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Diverse Workplaces of the DC Metro Area

In a Forbes study conducted in 2011, 85 percent of the global enterprises surveyed agreed or strongly agreed that diversity is crucial to fostering innovation in the workplace.

There are many reasons for companies to adopt more diverse hiring practices today. But diverse workplaces are often more than just hiring different people – it also means retaining those people and making them feel welcome.

In this feature, we are spotlighting some of the government agencies that are actively working to foster a more diverse workplace for the future.

Federal Aviation Administrationfaa

 

What percentage of your workforce identifies as a minority?

As of fiscal year 2013, 24% of our 46,000 employees identify as minority.

How do you encourage diversity in your hiring practices?

We regularly partners with colleges and universities including Minority Serving Institutions (MSI), the Asian American and Pacific Islander Tribal Colleges and Universities (AAPI), the Hispanic Association of Colleges and University (HACU), and the FAA’s Aviation Career Education Program (ACE). These forward-thinking organizations direct prospective students and applicants to the FAA earlier than our industry competitors and allow us to establish robust partnerships and investments in our future workforce.


Within the Office of Civil Rights (ACR), we established a National Outreach Program for Diversity and Inclusion Team that develops an annual outreach plan that targets diverse communities and backgrounds. The Team develops partnerships with Minority Serving Institutions, advocacy groups, organizations and other interested parties to inform them of real time hiring opportunities.


Beyond recruitment partnerships, our employee associations and Special Emphasis Programs serve to facilitate career development, mentoring, and advocacy, and resource development.

 

What programs do you have in place for retention of staff?

We support the following groups, which membership is open to all FAA employees:

  • National Asian and Pacific American Association (NAPA)
  • National Native American Alaska Native Coalition of Federal Aviation Employees (NAAN)
  • National Black Coalition of Federal Aviation Employees (NBCFAE)
  • National Hispanic Coalition of Federal Aviation Employees (NHCFAE)
  • National Coalition of Federal Aviation Employees with Disabilities (NCFAED)
  • FAA GLOBE (Gay, Lesbian or Bisexual Employees)
  • Professional Women Controllers (PWC)
  • Technical Women’s Coalition (TWO)

Additionally, through the Administrator’s leadership and the ACR organization, we conduct employee perspective forums, surveys, town hall meetings, articles and other forms of communication with employees, and attend employee recognition events.

Why is diversity important to your organization?

Diversity is a strength that helps us achieve our priority in providing the safest, most efficient air transportation system in the world. We support an inclusive evolving workforce in order to meet the aviation challenges of the future. 

US Fish and Wildlife Service603px-US-FishAndWildlifeService-Logo.svg

What percentage of your workforce identifies as a minority?

17.3% of our employees declare themselves as minorities.

How do you encourage diversity in your hiring practices?

Through successful leadership development, there has been an 1% increase over the last years. We also rely on employee feedback to get a pulse check.

What programs do you have in place for retention of staff?

We have nine recruiters that go to campuses to get into entry-level positions.

Why is diversity important to your organization?

We want to reflect the multi-cultural American society accurately. Less and less Americans are going outdoors and in
order for us to appeal to the majority of America, we have to look like the majority of America. 

Central Intelligence Agencycia-logo-952086

What percentage of your workforce identifies as a minority?

24%.

How do you encourage diversity in your hiring practices?

CIA has conducted Asian American Community Outreach events in ten cities across the country (Washington DC, New York, Atlanta, Chicago, Milwaukee, Las Vegas, San Diego, Los Angeles, San Francisco, and Honolulu) in partnership with a variety of Asian Pacific American (APA) organizations (National Association of Asian American Professionals, the Organization of Chinese Americans, Ascend, National Asian American MBA’s, Taiwanese American Professionals, Korean American Coalition.

What programs do you have in place for retention of staff?

We have sponsored and developed specific regional programs focused on developing young leaders. We recently completed our first Symposium for Youth in Hawaii. Additionally, we are once again the primary sponsor for the third annual Youth Conference in partnership with the Rising Asian Pacific American Coalition for Diversity. Both events attract high school and first year college students and encourage students to excel in education, develop leadership skills and consider nontraditional, STEM areas of study and professions.

Why is diversity important to your organization?

The world is an increasingly complex place; we don’t need a building of people who think alike. More creative input leads to better decision-making.

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