Office of Diversity and Inclusion 810 Vermont Avenue, NW Washington, DC League of United Latin American Citizens (LULAC) Convention th Annual Hispanic Employment Program Summit Andy Gonzalez, EEO Specialist, Office of Diversity and Inclusion (ODI) U.S. Department of Veterans Affairs Data as of May FY 2014

Mission & Vision Mission To build a diverse workforce and cultivate an inclusive workplace to deliver the best services to our Nation’s Veterans, their families, and beneficiaries. Vision That VA is a leader in creating and sustaining a high-performing workforce by leveraging diversity and empowering employees to achieve superior results in service to our Nation and its Veterans. 2

Office of Diversity & Inclusion Georgia Coffey Deputy Assistant Secretary Workforce Analysis Team Manages the workforce planning and analysis system, conducts technical assistance and training, creates analytical tools and techniques in the area of diversity for managers and supervisors, performs adverse impact assessments and prepares ad-hoc analysis and reports. Outreach and Retention Team Develops diversity and affirmative employment policy, manages special emphasis programs, provides guidance on diversity internships, produces a majority of the Department's annual diversity reports, conducts Technical Assistance Reviews (TARs), and facilitates outreach with community and VA supervisors to increase diversity awareness and opportunities. Training and Communications Team Provides diversity and inclusion training (online and onsite), distributes weekly diversity news updates and bimonthly newsletter, produces monthly video news program, and prepares various how-to guides and special reports, and maintains the ODI Web site. 3

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Outline Onboard Participation (CLF/RCLF) Onboard Representation (Race/Ethnicity/Gender and Administration) Onboard Targeted Disabilities Leadership (SES) Outreach Return on Investment Hires / Top 5 Occupations Promotions / Separations Initiatives / Best Practices Role as a Special Emphasis Program Manager Core Understanding 5

Definition The Relevant Civilian Labor Force (RCLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed in or unemployed and seeking employment in VA specific occupations. When the organization has a presence in Puerto Rico, the population of Puerto Rico is included. The Civilian Labor Force (CLF) consists of all U.S. citizens 16 years of age and over, excluding those in the Armed Forces, who are employed or unemployed and seeking employment in all U.S. occupations. The CLF does not include Puerto Rico or other U.S. territories. 6

Onboard Compared to Civilian Labor Force (CLF) and Relevant Civilian Labor Force (RCLF) CLF and RCLF based on 2010 Census. Includes permanent and temporary employees. FY 2014 total onboard: 341,372 7

Onboard Representation by Race/Ethnicity and Administration VACOVHAVBANCA Total Onboard during FY14 Participati on Rate RCLF Total Onboar d during FY14 Participation Rate RCLF Total Onboard during FY14 Participation Rate RCLF Total Onboard during FY14 Participation Rate RCLF Hispanic Male %4.64% 9, % 3.83% %3.13% %18.32% Hispanic Female %3.20% 11, % 5.82% %5.67%372.10%3.30% White Male 5, %44.90% 72, % 21.73% 6, %30.48% %40.16% White Female 2, %27.94% 111, % 46.60% 5, %41.46% %21.84% Black Male 1, %5.05% 27, % 3.47% 2, %3.52% %5.80% Black Female 1, %5.00% 45, % 9.38% 3, %9.62% %3.87% Asian Male %4.87% 8, % 2.93% %1.95%231.31%1.76% Asian Female %2.47% 14, % 4.57% %2.68%100.57%1.48% Native Hawaiian/Pacific Islander Male %0.06% % 0.04% %0.02%150.85%0.06% Native Hawaiian/Pacific Islander Female %0.03% % 0.08% %0.08%20.11%0.00% American Indian/ Alaska Native Male %0.40% 1, % 0.27% %0.24%261.48%0.57% American Indian/ Alaska Native Female %0.34% 2, % 0.66% %0.49%70.40%0.28% Two or More Races Male %0.31% % 0.19% %0.16%100.57%0.23% Two or More Races Female %0.20% % 0.38% %0.30%20.11%0.06% TOTAL 12, %99.41% 305, %99.95%21, %99.80%1, %97.73% * Red font means less than expected participation relative to the RCLF. 8

Onboard Individuals with Targeted Disabilities (IWTD) VA IWTD Onboard: 2.07% 9

Leadership Pipeline Representation Includes permanent and temporary employees. 10

SES Representation Includes permanent and temporary employees. 11

Outreach Return on Investment (FY 2013 Applicant Flow Data) Except for White, all groups applied and selected higher than CLF availability. *Based on applicants’ voluntary responses to background survey. In FY 2013, about 50 percent of applicant completed the survey. Data as of September FY

FY 2014 Hires and Top 5 Occupations Occupation Hispanic Males 0610 Nurse8.09% 0602 Medical Officer7.64% 3566 Custodial Worker5.57% 0679 Medical Support Assistance5.30% 2210 IT Management3.62% Occupation Hispanic Females 0610 Nurse21.54% 0679 Medical Support Assistance6.13% 0620 Practical Nurse5.94% 0303 Miscellaneous Clerk and Assistant 4.41% 0621 Nursing Assistant4.29% percent of Hispanic Males hired are IWTDs percent of Hispanic Females hired are IWTDs.

GS/GM Promotions (Title V and Title 38 Only) 14 Includes permanent and temporary employees. Includes GS/GM 1-14, Title V and Title 38.

Voluntary Separation 15 Includes permanent only. Total Voluntary Separation: 16,212

Voluntary Separation (Fiscal Year to Date) 16 Includes permanent only. Retirement includes mandatory, disability, voluntary, and in lieu of action. Resignation refers to an employee leaving the VA workforce for the private sector or other Federal agencies. Other includes death and separation for military service. Total Voluntary Separation: 16,212 Total Hispanic Male Separation: 449 Total Hispanic Female Separation: 445

Involuntary Separation (Fiscal Year to Date) 17 Includes permanent and temporary employees. Total Involuntary Separation: 835

Take Away Hispanic males and females had less than expected representation in the total workforce compared to the RCLF and CLF. Hispanic males and females fall below expected representation for VACO and each administration (VHA, VBA, NCA). The Nursing (0610) was the most prevalent occupation for Hispanic males and females. Within the GS/GM pay plans, females are falling below expected promotion rates. White and Hispanic males exceeded expected representation in the SES cadre, all other groups fell below their respective expectations. Hispanic males showed higher than expected representation for involuntary separations. Hispanic population exceeded the Secretary’s 2 percent onboard goal for IWTD (2.07%). 18

ODI Diversity and Inclusion Workforce Initiatives Created the National Diversity Internship Program (NDIP) IDIQ with affinity organizations, including the Hispanic Serving Health Professional Schools ( to build a pipeline for workforce diversity. Workforce Recruitment Program (WRP): Goal: Increase the representation of individuals with disabilities, especially severe disabilities, in the Federal and private workforce. career mapping program to address grade disparities and glass ceilings for all groups, including Hispanics. Implemented cultural competency and unconscious bias training for employees, and mandatory D&I training for all managers. Implemented the new Diversity and Inclusion Indices to gauge workforce diversity and workplace inclusion. Implemented mandatory D&I performance element in SES plans tied to the D&I Strategic Plan. 19

ODI Hispanic Workforce Best Practices VA D&I Strategic Plan: Guides VA’s efforts to create/maintain a diverse, results-oriented, high-performing workforce; cultivate a flexible and inclusive work environment; facilitate outstanding public service to our Nation’s Veterans; and ensure agency accountability and leadership. VA Hispanic Employment, Retention and Outreach (HERO) Strategic Plan: Operational framework to promote VA as a model equal opportunity employer for Hispanics. Student Outreach and Retention (SOAR). Program goal is to establish a pipeline for students/graduates to careers in VA. HEP: Community outreach; virtual training and career development; outreach marketing; and annual HEPM Training Summits. National Council of HEP managers on various outreach projects. Align VA efforts increasing outreach to and retention of Hispanics in VA. 20

Our Roles as Special Emphasis Program Managers  Work with management to identify and address potential barriers to Equal Employment Opportunity such as personnel/employment policies, procedures, and practices that may have an adverse impact on a demographic group(s).  Monitor workforce for areas of under-representation or underutilization and recommend changes to managers.  Market the program and its educational/developmental opportunities  “VA must cultivate an inclusive work culture and create an environment that reflects the diversity of our increasingly global community. We must leverage the diversity of our workforce and empower all of our employees to contribute to VA’s noble mission.”  “Inclusion is the means by which we drive employee engagement and empower all of our human resources by enabling their full participation in the mission and protecting their voices. Diversity and inclusion are the cornerstones of a high performing organization.” 21

Core Understanding EEO refers to the laws, regulations, and policies that guarantee our rights to equal opportunity in terms, conditions, and privileges of employment. Diversity is “…all the ways in which we are similar and all the ways in which we differ." Outreach-focused -- Dr R. Roosevelt Thomas, Jr. Inclusion is leveraging the diversity in our workforce to achieve full participation and optimum performance; it is about empowerment and engagement. In-reach focused. 22

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