OFFICE OF DIVERSITY AND INCLUSIONOffice of Human Resources and Administration

U.S. Department of Veterans Affairs

STATE OF THE AGENCY

FY 10 EEO Program Status Report & FY 11 EEO Plan

STATE OF THE AGENCY

FY 10 EEO Program Status Report & FY 11 EEO Plan

1

2

Background and Legal Foundation

EEOC Management Directive 715 (MD-715) Provides policy guidance and standards to Federal Agencies for establishing and maintaining affirmative programs of equal employment opportunity under:

Title VII of the Civil Rights Act of 1964, as amended (Sec 717 USC 2000e)Section 501 of the Rehabilitation Act of 1973

Requires agencies to: Assess Agency’s performance against EEOC’s six essential elements for a Model EEO Program Analyze workforce, perform barrier analysis, and develop corrective strategies to facilitate equal opportunity in the workplaceSubmit an annual report to EEOC and brief the Agency Head on the Agency’s EEO status

3

VALUE

In order to be a high performing organization in the 21st century, organizations must tap into the rich diversity of our global community and leverage the diverse knowledge, skills, and perspectives of all of our human resources. Only then can we realize the full performance potential and competitive advantages that diversity brings in service to our Nation’s Veterans. This is the business case for diversity and inclusion in the VA workforce that supports the legal and moral imperatives.

4

MD 715’s Six Essential Elements of aModel EEO Program

Demonstrated commitment from agency leadership

Integration of EEO into the agency's strategic mission

Management and program accountability

Proactive prevention of unlawful discrimination

Efficiency

Responsiveness and legal compliance

5

Model EEO Program: Accomplishments Leadership Commitment

Secretary issued new EEO, Diversity & No FEAR Policy statement, adding sexual orientation protections Secretary issued Diversity & Inclusion Excellence Award and ADR Award linked to D&I Strategic Plan Secretary established 2 % hiring goal for individuals with targeted disabilities Expanded VA Diversity Council to include employee unions and affinity group representatives VHA established its 1st Chief Diversity Officer position focusing on diversity & cultural competency

Integration of EEO into the Agency’s Strategic Mission

EEO Director (ASHRA) meets regularly with the Secretary and Deputy Secretary on diversity issues ASHRA and DAS for D&I co-chair the VA Diversity Council, comprising senior execs from all Admins ODI meets quarterly with Admin EEO/Diversity senior staff to strengthen collaboration and integration Maintained robust communications on D&I issues via Newsletter, webcasts, broadcasts, web site.

Management and Program Accountability

Implemented mandatory EEO, diversity and inclusion critical element in SES performance plans Created VA’s 1st Centralized Reasonable Accommodation Fund for people with disabilities (90) Created VA’s 1st Centralized Diversity Internship Program resulting in a record 164 diverse interns Developed new EEO Dashboard to report on EEO complaints, workforce analysis, and ADR Issued VA Diversity & Inclusion Annual Report showing progress made in FY 10

Proactive Prevention of Unlawful Discrimination

Implemented VA’s 1st VA-wide Mandatory EEO, Diversity, and Conflict Mgt Training for Mgrs Trained over 2000 employees plus 10,000 managers in EEO, RA, diversity, and ADR in FY 10;

27,000+ to date. Reduced VA’s per capita EEO complaint filing rate from 0.76 to 0.72 in FY 10

Efficiency

Increased EEO process efficiency and reduced processing time to below the regulatory 180 days

Responsiveness and Legal Compliance

Reduced EEO average counseling time to 27 days, below EEOC’s mandate of 30 days Reduced average ADR process time to 71 days, below EEOC’s mandate of 90 days VA leads Federal govt in the area of workforce analysis and EEO reporting systems

6

Model EEO Program: Accomplishments

7

Model EEO Program:Challenges and Potential Barriers to EEO

Inconsistent training for employees in EEO and diversity

Inconsistent State of the Facility briefings to leadership

Lack of corporate, integrated strategic recruitment outreach & retention

Inconsistent collaboration between EEO and HR program offices/functions

Applicant Flow system not yet available in VA; SES pilot in development

8

VA Workforce Representation(Permanent and Temporary)

as of September 2010

White Men

White Women

Black Men

Black Women

Hispanic Men

Hispanic Women

Asian Men

Asian Women

Native Hawai-ian/Pa-cific Is-lander Men

Native Hawai-ian/Pa-cific Is-lander

Women

Ameri-can In-

dian Men

Ameri-can In-

dian Women

Other Men

Other Women

CLF 0.390300000000

003

0.337400000000

003

0.0484 0.0566 0.061700000000

0004

0.0452 0.0192 0.017100000000

0002

0.000600000000000007

0.000500000000000006

0.00340000000000003

0.00320000000000004

0.00880000000000009

0.00760000000000005

RCLF

0.2511 0.477800000000

002

0.031400000000

0003

0.0813 0.031400000000

0003

0.0433 0.0237 0.032100000000

0001

0.000300000000000004

0.000600000000000007

0.00310000000000003

0.00620000000000006

0.00340000000000003

0.00540000000000006

On-board FY09

0.248900000000

001

0.363300000000

002

0.088200000000

0003

0.1468 0.0303 0.0347 0.0255 0.0415 0.000800000000000009

0.00110000000000001

0.00540000000000006

0.0082 0.00220000000000003

0.00310000000000003

On-board FY10

0.2498 0.362400000000

002

0.088200000000

0003

0.1444 0.031400000000

0003

0.036100000000

0001

0.0257 0.0413 0.000800000000000009

0.00110000000000001

0.0046 0.00690000000000008

0.00280000000000001

0.00440000000000005

5%

15%

25%

35%

45%

Less than expected representation

CLF: Civilian Labor Force: Everyone in USA 16 and older who is working or seeking work. Based on 2000 Census

RCLF: Relevant Civilian Labor Force: CLF limited to occupations that are comparable to those we employ (weighted by occupation size if combining multiple occupations).

5-Year Trend(Permanent and Temporary)

9

Whit

eBlac

k

Hispan

icAsia

n

Native

Haw

aiian

/Pac

ific Is

lande

r

Amer

India

nOth

er0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

CLF RCLF 2006 2007 2008 2009 2010

Graph reflects workforce as of September 30 of each Fiscal Year

Less than expected representation

Decrease on FY10 most likely due to recoding of 2 or more races category

10

Targeted Disabilities

FY 2000

FY 2001

FY 2002

FY 2003

FY 2004

FY 2005

FY 2006

FY 2007

FY 2008

FY 2009

FY 2010

0.00%

0.20%

0.40%

0.60%

0.80%

1.00%

1.20%

1.40%

1.60%

1.80%

2.00%

VA Government Average

1.47% (FY09) to 1.55% (FY10)

2006 2007 2008 2009 2010

Targeted Disability

0.0149 0.0148 0.0143 0.0143 0.0151

Reportable Disability

0.0925 0.0938000000000002

0.0936000000000003

0.0974 0.1009

1.00%

3.00%

5.00%

7.00%

9.00%

11.00%

Permanent

Permanent & Temporary

Targeted Disabilities: Deafness, Blindness, Missing extremities, Partial paralysis, Complete paralysis, Epilepsy, Severe intellectual disability, Psychiatric disabilities, Dwarfism

11

2006 2007 2008 2009 2010

Disabled Veteran

0.074859585883142

0.0771502209713251

0.0793550643385341

0.0849574164394873

0.0902473627010117

Total Veterans

0.249786235225083

0.308861780262008

0.299342733837856

0.297716249399639

0.297928557018374

2.50%

7.50%

12.50%

17.50%

22.50%

27.50%

32.50%

Workforce Veteran Population(FY 2006 - FY 2010)

Permanent and Temporary

Corrected usingDoD BIRLS data

12

Internal Promotions (GS/GM & Title 38)

Significant under-promotion

(Includes high concentration in Title 38)

High promotion.

White male

White Female

Black male

Black Female

Hispanic male

Hispanic Female

Asian Male

Asian Female

Hawaiin/ Pacific is-

lander male

Hawaiian/ Pacific is-

lander Female

American Indian male

Ameri-cian In-dian Fe-

male

On-board

0.2498 0.36240000000000

1

0.0882 0.1444 0.0314 0.0361 0.0257 0.0413 0.00080000000000

0003

0.00110000000000

001

0.0046 0.00690000000000

003

Pro-mo-tion

0.2577 0.3569 0.103 0.1486 0.0319 0.0363 0.01550000000000

01

0.0217 0.0013 0.0013 0.00590000000000

003

0.00790000000000

004

2.50%

7.50%

12.50%

17.50%

22.50%

27.50%

32.50%

37.50%

13

Internal Promotion Ratefor FY 2010

FY 2010 permanent and temporary VA promotions compared to availability in feeder grades for these occupations.

%

Wh

ite

Men

Wh

ite

W...

Bla

ck M

en

Bla

ck W

om

en

His

pan

ic M

en

His

pan

ic ..

.

Asi

an M

en

Asi

an W

...

Pac

ific

Isla

...

Pac

ific

Isl..

.

Ind

ian

Men

Ind

ian

W...

0

5

10

15

20

25

30

35

40

45

Promotions OnboardW

hit

e M

en

Wh

ite

W...

Bla

ck M

en

Bla

ck W

...

His

pan

ic M

en

His

pan

ic ..

.

Asi

an M

en

Asi

an W

...

Pac

ific

Isl..

.

Pac

ific

Isl..

.

Ind

ian

Men

Ind

ian

W...

0

5

10

15

20

25

30

35

40

45

Promotions Onboard

GS/GM 7-9-11-12 GS/GM 13-15

VA promotions compared to availability in feeder grades 12-14.

%

14

Grade DisparityVA GS/GM permanent only as of 9/30/10

1 2 3 4 5 6 7 8 9 10 11 12 13 14 150%

10%

20%

30%

40%

50%

60%

70%

80%

90%

White

Black

Hispanic

Asian

Native Hawaiian/Pacific Islander

Amer Indian

Other

Grade

15

Whit

e M

ale

Whit

e Fem

ale

Black

Male

Black

Female

Hispan

ic m

ale

Hispan

ic Fem

ale

Asian

Male

Asian

Female

Native

Haw

aiian

/Pac

ific Is

lande

r male

Native

Haw

aiian

/Pac

ific Is

lande

r Fem

ale

Amer

ican

India

n M

ale

Amer

ican

India

n Fem

ale

Other

Male

Other

Fem

ale0

1,000

2,000

3,000

4,000

5,000

6,000

7,000

8,000

9,000 Separation

Hires

Hires and SeparationsFor FY 2010

0

5,000

10,000

15,000

20,000

25,000

405

2,926

22,236

350 2,259

15,287

Disabilities(Permanent Only)

16

Separations By Type and Race/EthnicityFor FY 2010 (Permanent)

White Men

White Women

Black Men

Black Women

Hispanic Men

Hispanic Women

Asian Men

Asian Women

Native Hawai-ian/Pa-cific Is-lander Men

Native Hawai-ian/Pa-cific Is-lander

Women

American Indian Men

American Indian

Women

Other Men

Other Women

On-board

0.2497334455667

8

0.3610234287317

62

0.0908845398428

732

0.1470187991021

34

0.0320777216610

552

0.0366231762065

097

0.0233515712682

379

0.0391238776655

445

0.000778619528619529

0.0010802469135

8025

0.0045945566778

8999

0.0067129629629

6298

0.0027567340067

3402

0.0042403198653

1989

Re-tire-ment

0.3347876299242

94

0.3480046195303

49

0.0870011548825

869

0.1100988066213

26

0.0360580007699

218

0.0247658154754

268

0.0170665982291

801

0.0302835878352

368

0.000256640574874888

0.000128320287437444

0.0050044912100

6031

0.0044912100603

1055

0.0012832028743

7444

0.000769921724624663

Re-gret-table Loss

0.2559106830122

62

0.3791593695271

47

0.0869089316987

74

0.1204028021015

76

0.0350262697022

767

0.0351357267950

963

0.0252845884413

31

0.0310858143607

707

0.0012040280210

1577

0.0019702276707

5308

0.0061295971978

9843

0.0111646234676

007

0.0040499124343

2574

0.0065674255691

7688

Other 0.2739059967585

09

0.1977309562398

7

0.1491085899513

78

0.1037277147487

85

0.0356564019448

947

0.0129659643435

981

0.0178282009724

473

0.0113452188006

483

0 0 0.0097244732576

9854

0.0016207455429

4977

0.0032414910858

9953

0.0016207455429

4977

5%

15%

25%

35%

45%

Regrettable Loss: Resignations from government and transfers to other government agencies

17

Change in VHA Leadership

VHA GS 13-15 permanent and temporary as of Sept. 30, 2010

- White men are the oldest group.

- White women soon to be largest group

Younger minorities outnumber retirement eligible minorities, but numbers are much lower than their white counterparts

Average Age

GS 13: 48GS 14: 52GS 15: 54

18

Change in VBA Leadership

VBA GS 13-15 permanent and temporary as of Sept. 30, 2010

- Minorities show good numbers at lower ages

- White women soon to be oldest group

Average Age

GS 13: 48GS 14: 48GS 15: 48

19

Change in NCA Leadership

NCA GS 13-15 permanent and temporary as of Sept. 30, 2010

- White men clearly the oldest group now and in the near future

- Minority women have a strong younger presence

Average Age

GS 13: 51GS 14: 54GS 15: 56

20

Change in VACO Leadership

VACO GS 13-15 permanent and temporary as of Sept. 30, 2010

Average Age

GS 13: 49GS 14: 49GS 15: 52

- White men clearly the oldest group now and in the near future

Younger minorities outnumber retirement eligible minorities, but numbers are much lower than their white counterparts

21

Identified Triggers/ Potential Barriers to EEO

Low participation rates of White and Hispanic women in comparison to RCLF

Representation of people with targeted disabilities

Diversity decreases as grade level increases

Lack of current, legally sufficient training in EEO and diversity areas

Organizational climate indices:High per capita rate of complaints High resignation rates

22

Plan to Eliminate Barriers;

Continue implementation of VA Diversity & Inclusion Strategic Plan Dept-wide; enforce corporate diversity policies and accountability measures; explore ODI Regional Model

Promote use of special hiring authorities (Schedule A, Disabled Veteran) and internship programs such as National Diversity Internship Program, Presidential Management Fellow to increase diversity of employment pipeline

Market My VA Career to bridge career gaps and grade disparities

Strategically target outreach of leadership development programs to underrepresented communities

Designate Special Placement Coordinators and Local Reasonable Accommodation Coordinators in all facilities; train all managers in disability employment strategies

23

Plan to Eliminate Barrierscontinued

Fully implement VA Plan on Employment and Retention of Individuals with Disabilities

Implement Applicant Flow/Adverse Impact Analysis tool in VA recruitment and leadership development selection processes

Provide standardized VA-wide training in EEO, diversity, and conflict management for all employees

Increase use of ADR throughout Discrimination Complaint process

Expand use of organizational climate survey data to identify potential barriers to inclusion (e.g., disparate perceptions of fairness and empowerment based on race, ethnicity, gender and generation)

24

QUESTIONS?

ODI Contact Information:

Georgia Coffey, DAS for Diversity & Inclusion 202-461-4131