1. BEING AN EFFECTIVE LGBT SPECIAL EMPHASIS PROGRAM MANAGER Perry Stevens Lesbian/Gay/Bisexual/Transgender Special Emphasis Program Manager, USDA Perry.Stevens@dm.usda.gov

2. Special Emphasis Programs The term “special emphasis program” (SEP) refers to those programs that focus special attention on certain specific groups as a result of a particular law, regulation, or Executive Order. SEPs were established to address the employment-related concerns of groups not specifically included in other programs where a need for special emphasis or employment concerns of such groups has been demonstrated. Page 2

3. Statutory and Regulatory Authority  Executive Orders, Federal Laws, and Regulations  USDA Departmental Regulations, DR 4230- 002, Special Emphasis Programs www.ocio.usda.gov/directives Pag e 3 Special Emphasis Programs - Authorities

4. Special Emphasis Programs - Purpose The purpose of the program is to provide focus on issues such as employment, retention, promotion, training, career development, and advancement opportunities affecting applicants and employees in NRCS. Pag e 4

5. Special Emphasis Programs - Purpose The LGBT Special Emphasis Program is in its infancy Our first priorities are education, awareness, workplace safety, and inclusion The goal is to get to the place where we can focus solely on recruitment, retention, career enhancement, and other traditional SEP issues. Pag e 5

6. Role of the Special Emphasis Program Manager  Assist leadership to identify barriers or potential barriers to hiring, development, advancement and retention of minorities, women, and individuals with disabilities;  Propose solutions to remove such barriers;  Provide consulting and program support to help eliminate barriers. Pag e 6

7. Role of the LGBT Special Emphasis Program Manager  Make sure the LGBT Special Emphasis Program is on equal footing with all the other Special Emphasis Programs  When appropriate, remind management to include LGBT employees whenever other minority groups are referenced  Advocate for LGBT inclusive language to be included in all official documents when possible Pag e 7

8. Role of the LGBT Special Emphasis Program Manager  Always ask questions  How will this impact LGBT employees?  Is management being inclusive?  Are coworkers providing a safe and inclusive work environment?  Do I have good communication with my Civil Rights Committee, particularly the chairperson?  Do I enlist some support from my fellow LGBT Special Emphasis Program Managers?  Do I need help from the Department? Pag e 8

9. Special Emphasis Program Manager Assignment  Keep your immediate supervisor informed of SEP activities.  Ensure that an addendum exists to your position description regarding collateral duties.  Memorandum of Understanding for SEPM Pag e 9

10.  How, when, and length of time you will serve as the SEPM will vary from agency to agency  Percentage of time spent on program duties? (recommended 20% work time) REMINDER: A separate stand alone element should be included in your performance appraisal. Special Emphasis Program Manager Assignment

11. Reports, Data Sources, and Terminology MD-715 is the policy guidance which the Equal Employment Opportunity Commission (EEOC) provides to federal agencies for their use in establishing and maintaining effective programs of equal employment opportunity under Section 717 of Title VII of the Civil Rights Act of 1964, and Section 501 of the Rehabilitation Act of 1973. MD-715 provides a roadmap for creating effective equal employment opportunity programs for all federal employees as required by Title VII and the Rehabilitation Act. Management Directive 715 (MD-715)

12. http://www.eeoc.gov/federal/directives/index.cfm Reports, Data Sources, and Terminology

13. http://www.opm.gov/About_OPM/Reports/FEORP/index.asp

14. Civilian Labor Force (CLF) Persons 16 years of age and over, except those in the armed forces, who are employed or are unemployed and seeking work. Reports, Data Sources, and Terminology

15. Civilian Labor Force (CLF) Percentages for each minority group presented in the Federal Equal Opportunity Recruitment Program (FEORP) report are derived from the Bureau of Labor Statistics’ (BLS) Current Population Survey (CPS). ◦ Monthly survey of households. ◦ Bureau of the Census for BLS. ◦ Cover non-institutionalized individuals 16 years of age or older, employed or unemployed, U.S. citizens and non-U.S. citizens. Reports, Data Sources, and Terminology

16. Special Emphasis Program Management  Conduct an assessment of the program including an analysis of the workforce data.  Engage with special emphasis groups in the workforce to identify concerns or issues related to their employment, development, advancement, and retention.  Develop an understanding of the agency’s mission, and be sensitive to shifts in occupations, policies, or external factors that may impact the future workforce of the agency. Pag e 16 Analysis

17. What is a Trigger?  A trigger is a “red flag.”  Triggers are conditions, disparities, or barriers warranting further inquiry.  A trigger may be any piece of information (a statistical barrier, a trend, etc.) that alerts an EEO professional that additional scrutiny of the area where the trigger occurred is necessary. Agencies must investigate triggers to determine whether actual barriers are at work.  Remember, triggers can lead to barriers, but not necessarily. Special Emphasis Program Management

18. What is a Barrier?  A policy, procedure, practice or condition that limits employment opportunities for members of a particular race, ethnic background, gender or because of a disability.  Some barriers may be easy to identify.  Other barriers are embedded in the day-to-day procedures and practices of an agency and may appear neutral. Special Emphasis Program Management

19.  National SEPM  State Leadership and employees  Human Resources  Recruitment efforts  Detail information  Training  Workforce Data  Other Special Emphasis Program Managers  Organizations related to your SEP area  Colleges, Universities, Professional Organizations  Civil Rights Committee Pag e 19 Establish and Maintain Relationships Special Emphasis Program Management

20.  Maintain program records.  Submit quarterly and annual accomplishment reports to the NSEPM. Utilize these reports to document progress. Pag e 20 Special Emphasis Program Management Evaluate

21. Promote Diversity and Inclusion  Be honest: Recognize your own biases, prejudices and values.  Be a partner: Work on projects with members of groups different from your own.  Be a role model: Be vocal in opposing prejudice and help educate others.  Be a teacher: Teach tolerance, encourage openness, and understanding.  Be a student: Educate yourself and others. Be knowledgeable about USDA’s Civil Rights Policy Statement.

22. Addressing LGBT Issues as a Program Manager What do you need to be prepared for? ◦ Employees will come out to you ◦ Employees of all sexual orientations will seek you out as the LGBT expert ◦ Build your resources Create a brief one-page handout with websites and other contact information local to your area

23. Addressing LGBT Issues as a Program Manager Employees dealing with the coming out process of a friend or family member may seek you out Personal abuse or harassment

24. Addressing LGBT Issues as a Program Manager Transitioning at Work— Your job? ◦ Be a consistent and reliable resource for management ◦ Prepare to be an advocate for the employee who is undergoing transition ◦ Educate the impacted workforce

25. Be a Resource ◦ Many employees will assume you are the expert on all things LGBT ◦ You don’t have to know the answer, but you must know where to find it ◦ Always take comments and questions seriously Addressing LGBT Issues as a Program Manager

26. For more information, contact: Perry Stevens Lesbian/Gay/Bisexual/Transgender Special Emphasis Program Manager, USDA Perry.Stevens@dm.usda.gov

27. Forest Service LGBT SEPM Pat Jackman 202-205-0989 (TTY users call 711) pjackman@fs.fed.us Brad Harwood 208-387-5289 mailto:bdharwood@fs.fed.us