Diversity and Human Resources

The mark of a truly successful diversity program is one that becomes ingrained in the culture and the business processes of an agency and is sustained over time. Agencies can take several steps to facilitate this continuity.

Monitor Results

Agencies should develop systems of measures to continually monitor the effectiveness of their diversity initiatives and make adjustments as needed. The results should be shared and discussed with senior managers and supervisors.

Regularly monitor the agency workforce profile. Periodic analysis of the resulting data will help determine progress and successes. In turn, the data may be used to adjust recruiting strategies and other workforce planning initiatives as needed.

Monitor existing career development systems and programs (e.g., who is being chosen for non-routine assignments, special projects, rotational opportunities, training, and conference participation) to ensure that cultural bias is not a factor in participation rates. Evaluate and re-engineer career development systems and programs to better achieve the agency's diversity goals.

Work with EEO/civil rights office to monitor agency wide numbers and trends regarding formal EEO complaints.

Monitor the number and diversity of applicants and participants in developmental opportunities and assess the effectiveness of the publicity efforts.

Accountability

To succeed in developing and sustaining strong diversity initiatives, agency heads should hold their executives, managers, and supervisors accountable for achieving results. OPM also assesses agencies' effectiveness in implementing diversity initiatives.

Build accountability for hiring, retaining, and developing a diverse, high-quality workforce into the performance management systems for managers and supervisors.

Ensure that candidates for the Senior Executive Service have certain leadership competencies which include "Cultural Awareness." Selecting officials are accountable for ensuring that the candidates provide examples which evidence possession of such competencies.

Celebrate Success

In addition to holding managers and supervisors accountable for building and maintaining a diverse, high-quality workforce, agencies should also remember to recognize successes.

Identify and reward champions, publicizing their accomplishments.

Consider nominating senior executives for Presidential Rank Awards to recognize their accomplishments related to building and maintaining a diverse, high-quality workforce. The Rank Award is the highest level of recognition a member of the Senior Executive Service can receive. The selection criteria for this award use ECQs to recognize executives who have demonstrated unusual success in building and maintaining a workforce that is diverse, well trained, highly motivated, and productive.

Consider establishing an agency wide diversity award.