### Diversity Team Input to Third Letter November 2011

1 

## “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?

2 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

31. 

### 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

41. 

## 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

5

## 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

6 

### 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.

7 

## 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

8 What questions or comments do you have?

9