Planning for diversity and inclusion in the federal employees are taking shape, John Berry, director of the Office of Personnel Management announced Monday the Blacks in Government National Training Conference.
Berry's comments follow President Obama's directive issued Thursday, ordering federal agencies to make strategic plans to cultivate more diverse workforce development.
In conjunction with the announcement Thursday, OPM launched a diversity and inclusion website.
Berry on Monday quoted past performance OPM is bringing in veterans and people with disabilities, to speed up the recruitment process and simplify the recruitment process as proof that the new diversity program will work. Still, he said, getting minorities into the Senior Executive Service positions is an area that progress requires.
"We have a long way in recent decades, but we still have mountains to climb," he said. "Although minorities 34 percent of our workforce include various federal, they are only 18 percent of our SES. That is unacceptable. We can do better."
Berry also discussed OPM's plan to propel the initiative forward. Within three months, he said, the office - working with Deputy Budget Director Jeff Zients, the Chairman of the Management Council and the Equal Employment Opportunity Commission - will have a government wide plan on diversity and inclusion.
This framework will detail the next steps, which Berry said will focus on recruiting through partnerships with colleges and universities to take on diverse populations.
Individual agencies should also experiment with their own initiatives to improve diversity, Berry said. He called the Social Security Administration and EEOC as a model of diversity that other agencies must follow.
"Our ability to attract the most talented people from every segment of our population, is one of the key measures of our success as an employer - and our greatness as a nation," Berry said.
Berry's comments follow President Obama's directive issued Thursday, ordering federal agencies to make strategic plans to cultivate more diverse workforce development.
In conjunction with the announcement Thursday, OPM launched a diversity and inclusion website.
Berry on Monday quoted past performance OPM is bringing in veterans and people with disabilities, to speed up the recruitment process and simplify the recruitment process as proof that the new diversity program will work. Still, he said, getting minorities into the Senior Executive Service positions is an area that progress requires.
"We have a long way in recent decades, but we still have mountains to climb," he said. "Although minorities 34 percent of our workforce include various federal, they are only 18 percent of our SES. That is unacceptable. We can do better."
Berry also discussed OPM's plan to propel the initiative forward. Within three months, he said, the office - working with Deputy Budget Director Jeff Zients, the Chairman of the Management Council and the Equal Employment Opportunity Commission - will have a government wide plan on diversity and inclusion.
This framework will detail the next steps, which Berry said will focus on recruiting through partnerships with colleges and universities to take on diverse populations.
Individual agencies should also experiment with their own initiatives to improve diversity, Berry said. He called the Social Security Administration and EEOC as a model of diversity that other agencies must follow.
"Our ability to attract the most talented people from every segment of our population, is one of the key measures of our success as an employer - and our greatness as a nation," Berry said.
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