Office of Diversity and Inclusion810 Vermont Avenue, NW
Washington, DC 20420http://www.diversity.va.gov
VA Agency Forum at National Image Inc. 42nd Annual Leadership and Diversity National Training
Program
Andy Gonzalez,EEO Specialist, Office of Diversity and Inclusion (ODI)
U.S. Department of Veterans AffairsWorkforce Data as of August 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.
2
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.
3
4
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]
Outline
Onboard Participation (CLF/RCLF)
Onboard Representation (Race/Ethnicity/Gender and Administration)
Onboard Targeted Disabilities
Leadership (SES)
Outreach Return on Investment
Hires / Top 5 Occupations
Promotions / Separations
Initiatives / Best Practices
Role as a Special Emphasis Program Manager
Core Understanding
5
Definition
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.
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.
6
Onboard Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF)
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native Female
Two or More
Races Male
Two or More
Races Female
CLF 0.0517 0.0479 0.3833 0.3403 0.0549 0.0653 0.0197 0.0193 0.0007 0.0007 0.0053 0.0053 0.0026 0.0028
RCLF
0.039 0.057 0.2325 0.4546 0.0355 0.0919 0.0295 0.0436 0.0004 0.0008 0.0027 0.0064 0.002 0.0037
FY14 On-board
0.0314 0.0353 0.248 0.3515 0.0926 0.1479 0.028 0.0444 0.0013 0.0016 0.0059 0.009 0.0012 0.0019
5%
15%
25%
35%
45%
CLF and RCLF based on 2010 Census. Includes permanent and temporary employees. FY 2014 total onboard: 345,206
7
VA - Hispanic Population Growth
8
1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 20100.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
8.0%
0
5,000
10,000
15,000
20,000
25,000
As percent of workforce Onboard Employee
Hispanic population has grown about 7K (53% since 1995) in size (red line)As percentage of the workforce it has grown from 5.6% to 6.8% (bar chart)
Onboard Representation by Race/Ethnicity and AdministrationVACO VHA VBA NCA
Total Onboard during FY14
Participation Rate
RCLF
Total Onboard during
FY14
Participation Rate
RCLF
Total Onboard during FY14
Participation Rate
RCLF
Total Onboard during FY14
Participation Rate
RCLF
Hispanic Male 545 4.27% 4.62% 9,520 3.08% 3.83% 641 3.01% 3.13% 146 8.24% 18.57%
Hispanic Female 239 1.87% 3.23% 11,353 3.67% 5.81% 564 2.65% 5.67% 36 2.03% 3.33%
White Male 5,330 41.74% 44.84% 72,763 23.52% 21.76% 6,599 31.00% 30.51% 917 51.75% 39.95%
White Female 2,727 21.35% 27.99% 112,498 36.36% 46.59% 5,870 27.58% 41.44% 238 13.43% 21.84%
Black Male 1,551 12.14% 5.04% 27,604 8.92% 3.47% 2,625 12.33% 3.50% 197 11.12% 5.87%
Black Female 1,494 11.70% 5.03% 45,738 14.78% 9.36% 3,675 17.27% 9.65% 136 7.67% 3.89%
Asian Male 427 3.34% 4.84% 8,885 2.87% 2.94% 317 1.49% 1.96% 23 1.30% 1.69%
Asian Female 226 1.77% 2.47% 14,792 4.78% 4.57% 292 1.37% 2.65% 10 0.56% 1.47%
Native Hawaiian/Pacific Islander Male
13 0.10% 0.06% 381 0.12% 0.04% 45 0.21% 0.02% 17 0.96% 0.06%
Native Hawaiian/Pacific Islander Female
13 0.10% 0.03% 505 0.16% 0.08% 23 0.11% 0.08% ----- ----- 0.00%
American Indian/ Alaska Native Male 108 0.85% 0.40% 1,684 0.54% 0.27% 229 1.08% 0.23% 29 1.64% 0.56%
American Indian/ Alaska Native Female
52 0.41% 0.34% 2,735 0.88% 0.66% 297 1.40% 0.49% ----- ----- 0.28%
Two or More Races Male 27 0.21% 0.31% 345 0.11% 0.19% 43 0.20% 0.15% 10 0.56% 0.23%
Two or More Races Female 19 0.15% 0.20% 576 0.19% 0.38% 64 0.30% 0.31% ----- ----- 0.06%
TOTAL 12,771 100.00% 99.40% 309,379 99.98% 99.95% 21,284 100.00% 99.79% 1,772 99.99% 97.80%
* Red font means less than expected participation relative to the RCLF. 9
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%
2.35%
2.40%
2.47%
2.52%
3.40%
VA IWTD Onboard: 2.09%
10
Leadership Pipeline Representation
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native Female
Two or More
Races Male
Two or More
Races Female
On-board FYTD
0.0314 0.0353 0.248 0.3515 0.0926 0.1479 0.028 0.0444 0.0013 0.0016 0.0059 0.009 0.0012 0.0019
On-board GS 13-15
0.0235 0.0219 0.373 0.3691 0.0539 0.0859 0.0271 0.0314 0.0007 0.0008 0.005 0.0056 0.0012 0.0012
5%
15%
25%
35%
Includes permanent and temporary employees.
11
SES Representation
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native Female
Two or More
Races Male
Two or More
Races Female
Perm. Workforce
0.0319 0.0358 0.2477 0.3498 0.0945 0.1504 0.0264 0.0428 0.0013 0.0016 0.0059 0.0089 0.0012 0.0019
Gov't Av-er-age (FY13)
0.0268 0.014 0.5465 0.2547 0.0634 0.0508 0.0179 0.0125 0.0011 0.0001 0.0071 0.0045 0.0003 0.0001
VA SES
0.037 0.0065 0.4957 0.3174 0.0435 0.0457 0.0239 0.0152 0 0 0.0065 0.0043 0.0022 0.0022
5%
15%
25%
35%
45%
55%
Includes permanent and temporary employees.
12
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.
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native Female
Two or More
Races Male
Two or More
Races Female
CLF 0.051698934429
7243
0.047886172668
7316
0.383345413637
894
0.340265483647
169
0.053821155238
6629
0.064053348622
9612
0.018306915137
3917
0.017839770384
4213
0.000727636912249179
0.000686177949219193
0.00317806856534684
0.00315452044520932
0.00749169170587042
0.00749169170587042
FY13 Ap-plied
0.094802028464
5795
0.082842632532
6868
0.198501877310
931
0.222174749515
923
0.116960880143
975
0.187339857242
396
0.030743683404
5217
0.033135810994
596
0.00182700918224261
0.00196984130729897
0.00527485247925519
0.00411977529401683
0.00868791925886273
0.011619082868
7149
FY13 Se-lected
0.074541596387
181
0.070950541378
7475
0.223570379237
173
0.298547255019
316
0.096523205832
7439
0.137929158278
47
0.027096142336
3622
0.041351542521
3559
0.00141465803362533
0.00163229773110615
0.00516894281516949
0.00380869470591436
0.00696447031938626
0.010501115403
4496
5%
15%
25%
35%
45%
13
FY 2014 Hires and Top 5 Occupations
Hispanic Males Hispanic Female
CLF 0.0517 0.0479
Onboard FYTD
0.0314 0.0353
Hires FYTD 0.0326 0.0307
1%
2%
3%
4%
5%
6%Occupation
Hispanic Males
0610 Nurse 8.19%
0602 Medical Officer 7.69%
3566 Custodial Worker 5.56%
0679 Medical Support Assistance 5.50%
2210 IT Management 3.57%
OccupationHispanic Females
0610 Nurse 21.62%
0679 Medical Support Assistance 6.17%
0620 Practical Nurse 5.91%
0621 Nursing Assistant 4.31%
0303 Miscellaneous Clerk and Assistant
4.28%
14
5.35 percent of Hispanic Males hired are IWTDs. 2.24 percent of Hispanic Females hired are IWTDs .
15
GS/GM Promotions(Title V and Title 38 Only)
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native
Two or More
Races Male
Two or More
Races Female
FY13 On-board
0.027062281697
8339
0.038798493625
2174
0.213594744936
827
0.400820744275
632
0.071657012260
8558
0.165040031047
419
0.019695706544
3935
0.043085481019
3903
0.00105288122924782
0.00163502033893433
0.004958962786
2184
0.00954780008911759
0.00106725503442526
0.00198358511448736
FY14 Pro-mo-tions
0.0345 0.0334 0.2693 0.3337 0.1109 0.1459 0.0187 0.0288 0.0019 0.0022 0.00674385294819766
0.0099 0.0018 0.0024
5%
15%
25%
35%
45%
Includes permanent and temporary employees. Includes GS/GM 1-14, Title V and Title 38.
16
Voluntary Separation
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native Female
Two or More
Races Male
Two or More
Races Female
FY14 On-board
0.0319 0.0358 0.2477 0.3498 0.0945 0.1504 0.0264 0.0428 0.0013 0.0016 0.0059 0.0089 0.0012 0.0019
FY14 Vol. Sep.
0.0282 0.0275 0.2928 0.3649 0.0887 0.1204 0.0238 0.0336 0.0014 0.0012 0.0062 0.008 0.0014 0.0018
5%
15%
25%
35%
Includes permanent only.
Total Voluntary Separation: 24,265
17
Voluntary Separation
Retirement Resignation Other
Total VA 0.3183 0.3567 0.0169
Hispanic Male 0.2635 0.3204 0.0116
Hispanic Female 0.2253 0.2967 0.0031
5%
15%
25%
35%
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: 24,265
Total Hispanic Male Separation: 684
Total Hispanic Female Separation: 667
18
Involuntary Separation
Hispanic Male
Hispanic Female
White Male
White Female
Black Male
Black Female
Asian Male
Asian Female
Native Hawai-ian/ Pa-cific Is-lander Male
Native Hawai-ian/ Pa-cific Is-lander
Female
Ameri-can In-dian/
Alaska Native Male
Ameri-can In-dian/
Alaska Native Female
Two or More
Races Male
Two or More
Races Female
FY14 On-board
0.0319 0.0358 0.2477 0.3498 0.0945 0.1504 0.0264 0.0428 0.0013 0.0016 0.0059 0.0089 0.0012 0.0019
FY14 In-vol. Sep.
0.0471 0.0274 0.286 0.2172 0.216 0.1573 0.0153 0.0125 0.0008 0 0.0097 0.006 0.0032 0.0016
5%
15%
25%
35%
Includes permanent only.
Total Involuntary Separation: 2,486
19
Take Away
Hispanic 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, Hispanic females are falling below expected promotion rates.
White, Hispanic and American Indian 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 (2.35%).
20
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.
21
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 Role 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.”
• 22
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.
23
24
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]