Hiring and Diversity

Submitted by Cathy Firth, Human Resources Specialist, Spokane

On August 18, 2011, President Barak Obama released an executive order to promote diversity and inclusion in the work force. “By this order, I am directing executive departments and agencies (agencies) to develop and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion as a key component of their human resources strategies. This approach should include a continuing effort to identify and adopt best practices, implemented in an integrated manner, to promote diversity and remove barriers to equal employment opportunity, consistent with merit system principles and applicable law.”

The term diversity is often mistaken for Equal Employment Opportunity (EEO). The difference is simple, EEO is based on legal requirements and diversity has a much broader scope. However, it can’t be fulfilled without adhering to the legal requirements of EEO. For instance, if a person was to be hired based on meeting diversity goals, this would be in violation of EEO laws. The final selection should be based on who is the most qualified for the position. EEO laws help to ensure that race, sex, national origin and other legally protected characteristics are not considered in hiring or selection decisions.

So, how do we accomplish diversity of our workforce? The method we use to increase diversity in the work force is through our recruitment processes. This can be done by identifying positions and determining which sources and methods applicants will be recruited from. The broader your outreach, the more likely you will find a larger and perhaps more diverse pool of candidates to hire from. The Human Resource (HR) office works with supervisors to ensure they understand the complexities associated with recruitment and hiring and the methods available to reach diversity goals in the work force. A few methods to consider are the Student Career Experience Program (SCEP), Open Competitive Examining (DEU), Merit Promotion or Internal Placement, Noncompetitive Procedures and other hiring methods.

Another method of recruiting is our outreach to the high schools, colleges and universities, minority-focused professional organizations and groups. As an employee you may be involved directly or indirectly to assist in educating others on the specialized professions in NRCS.

It is up to us all to do our part, not just supervisors or HR. We all play a role in creating and promoting a more diverse workforce. President Barak Obama’s executive order also states and challenges us: “To realize more fully the goal of using the talents of all segments of society. The federal government must continue to challenge itself to enhance its ability to recruit, hire, promote, and retain a more diverse workforce.”

I fully believe that having a diverse workforce enhances the creativity of an organization. It brings in new ideas and strengths that we all have to offer. Diversity will help us all to grow as individuals and employees, exposing us to new and different ideas and cultures as well as opening up the opportunity of sharing our own. I hope each of you also embrace diversity and help NRCS work towards its goal of an inclusive workforce where every employee’s contributions are valued and welcome.
 

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