Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI)

Office of Diversity and Inclusion810 Vermont Avenue, NW

Washington, DC 20420http://www.diversity.va.gov

League of United Latin American Citizens (LULAC) Convention 2014

4th Annual Hispanic Employment Program Summit

Andy Gonzalez,EEO Specialist, Office of Diversity and Inclusion (ODI)

U.S. Department of Veterans AffairsData as of May FY 2014

Mission & Vision

Mission

To build a diverse workforce and cultivate an inclusive workplace to deliver the best services to our Nation’s Veterans, their families, and beneficiaries.

Vision

That VA is a leader in creating and sustaining a high-performing workforce by leveraging diversity and empowering employees to achieve superior results in service to our Nation and its Veterans.

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Office of Diversity & Inclusion

Georgia CoffeyDeputy Assistant

Secretary

Workforce Analysis TeamManages the workforce planning and analysis system, conducts technical assistance and training, creates analytical tools and techniques in the area of diversity for managers and supervisors, performs adverse impact assessments and prepares ad-hoc analysis and reports.

Outreach and Retention TeamDevelops diversity and affirmative employment policy, manages special emphasis programs, provides guidance on diversity internships, produces a majority of the Department's annual diversity reports, conducts Technical Assistance Reviews (TARs), and facilitates outreach with community and VA supervisors to increase diversity awareness and opportunities.

Training and Communications TeamProvides diversity and inclusion training (online and onsite), distributes weekly diversity news updates and bimonthly newsletter, produces monthly video news program, and prepares various how-to guides and special reports, and maintains the ODI Web site.

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Contact Information

David Williams, Director of Workforce AnalysisPhone: (202) 461-4033E-mail: [email protected]

Georgia Coffey, Deputy Assistant Secretary Phone: (202) 461-4078E-mail: [email protected]

Andy Gonzalez, EEO SpecialistPhone: (202) 299-4320E-mail: [email protected]

mailto:[email protected]



Outline

Onboard Participation (CLF/RCLF)Onboard Representation (Race/Ethnicity/Gender and Administration)Onboard Targeted DisabilitiesLeadership (SES)Outreach Return on InvestmentHires / Top 5 OccupationsPromotions / SeparationsInitiatives / Best PracticesRole as a Special Emphasis Program ManagerCore Understanding

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Definition

The Relevant Civilian Labor Force (RCLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed in or unemployed and seeking employment in VA specific occupations. When the organization has a presence in Puerto Rico, the population of Puerto Rico is included.

The Civilian Labor Force (CLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed or unemployed and seeking employment in all U.S. occupations. The CLF does not include Puerto Rico or other U.S. territories.

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Onboard Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF)

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Hispanic White Black Asian Native Hawaiian/ Pacific Islander

American Indian/ Alaska Native

Two or More Races

0%

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20%

30%

40%

50%

CLF and RCLF based on 2010 Census. Includes permanent and temporary employees. FY 2014 total onboard: 341,372

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Onboard Representation by Race/Ethnicity and AdministrationVACO VHA VBA NCA

Total Onboard during FY14

Participation Rate RCLF

Total Onboard during

FY14


Total Onboard during FY14


Total Onboard

during FY14


Hispanic Male 546 4.29% 4.64% 9,344 3.06% 3.83% 629 2.98% 3.13% 147 8.36% 18.32%

Hispanic Female 237 1.86% 3.20% 11,157 3.65% 5.82% 562 2.67% 5.67% 37 2.10% 3.30%

White Male 5,331 41.86% 44.90% 72,036 23.56% 21.73% 6,574 31.18% 30.48% 906 51.54% 40.16%

White Female 2,741 21.52% 27.94% 111,551 36.48% 46.60% 5,853 27.76% 41.46% 238 13.54% 21.84%

Black Male 1,522 11.95% 5.05% 27,171 8.89% 3.47% 2,568 12.18% 3.52% 202 11.49% 5.80%

Black Female 1,476 11.59% 5.00% 45,218 14.79% 9.38% 3,632 17.22% 9.62% 133 7.57% 3.87%

Asian Male 425 3.34% 4.87% 8,722 2.85% 2.93% 307 1.46% 1.95% 23 1.31% 1.76%

Asian Female 227 1.78% 2.47% 14,524 4.75% 4.57% 295 1.40% 2.68% 10 0.57% 1.48%

Native Hawaiian/Pacific Islander Male

13 0.10% 0.06% 364 0.12% 0.04% 40 0.19% 0.02% 15 0.85% 0.06%

Native Hawaiian/Pacific Islander Female

12 0.09% 0.03% 471 0.15% 0.08% 22 0.10% 0.08% 2 0.11% 0.00%

American Indian/ Alaska Native Male 109 0.86% 0.40% 1,653 0.54% 0.27% 226 1.07% 0.24% 26 1.48% 0.57%

American Indian/ Alaska Native Female

49 0.38% 0.34% 2,663 0.87% 0.66% 281 1.33% 0.49% 7 0.40% 0.28%

Two or More Races Male 27 0.21% 0.31% 336 0.11% 0.19% 39 0.18% 0.16% 10 0.57% 0.23%

Two or More Races Female 20 0.16% 0.20% 554 0.18% 0.38% 58 0.28% 0.30% 2 0.11% 0.06%

TOTAL 12,735 99.99% 99.41% 305,764 100.00% 99.95% 21,086 100.00% 99.80% 1,758 100.00% 97.73%

* Red font means less than expected participation relative to the RCLF. 8

Onboard Individuals with Targeted Disabilities (IWTD)

Asian

White

Hispanic

Native Hawaiian/Pacific Islander

American Indian/Alaska Native

Black

Two or More Races

0.00% 0.50% 1.00% 1.50% 2.00% 2.50% 3.00% 3.50% 4.00%

0.78%

2.04%

2.29%

2.34%

2.43%

2.45%

3.53%

VA IWTD Onboard: 2.07%

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Leadership Pipeline RepresentationM

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Includes permanent and temporary employees.

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SES RepresentationM

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Outreach Return on Investment(FY 2013 Applicant Flow Data)

Except for White, all groups applied and selected higher than CLF availability. *Based on applicants’ voluntary responses to background survey. In FY 2013, about 50 percent of applicant completed the survey. Data as of September FY 2013.

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FY 2014 Hires and Top 5 Occupations

Hispanic Males Hispanic Female0%

1%

2%

3%

4%

5%

6% Occupation Hispanic Males

0610 Nurse 8.09%

0602 Medical Officer 7.64%

3566 Custodial Worker 5.57%

0679 Medical Support Assistance 5.30%

2210 IT Management 3.62%

Occupation Hispanic Females

0610 Nurse 21.54%

0679 Medical Support Assistance 6.13%

0620 Practical Nurse 5.94%

0303 Miscellaneous Clerk and Assistant 4.41%

0621 Nursing Assistant 4.29%

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6.29 percent of Hispanic Males hired are IWTDs. 3.18 percent of Hispanic Females hired are IWTDs .

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GS/GM Promotions(Title V and Title 38 Only)

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Includes permanent and temporary employees. Includes GS/GM 1-14, Title V and Title 38.

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Voluntary SeparationM

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Includes permanent only.

Total Voluntary Separation: 16,212

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Voluntary Separation(Fiscal Year to Date)

Retirement Resignation Other0%

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60%

Includes permanent only. Retirement includes mandatory, disability, voluntary, and in lieu of action. Resignation refers to an employee leaving the VA workforce for the private sector or other Federal agencies. Other includes death and separation for military service.

Total Voluntary Separation: 16,212

Total Hispanic Male Separation: 449

Total Hispanic Female Separation: 445

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Involuntary Separation(Fiscal Year to Date)

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Total Involuntary Separation: 835

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Take AwayHispanic males and females had less than expected representation in the total workforce compared to the RCLF and CLF.Hispanic males and females fall below expected representation for VACO and each administration (VHA, VBA, NCA).The Nursing (0610) was the most prevalent occupation for Hispanic males and females.Within the GS/GM pay plans, females are falling below expected promotion rates.White and Hispanic males exceeded expected representation in the SES cadre, all other groups fell below their respective expectations. Hispanic males showed higher than expected representation for involuntary separations.Hispanic population exceeded the Secretary’s 2 percent onboard goal for IWTD (2.07%).

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ODI Diversity and Inclusion Workforce Initiatives

Created the National Diversity Internship Program (NDIP) IDIQ with affinity organizations, including the Hispanic Serving Health Professional Schools (http://www.hshps.org/), to build a pipeline for workforce diversity.Workforce Recruitment Program (WRP): Goal: Increase the representation of individuals with disabilities, especially severe disabilities, in the Federal and private workforce. MyCareer@VA career mapping program to address grade disparities and glass ceilings for all groups, including Hispanics.Implemented cultural competency and unconscious bias training for employees, and mandatory D&I training for all managers.Implemented the new Diversity and Inclusion Indices to gauge workforce diversity and workplace inclusion.Implemented mandatory D&I performance element in SES plans tied to the D&I Strategic Plan.

http://www.hshps.org/

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ODI Hispanic Workforce Best Practices

VA D&I Strategic Plan: Guides VA’s efforts to create/maintain a diverse, results-oriented, high-performing workforce; cultivate a flexible and inclusive work environment; facilitate outstanding public service to our Nation’s Veterans; and ensure agency accountability and leadership. VA Hispanic Employment, Retention and Outreach (HERO) Strategic Plan: Operational framework to promote VA as a model equal opportunity employer for Hispanics. Student Outreach and Retention (SOAR). Program goal is to establish a pipeline for students/graduates to careers in VA.HEP: Community outreach; virtual training and career development; outreach marketing; and annual HEPM Training Summits.National Council of HEP managers on various outreach projects.Align VA efforts increasing outreach to and retention of Hispanics in VA.

Our Roles as Special Emphasis Program Managers

Work with management to identify and address potential barriers to Equal Employment Opportunity such as personnel/employment policies, procedures, and practices that may have an adverse impact on a demographic group(s).

Monitor workforce for areas of under-representation or underutilization and recommend changes to managers.

Market the program and its educational/developmental opportunities“VA must cultivate an inclusive work culture and create an environment that reflects the diversity of our increasingly global community. We must leverage the diversity of our workforce and empower all of our employees to contribute to VA’s noble mission.”

“Inclusion is the means by which we drive employee engagement and empower all of our human resources by enabling their full participation in the mission and protecting their voices. Diversity and inclusion are the cornerstones of a high performing organization.”

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Core UnderstandingEEO refers to the laws, regulations, and policies that guarantee our rights to equal opportunity in terms, conditions, and privileges of employment.

Diversity is “…all the ways in which we are similar and all the ways in which we differ." Outreach-focused

-- Dr R. Roosevelt Thomas, Jr.

Inclusion is leveraging the diversity in our workforce to achieve full participation and optimum performance; it is about empowerment and engagement. In-reach focused.

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Contact Information

David Williams, Director of Workforce AnalysisPhone: (202) 461-4033E-mail: [email protected]

Georgia Coffey, Deputy Assistant Secretary Phone: (202) 461-4078E-mail: [email protected]

Andy Gonzalez, EEO SpecialistPhone: (202) 299-4320E-mail: [email protected]




Documents

Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI)