Diversity Team

Input to Third Letter

November 2011

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 “How can EPA best ensure access to a 

diverse and technically astute SES applicant 

pool? 

 What can EPA do to ensure diverse 

applicants selected into the SES are retained, 

developed and promoted? 

 Given the broader concept of Diversity that 

EPA is espousing to (diversity in thinking 

styles, educational backgrounds, family 

experiences, etc.), how can EPA define and 

then track/measure diversity in this 

broadest sense?

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 Understand Current State of Diversity at EPA 

◦ EPA tools and processes to support talent pool. 

◦ EPA’s 2010 EEO Report (MD-715

◦ 2011 MD-715 Action Plans 

◦ Executive Order on Diversity and Inclusion

◦ Assessment of management commitment

◦ Best practices across Government and Private Industry

 Assess Commitment from Agency Leaders

◦ current practices covering orientation and on-boarding processes, engagement 

processes, attrition and turnover, programs for people with disabilities, leadership 

accountabilities for promoting diversity, best practices, and diversity and inclusion 

priorities. 

 Understand Alignment with OPM Processes and Practices

◦ Limitations on what could be done in the context of the legal environment

◦ The Deputy Director of OPM, Christine Griffin was invited to share the broader federal 

government context for developing and implementing outreach and recruiting 

strategies. 

 Discussion and draft of Proposed Recommendations

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1. ENHANCE LINKAGE TO AGENCY MISSION AND ONE 

EPA THEME

2. CONSIDER IMPACT OF DEMOGRAPHIC CHANGE ON 

CROSS CUTTING STRATEGIES

3. INSTITUTE AGENCY-WIDE DIVERSITY AND INCLUSION 

ACTION FRAMEWORK

4. STRENGTHEN TALENT PIPELINE FOR SES LEVEL 

POSITIONS

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1. Update the linkage of diversity and inclusion 

to the strategic mission of the agency

2. Expand inclusion strategies to include all 

critical stakeholder groups 

3. Align with the “One EPA” theme

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Analyze the impact of diversity and changing 

demographics on the EPA’s ability to 

successfully implement its cross cutting 

strategies which include:

◦ Expanding the conversation on environmentalism 

◦ Working for environmental justice and children’s health 

◦ Advancing science, research and technological innovation 

◦ Strengthening state, tribal and international relationships 

◦ Strengthening the EPA’s workforce and capabilities 

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 Establish an EPA-wide Framework for the 

Initiative to promote diversity and inclusion 

covering:

◦ leadership expectations and accountability, 

◦ integration with strategic plan 

◦ cross-organizational collaboration 

◦ governance and compliance 

◦ talent management 

◦ strategic outreach 

◦ institutional systems analysis 

◦ risk mitigation

◦ agency work culture and climate 

◦ processes for inspecting and monitoring results 

 Align with President’s Executive Order. 

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 Strengthen the pipeline of talent for SES level 

positions, particularly among minorities, by:

◦ Focusing on EPA talent pipeline areas where there are significant 

utilization gaps of women and people of color at SES levels.

◦ Creating or enhancing relevant programs at minority-serving 

institutions

◦ Linking minority institutions with non-minority institutions that 

already have achieved excellence in key program areas for joint 

training through partnerships 

◦ Encouraging existing institutions that have achieved excellence in 

key program areas to recruit minority candidates more 

successfully through incentives and assistance

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 What questions or comments do you have?

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