Excellence in Executive Leadership UNCLASSIFIED – For Official Use Only (FOUO) APEX Executive Roundtable Talent Acquisition (Diversity) September 2009

Excellence in Executive LeadershipUNCLASSIFIED – For Official Use Only (FOUO)

APEX Executive Roundtable

Talent Acquisition(Diversity)

September 2009


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The purpose of this “Talent Acquisition (Diversity)” Executive Roundtable Discussion is to . . .

Stimulate Thinking – to stimulate your thinking about how the DoD can develop and maintain an SES Corps having a diverse composition consistent with that of the American public

Examine DoD and US Demographic Data – to examine and compare current DoD SES and US demographic data as a basis for understanding and making recommendations about the diversity of the DoD SES Corps

Solicit Suggestions – to solicit your proposed suggestions about what DoD leaders should do to improve the diversity of DoD’s executive leadership


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A diverse workforce is a mission imperative — it is more than a policy-compliance issue or ethical consideration

If the Department intends to maintain the best Executive Corps possible, attracting and retaining a diverse talent pool is essential to ensure a diversity of perspective consistent with that of the American public

The data indicate that DoD needs to put more energy into achieving diversity at the senior levels

Overview – the framework for assessing the diversity of DoD’s SES Corps includes the following considerations


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Here is the gender composition of DoD SES Corps

DoD SES Demographics

Gender Total % Compared to Total Executive Gender

Female 310 23.03%

Male 1,036 76.97%

Total 1,346 100.00%

310

1,036

Female Male

Gender

(23%)

(77%)


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And here are the gender demographics for DoD SIP Corps and Other Senior Executives

DoD Intelligence Professional/Senior Level Positions/Scientific and Professional Demographics

32

232

Female MaleGender

(12%)

(88%)

Gender Total % Compared to Total IP/SL/ST Gender

Female 32 12.12%

Male 232 87.88%

Total 264 100.00%


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Here are DoD SES Demographics by Race and Ethic Origin

Demographics of DoD SES

Race Designation Total% Compared to Total Executive Race

Designation

American Indian or Alaska Native

7 0.52%

Asian 30 2.23%

Total 1346

Black or African American

52 3.86%

White 1,206 89.60%

Multiracial 11 0.82%

Hispanic 21 1.56%

Race Unspecified 19 1.41%

100.00%

Race Designation

730 52

1,206

11

21

19

American Indian or AlaskaNative

Asian


White

Multiracial

Hispanic

Race Unspecified


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And, here are the DoD SIP and Other Executives demographics by Race and Ethnic Origin

DoD Intelligence Professional/Senior Level Positions/Scientific and Professional Demographics

Race Designation Total % Compared to Total Executive Race Designation

American Indian or Alaska Native

2 0.76%

Asian 14 5.30%

Total 264


4 1.52%

White 238 90.14%

Race Unspecified 3 1.14%

Hispanic 3 1.14%

Total 100.00%

Race Designation

2 14 4

238

3

3

American Indian or AlaskaNative

Asian


White

Hispanic

Race Unspecified


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For comparison, here are Gender and Ethnic Origin data for the US population

Estimated Population by Race/Ethnicity

White68.3%

Black or African American 12.2%

Hispanic 13.2%

Multiple Hispanic0.2%

Asian 3.9%

Native American & Native Alaskan0.7%

Native Hawaiian/Pacifc Islander0.1%

Multi-race1.3%

White


Hispanic

Multiple Hispanic

Asian

Native American & Native Alaskan

Native Hawaiian/Pacifc Islander

Multi-race

Department of Labor Current Labor Statistics 2002

Characteristics Population Percent of Population

Total Population 287,984,799 100%

White 196,826,971 68.3%

Black or African American 35,200,585 12.2%

Hispanic 37,960,418 13.2%

Multiple Hispanic 539,561 0.2%

Asian 11,276,812 4.0%

Native American & Native Alaskan 2,155,239 0.7%

Native Hawaiian/Pacific Islander 383,512 0.1%

Multi-race 3,641,701 1.3%


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And here is the Racial Makeup of the US population – past and future projections

U.S, population Gender and Ethnicity


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And here is a “Minority” breakout for selected major US corporations

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Genet

ech

Yahoo

Cisco

Syste

ms

Texas

Inst

rum

ents

Googl

e

Pricew

ater

hous

e Coo

pers

Deloitte

& T

ouch

e USA

Micr

osof

tIB

M

MIT

RE

Company

% M

ino

rity

Fortune Magazine: “100 Best companies to work for in 2007” January 22, 2007 issue


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SES Sources of Selection FY2008(79 SES Assigned to New Agencies in this Category)

External - Other, 37%

From Other Federal

Agencies, 9%

Internal To (Within) DoD,

35%

External - Retired

Military, 19%

SES Employees who had a new Assignment to an Agency in FY2008

And here is the data describing the sources of newly selected SES members


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These are the trends in source of selection for DoD SES members

SOURCE OF SELECTION FY 2007 FY 2008

External Sources

Retired Military

Other

16%

37%

19%

37%

Internal Sources

Selections from within DoD 38% 35%

Selections from other Federal Agencies 9% 9%

SES Sources of Selection – Trend Analysis


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The GAO has provided findings about the diversity of the SES, and Congress has directed OPM to take action

The GAO found that the diversity of the DoD SES corps improved between October 2000 and September 2007 as indicated below:• October 2000 16.3% women 6.1% minorities

• September 2007 22.6% women 8.3% minorities

However, DoD diversity remains in the bottom 20% among all government agencies

The Senate Committee on Homeland Security and Government Affairs has introduced legislation to provide for greater diversity within and to improve policy direction and oversight of the SES • The SES Diversity Assurance Act of 2009 would create an SES

Resource Office within the Office of Personnel Management (OPM) to take actions to manage and promote an efficient, elite and diverse SES Corps


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Legislation Pending

Legislation pending in the Senate and House (S.1180 and H.R. 2721, respectively) proposes new SES oversight responsibilities for SES, including creating a recruiting program targeting talented women, minorities and people with disabilities for SES slots, and helping coordinate agencies’ recruiting programs with their equal employment


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Do you think gender and ethnic diversity in the DoD SES corps is important?

• If so, what benefits would greater diversity in SES corps bring to DoD?

• How does DoD attract and select an executive corps that is representative of the United States?

What actions should DoD or Federal Government take to improve gender and ethnic diversity in the SES Corps?

• Why is the DoD SES corps not more diverse?

• Are there incentives/disincentives to entering SES that may impact upon workforce diversity?

• What can/should SES leaders do to build a diverse workforce?

How would you answer the following questions about the diversity of the DoD SES Corps?


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What advice would you give to the Director of the Office of Personnel Management?

If you were advising the Director, OPM, what advice and insight would you give him/her to achieve the outcomes envisioned in the SES Diversity Assurance Act of 2009?

Documents

Excellence in Executive Leadership UNCLASSIFIED – For Official Use Only (FOUO) APEX Executive Roundtable Talent Acquisition (Diversity) September 2009