EOEEO, A Checklist or a Passion

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National Guard Bureau 2008 Training Conference
MD-715 UPDATES

• Mrs. Phyllis Brantley
• Chief, Affirmative Employment
  and Diversity Management
• 703.607.0782 DSN 327
• 703.626.4878 cell
• Phyllis.brantley_at_us.army.mil

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BARRIER IDENTIFICATION ELIMINATION What is
a a Barrier?A policy, procedure, practice or
condition that limits employment opportunities
for members of a particular race, ethnic
background, gender or because of a disability
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BARRIER IDENTIFICATION ELIMINATION Types
of Employment Barriers PhysicalAttitudinalIns
titutional
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What is a a Barrier Analysis?
In Plan Language1. A barrier
analysis is an investigation2. The subject of
the investigation is the trigger/red flag3. The
outcome of the investigation should be the root
cause of the trigger/red flag4. This root cause
may or may not be a barrier
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BARRIER ANALYSIS SHOULD BE 1.
Focused2. Methodical3. Involve the
participation of all relevantagency officials
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Barrier Analysis
Step 1 Analysis Source
Material1. Review workforce statistics2.
Review EEO complaints3. Talk to EEO and Human
Resource staff4. Talk to unions and advocacy
groups and exit interviews5. Review studies
by outside agencies
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Barrier Analysis
Step 2 Identify
Triggers/Red Flags1. Lower than expected
participation rates2. A surge in EEO complaints
out of oneshop/unit or on one particular
basis?3. Reports from outside agencies GAO,
EEOC, etc.) that may be relevant4. Mass exodus
of a particular group
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Barrier Analysis
Step 3 Investigate and
Assess1. How do I pinpoint the root cause?2.
Whats my investigative plan?3. What questions
need to be asked?4. Who needs to be
interviewed?5. Have I covered all necessary
bases?
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Barrier Analysis
Step 4 Plan for
Improvement1. Establish a plan of action to
address the identified problem2. Remember to
treat root cause, not symptom3. Assess success
of plans implementation4. Determine if plan
needs to be adjusted because additional barriers
remain
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Where Should You Look for Barriers?
Where are the Opportunities?1.
What are the obvious areas barriers may be at
work?2. What are the not-so-obvious areas?3.
What have you notes in your work place?
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Practices That Should Be Examined for
Barriers 1. Recruitment2.
Hiring3. Promotions and other internal
selections4. Attainment of supervisory and
management positions5. Training opportunities
and developmental opportunities6. Performance
incentives and awards7. Disciplinary actions8.
Separations
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How Successful Agencies Do
It And Just How is
Success Defined?1. Establish processes to
accurately analyze all aspects of personnel
policies, practices and procedures2. Involve
trained personnel and key managers in barrier
analysis process3. Think creatively to solve
problems4. Assign responsibility for barrier
removal
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Indicators of Success
1. Improvements in workforce data,
i.e.,Participation rates up, separation rates
down2. Drop in complaints3. More favorable
survey responses
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• UPDATE ON
• Race versus Ethnicity
• Congress updated the Race/National Origin
  categories more than 10 years ago. They broke
  out Hispanic/Latino as a National Origin separate
  from race, as there can be Hispanic people of any
  race. They also introduced the notion of "mark
  as many as apply" for race identification.

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• Race versus Ethnicity
• Statement from Technician Personnel
• There are six (6) race/ethnicity data elements in
  DCPDS
• 1)Hispanic or Latino, 2) American Indian or
  Alaska Native, 3) Asian, 4) Black or African
  American, 5) Native Hawaiian or Other Pacific
  Islander and 6) White.

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• Race versus Ethnicity
• When a technician is hired they can choose as
  many of the categories as they want and it is
  coded on the accession.
• choose not to identify
• visually by the HRO staff
• change their selections through "MyBiz"
• select one or all six if they choose
• data is in the CSU database/can be accessed by
  the PSMs

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• Race versus Ethnicity
• The system of record for the ANG is the Military
  Personnel Data System (MilPDS). When an ANG
  member is initially accessed they have the
  opportunity to select one Race, one Ethnicity and
  one Hispanic Declaration (if applicable). At
  anytime, the member can update his or her Race,
  Ethnicity and/or Hispanic Declaration via the
  Virtual Military Personnel Flight (vMPF). MilPDS
  defines "Hispanic or Latino" as a person of
  Cuban, Mexican, Puerto Rican, South or Central
  American or other Spanish culture or origin,
  regardless of race. The term, "Spanish Origin,"
  can be used in addition to "Hispanic or Latino."
  The member has three options to select from under
  Hispanic Declaration Hispanic or Latino, Not
  Hispanic or Latino, or Decline to Respond.

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• Race versus Ethnicity
• Entrance paperwork they self-identify their race
  (one choice) and their ethnicity (one choice) and
  this data is part of their personnel file for the
  ARNG in SIDPERS/TAPDB-G.
• "race/ethnicity" reports with six categories
  White, Black, Hispanic, Asian/Pacific Islander,
  American Indian/Alaskan Native and Other. The
  four race categories (White, Black, Asian/Pacific
  Islander, American Indian/Alaskan Native)
  captured all Soldiers who reported that race and
  a non-Hispanic ethnicity. "Other" were those
  that reported "Other" as their race and a
  non-Hispanic ethnicity. "Hispanic" captured all
  those who reported "Hispanic" as their ethnicity
  regardless of their race designation.