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Diversity and Inclusion at NASA:

A Strategic Integrated Approach

Barbara SpottsAgency Diversity Program Manager

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Overview

2. Defining Diversity and Inclusion

3. Individual and Organizational Characteristics

4. How NASA Views Diversity

5. The Value of Diversity for NASA

6. Principles of a Successful Diversity/Inclusion Approach

7. Advancing Diversity Principles to Assist Mission Success

8. Shared Diversity Roles and Responsibilities

1. Introduction

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Introduction

The Office of Diversity and Equal Opportunity (ODEO) proposes a comprehensive Agency framework for Diversity to:

• Enhance organizational effectiveness to meet mission goals during and beyond transition

• Maximize individual potential and productivity Agencywide by expanding workforce talents, skills, and opportunities

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Defining Diversity and Inclusion

• Diversity is the similarities, differences and opportunities inherent in the individual and organizational characteristics that shape our workplace.

• Inclusion means respecting and valuing our diversity. An

inclusive organization is one that: – utilizes diverse perspectives to broaden the scope of problem-

solving– encourages collaboration, learning from differences, flexibility, and

fairness– embeds these values in organizational structures, policies,

practices

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Characteristics that Shape our Viewpoints, Ideas and Experiences

• Individual characteristics such as: race/ethnicity, gender, native language, marital status, parental status, age (generation), religion, sexual orientation, cultural background, gender identity, educational background, work styles, thinking/learning styles, communication styles, attitudes, personal values

• Organizational characteristics such as: roles and responsibilities; mission/projects; management structures; work processes; organizational cultures; group norms; geographical location

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How NASA Views Diversity“The principles of diversity reflect a broad range of values and practices, the overall goal of which is to make sure we take full advantage of the differing viewpoints, ideas, and backgrounds that each of us brings to the table. What is important is the suite of capabilities that each individual brings, not the package it comes in.”

“To design the most effective systems, NASA must have a diversity of views, ideas and perspectives. This requires taking into account all the possible sets of training and experience that come from people of different backgrounds and life experiences.”

- NASA Policy Statement on Diversity, March 20, 2006 (emphasis added)

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The Value of Diversity for NASA• NASA needs the best technical solutions to unique and

unprecedented science, technology, and space exploration issues – the Vision for Space Exploration.

- We know the best solutions come from diverse viewpoints and

backgrounds – we need the best and the brightest in whatever

packages they come in.

- Today, the U.S. workforce is more diverse and encompasses

more generations in the workplace than ever before – the

Nation’s best and the brightest represent hugely diverse cultural

backgrounds, perspectives and life experiences.

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The Value of Diversity for NASA

• NASA, like all organizations, provides products and services. NASA’s main “service” is the U.S. space exploration program; our “customers” are the U.S. Congress, the American public, and ultimately the world community, in a rapidly changing world.

- NASA needs to educate a more diverse American public on the need for a robust space exploration program and its value in advancing U.S. scientific, security, and economic interests.

- We need to work as effectively as possible with a host of international partners.

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Principles of a Successful Diversity and Inclusion Approach

• Demonstrated Leadership Commitment

• Effective Communication

• Continuous Education and Awareness

• Shared Accountability and Responsibility for Diversity

• Demonstrated Commitment to Community Partnerships

• Effective Measurement of Diversity Efforts

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Advancing Diversity Principles to Assist Mission Success

Goals• Recognition that diverse people and ideas are the greatest asset an organization has, regardless of mission

• Demonstrated action based on this recognition in the form of inclusive policies, programs, planning, and practices

Strategies (Example)• Diversity Champions, i.e., highly visible, top Agency and Center leadership who:

– Understand why diversity issues are relevant to NASA and its mission– Act as allies, advocates and full partners to make diversity a priority and a

matter of policy and practice

Demonstrated Leadership Commitment

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Advancing Diversity Principles to Assist Mission Success

Goals• A common language around diversity Agencywide

• A work environment in which employees at all levels share

knowledge solicit and receive constructive feedback, and employ

active listening techniques

• Employees are encouraged to provide input into decisions and once made decisions are communicated clearly

Strategies (Example) • Agencywide dissemination and sharing of information

Effective Communication

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Advancing Diversity Principles to Assist Mission Success

Continuous Education and Awareness

Goal• An organizational commitment to learning about diversity and

inclusion, and other education that fosters a healthy workplace environment, through continuous programs that provides all employees with the basic skills sets and advanced training and technical assistance opportunities

Strategies (Examples) • Coordinate diversity and related training efforts at all Centers,

including evaluation

• Embed diversity and inclusion in leadership and professional development, and new employee training

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Advancing Diversity Principles to Assist Mission Success

Demonstrated Commitment to Community Partnerships

Goal• Active partnerships with community based organizations, schools, and

local governments, expanding outreach to diverse communities, widening opportunities and enhancing access to audiences not ordinarily reached

Strategies (Examples)• Expanded recruitment and pipeline development opportunities

• Networking with diverse professional organizations and community groups to maintain strong partnerships, build capacity, and have access to a wide talent pool – beyond the traditional sources

• Utilizing the expertise of employee resource/affinity groups to assist in outreach efforts

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Advancing Diversity Principles to Assist Mission Success

Shared Accountability and Responsibility for Diversity

Goal• Individual accountability and participation from all members of the

organization, including playing an active and participatory role in diversity and inclusion efforts

Strategies (Example)• Include diversity and inclusion in defining organizational objectives

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Advancing Diversity Principles to Assist Mission Success

Effective Measurement of Diversity Efforts

Goal• Established steps to monitor and evaluate where the organization stands in its efforts to create an inclusive work environment and measure impact of diversity efforts

Strategies (Examples)• Diversity Cultural Survey - analysis and appropriate action• Focus Groups• Internal and External Benchmarking• Performance indicators to measure the program’s success

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Shared Diversity Roles and Responsibilities

Office of Diversity and Equal Opportunity• Agencywide Diversity policy, strategies, top level requirements and program objectivesStrategic Communications

•Internal/External Communication StrategyOffice of Human Capital Management• Fair and equitable workforce (HR) policies, planning, top level requirementsOffice of Education• Educational pipeline diversityOffice of Small Business Programs• Supplier diversity

Shared• Outreach – All five• Recruitment – OHCM, ODEO, Education• Workplace culture – ODEO, OHCM• Training and development – OHCM, ODEO• Retention – OHCM, ODEO• Pipeline – Education, ODEO, OHCM• Communication- Strategic Communications

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Expected Outcomes An institutionalized framework for diversity and inclusion that provides for consistent and coordinated Agency and Center diversity efforts

Baseline data and metrics to assess the current environment and the success of future diversity efforts

Strengthened partnerships among EEO, other diversity related organizations (OHCM, Education, Small Business Programs, Strategic Communications), and Mission Directorates and Centers

An organizational culture and environment that embraces diversity and inclusion, making optimal use of the varied backgrounds, perspectives, and experiences of employees to create higher-performing organizations Agencywide