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NASA Goddard Space Flight Center National Aeronautics and Space Administration www.nasa.gov DIVERSITY AND INCLUSION ROADSHOW

NASA Goddard Space Flight Center National Aeronautics and Space Administration DIVERSITY AND INCLUSION ROADSHOW

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Page 1: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

NASA Goddard Space Flight Center

National Aeronautics andSpace Administration

www.nasa.gov

DIVERSITY AND INCLUSION

ROADSHOW

Page 2: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

Topics of Discussion

•Current State of Diversity and Inclusion (D&I)

•Advisory Committees

• Inclusion Ally

•Summary

2NASA Goddard Space Flight Center

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Dimensions of Diversity

Non-visible

BackgroundDiversity of ThoughtEducationGeographic LocationIncomeJob ClassificationLanguageMarital Status

Military ExperienceNon-visible DisabilitiesParental StatusPolitical Belief Religion/SpiritualitySexual OrientationSocio-Economic StatusWork Experience

3NASA Goddard Space Flight Center

Visible

Age/GenerationGender

Physical AbilitiesRace/Ethnicity

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DiversityDiversity

• The unique characteristics, perspectives and life experiences that define us as individuals

InclusionInclusion

• Fostering an environment where all individuals contribute fully and feel valued, engaged and support-ed to reach their full potential

4NASA Goddard Space Flight Center

Overarching drivers are Accountability and Engagement

• Every employee is responsible for demonstrating respectful/inclusive behavior

• Maximize the talent and contributions of each employee

&

Diversity & Inclusion Defined

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5NASA Goddard Space Flight Center

Goals of an Inclusive Culture:• Fully utilize everyone’s talent• Leverage our differences for increased learning, innovation, team performance, and

mission success• Engage and retain the best talent from all sectors of our society

Why do this now? • 2011 Presidential Order to Agencies to develop integrated D&I Strategic Plans. 3

goals:

• Diversity within our workforce is increasing. As we become increasingly diverse the challenge is how do we manage that diversity in a way that propels us to higher level of team performance and innovation.

More On Inclusion Why are we shifting to an increased focus on inclusion?

Workplace Diversity Workplace Inclusion Agency Accountability and Leadership

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Business Case

Diversity & Inclusion (D&I) at GSFC • Focuses on building an inclusive work environment where each employee feels

valued and can contribute to their full potential to maximize mission success

Diversity & Inclusion Philosophy• Valuing the whole of the individual. We respect and value not only our apparent

differences, but also diversity of viewpoint, experience, talents and ideas.• About being inclusive in the workplace, not exclusive.• A diverse, inclusive workplace gives us a competitive advantage and is a key

differentiator in the marketplace. • Makes us a better agency, a better partner in the communities we serve and a

better place to work.

Business Case Link: http://diversity.gsfc.nasa.gov/Documents/BusinessCaseDec00.pdf

6NASA Goddard Space Flight Center

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7

Principles of a Successful Diversity and Inclusion Approach

Pillars of Agency and GSFC D&IStrategic Plan

Employee Engagement and

Effective Communication

Demonstrated Leadership

Commitment

Continuous Education, Awareness and Skills

Enhancement

Demonstrated Commitment to

Community Partnerships

Shared Accountability and Responsibility for Diversity and Inclusion

Effective Measurement of

Diversity and Inclusion Efforts

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Roles and Responsibilitiesof EO and D&I

8NASA Goddard Space Flight Center

Equal Opportunity Programs Office Diversity and Inclusion Program Office

Mission/Goals • Advocates to eliminate discrimination, harassment & retaliation in the implementation of employment processes/practices

• Advocates for equal access and opportunity – no one excluded from participation

• Focus is on legally protected groups• Legally mandated

• Advocates diversity/inclusion and identify issues and opportunities

• Develops strategies• Coordinates center/directorate

activities• Monitor organizational environment

Advisory Committees AAAC, APAAC, EAAC, HACE, NAAC & WAC

NDP, LGBTAC & VAC

Leadership Accountability:

Center Director, Director of/Senior Staff, EO Council, Advisory Committee Chairs, and Unions

Deputy Center Director, Deputy Directors of, Advisory Committee Chairs, EOPO, and Unions

Summary Representational/Quantitative Inclusion/Qualitative

Page 9: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

Supportive85%

42. My supervisor supports my need to balance work and other life issues.46. My supervisor/team leader provides me with constructive suggestions to improve my job performance. 48. My supervisor/team leader listens to what I have to say.49. My supervisor/team leader treats me with respect.50. In the last six months, my supervisor/team leader has talked with me about my performance.

Supportive85%

Open75%

32. Creativity and innovation are rewarded.34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).45. My supervisor/team leader is committed to a workforce representative of all segments of society.55. Managers/supervisors/team leaders work well with employees of different backgrounds.

Open78%

Cooperative72%

58. Managers promote communication among different work units (for example, about projects, goals, needed resources).59. Managers support collaboration across work units to accomplish work objectives.

Cooperative73%

Empowered74%

2. I have enough information to do my job well.3. I feel encouraged to come up with new and better ways of doing things.11. My talents are used well in the workplace.30. Employees have a feeling of personal empowerment with respect to work processes.

Empowered76%

Fair59%

23. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.24. In my work unit, differences in performance are recognized in a meaningful way.25. Awards in my work unit depend on how well employees perform their jobs.37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.38. Prohibited Personnel Practices (for example, illegally discrimination for or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veterans’ preference requirements) are not tolerated.

Fair62%

NASA Scores GSFC ScoresEVS Questions

2014 EVS Inclusion Scores

9NASA Goddard Space Flight Center

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GSFC 5-year EVS Inclusion Scores Trend

10NASA Goddard Space Flight Center

2014 2013 2012 2011 2010

85% 84% 83% 84% 85%

2014 2013 2012 2011 2010

78% 78% 78% 78% 78%

2014 2013 2012 2011 2010

73% 76% 76% 73% 74%

2014 2013 2012 2011 2010

76% 75% 76% 75% 75%

2014 2013 2012 2011 2010

62% 62% 62% 60% 60%

Supportive

Open

Cooperative

Empowered

Fair

Page 11: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

Center Directorates

Directorate D&IC Representation

Code 800Lead: Phil

Eberspeaker

Code 200Lead: Cindy

Stoltz Alt.: Dawn Fountain

Code 700

Lead: Theresa Kinney

Alt.:Sanjeev Sharma

Code 100

Lead: Gale Fleming

Code 600Lead: Dr.

Dorothy Zukor; Alt.: Maria So

Code 400Lead: Donna

Swann

Code 500

Lead: Nancy Carosso

Code 300

Lead: Curtis Johnson

Page 12: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

Advisory Committees

NASA Goddard Space Flight Center 12

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Roles and Responsibilities

• Provide advice, guidance and recommendations to the Center Management in the planning, implementation and evaluation of the Center's efforts in support of affirmative employment efforts throughout all human capital processes, i.e., recruitment, selection, hiring, promotion, retention, etc.;

• Serve as a focal point for communicating the challenges, issues and concerns of their respective constituents on matters affecting employment at the Center;

• Provide education and awareness forums for the GSFC workforce on various diversity and inclusion and EEO topics;

• Work proactively with GSFC management to identify and resolve Center-wide challenges and barriers impacting the recruitment, selection, advancement, retention and inclusion of employees, and contribute to the development and implementation of corrective actions that remediate them.

13NASA Goddard Space Flight Center

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GSFC Advisory

Committees

APAACAAAC

HACE

EAAC

NAACWAC

LGBTAC

NDP

VAC

Advisory Committees Represent:

• African Americans • Asian and Pacific Americans • Hispanic Americans• Individuals with Disabilities • Native Americans • Women • Lesbian, Gay, Bi-Sexual and

Transgender employees • New and Developing

Professionals• Veterans

14NASA Goddard Space Flight Center

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Advisory Committee Program Managers

• APAAC & WAC—Gerald Tiqui• EAAC—Gabriela Diaz• LGBTAC—Shavondalyn Givens• AAAC, HACE & NAAC—Marian Carson• NDP & VAC—Teresita Smith

Learn more at:

http://diversity.gsfc.nasa.gov/div_advisory.cfm

Learn More & Get Involved!

15NASA Goddard Space Flight Center

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Inclusion Ally Initiative

NASA Goddard Space Flight Center 16

http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html

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Who is an Inclusion Ally?

17NASA Goddard Space Flight Center

Person in the workplace who proactively strives to create, expand, and sustain an environment that is

equitable, respectful and inclusive of all groups and individuals

Involves getting to know one’s colleagues and building respectful work relationships with people who

are different from themselves

Inclusion champions from across the organization who stand up and speak out to advocate for the opportunity for each person to contribute fully to the

mission of Goddard

Allies are essential to increasing equity and inclusion in the

workplace

Inclusion Ally: (1) Inclusion—advocating for all, exemplifying inclusive behavior in all contexts, and (2) Ally—advocating for inclusion and equity and

providing support for people and groups different from yours.

Page 18: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

10 Key Inclusion Ally Behaviors

18NASA Goddard Space Flight Center

Speak up when people are being

excluded.

Ask who else needs to be in the room for

better outcomes.

Listen as an ally—first listen deeply and then

engage.

Create a sense of “safety” for yourself

and your team members.

Use your privilege in a positive way—Be an ally for a group from which you are

different.

Become skilled at having difficult

conversations and resolving conflict.

Monitor your own assumptions and

blind spots—do the necessary self work.

Encourage the contributions of all.

Be a champion for D&I at Goddard.

Get to know people who are different

from you.

Page 19: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

Engage employees at all levels of the organization in actions to create an inclusive culture at

Goddard: Emphases that inclusion involves

all of us and benefits all of us

Encourages inclusive behaviors that make a big

difference in our teams and workplaces

Help shift the current culture paradigm so that employees view all of us

as responsible for creating inclusion in our teams and organization

Builds on “i am Goddard”–I am the core element of

our inclusive culture, focuses on individual

action and responsibility

Focusing on inclusion results in increased

innovation, productivity and retention

What’s In It For Me (WIFM) – Developing

leadership skills, networking and building

community with other passionate people,

trainings and special events

Invites everyone to be an ally and a catalyst for

inclusion for all

WHAT ARE THE

BENEFITS?

NASA Goddard Space Flight Center 19

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Look Out for Upcoming Events such as • Ongoing learning and networking activities—hosted quarterly

– Center-wide training workshops, networking and brown bag events

Previous Inclusion Ally Events include:• 2 part Kick-off—Spring /Summer 2014

– Safety Week session Inclusion Ally: Be Safe Being Who You Are, May 1 at Greenbelt

– Safety Awareness Day, May 20 at WFF and June 24-26 at IV&V• 1st Quarterly Engagement and Education Activities – “35 Dumb Things Well

Intentioned People Say…” Fall 2014

For more info contact any Inclusion Ally Core Team member at IV&V, WFF and Greenbelt. See POC list on website.

http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html

NASA Goddard Space Flight Center 20

Recent Inclusion Ally Events!

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Directorate Specific Information

NASA Goddard Space Flight Center 21

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Conclusion

NASA Goddard Space Flight Center 22

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Capabilities for Continued Mission Success

23NASA Goddard Space Flight Center

Technical Skills/Systems

• Hard Technical Capabilities

• Engineering Expertise

• Systems Engineering• Scientific Knowledge

and Inquiry

Social Systems/Culture

• Soft Cultural Capabilities

• Human Dimensions• Leadership• Relationship Building• Individual

Development

MissionSuccess+ =

Page 24: NASA Goddard Space Flight Center National Aeronautics and Space Administration  DIVERSITY AND INCLUSION ROADSHOW

What’s Next?

24NASA Goddard Space Flight Center

Be a partof the

change

Demonstrate inclusive behaviors

Getinvolved

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Questions?

NASA Goddard Space Flight Center 25

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CHECK OUT BELOW RESOURCES TO LEARN MORE?

Goddard Learning Library (Great Video Resources to start a dialogue within your organization): http://ohcm.gsfc.nasa.gov/DevGuide/Learn/home.htm

10 Commandments of Communicating with People with Disabilities

Black in America Color of Fear Drop by Drop Gay and Transgender Issues in the

Workplace The Lunch Date Village of 100 Visiones: Latino Art and Culture

Great Books and Articles for your D&I journey: “What If” by Steve Robbins “Diversity at Work” by Trevor Wilson “Building a House for Diversity” by R.

Roosevelt Thomas, Jr. “The Tipping Point” by Malcom

Gladwell “Outliers” by Malcolm Gladwell “Blink” by Malcolm Gladwell “The Loudest Duck” by Laura

Liswood Peggy Mcintosh Articles on Privilege

– “Unpacking the Invisible Knapsack” “35 Dumb Things that Well-

Intentioned People Say” by Maura Cullen

Website we Love

or would love for

you to check out:

Diversity Dialogue Project Tools• Use the Self-Identity Circle for team building within your

organization• Play Two truths and a lie (Getting to Know You Exercise) to

learn more about those you work with and help identify assumptions you may have of others

• Establish Ground Rules for meetings or Email distribution• Share the list of unwritten rules with employees new to Goddard• Outreach to local schools for career day – help increase interest

in STEM fields at the secondary and primary level• Use Micro Messages Tips to foster inclusion• Use OHCM resources including Learning Center, Videos,

Career Builders

Finding your voice in the workplace: Jennifer Brown at TEDxSpringfield

In this TEDx talk Jennifer shares her personal journey and her passion for diversity and innovation.

https://www.youtube.com/watch?v=E0M1beV91js

We all know diversity of identity, but what does diversity of thought mean in today's workplaces?

There are lots of great Ted talks on D&I topics. Check out www.ted.com

http://www.diversityinc.com/magazine/

Diversity Inc Online

Magazine

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