Ra Programs To Promote Diversity In The Workplace
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EEO and Diversity Strategic Action Plan. Executive Summary.
- Ensuring a high quality, diverse, and motivated workforce is one of the key objectives in the Food and Drug Administration's (FDA) Strategic Action Plan.
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Ensuring a high quality, diverse, and motivated workforce is one of the key objectives in the Food and Drug Administration's (FDA) Strategic Action Plan. It is a pivotal component of achieving the FDA's critical mission of protecting and advancing America's health. A prerequisite for achieving this objective is supporting the principles of equity and diversity in the workforce. No organization in the 2. To that end,the Office of Equal Employment Opportunity (OEEO) serves to lead the effort in developing policies and programs that ensure equal employment opportunity (EEO), promote inclusiveness, and foster a culture that values diversity and empowers individuals in the workforce. Background. The FDA is an operating division of the U. S. Department of Health and Human Services dedicated to the protection and advancement of the public health.
Headquartered in Montgomery County, Maryland, the FDA is a premier scientific agency that regulates the safety and efficacy of America's foods, drugs, and medical devices. To successfully perform its critical mission, the FDA must recruit highly qualified administrative, professional, and scientific talent from around the world.
The FDA's 1. 0,0. Maintaining a world class public service workforce requires strategic efforts to tap into the intellectual capital of our global economy. The 2. 00. 0 Census has revealed major shifts in the demographic profile of the population we serve and the labor force from which we recruit. In Montgomery County alone, minorities represent nearly 4. Virtually every racial and ethnic group experienced a marked increase in its representation since 1. Nationally, by the year 2.
United States population. The changes associated with our increasingly pluralistic society bring concomitant opportunities and challenges to public sector employers such as the FDA, who strive to remain competitive in a high- end employment market and reflect the public they serve. They also demand a change in the way we, as public employers, must view diversity management. In addition to changes in the external environment, organizations have been faced with internal fiscal challenges that demand creative solutions. In an effort to enhance administrative efficiencies and improve its internal customer service, the FDA embarked on an internal reorganization that resulted in the centralization and consolidation of administrative functions, including its EEO and diversity management functions. On October 1, 2. 00.
Office of Equal Employment Opportunity became operational. The reorganization created the need for a "macro" view of service delivery in the EEO and diversity area. As such, OEEOemployees were asked to develop individual team strategic plans that reflected the best practices of EEO and diversity management functions in and outside the public sector. That effort yielded the FY 2. Beyond. EEO and Diversity Management Strategic Action Plan.
It has been three years since the development of that initial Strategic Plan. We are pleased to report that OEEO has accomplished the vast majority of the objectives outlined in that Plan. Accordingly, it is time to revisit the goals and develop an updated Strategic Action Plan for FY 2. Beyond. This Strategic Action Plan represents the culmination of an employee- driven effort to build a framework for building upon the achievements of our inaugural Plan and implementing best practice strategies from the Private and Federal sectors. With our revised Plan, OEEO will be able to continue in its role as a respected leader in the Federal EEO community and the FDA can go to the next level as a world class public service organization.
The Plan presents OEEO's vision, mission, goals, objectives, strategies, and measures for a comprehensive and model EEO and diversity management program. Rationale. The OEEO views EEO and diversity as both moral and economic imperatives in American society. EEO refers to the set of laws and policies that mandate all individuals' rights to equal opportunity in the workplace, regardless of race, color, sex, sexual orientation, religion, national origin, age, or disability. The unequivocal protection of these fundamental civil rights in the workplace is the cornerstone of our American democracy and the foundation upon which diversity can thrive. Diversity management, in contrast, is a proactive response to the changing profile of our world. The OEEO recognizes that in order to be relevant in the global economy of the 2.
FDA must recruit, develop, promote and retain a world class workforce that reflects the pluralistic society it serves. The OEEO defines diversity as the full spectrum of human uniqueness, including but not limited to physical, social, economic, educational, cultural, religious, personal, and philosophical perspectives. As a scientific agency, the FDA strongly supports the concept of diversity of thought, which is inextricably rooted in diversity of humanity. The OEEO promotes the business case for diversity by highlighting the strong empirical correlation between workforce diversity and high performing organizations. Diversity and the accompanying divergent thought processes are essential to excellence and the discovery of knowledge. Finally, the OEEO understands that to be effective, organizations must empower individuals to work, participate and contribute to their optimum potential, and manage conflict constructively toward creative outcomes. Mission. The mission of the OEEO is to promote an inclusive work environment in the FDA that ensures equal employment opportunity, fosters a culture that values diversity and empowers individuals to participate constructively to their fullest potential in support of the FDA mission.
Vision. It is the vision of the OEEO that EEO and diversity management are separate but symbiotic functions essential to the success of the FDA as a high performing organization. EEO refers to the unfettered guarantee of all individuals' rights to equal opportunity in the workplace. EEO compliance is the adherence to those laws and policies that protect all individuals' rights to work and participate in the terms and conditions of employment free from discrimination. Diversity management is the proactive effort to promote inclusion and diversity in the broadest context. It is the recognition that diversity includes but is not limited to social, physical, economic, educational, cultural, religious, personal, and philosophical perspectives. It is everyone's champion and gives voice to their issues.
Finally, it is the OEEO's vision that individuals must be empowered to fully engage in the FDA mission by managing conflict constructively and channeling differences creatively. Together, these functions create synergy and coalesce into a whole that is greater than the sum of its parts. Guiding Principles. The FDA is committed to the principles of equity and diversity in the workplace. It is the policy of the FDA to ensure equal employment opportunity, prohibit discrimination, retaliation and harassment in all its forms, and promote diversity and inclusiveness in the FDA workplace. To this end, the OEEO seeks to lead by example by embracing the certain fundamental values.
We believe that there is no higher calling than public service, and no more important work in public service than the pursuit of civil equity. We understand that our credibility and efficacy in the area of EEO is inextricably linked to our integrity and impartiality. We know that we cannot protect the rights of any unless we protect the rights of all, without bias or favoritism.
We also know that we are strengthened by our diversity, and empowered by our inclusiveness. Finally, we believe it is our obligation to give voice to those voices unheard. The OEEO stands in the vanguard of the effort to cultivate an environment that promotes inclusion, values diversity, and respects the dignity of every individual. Goals. The following primary goals have been identified in pursuit of this mission: Eradicate discrimination in the workplace by enforcing Federal equal employment opportunity laws, regulations, and policies; Promote inclusion and diversity in all levels of the workforce; and. Empower individuals by promoting constructive conflict management so that they may participate to their fullest potential and advance the mission of the FDA.
Implementation. The following present the programmatic objectives, strategies, and measures designed to achieve the identified goals. Implementation of this Strategic Action Plan is intended to be a multi- year effort. This Plan is also designed to be a "living" document that grows and changes in response to the emerging needs of the organization.
This Plan will be implemented by the staff of the OEEO, in collaboration with its partners throughout the agency and beyond, and is a testament to their dedication to the principles of equity and diversity in the FDA. OEEO STRATEGIC ACTION PLANGoal 1: Eradicate discrimination in the workplace by enforcing Federal equal employment opportunity laws, regulations, and policies. Objective 1. A: Administer a timely and effective EEO complaint processing program in order to resolve complaints of discrimination. Strategies: Annually issue and distribute to all agency employees updated EEO policies signed by the Commissioner of the Food and Drug Administration.
Develop and implement standard operating procedures for a Federally compliant EEO complaint process. Provide counseling services in accordance with Federal regulations and within mandated timeframes (2. CFR Part 1. 61. 4). Provide Alternate Dispute Resolution (ADR) services in accordance with Management Directive 1. Process formal complaints in accordance with Federal Regulations and within mandated timeframes (2. CFR Part 1. 61. 4). Issue EEO complaints activity report (4.
EEOC requirements.