Categorized Under: Organizational Learning + Performance
Several agencies have requested assistance from ICF to conduct their Equal Employment Opportunity Commission (EEOC) Management Directive (MD) 715 self-assessment, including the U.S. Army, Army Diversity Office; U.S. Department of Housing and Urban Development (HUD), Office of Departmental Equal Employment Opportunity; U.S. Department of Energy (DOE), Office of Environmental Management; and the U.S. Social Security Administration (SSA), Office of Civil Rights and Equal Opportunity.
As part of these efforts, ICF analyzed workforce data snapshots, pursuant to the EEOC’s instructions, and identified “triggers” discrepancies or anomalies in the data that warranted further analysis. After the data collection and review, ICF conducted structured interviews to determine if any policy applications or practices could explain the discrepancies in participation rates by demographic groups. A final report was written that identified the ways in which the organization’s policies, practices, or procedures might explain disparities in participation rates by employee groups identified in the MD-715 triggers.
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