nhlbi_diversity_inclusion_roadmap_07272017.pdf

The NHLBI’s roadmap to an inclusive, diverse workplace

NATIONAL HEART, LUNG, AND BLOOD INSTITUTE

The NHLBI’s roadmap to an inclusive, diverse workplace

Director’s Message Introduction: Roadmap to a culture of excellence Tapping our community to create our vision Goal 1: Cultivate a culture of inclusion Goal 2: Create and renew a diverse workforce Goal 3: Commit to nurturing and keeping talent Desired outcomes Closing: An opportunity to lead by example

The NHLBI derives its strength from the unique talents, perspectives, and experiences of its employees

STRENGTH THROUGH DIVERSITY

DIRECTOR’S

MESSAGE

A t the NHLBI, we rely on the diverse perspectives of more than 2,100 individuals to fulfill our mission of turning discovery science into health for all Americans. Our strength is derived from the unique contributions and backgrounds of the staff and extramural community who enrich and advance this public service. I am proud to see the many ways diversity manifests at the Institute, both through our workforce and through participation in the research we support to serve the American people.

The NIH has an unwavering commitment to provide equal employment opportunity, equity, diversity, and inclusion in the workplace. At the NHLBI, we live that commitment every day through our mission and by fostering an inclusive community of continuous learners. As the NHLBI strives to advance sci-entific research and public health well into the future, so must we advance our vision of a workplace that readily embraces strength through creativity, innovation, and collaboration.

For that workplace to thrive and endure, diversity, equity, and inclusion must be an intrinsic, perpetual part of our culture. Achieving that dynamic goes far beyond this document – or any other metric. It begins with the hard work and dedication of staff and leadership at every level to make diversity and inclusion an indelible part of our identity, values, and service.

This inaugural framework provides a roadmap for working together toward our vision. I encourage you to read through our goals and discuss them with your colleagues. With this plan, we have a springboard for engaging each other and striving together to build a diverse, inclusive workplace.

The NHLBI is a place where the power of one is multiplied by the power of many. Taking steps together to nurture an inclusive environment where each individual at our Institute is treated with respect and dignity is critical to our collective success.

Sincerely, / Gary H. Gibbons, M.D. /

Gary H. Gibbons, M.D.

Director, NHLBI

Cultivate a culture of inclusion Create and renew a diverse workforce Commit to nurturing and keeping talent

INTRODUCTION

ROADMAP TO

A CULTURE

OF EXCELLENCE

ROADMAP TO

A CULTURE

OF EXCELLENCE

A s a part of the National Institutes of Health (NIH), the National Heart, Lung, and Blood Institute (NHLBI) is a public service agency dedicated to research that improves the health and well-being of all Americans, and is committed to providing an inclusive workplace, free from all forms of discrimina-tion. The NHLBI’s mission and commitment to serve the American public requires people from all walks of life, with unique backgrounds and perspectives. Diversity is manifested at the Institute both through our workforce and through the research we support to serve the American people. The diverse makeup of the NHLBI workforce allows the Institute to continue to grow and increase our impact on public health.

Diversity is not solely defined by race/ethnicity, gender, and other Equal Employment Opportunity Com-mission defined categories. The NHLBI derives its strength from the unique talents, perspectives, and experiences of its employees, which it leverages to achieve its mission of providing global leadership to enhance the health of all individuals. The NHLBI is dedicated to cultivating a workplace where employ-ees can perform to their highest potential, feel included, connected, and engaged, and where they can bring their unique skills and perspectives to the fulfillment of the mission.

The framework outlined in this inaugural document on diversity and inclusion at the NHLBI builds upon our steadfast commitment to addressing the challenges that face the Institute on its path to becoming one of the best places to work. The focus of this document is inward on NHLBI staff and as such, it provides a roadmap with clearly defined goals and objectives for creating a work environment that truly values, and is enriched by, workforce diversity.

TAPPING OUR

COMMUNITY TO

CREATE OUR VISION

The NHLBI aims to establish an environment that encourages the growth of ideas from within our organization. From front-line staff to our leadership, the NHLBI engaged the entire workforce in dialogue to determine specific actions the organization should take to foster and maintain an equitable, inclusive, diverse workplace.

The process began in 2016 with a draft outline and an open invitation for all NHLBI staff to review it and submit feedback. The NHLBI also sought input from the Human Capital Committee (HCC), a diverse group of staff who represent different viewpoints, backgrounds, and work and life experiences. Finally, top leadership from our Strategic Investment and Management Steering Committee (SIMSC) provided their thoughts.

Together, we formed a framework that truly reflects the diversity of thought, perspective, and experiences that NHLBI staff bring to the Institute every day. This document is organized into the following three goals:

1 Cultivate a culture of inclusion Create and sustain a workplace environment that encourages collaboration, flexibility, and fairness.

Foster an atmosphere focused on seeking staff input and unique perspectives from all levels within the NHLBI.

2 Create and renew a diverse workforce Recruit a high-performing workforce drawn from all segments of society.

Use strategic hiring and recruitment initiatives to promote workforce diversity.

3 Commit to nurturing and keeping talent Develop strategies for retaining talent by understanding and addressing development and retention challenges and opportunities throughout the career lifecycle.

The NHLBI’s mission and commitment to serve the American public attracts people from all walks of life

GOAL 1

CULTIVATE

A CULTURE

OF INCLUSION

CULTIVATE

A CULTURE

OF INCLUSION

Create and sustain a workplace environment that encourages collaboration, flexibility, and fairness.

Foster an atmosphere focused on seeking staff input and unique perspectives from all levels within the NHLBI.

OBJECTIVE 1

Cultivate a supportive, welcoming, inclusive, and equitable work environment.

a Create and sustain a culture focused on seeking and encouraging staff input, including dissenting opinions and different perspectives.

b Create a Diversity and Inclusion Champion for the NHLBI. The Champion will engage stakeholder communities, serve as a conduit for communication, and promote diversity and inclusion across the NHLBI.

c Leverage multi-tiered, multi-dimensional working groups, such as the Human Capital Committee, to recommend ideas for supporting and encouraging a culture highlighting diversity and inclusion.

d Promote opportunities to break barriers between administrative and scientific staff as well as Intramural and Extramural staff, to help create a more collaborative and inclusive environment focused on living the NHLBI mission.

e Ensure NHLBI working groups, committees, leadership training, and selection panels have multi-dimensional membership.

f Recognize and promote the NHLBI’s commitment to diversity and inclusion by honoring and awarding staff who exemplify this commitment.

g Strengthen trans-NHLBI relationships and employee satisfaction by sponsoring and supporting informal engagement, social activities, and opportunities for staff to connect with each other and our science.

h Create opportunities for engagement by establishing and supporting a collaborative and team-oriented working environment.

i Promote multiple platforms where employees and supervisors can engage in open, ongoing communication and constructive approaches for resolving differences.

OBJECTIVE 2

Embrace diversity within the NHLBI culture.

a Integrate diversity and inclusion principles into existing NHLBI core values, including the 5 S’s of Staff, Stewardship, Science, Systems, and Service.

b Leverage multi-pronged communication methods to engage staff, foster participation, and highlight NHLBI diversity and inclusion efforts, activities, and their impact.

c Create awareness and appreciation of differences through multiple training and development venues.

OBJECTIVE 3

Demonstrate leadership, commitment, and involvement regarding diversity and inclusion in the workplace.

a Incorporate diversity and inclusion into values, goals, and priorities at all levels of the organization.

b Leverage available workforce data, including government-wide survey results and climate surveys, to identify areas of strength and areas of improvement which can be shared and used as a basis for further action.

c Increase awareness of unconscious bias, identify potential instances of unconscious bias, and implement strategies to address its impact.

Giving diverse ideas a place to grow is part and parcel of making the NHLBI one of the best places to work

GOAL 2

CREATE AND

RENEW A DIVERSE

WORKFORCE

CREATE AND

RENEW A DIVERSE

WORKFORCE

Recruit a high-performing workforce drawn from all segments of society. Use strategic hiring and recruitment initiatives to promote workforce diversity.

OBJECTIVE

Cast a wide net to find a high-caliber staff reflective of the diversity of communities across our nation and world.

a Collaborate with other organizations to leverage best practices, resources, and opportunities to enhance diverse recruitment efforts.

b Explore and evaluate the effectiveness of leveraging a variety of communication platforms to inform and attract talent with a wide range of skills, knowledge, and backgrounds.

c Create a talent pipeline for a new generation of diverse individuals by using strategic hiring initiatives with partners such as the NIH Scientific Workforce Diversity Office, Minority Serving Academic Institutions, and other organizations.

d Perform strategic outreach and recruitment in support of focus areas identified by the NIH Office of Equity, Diversity, and Inclusion (EDI).

e Create a toolkit of recruiting materials that highlights our diverse workforce, our inclusion initiatives, and success stories that showcase the NHLBI as an employer of choice.

Our path is clear: become a model workplace where barriers to working, learning, contributing, and advancing do not exist

GOAL 3

COMMIT TO

NURTURING AND

KEEPING TALENT

COMMIT TO

NURTURING AND

KEEPING TALENT

Retain talent by understanding and addressing development and retention challenges and opportunities throughout the career lifecycle.

OBJECTIVE 1

Develop strategies and programs to retain diverse staff.

a Explore the reasons people stay or leave our organization and recommend corresponding retention strategies.

b Create opportunities for new hires coming from external organizations to make connections with others who are new to the Institute.

c Reach out to other organizations to understand their practices, how they retain talented staff, and how they identify and measure their success in this area.

d Identify and promote groups that provide staff with opportunities for support and inclusion.

OBJECTIVE 2

Offer NHLBI staff opportunities for continual development to promote growth and progress within the organization.

a Explore and evaluate challenges to career paths and upward mobility at every level within the organization.

b Promote opportunities for career transitions between the Intramural and Extramural programs.

c Create mentoring and development programs focused on developing under-represented individuals.

d Encourage details across NHLBI Divisions and in other ICs across the NIH to foster learning, knowledge sharing, and innovation.

e Promote opportunities for professional development, career growth, skills training, and succession planning for supervisors and employees.

f Provide formal educational programs for professional development and staff retention.

The NHLBI is a place where the power of one is multiplied by the power of many

DESIRED

OUTCOMES

DESIRED

OUTCOMES

Fulfilling the NHLBI’s vision of a workplace where diversity and inclusion encompasses every part of the Institute is a group effort that requires regular assessment of how we are meeting our goals.

With continual improvement and ongoing dialogue, the NHLBI intends to achieve the following outcomes:

• The NHLBI is recognized both at the NIH and in the U.S. government more broadly as a diverse, welcoming workplace where people are open to new ideas and accepting of differences at every level of the Institute.

• Members of the NHLBI community show they have the knowledge and skills necessary to support and sustain an inclusive culture within the workplace.

• Hiring and retention throughout the organization reflects the diversity of communities across our nation and world.

Led by our Diversity and Inclusion Champion, the NHLBI will regularly evaluate whether we are aligned with the vision outlined in this roadmap to make diversity and inclusion an intrinsic part of our identity.

CLOSING

AN OPPORTUNITY TO LEAD BY EXAMPLE

For nearly 70 years, the NHLBI has fostered a rich community of talent devoted to a public mission of research excellence through groundbreaking fundamental discovery science. As we look to the future, we relish the opportunity to enhance this community with a culture that fully values, respects, and empow-ers all employees. That process neither starts nor stops with the creation of this document. Establishing diversity and inclusion as an intrinsic part of the NHLBI’s culture will take time, effort, and commitment from every staff member.

In order to achieve the NHLBI’s goal of becoming a best place to work we must not only implement these goals and objectives; we must critically evaluate the steps we are taking with an eye toward continuous improvement. We should identify and integrate successful strategies, principles, and best practices by formally adopting them into the NHLBI’s culture and work environment. All staff will be invited to participate in this process, provide input, and help deliver on the NHLBI’s commitment to furthering a diverse and inclusive workplace. Most importantly, our work must instill a sense of welcome and belong-ing for all who work at the NHLBI.

The NHLBI firmly believes that only by growing a culture of diversity and inclusion can the Institute succeed in its mission to advance heart, lung, blood, and sleep research to enhance health both nationally and globally. This Diversity and Inclusion Roadmap represents the NHLBI’s commitment to achieving this reality and to becoming a model workplace where barriers to working, learning, contributing, and advancing do not exist.

U.S. Department of Health and Human Services National Institutes of Health

National Heart, Lung, and Blood Institute

©2017 Workforce Development Section, Management Services Branch, Office of Management, NHLBI For internal administrative use, not intended for public distribution