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2021-23 Diversity, Equity, and Inclusion Strategic Plan 4 202021 EI STRATEGIC PLAN DIESIY IUSI D 221-23 STRATEGIC PLAN SUMMARY OF DIVERSITY, EQUITY, AND INCLUSION GOALS Goal 1. As set forth in Executive Order 13583 of August 18, 2011 (Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce), the Presidential . We co-founded and launched CEO Action for Diversity & Inclusion™—the largest CEO-driven business commitment to advance diversity and inclusion within the workplace—with 175 signatories in 2017. We have made progress but not fast enough. A Letter from President Daniels and Provost Kumar, Roadmap 2020 Task Force Meeting Materials, Roadmap 2020 Task Force Leadership Updates, 3400 N. Charles Street, 265 Garland Hall, Baltimore, MD 21218. Diversity goal statements. "Inclusion and diversity are cornerstones of the global Apple community. diversity and inclusion landscape, starting in the 1990s when we became one of the first professional services organizations to establish women's advancement and diversity initiatives. The world around us is changing much faster and we can do better," said 2015 AIA President Elizabeth Chu Richter, FAIA. Initiatives have to start at the top. Without shifting their culture to embrace diversity and inclusion, it is estimated that they are able to recruit members successfully from only 35% or less of the population. 2021-22 Operational Plan Executive Summary n SANDAG projects San Diego's population will continue to grow in diversity by 2035, estimating: 36.3 % White, 41.4% Hispanic, 13.9% Asian and Pacific Islander, 4% African American and 4% all other groups including American Indian. Goals and objectives related to diversity, equity, inclusion, and access. In the first year of the FDI, the university produced a report summarizing the diversity of our faculty at the divisional and departmental level, and committed to providing biennial progress reports. The university plans to reassess these statements and express a renewed commitment around diversity, equity, and inclusion, articulating these fundamental values, why they matter, and how they are woven into our mission. To support equal opportunity for formerly incarcerated individuals who have served their terms of incarceration and to support their ability to fully reintegrate into society and make meaningful contributions to our Nation, the Director of OPM shall evaluate the existence of any barriers that formerly incarcerated individuals face in accessing Federal employment opportunities and any effect of those barriers on the civil service. The Certified Diversity Professional (CDP)® credential indicates that a practitioner has the knowledge, skill, and ability to successfully execute day-to-day diversity and inclusion tasks. Washington University in St. Louis | 1 Washington University is deeply committed to diversity, inclusion, and equity and is actively engaged in a process of institutional transformation. Executive Summary. Transforming Lives. (b)  Using Federal standards governing the collection, use, and analysis of demographic data (such as OMB Directive No. UC Davis Diversity Facts In the past five years, the undergraduate student population has grown by 15% (n. 3764), 41% (n. 2173) for undergraduates who identify as underrepresented minorities (URM). (c)  The Director of OPM shall submit a report to the President describing any changes to Government-wide and agency-specific compensation practices recommended and adopted pursuant to this order. ä昭ö¾B}Oê‰ÿˆG3®iôU‹8†B]-dnVæÈ$(îI?9އMPì&9š=\Ó6"æ] Ä Executive Summary A Letter from Barbara Whye Chief Diversity and Inclusion Officer and Vice President, Human Resources 1. Each Federal employee should be able to openly express their sexual orientation, gender identity, and gender expression, and have these identities affirmed and respected, without fear of discrimination, retribution, or disadvantage. The Government-wide DEIA Plan shall:          (i)    define standards of success for diversity, equity, inclusion, and accessibility efforts based on leading policies and practices in the public and private sectors;          (ii)   consistent with merit system principles, identify strategies to advance diversity, equity, inclusion, and accessibility, and eliminate, where applicable, barriers to equity, in Federal workforce functions, including:  recruitment; hiring; background investigation; promotion; retention; performance evaluations and awards; professional development programs; mentoring programs or sponsorship initiatives; internship, fellowship, and apprenticeship programs; employee resource group and affinity group programs; temporary employee details and assignments; pay and compensation policies; benefits, including health benefits, retirement benefits, and employee services and work‑life programs; disciplinary or adverse actions; reasonable accommodations for employees and applicants with disabilities; workplace policies to prevent gender-based violence (including domestic violence, stalking, and sexual violence); reasonable accommodations for employees who are members of religious minorities; and training, learning, and onboarding programs;          (iii)  include a comprehensive framework to address workplace harassment, including sexual harassment, which clearly defines the term “harassment”; outlines policies and practices to prevent, report, respond to, and investigate harassment; promotes mechanisms for employees to report misconduct; encourages bystander intervention; and addresses training, education, and monitoring to create a culture that does not tolerate harassment or other forms of discrimination or retaliation; and          (iv)   promote a data-driven approach to increase transparency and accountability, which would build upon, as appropriate, the EEOC’s Management Directive 715 reporting process;     (c)  establish an updated system for agencies to report regularly on progress in implementing Agency DEIA Strategic Plans (as described in section 4(b) of this order) and in meeting the objectives of this order. Because a workforce that includes people with disabilities is a stronger and more effective workforce, agencies must provide an equitable, accessible, and inclusive environment for employees with disabilities. DIVERSITY AND INCLUSION EXECUTIVE SUMMARY Advancing Knowledge. The university has Inclusion is the practice of ensuring that people feel a sense of belonging and support from the organization. (a)  The Director of OPM and the Deputy Director for Management of OMB shall issue guidance to agencies and the Executive Office of the President with respect to internships and similar programs within the Federal Government, including guidance on how to:          (i)    increase the availability of paid internships, fellowships, and apprenticeships, and reduce the practice of hiring interns, fellows, and apprentices who are unpaid;          (ii)   ensure that internships, fellowships, and apprenticeships serve as a supplement to, and not a substitute for, the competitive hiring process;          (iii)  ensure that internships, fellowships, and apprenticeships serve to develop individuals’ talent, knowledge, and skills for careers in government service;          (iv)   improve outreach to and recruitment of individuals from underserved communities for internship, fellowship, and apprenticeship programs; and          (v)    ensure all interns, fellows, and apprentices with disabilities, including applicants and candidates, have a process for requesting and obtaining reasonable accommodations to support their work in the Federal Government, without regard to whether such individuals are covered by the Rehabilitation Act of 1973, Public Law 93-112. For purposes of this order, in the context of the Federal workforce:       (a)  The term “underserved communities” refers to populations sharing a particular characteristic, as well as geographic communities, who have been systematically denied a full opportunity to participate in aspects of economic, social, and civic life. Agency reports on actions taken to meet the objectives of this order shall include measurement of improvements, analysis of the effectiveness of agency programs, and descriptions of lessons learned. This commitment, expressed in several key institutional documents over time, including the university's Ten by Twenty, requires us to seek broad diversity within our community . However, a review by the Krieger School of Arts and Sciences (KSAS) of nearly 15,000 courses and sections offered over seven years showed that approximately 60 percent of undergraduates from KSAS and 25 percent from the Whiting School of Engineering (WSE) took at least one course that dealt with issues of gender, sexuality, religion, race, or ethnicity. SUMMARY. The diversity audit, in written form, will provide the basis of specific practical action plans and strategies for Ferris to develop the next diversity plan. Global Diversity and Inclusion: Perceptions, Practices and Attitudes 5 More than half a century ago, author Sloan Wilson described a world of corporate con- Diversity vs. This Roadmap sets out a wide range of initiatives to achieve that goal. DIVERSITY AND INCLUSION EXECUTIVE SUMMARY Advancing Knowledge. You have JavaScript disabled. Structure for Sustainability Inclusion, Diversity, Equity and Access Advisory (IDEA) Council The head of each agency shall, as part of the reporting processes described in sections 3(c) and 4(c) of this order, measure and report on the agency’s progress on carrying out this subsection. With nine academic divisions encompassing a broad scope of disciplines and scholarly activities, our university offers dynamic academic programs that expose students to a wide range of human experience and perspectives in a comprehensive and rigorous manner. Such training programs should enable Federal employees, managers, and leaders to have knowledge of systemic and institutional racism and bias against underserved communities, be supported in building skillsets to promote respectful and inclusive workplaces and eliminate workplace harassment, have knowledge of agency accessibility practices, and have increased understanding of implicit and unconscious bias. The university is working closely with the Johns Hopkins Health System to expand programs and partnerships that draw entry-level talent and broaden community outreach in Baltimore, and we are launching an initiative to adopt best practices in diverse hiring and recruiting at every level. But actually achieving these goals is another matter. Please enable JavaScript to use this feature. This order reaffirms support for, and builds upon, the procedures established by Executive Orders 13583, 13988, and 14020, the Presidential Memorandum on Promoting Diversity and Inclusion in the National Security Workforce, and the National Security Memorandum on Revitalizing America’s Foreign Policy and National Security Workforce, Institutions, and Partnerships. A core team of leaders has begun work on the updated statement and, with support from an advisory committee and broad community input, will produce a new draft for board of trustee endorsement in spring 2017. The committee could be coordinated through the office of the vice president for diversity and inclusion with . 11. Companies that provide a workplace where diversity, fairness and transparency are valued will be leaders on . Diversity, Inclusion, and Global Perspective • Cultural Competence • Negotiation and Facilitation • Continuous Learning • Complex Group Dynamics • Judgment • Subject Matter Expertise Executive Summary 4 Council Perspectives - Creating a Competency Model for Diversity and Inclusion Practitioners www.conference-board.org Executive Summary . To further advance equity within the Federal Government, this order establishes that it is the policy of my Administration to cultivate a workforce that draws from the full diversity of the Nation. The following is a guide for University entities to develop plans that meet the University goals . But over the past several years, our commitments and partnerships with organizations across the city have grown deeper and more robust. Among the programs bolstering our student support are those focused on mentoring and engagement, such as MAPP, JUMP, and Hop-In. 4 Essentials for Successful Supplier Diversity Management. As we continue to advance these efforts, we will also work to provide transparency around our progress, regularly reporting out on efforts such as economic inclusion. In addition, Johns Hopkins’ support of the East Baltimore Development Initiative (EBDI)—now Eager Park—and the Homewood Community Partners Initiative (HCPI) has included significant financial investments, leadership commitment, and creative approaches to key elements such as housing creation and retail development. Promising Practices for Increasing Diversity Among First Responders Coffey Consulting, LLC and American Institutes for Research (AIR) 1 Executive Summary First responder fields—including law enforcement, firefighting, and emergency management services (EMS)—serve a crucial role in the safety and well-being of communities around the country. The three words are reverberating more than ever across the television, digital and greater entertainment landscape. (b)  The term “diversity” means the practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people, including underserved communities. We also are expanding campus programs and enrichment opportunities that explore issues of race and culture to educate and challenge our community. TABLE OF COnTENTS. Keywords: diversity, inclusion Created Date: 9/5/2017 9:30:02 AM "We have a great opportunity now to look at how to achieve the equity, diversity, and inclusion in On the Homewood campus, a 2016 restructuring brought together several key offices (Multicultural Affairs, LGBTQ Life, Gender Equity, Campus Ministries) under the Homewood Centers for Community, Diversity and Inclusion to support the many facets of diversity, intersecting identities, and inclusion. Culture, Diversity & Inclusion Manager 02/2011 to Current Company Name City, State. The Diversity and Inclusion Office at Ferris State University is For graduate students, trainees, and postdoctoral scholars, the university recognizes its role in building a more diverse pipeline of academic talent that will shape the future of higher education, and has invested in recruitment and retention initiatives to boost the enrollment and support of graduate students, trainees, and postdocs from traditionally underrepresented groups. Authored by the Diversity, Equity, Justice and Inclusion (DEJI) Working Group, it is a community plan, reflecting the many priorities and values of College of Science (COS) community members deliberated in dialogue . (b)  The head of each agency shall implement the guidance issued pursuant to subsection (a) of this section, and shall use demographic data relating to participation in professional development programs to identify ways to improve outreach and recruitment for professional development programs offered or sponsored by the agency, consistent with merit system principles. In addition to the COVID-19 pandemic and its . Sec. The relationship between Johns Hopkins and Baltimore has not been uncomplicated. Finally, the university is working to eliminate barriers to participation by minority students in research and other experiences outside the classroom and to increase their interest in and capacity for professional and graduate study. Cathy Applefeld Olson. Partner with Talent Managers and other key stakeholders to identify opportunities for advancing diversity and inclusion objectives organization-wide. Finally, and critically, this document was presented to the university’s board of trustees for endorsement, ensuring that current commitments are embedded in the strategic priorities of the institution. To advance this expansive work, we will form a universitywide workgroup to assess and recommend cultural competency programs, launch a diversity council for the Homewood campus (adding to seven other divisional diversity councils), and offer new websites focused on diversity and inclusion, institutional equity, and accessibility for those with disabilities. Our Board of Trustees established strategic (a)  Nothing in this order shall be construed to impair or otherwise affect:          (i)  authority granted by law to an executive department or agency, or the head thereof; or          (ii)  functions of the Director of the Office of Management and Budget relating to budgetary, administrative, or legislative proposals. The Office of Diversity and Inclusion was established in 2007 and began to implement the first Diversity Plan at that time. Developed a 5-year plan with the first-of-its kind diversity and inclusion (D&I) goals for 200 Board members of the Human Rights Campaign (HRC), overcoming resistance, and gaining acceptance , commitment, and accountability. We ascribe to a broad definition of diversity that encompasses both demographic diversity and diversity of thought, which together are dubbed "2D." Demographic diversity describes inherent factors such as gender, race, sexual orientation, and age. What motivates board oversight of racial equity: The following risks and opportunities motivated directors' increased focus on racial and ethnic diversity, equity, & inclusion (DE&I): reputation, strategy, financing, regulatory and compliance, and human capital. (g)  The Director of National Intelligence, in consultation with the Director of OPM and the heads of agencies, shall take steps to mitigate any barriers in security clearance and background investigation processes for LGBTQ+ employees and applicants, in particular transgender and gender non-conforming and non-binary employees and applicants. (f)  The term “agency” means any authority of the United States that is an “agency” under 44 U.S.C. (d)  To ensure that LGBTQ+ employees (including their beneficiaries and their eligible dependents), LGBTQ+ beneficiaries, and LGBTQ+ eligible dependents have equitable access to all other insurance coverage and employee benefits, the head of each agency shall, in coordination with the Director of OPM, ensure that the Federal Government equitably provides insurance coverage options and employee benefits for LGBTQ+ employees (including their beneficiaries and their eligible dependents), LGBTQ+ beneficiaries, and LGBTQ+ eligible dependents, including long-term care insurance, sick leave, and life insurance. (c)  To ensure that all Federal office buildings and workplaces are accessible to employees with disabilities, the Administrator of General Services, the Director of OPM, the Deputy Director for Management of OMB, and the Executive Director of the Access Board shall work with Federal agencies to ensure that Federal buildings and leased facilities comply with the accessibility standards of the Architectural Barriers Act of 1968, Public Law 90-480, and related standards. In spring 2016, we launched BLocal through which we and 24 other partners agreed to an incremental three-year investment of at least $69 million into Baltimore’s economy. And we have supported key faculty initiatives that bolster the success of the city and its residents, from a data-driven violence prevention program with police, to the meaningful community partnerships forged through the Urban Health Institute. While many disciplines face a narrow pipeline of candidates from traditionally underrepresented backgrounds, we are hopeful the FDI will broaden the pathways through which top candidates are discovered. Sec. General Provisions. Summary Appendix F: Necessary Conversations Guide 2.1 . Executive Summary Report from the Commission on Diversity and Inclusion June 30, 2017. 3502(5). The head of each agency shall make advancing diversity, equity, inclusion, and accessibility a priority component of the agency’s management agenda and agency strategic planning. ›*ÿîüéí0{¡6ΦÓHÑÖyžmrËhõEhjöóéÔvIrÔõ ¡Ë° tº². Sec. This assessment was one of many commitments that Starbucks made following the arrests of Donte To assist with these and other initiatives, a member of the group executive committee acts as both executive sponsor for diversity and inclusion, and executive sponsor for gender. (d)  Beyond existing duties to comply with the Architectural Barriers Act of 1968 and related standards, the head of each agency shall maximize the accessibility of the physical environment of the agency’s workplaces, consistent with applicable law and the availability of appropriations, so as to reduce the need for reasonable accommodations, and provide periodic notice to all employees that complaints concerning accessibility barriers in Federal buildings can be filed with the Access Board. Executive Summary About the Respondents Workforce D&I: A Clear Strategic Priority Representation and the Gender Balance . 10. We're proud of the foundation we've built, and we're clear-eyed about the challenges that remain. Agency DEIA Strategic Plans should also include quarterly goals and actions to advance diversity, equity, inclusion, and accessibility initiatives in the agency workforce and in the agency’s workplace culture;     (c)  on an annual basis, report to the President on the status of the agency’s efforts to advance diversity, equity, inclusion, and accessibility within the agency, and the agency’s success in implementing the Agency DEIA Strategic Plan. Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. DEI Transparency Report Executive Summary . Five years of experience building or managing diversity and/or inclusion and engagement programs. Building an inclusive community requires fostering an environment that values diversity and demonstrates inclusion; facilitating activities that promote engagement with a diverse spectrum of people and views; equipping our faculty, students, and staff to engage thoughtfully and respectfully with each other; and providing the resources necessary to handle incidents related to bias, harassment, and discrimination—all in a setting that commands scrupulous fidelity to our commitment to academic freedom. We are workingto provide campus resources that will support professional and academic pursuits. One key step we are taking in this area is the launch, in spring 2017, of the second Commission on Undergraduate Education (CUE2). Both (b)  The head of each agency shall, in coordination with the Director of OPM, ensure that existing employee support services equitably serve LGBTQ+ employees, including, as appropriate, through the provision of supportive services for transgender and gender non-conforming and non-binary employees who wish to legally, medically, or socially transition. >¥IGú1+KáÌ®þ•‡dJJ'ØÃÞ|54ɕAþx:G¦Õï/2“rÐºà“º4­bµ*]¼N³¸œYz2gdžˆ¯‚%;Vµ9žÈ8¹(Ý n•Z|Þs´´È­ °'Cå#$6ñZàÚé'ÐnøDö c!p>£n©¨¼ŠVG™X@…{´[ÑL˜Â—ˆUäHû¼ÈÓ*P3~ÃꦛS§ëAíÍÃeÑû¦(îæ¼`Ô¨êñT‹ûÖ”ž¼µXAiזhu¨OõYÄk ¸Oš+‡dcB°AáT~ž+ à÷ç>¼Ïw®WWk󝏃œoà+ç¬JE´I(˜6;¥¢‡áėӆüõJ0žf۝sŸKš€4Õ.ûâC7–rwQít¼ÞEcï÷¡wäÔç#¯¼:…G—Eˆ91 From Barbara Whye Chief diversity and inclusion articulates our institutional commitment to the equal dignity and worth all... Report the PwC diversity journey and experiences Networking is a continuous, broad activity that occur! 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