1. NASA Goddard Space Flight Center National Aeronautics and Space Administration www.nasa.gov DIVERSITY AND INCLUSION ROADSHOW Federal Employees with Disabilities Conference April 27, 2015

2. Topics of Discussion Current State of Diversity and Inclusion (D&I) Advisory Committees Inclusion Ally Summary 2NASA Goddard Space Flight Center

3. Dimensions of Diversity Non-visible Background Diversity of Thought Education Geographic Location Income Job Classification Language Marital Status Military Experience Non-visible Disabilities Parental Status Political Belief Religion/Spirituality Sexual Orientation Socio-Economic Status Work Experience 3NASA Goddard Space Flight Center Visible Age/Generation Gender Physical Abilities Race/Ethnicity

4. Diversity The unique characteristics, perspectives and life experiences that define us as individuals Inclusion Fostering an environment where all individuals contribute fully and feel valued, engaged and support- ed to reach their full potential 4NASA Goddard Space Flight Center Overarching drivers are Accountability and Engagement Every employee is responsible for demonstrating respectful/inclusive behavior Maximize the talent and contributions of each employee & & Diversity & Inclusion Defined

5. 5NASA Goddard Space Flight Center Goals of an Inclusive Culture: Fully utilize everyone’s talent Leverage our differences for increased learning, innovation, team performance, and mission success Engage and retain the best talent from all sectors of our society Why do this now? 2011 Presidential Order to Agencies to develop integrated D&I Strategic Plans. 3 goals: Diversity within our workforce is increasing. As we become increasingly diverse the challenge is how do we manage that diversity in a way that propels us to higher level of team performance and innovation. More On Inclusion Why are we shifting to an increased focus on inclusion? Workplace DiversityWorkplace Inclusion Agency Accountability and Leadership

6. Principles of a Successful Diversity and Inclusion Approach Pillars of Agency and GSFC D&I Strategic Plan Employee Engagement and Effective Communication Demonstrated Leadership Commitment Continuous Education, Awareness and Skills Enhancement Demonstrated Commitment to Community Partnerships Shared Accountability and Responsibility for Diversity and Inclusion Effective Measurement of Diversity and Inclusion Efforts 6

7. Roles and Responsibilities of EO and D&I 7NASA Goddard Space Flight Center Equal Opportunity Programs Office Diversity and Inclusion Program Office Mission/GoalsAdvocates to eliminate discrimination, harassment & retaliation in the implementation of employment processes/practices Advocates for equal access and opportunity – no one excluded from participation Focus is on legally protected groups Legally mandated Advocates diversity/inclusion and identify issues and opportunities Develops strategies Coordinates center/directorate activities Monitor organizational environment Advisory CommitteesAAAC, APAAC, EAAC, HACE, NAAC & WAC NDP, LGBTAC & VAC Leadership Accountability: Center Director, Director of/Senior Staff, EO Council, Advisory Committee Chairs, and Unions Deputy Center Director, Deputy Directors of, Advisory Committee Chairs, EOPO, and Unions SummaryRepresentational/QuantitativeInclusion/Qualitative

8. Supportive 85% 42. My supervisor supports my need to balance work and other life issues. 46. My supervisor/team leader provides me with constructive suggestions to improve my job performance. 48. My supervisor/team leader listens to what I have to say. 49. My supervisor/team leader treats me with respect. 50. In the last six months, my supervisor/team leader has talked with me about my performance. Supportive 85% Open 75% 32. Creativity and innovation are rewarded. 34. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring). 45. My supervisor/team leader is committed to a workforce representative of all segments of society. 55. Managers/supervisors/team leaders work well with employees of different backgrounds. Open 78% Cooperative 72% 58. Managers promote communication among different work units (for example, about projects, goals, needed resources). 59. Managers support collaboration across work units to accomplish work objectives. Cooperative 73% Empowered 74% 2. I have enough information to do my job well. 3. I feel encouraged to come up with new and better ways of doing things. 11. My talents are used well in the workplace. 30. Employees have a feeling of personal empowerment with respect to work processes. Empowered 76% Fair 59% 2 3. In my work unit, steps are taken to deal with a poor performer who cannot or will not improve. 24. In my work unit, differences in performance are recognized in a meaningful way. 25. Awards in my work unit depend on how well employees perform their jobs. 37. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated. 38. Prohibited Personnel Practices (for example, illegally discrimination for or against any employee/applicant, obstructing a person’s right to compete for employment, knowingly violating veterans’ preference requirements) are not tolerated. Fair 62% NASA ScoresGSFC ScoresEVS Questions 2014 EVS Inclusion Scores 8NASA Goddard Space Flight Center

9. GSFC 5-year EVS Inclusion Scores Trend 9NASA Goddard Space Flight Center 20142013201220112010 85%84%83%84%85% 20142013201220112010 78% 20142013201220112010 73%76% 73%74% 20142013201220112010 76%75%76%75% 20142013201220112010 62% 60% Supportive Open Cooperative Empowered Fair

10. Advisory Committees NASA Goddard Space Flight Center10

11. Roles and Responsibilities Provide advice, guidance and recommendations to the Center Management in the planning, implementation and evaluation of the Center's efforts in support of affirmative employment efforts throughout all human capital processes, i.e., recruitment, selection, hiring, promotion, retention, etc.; Serve as a focal point for communicating the challenges, issues and concerns of their respective constituents on matters affecting employment at the Center; Provide education and awareness forums for the GSFC workforce on various diversity and inclusion and EEO topics; Work proactively with GSFC management to identify and resolve Center-wide challenges and barriers impacting the recruitment, selection, advancement, retention and inclusion of employees, and contribute to the development and implementation of corrective actions that remediate them. 11NASA Goddard Space Flight Center

12. GSFC Advisory Committees APAACAAACHACEEAACNAACWACLGBTACNDPVAC Advisory Committees Represent: African Americans Asian and Pacific Americans Hispanic Americans Individuals with Disabilities Native Americans Women Lesbian, Gay, Bi-Sexual and Transgender employees New and Developing Professionals Veterans 12NASA Goddard Space Flight Center

13. Inclusion Ally Initiative NASA Goddard Space Flight Center13 http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html

14. Who is an Inclusion Ally? 14NASA Goddard Space Flight Center Person in the workplace who proactively strives to create, expand, and sustain an environment that is equitable, respectful and inclusive of all groups and individuals Involves getting to know one’s colleagues and building respectful work relationships with people who are different from themselves Inclusion champions from across the organization who stand up and speak out to advocate for the opportunity for each person to contribute fully to the mission of Goddard Allies are essential to increasing equity and inclusion in the workplace Inclusion Ally: (1) Inclusion—advocating for all, exemplifying inclusive behavior in all contexts, and (2) Ally—advocating for inclusion and equity and providing support for people and groups different from yours.

15. 10 Key Inclusion Ally Behaviors 15NASA Goddard Space Flight Center Speak up when people are being excluded. Ask who else needs to be in the room for better outcomes. Listen as an ally—first listen deeply and then engage. Create a sense of “safety” for yourself and your team members. Use your privilege in a positive way—Be an ally for a group from which you are different. Become skilled at having difficult conversations and resolving conflict. Monitor your own assumptions and blind spots—do the necessary self work. Encourage the contributions of all. Be a champion for D&I at Goddard. Get to know people who are different from you.

16. Engage employees at all levels of the organization in actions to create an inclusive culture at Goddard: Emphases that inclusion involves all of us and benefits all of us Encourages inclusive behaviors that make a big difference in our teams and workplaces Help shift the current culture paradigm so that employees view all of us as responsible for creating inclusion in our teams and organization Builds on “i am Goddard”– I am the core element of our inclusive culture, focuses on individual action and responsibility Focusing on inclusion results in increased innovation, productivity and retention What’s In It For Me (WIFM) – Developing leadership skills, networking and building community with other passionate people, trainings and special events Invites everyone to be an ally and a catalyst for inclusion for all WHAT ARE THE BENEFITS? NASA Goddard Space Flight Center16

17. Look Out for Upcoming Events such as Ongoing learning and networking activities—hosted quarterly –Center-wide training workshops, networking and brown bag events Previous Inclusion Ally Events include: 2 part Kick-off—Spring /Summer 2014 –Safety Week session Inclusion Ally: Be Safe Being Who You Are, May 1 at Greenbelt –Safety Awareness Day, May 20 at WFF and June 24-26 at IV&V 1 st Quarterly Engagement and Education Activities – “35 Dumb Things Well Intentioned People Say…” Fall 2014 For more info contact any Inclusion Ally Core Team member at IV&V, WFF and Greenbelt. See POC list on website. http://iamgoddard.gsfc.nasa.gov/inclusion-ally.html NASA Goddard Space Flight Center17 Recent Inclusion Ally Events!

18. Directorate Specific Information NASA Goddard Space Flight Center18

19. Conclusion NASA Goddard Space Flight Center19

20. Capabilities for Continued Mission Success 20NASA Goddard Space Flight Center Technical Skills/Systems Hard Technical Capabilities Engineering Expertise Systems Engineering Scientific Knowledge and Inquiry Social Systems/Culture Soft Cultural Capabilities Human Dimensions Leadership Relationship Building Individual Development Mission Success +=

21. What’s Next? 21NASA Goddard Space Flight Center Be a part of the change Demonstrate inclusive behaviors Get involved

22. Questions? NASA Goddard Space Flight Center22

23. CHECK OUT BELOW RESOURCES TO LEARN MORE? 23 Goddard Learning Library (Great Video Resources to start a dialogue within your organization): http://ohcm.gsfc.nasa.gov/DevGuide/Lear n/home.htm http://ohcm.gsfc.nasa.gov/DevGuide/Lear n/home.htm  10 Commandments of Communicating with People with Disabilities  Black in America  Color of Fear  Drop by Drop  Gay and Transgender Issues in the Workplace  The Lunch Date  Village of 100  Visiones: Latino Art and Culture Goddard Learning Library (Great Video Resources to start a dialogue within your organization): http://ohcm.gsfc.nasa.gov/DevGuide/Lear n/home.htm http://ohcm.gsfc.nasa.gov/DevGuide/Lear n/home.htm  10 Commandments of Communicating with People with Disabilities  Black in America  Color of Fear  Drop by Drop  Gay and Transgender Issues in the Workplace  The Lunch Date  Village of 100  Visiones: Latino Art and Culture Great Books and Articles for your D&I journey:  “What If” by Steve Robbins  “Diversity at Work” by Trevor Wilson  “Building a House for Diversity” by R. Roosevelt Thomas, Jr.  “The Tipping Point” by Malcom Gladwell  “Outliers” by Malcolm Gladwell  “Blink” by Malcolm Gladwell  “The Loudest Duck” by Laura Liswood  Peggy Mcintosh Articles on Privilege – “Unpacking the Invisible Knapsack”  “35 Dumb Things that Well- Intentioned People Say” by Maura Cullen Great Books and Articles for your D&I journey:  “What If” by Steve Robbins  “Diversity at Work” by Trevor Wilson  “Building a House for Diversity” by R. Roosevelt Thomas, Jr.  “The Tipping Point” by Malcom Gladwell  “Outliers” by Malcolm Gladwell  “Blink” by Malcolm Gladwell  “The Loudest Duck” by Laura Liswood  Peggy Mcintosh Articles on Privilege – “Unpacking the Invisible Knapsack”  “35 Dumb Things that Well- Intentioned People Say” by Maura Cullen Website we Love or would love for you to check out: Website we Love or would love for you to check out: Diversity Dialogue Project Tools Use the Self-Identity Circle for team building within your organization Play Two truths and a lie (Getting to Know You Exercise) to learn more about those you work with and help identify assumptions you may have of others Establish Ground Rules for meetings or Email distribution Share the list of unwritten rules with employees new to Goddard Outreach to local schools for career day – help increase interest in STEM fields at the secondary and primary level Use Micro Messages Tips to foster inclusion Use OHCM resources including Learning Center, Videos, Career Builders Diversity Dialogue Project Tools Use the Self-Identity Circle for team building within your organization Play Two truths and a lie (Getting to Know You Exercise) to learn more about those you work with and help identify assumptions you may have of others Establish Ground Rules for meetings or Email distribution Share the list of unwritten rules with employees new to Goddard Outreach to local schools for career day – help increase interest in STEM fields at the secondary and primary level Use Micro Messages Tips to foster inclusion Use OHCM resources including Learning Center, Videos, Career Builders Finding your voice in the workplace: Jennifer Brown at TEDxSpringfield In this TEDx talk Jennifer shares her personal journey and her passion for diversity and innovation. https://www.youtube.com/watch ?v=E0M1beV91js We all know diversity of identity, but what does diversity of thought mean in today's workplaces? There are lots of great Ted talks on D&I topics. Check out www.ted.comwww.ted.com Finding your voice in the workplace: Jennifer Brown at TEDxSpringfield In this TEDx talk Jennifer shares her personal journey and her passion for diversity and innovation. https://www.youtube.com/watch ?v=E0M1beV91js We all know diversity of identity, but what does diversity of thought mean in today's workplaces? There are lots of great Ted talks on D&I topics. Check out www.ted.comwww.ted.com http://www.diversityinc.com/magazine/ Diversity Inc Online Magazine