"I call upon each of you to work together and with me in creating a culture within our Department that fosters and values diversity, inclusion, and equal employment opportunity." - Secretary Steven Chu October 3, 2011
The Office of Diversity and Inclusion was launched in 2010 to foster a diverse and inclusive work environment that ensures equality of opportunity for applicants and employees through Departmental diversity policy development, workforce analysis, outreach, retention, and education. Learn more about our operating guidance here.
Join us:
1. Learn about the Diversity and Inclusion Town Hall. Hosted by Secretary Chu and Associate Deputy Secretary Mel Williams, the Tuesday, December 6 Town Hall discussed the results of focus groups, which engaged in a dialog on how diversity can be improved at DOE. The discussion will include workforce development, training, work-life balance, mentorship, and career advancement.
You can download the Diversity and Inclusion Town Hall program booklet here, and view photos from the event here.
2. Demonstrate your commitment to diversity through participation in diversity and inclusion events. We've posted a calendar of upcoming events here, and our staff is happy to provide more information about these events for you to plan your participation.
3. In October 2011, Secretary Chu asked each Department of Energy senior leader, manager, and employee to join him in taking immediate and sustained action to better promote our Department as a positive model of equal opportunity, diversity, and inclusion. Read Secretary Chu's letter. Steps toward promoting our Department as a positive role model of equal opportunity, diversity, and inclusion are:
- Dialog and Feedback. Organize a series of focus groups to engage in a dialog on the diversity and inclusion climate at the Department and receive feedback. Both supervisory and non-supervisory (GS-12-15 and Senior Executive Service) DOE employees will be involved in these discussions to address the following: (1) workforce development; (2) training; (3) work-life balance; (4) mentorship; and (5) career advancement. Recommendations gathered from these focus groups will be discussed in a town hall meeting by December 2011.
- Recruitment and Hiring. By October 2011, review our human capital policies and practices to (1) recommend appropriate changes to the Department’s recruitment and hiring practices to be placed in effect by November 2011, and (2) ensure that all SES and supervisory level employees have an opportunity to participate in outreach efforts aimed at recruiting minorities and/or women during FY 2012.
- Retention, Development, and Promotions. (a) Take additional action to ensure that the efforts by program leaders to redefine work and to restructure the workforce towards a more efficient and effective organization do not result in the unintended consequence of adversely affecting diversity and inclusion. (b) Even in fiscally constrained periods, we must ensure that each individual has the opportunity for professional development and training towards enabling individuals to realize their full potential. By October 2011 and annually, review each program’s practices, policies, and funding for professional development and training and support individual participation in training by affinity groups. (c) Review our policies and practices regarding promotions for employees by October 2011, to ensure that they do not result in the unintended consequence of adversely affecting diversity and inclusion.
- Commitment and Understanding. Develop and promulgate by November 2011 an annual diversity events plan (internal observances and external outreach to communities and prospective hires) whereby senior leaders, managers, and employees may demonstrate their commitment to diversity via participation in diversity events, and receive the benefits of better understanding of our diverse workforce through personal involvement. So as to improve our understanding, (1) upgrade our Continual Learning Program to include interactive case study discussions/training on how diversity and inclusion contribute to mission effectiveness, and (2) ensure that all senior leaders participate in DOE diversity training programs at least once per fiscal year.
- Performance and Accountability. Review and change as appropriate DOE performance appraisals and performance plans by October 2011, to ensure that all employees who have diversity responsibilities, and all senior leaders and managers are held accountable for performance results related to diversity, inclusion, and equal employment opportunity.
Questions? Get in touch with the Office of Diversity and Inclusion by emailing diversity@hq.doe.gov or contacting our staff.
