Building a Diverse Work Force Scientists and Engineers in the Office of Naval Research (1997) / Chapter Skim
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Appendix C: Summary of Interviews with ONR Program Officers and Senior Executives
Appendix C: Summary of Interviews with ONR Program Officers and Senior Executives
Pages 123-132
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From page 124... ...
The second set of 26 interviews was conducted with senior executives and division and `deparUnent heads, all of whom were white males. THE STUDY SAMPLE Program Officers Study participants were drawn from the ONR science and engineering (S&E)
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From page 125... ...
The protocol included an informational interview calling for facts; an attitudinal interview inviting the expression of attitudes, opinions, and beliefs; and a critical incident interview calling for examples of behaviors or events illustrating best and worst experiences that (~) program officers attributed to their being women, minority males, or white males or that (2)
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From page 126... ...
ONR is the premier research Ending organization of the Navy with a long and distinguished history of fimding basic and applied research, especially at universities and federal laboratories. · The S&E work force at ONR headquarters is comprised of senior scientists and engineers who serve both as science administrators overseeing mult~m'llion-dolIar Ending programs and as scientific researchers conducting their own research programs.
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From page 127... ...
· Women and minorities described ONR as "paying lip service to diversity," and several reported little evidence of serious intent to improve the status of minorities and women. · White males described a very different ONR characterized by fiien~iness, camaraderie, and "bending over backwards to promote diversity," an organization in which the best candidates are recruited, hired, and promoted, regardless of gender or race and e~nicity.
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From page 128... ...
. The consensus among most senior executives was that there is an exceedingly small pool of underrepresented minorities In the science and engineering fields of interest to ONR; that few members of these racial and ethnic populations enter technical fields; that the numbers in fields such as physics were, if anything, declining; and Mat ONR could not compete successfully with academia and industry or even other government agencies for the very small numbers of outstanding scientists and engineers drawn from these populations.
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From page 129... ...
What conditions, policies, and practices need to change In order to achieve diversity i.e., increased representation of targeted groups (women, raciaVethnic minorities, and the physically disabled~in ONR's science and engineering work force? What history and traditions may have perpetuated, perhaps unintentionally, a science and engineering work force that is predominantly white male, especially at senior management levels?
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From page 130... ...
What work-family arrangements would you like to see at ONR (e.g., flex time, part-time employment, child care on ONR premises, parental leave for both parents at childbirth or adoption, family leave, employee assistance with such needs as alcohol abuse and dependent care, including elder care)
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From page 131... ...
Since joining the staff of ONR, would you say that subtle discnm~nation based on gender race/e~nicity, or other factors has: to to to to 11. Decreased Increased Remained the same Discrimination does not occur Don't know Ethics, Professional and Scientific Integrity: To what extent would you describe your working environment at ONR as ethnical, characterized by professional and scientific integrity?
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