By Tatjana K. Rosev
Employees take active role
As part of an effort to bolster diversity efforts, the Laboratory is rolling out new employee-led diversity initiatives, including an Executive Diversity Committee headed by Director Michael Anastasio.
Three new Diversity Working Groups have been created to work specifically on issues related to the recruitment, retention, and professional development of protected-class employees as well as fostering a work environment that supports diversity. These groups will consist of embedded subject-matter experts from various Laboratory organizations and members of Employee Resource Groups representing the interests of women; American Indians; Hispanics; African Americans; Asians; lesbian, gay, bisexual, transgender, and intersex (LGBTI) individuals; veterans; and employees with disabilities.
While the Employee Resource Groups will continue to develop targeted initiatives and communicate group-specific issues to the three new Diversity Working Groups, the working groups will be charged with developing and implementing cohesive strategies for addressing the underrepresentation of targeted workforce populations and for promoting an organizational culture that provides all employees with an equal opportunity to maximize their potential. Results will be reported semiannually to the Executive Diversity Committee, which will be responsible for providing oversight and assisting the resource groups in meeting their objectives.
In addition to Anastasio, members of the Executive Diversity Committee include Deputy Laboratory Director Jan Van Prooyen, Mike Mallory, Rich Marquez, Carl Beard, Scott Gibbs, Doris Heim, Mary Neu, and Ben Glover.
“Research shows that diversity initiatives can boost both employee morale and performance,” said Laboratory Diversity Officer C. J. Bacino. “The new structure of our Employee Resource and Diversity Working Groups, combined with enthusiastic support from senior management and the groups’ members, places us in a very good position to secure meaningful, positive results,” he said.
Information sessions hosted by the Office of Equal Opportunity and Diversity (OEOD) and open to all employees will explain the Laboratory’s employee-led diversity initiatives as well as how to apply to participate, said Bacino. The information sessions are from 2 to 3 p.m. Tuesday and 11:30 a.m. to 12:30 p.m. Wednesday in the Physics Building Auditorium.
For more information, go to the OEOD Web site.
The next posted article states that Mary Neu has been abusing her power. SO, the put her on this committee.
ReplyDeleteDoesn't anybody in management know what is going on?
I think that we all know the answer to that question.
Diversity is fine, but these kinds of things usually result in a better-qualified Anglo male losing a promition to a person in a protected class.
ReplyDeleteDe longer I work here, di verse it gets. Bah-dum-bump.
ReplyDeletePS - 9:37, you are a peckerhead.
"Do you really think Anglo males lose positions or promotional opportunities on the basis of their race or gender more often than non-Anglos or females are passed over?" (Greg Close)
ReplyDeleteIncident rates on this are not the issue, Greg. Discrimination is discrimination no matter who it happens to or how often it occurs. Just as with all issues of ethics and injustice, it's the single act that counts.
Believe it or not, lots of white males have suffered discrimination due to no faults of their own. Some of this discrimination has actually been engendered by the corporate anti-discrimination programs that claim to be working to "fix" the problems.
I agree any individual instance of discrimination is abhorrent. However, incident rates were the issue according to the 9:37 post, which stated that "these kinds of things *usually* result in a better-qualified Anglo etc. etc."
ReplyDelete"Usually" is indicative of a very high, even predominant rate of incident against Anglo Males. First of all, it's pure conjecture with no supportive data, so it's less than credible, but my response was specific to that statement and (I think) pretty darn relevant.
Any process/program is subject to imperfection. You strive to achieve the best result for the most people, and that's what a good Diversity program does for an employer. It doesn't guarantee that there will never be discrimination or injustice in the workplace. Only the people who work here can guarantee that, by not practicing discrimination.
Scott Gibbs? Diversity? he does not have a good track record with Hispanic's...
ReplyDeleteAre Asians a protected-class in general, or just at LANL? Asians and Indians were at least 70% of the grad engineering class I took last semester.
ReplyDeleteI can't change my skin color but I can change my sexual orientation.
ReplyDeleteWould it be worth it to declare myself gay or bi-sexual if it gave me greater job protections at LANL? I'm an opened minded guy and willing to consider any and all options. I can also learn to develop a Sen. Craig style "wide stance" in a bathroom stall next to Mikey if it's absolutely necessary.
Ironically, most of these comments just show how much we need a Diversity program.
ReplyDeleteIronically, most of these comments just show how much we need a Diversity program.
ReplyDelete12/11/08 1:34 PM
Greg, are you really that clueless? Only you, me, and a pimple faced 16 year old kid sitting down in a basement out in Atlanta post on this blog. Don't be so naive.
12/11/08 8:12 PM... If one followed your line of reasoning to it's logical conclusion, one might wonder why exactly you are posting here? Also, does this mean that you and I are in an epic battle for the soul of a pimply faced teenager in Atlanta?
ReplyDeleteIf so, sir... then en guarde!
At LANL, diversity is encouraged in everytthing except diversity of opinion. In that, diversity is to be hunted down and shot. Skin color? race? religion? ethnicity? culture? In those, all comers are welcome, and showing acceptance gets kudos for management. But have a diverse opinion, and you are dead meat.
ReplyDeleteAs a former LANL manager (over 15 years), now retired, I can state that in hiring, the "diversity" crap is just a smoke screen for the manager who knows how to use the system. It is very easy to show that a non-minority applicant is in fact the best qualified, and if it is properly done, HR will accept it in a second, and there will be no problem bypassing the lesser-qualified minority people. Of course, less-sophisticated and inexperienced managers have more problems. There is no excuse for hiring the less-qualified person.
ReplyDeleteThere is no excuse for hiring the less-qualified person.
ReplyDelete12/11/08 10:58 PM
Those nice $3K checks recently handed out to all the females and Hispanics at LANL due to the settlement of the discrimination suit speaks otherwise.
"Those nice $3K checks recently handed out to all the females and Hispanics at LANL due to the settlement of the discrimination suit speaks otherwise. - 12/12/08 12:02 PM"
ReplyDeleteAhem! Checks were also handed out to white males. There was an allotment of ~$300k distributed to all the folks that didn't fit in with the settlement terms of the discrimination suit, but who did apply for a piece of the settlement.
Stupid us!
Goes right along with us married folks who should be signing up as a protected gender class.
When I was a hiring manager at EG&G Energy Measurements we had an opening for an electronics tech that got over 30 applicants. With a "nudge-nudge, wink-wink" to hire on the "best qualified candidate" I was only permitted to interview Hispanic women.
ReplyDeleteAt about the same time we reclassified a file clerk as a "design drafter" to make the EEO numbers look better so the manager could "meet their diversity goals" and get their bonuses. This stuff has gone on for years and years and isn't going to change now.
Can't help noting the missing over 40 group protected by the Age Discrimination in Employment Act. Age based RIF on the way?
ReplyDeleteHere's a little tidbit....
ReplyDeleteThe Laboratory Diversity Officer, C. J. Bacino, is not up to date on any of his diversity training.
What message is being sent when the the Diversity Officer himself, the leader of the initiative, does not have the time to complete the required training.