Facilitating Diversity in the Federal Workforce

As a successor to Executive Order 11246 which was signed in 1965 by President Lyndon B. Johnson, President Obama further issued an order with an aim to initiate a government wide program which encourages inclusion and diversity in the federal workforce. 

With an aim to reach out to military personnel as well as civilians who are currently working in a range of agencies, departments and operating environments across the nation – this particular order is different from the Executive Order 11246 which demands compliance. This particular order demands adherence to the law without any negotiations. 

Is this another Law?

Technically speaking, this order isn’t exactly new legal rule. With already a significant number of laws and protocols in place, this order simply expects comprehensive consolidation and coordination of efforts that ensure diversity within a federal work environment. 

The Objective of this Order 

The primary objective of President Obama’s Executive Order is to create a work environment which facilitates fairness, collaboration and flexibility that allows a diverse group of people to participate in organizational growth in their full possible potential. 

With the government’s ability to hire, promote and retain a more diverse workforce, it also aims to set an example to private sectors where racial prejudices are still prevalent. 

Consider this simple checklist while taking actions that encourage diverse work environments – 

1.      Identification of behaviors which are associated with inclusion and diversity that can be applied to routine interactions at the workplace.
2.      Exhibit communication and learning associated with these behaviors to discourage discriminatory behavior within the workplace.
3.     Consider a regulatory rather than a cultural approach where required.
4.      Make sure the group leaders within your organization have accepted diversity as an organization culture. Oversee what they say, how they communicate and how they handle issues when they arise.
5.      Use training sessions and on the job learning as a tool to inculcate tolerance within your work environment. 

To be able to encourage equal opportunities in a federal work environment, it is important that the specific behavioral definitions are put in place which does not result in conflicting interpretations. With a zero-tolerance policy against workplace discrimination, it is possible for organizations to make a positive impact on cultural harmony.

Encouraging Gender Based Diversity at Your Workplace

The OFFCP wing of the U.S department of labour’s rules for non discrimination make it mandatory to hire certain number of women in every organisation associated with the federal Government and in order to honour this OFFCP Compliance it is best advised that gender diversity is encouraged and supported in every company, irrespective of industry.

Supporting gender diversity will not only help to comply to the rule but will also assist in bringing about more assortment in thoughts and an overall new perspective into the working of the business considering women are known to have a softer yet more dedicated and creative approach to work.

Ways to encourage gender diversity:

1.    Always hire employees on the basis of their skills and qualification rather than gender, race and Nationality. Do not underestimate a woman simply because of her gender. If you come across two similar qualified individuals, one man and one woman don’t hesitate to pick the woman, especially so if there are less women in your organisation. By picking her you will be instilling confidence in her and the rest of the women employed with you thereby ensuring increased dedication and productivity.

2.    Have stringent policies in place about women harassment and against general misbehaviour towards women.

3.      Have women friendly amenities, be it a crèche for babies of new mothers or separate rest rooms.

4.      Reward male employees who support and encourage their female colleagues to take up more work or those who assist them without bias.

5.      Ensure that women are hired in managerial positions and in higher level jobs as well and not only in subordinate roles. Women make great leaders if given the perfect opportunity. Moreover they are great at juggling multiple roles since most of them are used to balancing a home and work life for years.

6.      Make teams such that men and women are forced to work together. Men will automatically learn to be more empathetic and even more respectful towards women at wor.

Any contracting and sub contracting firms that do business with the Federal government will be taught in their OFCCP training to take affirmative action to employ women under the equal opportunity clause. Thus by taking these steps and encouraging gender diversity, you are sure to clear the OFCCP audit.

Creating a Warm Working Environment for People with Disabilities

As per a relatively new rule proposed by the U.S department of labour, if you are federal contractors or sub contractors, at least 7 percent of your workforce must comprise of qualified workers with disabilities.

Hiring people with disabilities in your organization is recommended not only to comply with the department’s proposed rule but also as a measure to bring about diversity and encourage empathy at the workplace. It also goes without saying that this will help your company to do its bit for the society and earn a certain amount of goodwill and respect in the market.

However, keep in mind that just hiring employees with disabilities is not enough. As federal contractors, there will be plenty of physical work that will be needed to be taken on involving long hours and vigorous and erratic schedules. It is important that you also take steps in creating a warm working environment for disabled employees such that they feel welcomed and respected.

1.      Make sure the workplace is more accessible by removing physical barriers and changing existing structures such that there is easy access for wheelchairs wherever needed.

2.      Re-organize workstations to ensure maximum comfort for disabled employees.

3.      Source hearing aids and input/output software that will help visually/hearing impaired employees work with computers better.

4.      Arrange for transport for the disabled employees such that they can be picked up and dropped to jobs or to the workplace. If expense is an issue, include it into their cost to the company but make sure you provide them this as an option.

5.      Hire an interpreter or expert at sign language, somebody who can assist the new visually or hearing impaired recruits.

6.      Instruct your regular employees to be patient with their disabled colleagues. Have strict rules in place about misbehavior towards employees with disabilities.

7.      Have workshops, seminars and special orientation programers for your disabled employees as they might need a little special attention and help from time to time.

Finally, remember that as federal contractors, there will be plenty of regulations you will need to adhere to, but this rule will give you an opportunity to do much more than just good work.