Building a Diverse Work Force Scientists and Engineers in the Office of Naval Research (1997) / Chapter Skim
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4 Recommendations: Part One
4 Recommendations: Part One
Pages 61-68
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From page 61... ...
Top women and minorities wail then be attracted to ONR as a place where the ability to direct an exciting technical program coincides with a supportive and productive environment. Based on its findings, the committee makes two primary recommendations: to create specific targets for increasing diversity and to appoint an external group to monitor progress.
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From page 62... ...
Managers would then be held accountable for meeting appropriate targets in their areas based on demonstrated underutilization, and their success would be reflected in performance reviews, salary increases, cash awards, and promotions. Targets should be reviewed periodically and readjusted based on changes in the ONR work force and the most recent available data on underutilization from the national pools.
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From page 63... ...
the work environment; both are critical to creating and sustaining diversity in the work force. RECOMMENDATION #3 ONR should expand its recruitment efforts and improve the hiring process to increase the likelihood that members of the target groups will learn about positions at ONR, will apply, and will be given serious consideration.
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From page 64... ...
It may be useful to arrange assignments in a Navy laboratory for one to two years, especially for new ONE employees who lack adequate Navy experience. Hiring Process Broaden job descriptions and selection criteria to eliminate unnecessary restrictions.
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From page 65... ...
RECOMMENDATION ~ OUR should improve the work environment to increase productivity, enhance employee development, and establish ONE as a place where women and minorities want to worm Work Environment Promote diversity on a continuous basis in ways which are visible to the entire work force. This includes publishing diversity targets and regular discussion of diversity in oral and written communications from the Chief and Deputy Chief of Naval Research and the department heads.
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From page 66... ...
As the work force at OUR becomes more diverse, the committee expects that a natural consequence wall be the evolution to a less adversarial style and one that is more conducive to variety and creativity. In the meantime, this process could be accelerated by some amelioration of the current style.
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From page 67... ...
Given the absence of women at the senior executive level, particular effort should be made to identifier experienced female program officers for promotion, especially into the senior executive ranks. Other opportunities for advancement include appointing women and underrepresented minorities as acting heads of divisions or departments, inviting them to make formal presentations and briefings, making the Research Opportunities for Program Officers (ROPO)
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From page 68... ...
"Success" would include gains in hiring and promotion within the ONR S&E work force as well as in efforts to increase the pool of potential future ONR employees. Individuals should be asked to prepare a separate, one-page statement of what they have done in the previous year to help enhance diversity in the ONR S&E work force.
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