What Can You Do?

Now that you have learned about diversity, inclusion and engagement, you are probably wondering how you can contribute.. Here are a few useful tips:

 Get to know your co-workers. Small conversations to gain a better understanding of others makes a huge difference.

 Treat people the way they wish to be treated

rather than the way you wish to be treated.

Common social activities and practices that

are comfortable for you may not be comfortable for everyone.

 Become culturally competent (or expand

your culture competence) by taking the time

to learn about different cultures, races, religions and backgrounds represented by your

colleagues

 Commit to continuous improvement. Be willing to learn, accept feedback and listen to

concerns of those around you. Even the

most enlightened individual can find opportunities for growth.

 Understand the diversity elements you bring

to the organization and share about your

diversity with others whenever you can.

Each of us brings to the table a lifetime of

experiences and knowledge and add value

to the organization because of it.

 Welcome ideas that are different from your

own and support fellow teammates. The creativity that comes with diversity can help you

generate new ideas or improve a process

already in place. It can also make work more

interesting, engaging and fund.

 Lead by example. When others see you

treating people with dignity and respect, you

provide an example for them to follow.

CREATING AN 

INCLUSIVE 

AND 

ENGAGED 

WORKPLACE 

FOR ALL 

Defining the value of 

Diversity, Inclusion and 

Engagement

FRTIB EEO, Diversity & Inclusion Initiatives

Don Sapp,

EEO Manager,Office of Resource Management

77 K Street, NE - Room # 10-098

Washington, DC 20002

202-864-8536 (Office)

202-748-2422 (Cell)

Donald.Sapp@tsp.gov

We administer the TSP solely in the interest 

of Participants and Beneficiaries.
Engagement

Employee engagement has an enormous 

impact on organizational outcomes. Extensive research consistently demonstrates a 

strong positive relationship between high 

levels of employee engagement and desired 

organizational outcomes such as customer 

satisfaction, safety, low turnover, productivity, and profitability. Engagement refers to a 

high level of motivation to perform well at 

work combined with passion for the work. 

Engaged employees are absorbed intellectually and emotionally in their work and vigorously invest their best efforts in producing 

the outcomes needed for the organization to 

achieve its goals. 

Research has found that there are significant 

correlations between high employee engagement in an agency and several key outcomes including increased employee performance, reduced use of sick leave, fewer 

Equal Employment Opportunity complainants, fewer cases of lost time due to workrelated illness and injury, and lower rates of 

employee intention to leave. 

Key Drivers for Engagement:

 Meaningful performance feedback and 

recognition

 Management styles that foster communication and collaboration

 Work/Life Balance

 Prospect for future personal and 

professional growth

 Workplace Inclusion

 Adherence to merit system principles

 Employee training and development

Inclusion

The FRTIB recognizes the importance of a work 

environment where the viewpoints 

and talents of every employee are 

valued, welcomed, and appreciated. 

In order to maintain a workplace that 

fosters mutual respect, and honors

differences, we must all treat one 

another with dignity and respect. We recognize 

that we are at our best when we draw on the talents of all parts of our society, and our greatest 

accomplishments are achieved when diverse perspectives are integrated and leveraged to resolve 

problems and contribute to the successful accomplishment of our organizational goals. Our continued success depends upon the commitment and 

sustained support of all managers, supervisors, 

and employees to work collaboratively and promote 

teamwork and cross-functional operations.

In summary, we will enhance and promote a positive workplace environment that respects and values the differences each employee brings to the 

FRTIB. We will maintain a climate in which employees are empowered to excel and are provided 

with opportunities to achieve their full potential in 

support of our mission.

We value diversity and inclusion 

and drive innovation by leveraging the 

talents and perspectives of FRTIB’s 

workforce and stakeholders to best 

protect the financial interests of the 

Participants and Beneficiaries.

Diversity

The concept of diversity encompasses 

acceptance and respect of all people. It has 

moved far beyond the legally protected categories that we've always looked at and means 

understanding that each individual is unique, 

and recognizes and embraces our individual 

differences. These can be along the traditional 

categories of race, gender, age, etc.; but also 

those differences not always often thought of 

such as diversity of thought, socio-economic 

status, ways of getting things accomplished, 

educational level, geographic background, birth 

order, marital or parental status, cultural and 

moral beliefs, occupational specialty, level in the 

organization and so much more.

A diverse workforce has been positively associated with greater talent utilization, better 

employee retention, increased innovation and 

higher performance. 

The FRTIB embraces the diversity that our 

employees bring to the organization, as it 

contributes to a culture that fosters creativity 

and benefits from a highly skilled, highly 

productive workforce. 

By valuing the knowledge, ideas, and experiences of all employees, we will serve the 

Participants and Beneficiaries at the highest 

level possible.