Non-Targeted - 5 |  |  | Targeted - 1 |  |  |
|      Age |  | 29&Under  12 |  | 30-3969 |  | 40-4922 |  | 50-5913 |  | 60+0 |  |
| Grade |  | 1-6 - 18 |  | 7-9 - 9 |  | 10-12 - 45 |  | 13/14 - 43 |  | 15 - 1 |  |

**Notes:**
FY01: 116 Total Performance/QI/Special Act/Time Off; (5 Honor – excluded from Total)
Performance/QI – 13
Special Act (Individual) – 28
Special Act (Group) – 36
Time Off - 29 
Honor - 5 
GSFC Honor – Debbie Parsons, Audrey Young, Lindsay Skerenchak
NASA Honor – Pat Greco, Barbara Hamilton

## Promotions FY02 

|  |  |  | Male |  | Female | Clerical | Prof.Adm. |  | Ethnicity Total |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
|  | AFAM |  |  |  | 2 | 1 | 1 |  | 2 |  |  |
|  | Asian/PI |  |  |  |  |  |  |  |  |  |  |
|  | Hispanic |  |  |  |  |  |  |  |  |  |  |
|  | NonMinority |  |  |  | 7 | 2 | 5 |  | 7 |  |  |
|      Disability |  |  | No Disability - 9 |  |  | Non-Targeted - 2 |  |  | Targeted - |  |  |
|      Age |  | 29&Under  2 |  | 30-396 |  | 40-491 |  | 50-59 |  | 60+ |  |
| Grade |  | 1-6 - 2 |  | 7-9 - 1 |  | 10-12 - 2 |  | 13/14 - 4 |  | 15 - |  |

**9 Promotions Thru June**

**Notes:**
Total Promotion Eligible: 25
Ethnicity:
Asian	         0%	  0
Black	       36%	  9
Hispanic	         8%	  2
White	       56%	 14

Skill Category:
Clerical	       28%	   7
Prof/Adm.	       72%	 18

Disability:
Non-Targeted	         0%	   0
Targeted	         4% 	   1

Gender:
Male	         12%	    3
Female	         88%	  23

Grade: There were no GS13 promotion eligible  at BOY

##  Promotions FY01 

- 18 Total Promotions

|  |  |  | Male |  | Female | Clerical | Prof.Adm. |  | EthnicityTotal |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
|  | AFAM |  |  |  | 9 | 5 | 4 |  | 9 |  |  |
|  | Asian/PI |  |  |  |  |  |  |  |  |  |  |
|  | Hispanic |  |  |  |  |  |  |  |  |  |  |
|  | NonMinority |  | 1 |  | 8 | 4 | 5 |  | 9 |  |  |
|      Disability |  |  | No Disability - 9 |  |  | Non-Targeted - |  |  | Targeted - |  |  |
|      Age |  | 29&Under  6 |  | 30-3910 |  | 40-491 |  | 50-591 |  | 60+ |  |
| Grade |  | 1-6 - 5 |  | 7-9 - 4 |  | 10-12 - 5 |  | 13/14 - 4 |  | 15 - |  |

**Notes:**
Total Promotion Eligible: 17
Ethnicity:
Asian	         0%	  0
Black	       35%	  6
Hispanic	         6%	  2
White	       53%	  9

Skill Category:
Clerical	       50%	  8
Prof/Adm.	       50%	  9

Disability:
Non-Targeted	         0%	   0
Targeted	         6% 	   1

Gender:
Male	           6%	    1
Female	         94%	  17

Grade: There were no GS13 promotion eligible  at BOY

## OHR Diversity Management

**Formal details outside of OHR difficult due to workload challenges**
**Several details/rotations internal to OHR occurred during FY02 at the Office Chief, Deputy Office Chief and team leader levels.  Included a combination of AFAMs and Non-minorities **
**Opportunities for individuals outside the organization to participate in OHR detail assignments**

**Ensure diverse participation in, and recognition for developmental assignments **(formal details requiring paper)

**Notes:**
Elaboration Chart
Get words from Sandy – Didn’t we support a number of internal details i.e. rotations through 113 Office Chief job and Arletta on detail as deputy chief to Code 114 (ultimately led to their selections)
OHR has supported several detailees to the Directorate – i.e. Michelle (awards office) Kathryn Gaulke, Howard Kea

## OHR Diversity Management

**HR employee participation in formal GSFC Mentoring Program**
**FY01 -  3 Mentors **
**FY01 -  1 Mentee**
**FY02 -  5 Mentors**
**FY02 -  4 Mentees**** **

**Promote and expand mentoring opportunities**

**Notes:**
Elaboration Chart

GSFC Mentoring Program 2000-2001Arletta Love           	MentorSharon Boykins       	MenteeJerry Simpson         	MentorSheri Brown     	MentorGSFC Mentoring Program 2001-2002Nichole Richmond        	MenteeOdessia Becks   	MenteeLatonya Richardson     	MenteeAlex Mostkov    	MenteeJim Wilk                	MentorJerry Simpson   	MentorSandy Buffalano 	MentorDon Wolford     	MentorDonna Swann     	Mentor

## OHR Diversity Management

**New Employee Support Team (NEST)**
**Many OHR employees informally mentor/coach OHR colleagues**
**OHR hosts Public Service Interns, a Presidential Management Intern, and high school interns (SHARP)**
**OHR employee serving as mentor for NASA Headquarters NAFEO program**

**Promote and expand mentoring opportunities**

**Notes:**
Elaboration Chart

GSFC Mentoring Program 2000-2001Arletta Love           	MentorSharon Boykins       	MenteeJerry Simpson         	MentorSheri Brown     	MentorGSFC Mentoring Program 2001-2002Nichole Richmond        	MenteeOdessia Becks   	MenteeLatonya Richardson     	MenteeAlex Mostkov    	MenteeJim Wilk                	MentorJerry Simpson   	MentorSandy Buffalano 	MentorDon Wolford     	MentorDonna Swann     	Mentor

## OHR Diversity Management

**Strategy 1:  Develop employees to their maximum potential**
**Goal 2: Supportive environment exists for employee development**

**Notes:**
Elaboration Chart

## OHR Diversity Management

**Employee Supervisory Performance Feedback**
- Some supervisors met with consultant to review and analyze feedback
- Utilized facilitation resources when meeting with employees
- Presented feedback and areas to work on to employees
**OHR Customer Service Feedback Tool**
- Web-based survey instrument used to identify strengths and areas for improvement
- Customers provide feedback on specific work-related interactions
- Responses checked regularly
- Feedback provided to employees
- Employees Coached
- Positive feedback and recognition shared at staff meetings

**Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs**

**Notes:**
Elaboration Chart
OHR Customer Service Feedback Tool
How well did we meet your overall Expectations? 
Service Courtesy & Professionalism 
Timeliness of Service 
Quality of Service 
HR Role-Assessment Survey - Helps us understand customer perceptions of HR strengths and improvement areas regarding our role as employee advocate, strategic partner, administrative expert and change agent 
OHR Diversity Assessment - Assessment of HR employee perception of OHR diversity management practices

“We view these measures as creating a supportive environment for employee development”

## OHR Diversity Management

**185 instances of training in FY02 thru June****Diverse participation in a wide range of developmental programs**
- Two Cooperative Education Students
- Two Long-Term Development Program Participants

**Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs**

**Notes:**
Elaboration Chart
To date, there have been 185 instances of training (on-site and off-site) to include special training program participation as follows:
2 Cooperative Education students ( 1 mf, 1nmm (tuition assistance); both converted to FTP)
2 long-term (1 yr) development programs
	1- mf, GS-12(USDA/Executive Leadership Program);
	1-mf, GS-14(Council for Excellence in Government)
7 Undergraduate Study Program
     GS-12:  1mf	GS-11:   1 nmf;  2mf
     GS-7  :  1mf	GS-5  :   1 nmf, 1mf 
4 Part-time Graduate Study Program
1 mf, GS-14;   1mf, GS-13;   2 nmf, GS-12
1 Research & Study Fellowship Program	1 nmf, GS-14
14 Participants in Center- or Agency- sponsored Leadership and Management Development CoursesGS-12: 3 nmf        GS-13: 5nmf; 2nmm; 1mf       GS-14: 2mf; 1nmm

## OHR Diversity Management

**Seven Undergraduate Study Program Participants**
**Four Part-time Graduate Study Program Participants**
**One Research Study Fellowship Program**

**Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs**

**Notes:**
Elaboration Chart
To date, there have been 185 instances of training (on-site and off-site) to include special training program participation as follows:
2 Cooperative Education students ( 1 mf, 1nmm (tuition assistance); both converted to FTP)
2 long-term (1 yr) development programs
	1- mf, GS-12(USDA/Executive Leadership Program);
	1-mf, GS-14(Council for Excellence in Government)
7 Undergraduate Study Program
     GS-12:  1mf	GS-11:   1 nmf;  2mf
     GS-7  :  1mf	GS-5  :   1 nmf, 1mf 
4 Part-time Graduate Study Program
1 mf, GS-14;   1mf, GS-13;   2 nmf, GS-12
1 Research & Study Fellowship Program	1 nmf, GS-14
14 Participants in Center- or Agency- sponsored Leadership and Management Development CoursesGS-12: 3 nmf        GS-13: 5nmf; 2nmm; 1mf       GS-14: 2mf; 1nmm

## OHR Diversity Management

**Fourteen Center or Agency sponsored Leadership and Management Development Course Participants**

**Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs**

**Notes:**
Elaboration Chart
To date, there have been 185 instances of training (on-site and off-site) to include special training program participation as follows:
2 Cooperative Education students ( 1 mf, 1nmm (tuition assistance); both converted to FTP)
2 long-term (1 yr) development programs
	1- mf, GS-12(USDA/Executive Leadership Program);
	1-mf, GS-14(Council for Excellence in Government)
7 Undergraduate Study Program
     GS-12:  1mf	GS-11:   1 nmf;  2mf
     GS-7  :  1mf	GS-5  :   1 nmf, 1mf 
4 Part-time Graduate Study Program
1 mf, GS-14;   1mf, GS-13;   2 nmf, GS-12
1 Research & Study Fellowship Program	1 nmf, GS-14
14 Participants in Center- or Agency- sponsored Leadership and Management Development CoursesGS-12: 3 nmf        GS-13: 5nmf; 2nmm; 1mf       GS-14: 2mf; 1nmm

## OHR Diversity Management

**Strategy 2: Create an Inclusive Environment/Culture**
**Goal 1: Environment is well-balanced and stress-reduced**** **

**Notes:**
Transition/Elaboration Chart
While this goal  is listed as a Diversity Council measure, the OHR proactively seeks opportunities to exercise workplace flexibilities and stress busters

## OHR Diversity Management

**OHR chartered and supported Centerwide team to explore and propose expansions to Alternative Work Schedule and Tele-working programs at the Center.  Team is finalizing results of its work.**

**Develop and execute a Human Capital Management strategy that considers Quality of Work Life (QWL)**

**Notes:**
Transition/Elaboration Chart
While this goal  is listed as a Diversity Council measure, the OHR proactively seeks opportunities to exercise workplace flexibilities and stress busters

## OHR Diversity Management

**OHR employees have opportunity to exercise a variety of ****flexible work options**
- Most employees use flexible work schedules
- Over 30 employees have an Alternative Work Schedule day off
- Approximately 10 employees telecommute (regular/intermittent)
- Several employees work Part-time
**OHR Diversity Management Committee events ****(i.e., Ice Cream Social)**
**Recently established OHR Social Committee**

**Develop and execute a Human Capital Management strategy that considers Quality of Work Life (QWL)**

**Notes:**
Transition/Elaboration Chart
While this goal  is listed as a Diversity Council measure, the OHR proactively seeks opportunities to exercise workplace flexibilities and stress busters

## OHR Diversity Management

**Strategy 2: Create an Inclusive Environment/Culture**
**Goal 2: Communication with and among employees is timely and open**** **

**Notes:**
Transition Elaboration Chart
 While the first three bullets shown as either Special Assistant for Diversity, Diversity Champion and/or PAO the OHR models these diversity management practices by:
Maintaining an OHR Diversity Website
Including diversity management topics at OHR All Hands meetings (i.e updates on Center Diversity Team, updates on OHR Diversity Committee)
Celebrating major milestones in OHR’s diversity management (i.e. All Hands on roll-outo f diversity plan and website)

## OHR Diversity Management

**OHR Participation in Diversity Dialog Project**
- Phase A
- Phase B
- Phase C

**Provide forum for diversity discussion**

**Notes:**
Elaboration Chart
OHR Participation in Diversity Dialogues
 Phase A: Sheri, Kimela, Kellie Murray
 Phase B: Sharon Johnson, Cheryl Rosanova, Dale Colbert, Tonya West, Rosalie Avant
Phase C: Dianne Hagerty, Michelle Zidek, Nelson Rodriguez,
Sheila Jackson
Open forums used as a general practice for OHR employees to discuss to discuss new policies and practices, i.e. OHR Outsourcing, OHR Transformation, etc.

## OHR Diversity Management

**Diversity is a standing agenda item at OHR Quarterly Reviews**
**Open forums used as a general practice for OHR employees to discuss new policies and practices**
**OHR Intranet and “I” Drive used by employees to access information**

**Provide forum for diversity discussion**

**Notes:**
Elaboration Chart
OHR Participation in Diversity Dialogues
 Phase A: Sheri, Kimela, Kellie Murray
 Phase B: Sharon Johnson, Cheryl Rosanova, Dale Colbert, Tonya West, Rosalie Avant
Phase C: Dianne Hagerty, Michelle Zidek, Nelson Rodriguez,
Sheila Jackson
Open forums used as a general practice for OHR employees to discuss to discuss new policies and practices, i.e. OHR Outsourcing, OHR Transformation, etc.

## OHR Diversity Management

**Strategy 2: Create an Inclusive Environment/Culture**
**Goal 3: Employees and supervisors are educated on diversity and its value to the GSFC mission**

**Notes:**
Transition Chart

## OHR Diversity Management

**OHR Participation in Diversity Training Courses **
- Diversity: The Value of Mutual Respect Two Prof. Adm. AFAM females, GS-14; Two Clerical non-minority females, GS-7
- Diversity: Building Bridges of UnderstandingOne Prof. Adm. AFAM female, GS-14
- Crossing BoundariesOne Prof.Adm. non-minority male, GS-12
**OHR Resource Room with Diversity Awareness Materials**

**Make diversity training courses and other in-house resources available for employees**

**Notes:**
Elaboration Chart
Jerry Simpson sent email to 110 all soliciting comments or questions about the OHR Diversity Management Plan prior to roll out

## OHR Diversity Management

**OHR Diversity Management Committee **
- Diversity Champions facilitate implementation of the OHR Diversity Management Plan
- Coordination of  OHR Diversity Website development/upkeep
- Promoted “Lunch with Someone New”
**OHR Dedicated to Diversity Lanyard and pledge card presented at 110 Internal Awards Ceremony**

**Support and encourage Directorate Diversity Groups**

-  Accountability
-  Communication
-  Recruitment

- Career Development and Training
-  Awards and Recognition
- Implementation and Assessment

**Notes:**
Elaboration Chart
Diversity Champions facilitate implementation of the OHR Diversity Management Plan
Provides Awareness
Identifies and advocates good diversity management practices
Diversity discussions/activities at team meeting
Subcommittee substructure allows cross-organization participation

## OHR Diversity Management

**Diversity Management Committee minutes, upcoming events and opportunities to participate in diversity initiatives discussed during staff meetings**
**Work group lunches encouraged**
**OHR Diversity dialogue on “Class Action Settlement”**
**OHR Transformation forums held at Directorate and work-group levels**

**Supervisors, managers and team leaders communicate need to develop inclusive environment and hold or support regular and timely sessions on diversity-related topics**

**Notes:**
Elaboration Chart
Diversity Champions facilitate implementation of the OHR Diversity Management Plan
Provides Awareness
Identifies and advocates good diversity management practices
Diversity discussions/activities at team meeting
Subcommittee substructure allows cross-organization participation

## OHR Diversity Management

**OHR Participated in all facets of Celebrate Goddard Day****(CGD)**
- Two OHR Representatives to CGD Committee
- OHR created internal OHR CGD work group
- OHR hosted a booth at the CGD Expo on the lawn
- OHR awarded an appreciation door prize to recognize GSFC employee support of CGD
**OHR WON THE CGD KARAOKE CUP!**

**Implement a diversity appreciation day**

**Notes:**
Elaboration Chart
Diversity Champions facilitate implementation of the OHR Diversity Management Plan
Provides Awareness
Identifies and advocates good diversity management practices
Diversity discussions/activities at team meeting
Subcommittee substructure allows cross-organization participation

## OHR Diversity Management

**Strategy 3:  Become an Employer of Choice**
**Goal 1: High Awareness of, and respect for diversity**
- New OHR position established in Code 112 to concentrate on benchmarking and identification of Best Practices
- OHR Diversity Management plan includes strategies and actions to facilitate diversity awareness

**Notes:**
Transition Chart
Address first bullet before preceding to next chart

## OHR Diversity Management

**Strategy 3:  Become an Employer of Choice**
**Goal 3: Management is accountable for developing and maintaining a diverse workforce**** **

**Notes:**
Transition Chart
Address first bullet before preceding to next chart

## OHR Diversity ManagementBecome an Employer of Choice

**OHR reported to the DC on directorate diversity activities August 2001 and July 2002 **
**OHR currently has no formal award in place specifically for Diversity**

**Notes:**
Transition Chart
Address first bullet before preceding to next chart