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Excellence in Executive LeadershipUNCLASSIFIED – For Official Use Only (FOUO)
APEX Executive Roundtable
Talent Acquisition(Diversity)
September 2009
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The purpose of this “Talent Acquisition (Diversity)” Executive Roundtable Discussion is to . . .
Stimulate Thinking – to stimulate your thinking about how the DoD can develop and maintain an SES Corps having a diverse composition consistent with that of the American public
Examine DoD and US Demographic Data – to examine and compare current DoD SES and US demographic data as a basis for understanding and making recommendations about the diversity of the DoD SES Corps
Solicit Suggestions – to solicit your proposed suggestions about what DoD leaders should do to improve the diversity of DoD’s executive leadership
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A diverse workforce is a mission imperative — it is more than a policy-compliance issue or ethical consideration
If the Department intends to maintain the best Executive Corps possible, attracting and retaining a diverse talent pool is essential to ensure a diversity of perspective consistent with that of the American public
The data indicate that DoD needs to put more energy into achieving diversity at the senior levels
Overview – the framework for assessing the diversity of DoD’s SES Corps includes the following considerations
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Here is the gender composition of DoD SES Corps
DoD SES Demographics
Gender Total % Compared to Total Executive Gender
Female 310 23.03%
Male 1,036 76.97%
Total 1,346 100.00%
310
1,036
Female Male
Gender
(23%)
(77%)
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And here are the gender demographics for DoD SIP Corps and Other Senior Executives
DoD Intelligence Professional/Senior Level Positions/Scientific and Professional Demographics
32
232
Female MaleGender
(12%)
(88%)
Gender Total % Compared to Total IP/SL/ST Gender
Female 32 12.12%
Male 232 87.88%
Total 264 100.00%
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Here are DoD SES Demographics by Race and Ethic Origin
Demographics of DoD SES
Race Designation Total% Compared to Total Executive Race
Designation
American Indian or Alaska Native
7 0.52%
Asian 30 2.23%
Total 1346
Black or African American
52 3.86%
White 1,206 89.60%
Multiracial 11 0.82%
Hispanic 21 1.56%
Race Unspecified 19 1.41%
100.00%
Race Designation
730 52
1,206
11
21
19
American Indian or AlaskaNative
Asian
Black or African American
White
Multiracial
Hispanic
Race Unspecified
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And, here are the DoD SIP and Other Executives demographics by Race and Ethnic Origin
DoD Intelligence Professional/Senior Level Positions/Scientific and Professional Demographics
Race Designation Total % Compared to Total Executive Race Designation
American Indian or Alaska Native
2 0.76%
Asian 14 5.30%
Total 264
Black or African American
4 1.52%
White 238 90.14%
Race Unspecified 3 1.14%
Hispanic 3 1.14%
Total 100.00%
Race Designation
2 14 4
238
3
3
American Indian or AlaskaNative
Asian
Black or African American
White
Hispanic
Race Unspecified
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For comparison, here are Gender and Ethnic Origin data for the US population
Estimated Population by Race/Ethnicity
White68.3%
Black or African American 12.2%
Hispanic 13.2%
Multiple Hispanic0.2%
Asian 3.9%
Native American & Native Alaskan0.7%
Native Hawaiian/Pacifc Islander0.1%
Multi-race1.3%
White
Black or African American
Hispanic
Multiple Hispanic
Asian
Native American & Native Alaskan
Native Hawaiian/Pacifc Islander
Multi-race
Department of Labor Current Labor Statistics 2002
Characteristics Population Percent of Population
Total Population 287,984,799 100%
White 196,826,971 68.3%
Black or African American 35,200,585 12.2%
Hispanic 37,960,418 13.2%
Multiple Hispanic 539,561 0.2%
Asian 11,276,812 4.0%
Native American & Native Alaskan 2,155,239 0.7%
Native Hawaiian/Pacific Islander 383,512 0.1%
Multi-race 3,641,701 1.3%
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And here is the Racial Makeup of the US population – past and future projections
U.S, population Gender and Ethnicity
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And here is a “Minority” breakout for selected major US corporations
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Genet
ech
Yahoo
Cisco
Syste
ms
Texas
Inst
rum
ents
Googl
e
Pricew
ater
hous
e Coo
pers
Deloitte
& T
ouch
e USA
Micr
osof
tIB
M
MIT
RE
Company
% M
ino
rity
Fortune Magazine: “100 Best companies to work for in 2007” January 22, 2007 issue
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SES Sources of Selection FY2008(79 SES Assigned to New Agencies in this Category)
External - Other, 37%
From Other Federal
Agencies, 9%
Internal To (Within) DoD,
35%
External - Retired
Military, 19%
SES Employees who had a new Assignment to an Agency in FY2008
And here is the data describing the sources of newly selected SES members
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These are the trends in source of selection for DoD SES members
SOURCE OF SELECTION FY 2007 FY 2008
External Sources
Retired Military
Other
16%
37%
19%
37%
Internal Sources
Selections from within DoD 38% 35%
Selections from other Federal Agencies 9% 9%
SES Sources of Selection – Trend Analysis
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The GAO has provided findings about the diversity of the SES, and Congress has directed OPM to take action
The GAO found that the diversity of the DoD SES corps improved between October 2000 and September 2007 as indicated below:• October 2000 16.3% women 6.1% minorities
• September 2007 22.6% women 8.3% minorities
However, DoD diversity remains in the bottom 20% among all government agencies
The Senate Committee on Homeland Security and Government Affairs has introduced legislation to provide for greater diversity within and to improve policy direction and oversight of the SES • The SES Diversity Assurance Act of 2009 would create an SES
Resource Office within the Office of Personnel Management (OPM) to take actions to manage and promote an efficient, elite and diverse SES Corps
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Legislation Pending
Legislation pending in the Senate and House (S.1180 and H.R. 2721, respectively) proposes new SES oversight responsibilities for SES, including creating a recruiting program targeting talented women, minorities and people with disabilities for SES slots, and helping coordinate agencies’ recruiting programs with their equal employment
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Do you think gender and ethnic diversity in the DoD SES corps is important?
• If so, what benefits would greater diversity in SES corps bring to DoD?
• How does DoD attract and select an executive corps that is representative of the United States?
What actions should DoD or Federal Government take to improve gender and ethnic diversity in the SES Corps?
• Why is the DoD SES corps not more diverse?
• Are there incentives/disincentives to entering SES that may impact upon workforce diversity?
• What can/should SES leaders do to build a diverse workforce?
How would you answer the following questions about the diversity of the DoD SES Corps?
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What advice would you give to the Director of the Office of Personnel Management?
If you were advising the Director, OPM, what advice and insight would you give him/her to achieve the outcomes envisioned in the SES Diversity Assurance Act of 2009?