GOOD MORNING, EVERYONE.
MY NAME IS PAMELA OLIVER, AND
I'M THE COMPLIANCE SPECIALIST,
OFFICE OF EQUITY, DIVERSITY,
INCLUSION.
IT IS MY GREAT HONOR TO
INTRODUCE DR. MONICA
BERTAGNOLLI, 17th DIRECTOR OF
THE NATIONAL INSTITUTES OF
HEALTH.
YES.
[APPLAUSE]
DR. BERTAGNOLLI NOMINATED BY
PRESIDENT BIDEN AND CONFIRMED IN
2023 BRINGS A WEALTH OF
EXPERIENCE AS A
PHYSICIAN-SCIENTIST, AND LEADER
IN CLINICAL ONCOLOGY.
SHE IS NOT ONLY THE FIRST
SURGEON BUT ALSO THE SECOND
WOMAN TO HOLD THIS IMPORTANT
POSITION.
HAVING GROWN UP IN RURAL
WYOMING, DR. BERTAGNOLLI CAN
ATTEST TO THE CHALLENGES FACED
BY RURAL COMMUNITIES IN
ASSESSING MEDICAL CARE AND
PARTICIPATING IN RESEARCH.
THIS LIVED EXPERIENCE HAS FUELED
HER PURSUIT OF ACCESSIBILITY AND
COMMITMENT TO EQUITY.
TODAY, DR. BERTAGNOLLI MAKES IT
A PRIORITY TO ENSURE THAT
AGENCIES' RESEARCH IS INNOVATIVE
AND ACESSIBLE TO EVERYONE.
REGARDLESS OF ECONOMIC
CIRCUMSTANCE OR STREET ADDRESS.
SHE WORKS TIRELESSLY TO BREAK
DOWN BARRIERS FOR ALL
COMMUNITIES INCLUDING THOSE THAT
ARE HISTORICALLY UNDERSERVED
ENSURING THAT THEY TOO CAN
BENEFIT FROM SCIENTIFIC
ADVANCEMENT.
SHE IS AN ADVOCATE FOR
INCREASING DIVERSITY IN CLINICAL
TRIALS, HARNESSING ADVANCED
TECHNOLOGY TO IMPROVE CARE FOR
ALL AND FOSTERING PUBLIC TRUST
IN SCIENCE WITH INCLUSIVITY AND
TRANSPARENCY, AT THE HEART OF
TODAY'S DISCUSSION FOR OUR
TWO-DAY EDI FORUM.
PLEASE JOIN ME IN GIVING A WARM
WELCOME TO DR. BERTAGNOLLI.
[APPLAUSE]
>> WELL, HELLO, EVERYONE.
I'M SO HAPPY TO BE HERE AND TO
SEE YOU ALL AND BE ABLE TO
PARTICIPATE IN THIS REALLY
IMPORTANT EVENT.
WELCOME TO THE 2024 EDI FORUM,
WHICH HAS THE THEME "UNITY AND
DIVERSITY, BUILDING A STRONGER
NIH COMMUNITY THROUGH DEIA."
I CAN'T TELL YOU WHAT AN
INCREDIBLE HONOR IT IS TO SERVE
AS THE DIRECTOR OF NIH.
AS WE BOTH GATHER IN PERSON AND
VIRTUALLY, I HOPE WE HAVE MANY
PEOPLE PARTICIPATING THAT WAY AS
WELL.
I WANT TO THANK YOU ALL FOR
MAKING THE TIME TO ATTEND.
I ALSO WANT TO THANK EVERYONE
WHO WORKED SO HARD TO MAKE THIS
EVENT A SUCCESS, CONFERENCES,
CAPSTONES OF THE OFFICE OF
EQUITY, DIVERSITY, INCLUSION,
ONE THAT WE NOW PLAN TO
UNDERTAKE EVERY YEAR.
YOU SEE, THIS IS THE INAUGURAL
DEIA FORUM.
WE EXPECT IT TO BE AN ANNUAL
EVENT AT NIH.
WE ARE MAKING A LONG-TERM
COMMITMENT TO DIVERSITY, EQUITY,
INCLUSION AND ACCESSIBILITY.
DEIA.
AND CONFERENCES LIKE THIS ONE
ARE AN OPPORTUNITY FOR US TO
AFFIRM OUR COMMITMENT TO A
CULTURE THAT WELCOMES EVERYONE.
WE'RE FORTUNATE TO WORK IN AN
AGENCY WITH AN INSPIRING MISSION
TO ADVANCE KNOWLEDGE AND IMPROVE
HEALTH FOR ALL PEOPLE.
AS WE STRIVE TO MAKE A POSITIVE
IMPACT ON THE COUNTRY AND THE
WORLD WE MUST ALSO MAKE SURE
RIGHT HERE WITHIN THE NIH
COMMUNITY EVERYONE FEELS SAFE,
VALUED, AND INCLUDED.
SO, LET ME JUST GIVE A LITTLE
PERSONAL PERSPECTIVE ARE YOU
MIGHT HAVE HEARD BY NOW I REFER
TO MYSELF AS BEING AN ODD DUCK.
I DEFINITELY SPENT TIME EARLY IN
MY CAREER IN ENVIRONMENTS WHERE
THERE WERE NO WOMEN.
THERE WERE NO PEOPLE OF COLOR IN
MY ENVIRONMENT.
THERE WERE NO PEOPLE WHO CAME
FROM A RURAL LOCATION, SOMEBODY
FROM THE STICKS.
AND I REMEMBER WORKING REALLY,
REALLY, REALLY HARD TO FIT IN.
AND TO PROVE THAT I WAS WORTHY
OF BEING THERE.
AND I KNOW HOW HARD THAT IS WHEN
YOU'RE AN ODD DUCK, WHEN YOU
FEEL LIKE YOU'RE KIND OF ON THE
FRINGE, YOU'RE NOT SOMEONE WHO
NECESSARILY BELONGS AND YOU ARE
WORKING SO HARD TO PROVE THAT
YOU BELONG.
WELL, THAT'S BALONEY, I'LL TELL
YOU NOW.
THE ONE THING I LEARNED OVER MY
CAREER, IT'S NOT ABOUT FITTING
IN.
IT'S ABOUT US COMPLETELY AND
JOYOUSLY CELEBRATING WHO YOU ARE
AND WHAT YOU BRING.
THE LAST THING WE WANT --
[APPLAUSE]
WE DON'T WANT TO PUT A BUNCH OF
ROUND PEGS IN ROUND HOLES.
WE WANT YOU FOR WHO YOU ARE, AND
THE MAGIC THAT YOU BRING BY ALL
OF YOUR AMAZING PERSPECTIVES.
CULTURAL, SOCIAL, IN EVERY
SINGLE WAY.
THE OTHER THING I WANT TO SAY IS
THAT EACH OF US PLAYS A REALLY
CRITICAL ROLE IN CREATING A
SUPPORTIVE AND HEALTHY
ENVIRONMENT AMONG THE PEOPLE
AROUND US.
JUST AS MUCH AS WE DESERVE TO BE
ACCEPTED, WE HAVE TO ACCEPT THE
OTHER PEOPLE IN OUR ENVIRONMENT.
FINALLY, I WANT TO SAY THAT, YOU
KNOW, IT'S CLEAR WE UNDERSTAND
THIS.
THERE'S NO PLACE FOR
DISCRIMINATION, RACISM,
HARASSMENT AT NIH.
THAT'S LIKE THE GROUND FLOOR, OF
COURSE.
WE'RE LOOKING TO ELIMINATE THAT
COMPLETELY BUT GO SO MUCH MORE
BEYOND IN RECOGNIZING EVERYONE'S
UNIQUENESS AND UNIQUE
CONTRIBUTIONS.
NOW, BUILDING A MODEL WORKFORCE
WITH AN ONGOING COMMITMENT TO
EQUAL EMPLOYMENT OPPORTUNITY
REQUIRES SUPPORT FROM AGENCY
LEADERSHIP, I'M PROUD TO FOLLOW
DR. FRANCIS COLLINS, DR. LARRY
TABAK, WHO WERE COMMITTED TO
EQUAL EMPLOYMENT OPPORTUNITY AT
NIH, AND WE DO HAVE I BELIEVE A
MODEL EEO PROGRAM WHERE GOALS
ARE INTEGRATED INTO AN AGENCY'S
MISSION WHERE MANAGEMENT AND
PROGRAMS ARE HELD ACCOUNTABLE TO
THESE GOALS.
WHERE WE WORK TO PREVENT
UNLAWFUL DISCRIMINATION AND
WHERE WE'RE RESPONSIVE TO THE
PROBLEMS THAT ARISE.
I AM NOT BLIND TO THE FACT THAT
WE STILL HAVE MORE WORK TO DO.
BUT I AM INCREDIBLY PROUD ABOUT
PROGRESS THAT HAS BEEN MADE AND
I'M INCREDIBLY PROUD ABOUT WHO I
SEE IN THE AUDIENCE HERE TODAY.
YOU NEED A ROUND OF APPLAUSE.
[APPLAUSE]
SO, IN THE NEXT FEW DAYS YOU
HAVE AN OPPORTUNITY TO HEAR MANY
INTERESTING AND INFORMATIVE
TALKS.
YOU'LL HEAR ABOUT DEIA BEST
PRACTICES, EDI STAFF, COMMUNITY
NETWORK PARTERS, ALL THESE
BRILLIANT PEOPLE HAVE MANY IDEAS
THAT YOU CAN TAKE AND YOU'RE
GOING TO BRING YOUR OWN TO THEM.
SO PLEASE BE A VERY BIG PART OF
THE CONVERSATION.
I'LL ALSO SAY IF YOU SEE
SOMETHING, SAY SOMETHING.
THAT OLD EXPRESSION, RIGHT?
WE'RE NOT GOING TO TOLERATE
PEOPLE WHO ARE NOT EMBRACING
ACCEPTANCE OF EVERYONE IN OUR
WORKFORCE, AND SO I'M NOT SAYING
WE WANT AN ADVERSARIAL
ENVIRONMENT BUT WHAT I AM SAYING
IS IF YOU EXPERIENCE ANYTHING
THAT JUST DOESN'T FEEL RIGHT,
JUST REACH OUT.
YOU CAN REACH OUT TO THE STAFF
IN THE OFFICE.
YOU CAN REACH OUT TO INDIVIDUAL
PEOPLE.
I THINK FACING PEOPLE WITH OPEN
HANDS IS THE VERY BEST WAY TO GO
AND KIND OF CURLING UP IN A BALL
AND AVOIDING IT IS NOT SOMETHING
WE EVER WANT ANYONE TO DO.
AND THE TEAM HERE IS HERE TO
HELP.
SO, FINALLY, I WANT TO ENCOURAGE
YOU TO VISIT THE ACCESSIBILITY
SUITE.
ACCESSIBILITY FOR PEOPLE WITH
DISABILITIES, AS YOU KNOW THE
MOTHER OF A DISABLED SON IS ALSO
INCREDIBLY IMPORTANT TO ME.
WE'VE GOT A LOT OF WORK TO GO
THERE TOO, TO MAKE SURE OUR
FRIENDS WITH DISABILITIES ARE
WELCOMED.
THE ACCESSIBILITY SUITE
SHOWCASES THE LATEST ASSISTIVE
TECHNOLOGIES AVAILABLE TO
EMPLOYEES.
YOU CAN ALSO STOP BY TABLES THAT
FEATURE OUR EMPLOYEE RESEARCH
GROUPS FORMED AROUND COMMON
INTERESTS.
SO, NOW I WOULD LIKE TO
INTRODUCE CHERYL CAMPBELL,
ASSISTANT SECRETARY FOR
ADMINISTRATION AT HHS.
WE'RE JUST PLEASED TO HAVE HER
HERE WITH US TODAY.
HER OFFICE IS RESPONSIBLE FOR
DELIVERING HIGH-QUALITY,
COST-EFFECTIVE, TIMELY MISSION
SUPPORT FOR HHS IN A WIDE RANGE
OF AREAS INCLUDING HUMAN
RESOURCES, TECHNOLOGY, EEO, AND
DIVERSITY AND INCLUSION.
SHE HAS A LONG AND DISTINGUISHED
BACKGROUND AS AN EXECUTIVE
HEALTH I.T. PROFESSIONAL, HAS
BEEN WORKING AS HEAD OF THE
OFFICE OF THE ASSISTANT
SECRETARY FOR ADMINISTRATION
SINCE MARCH 2021.
SO, CHERYL, WELCOME.
[APPLAUSE]
>> FIGHTING ABOVE YOUR WEIGHT,
IN ORDER TO ACHIEVE PROMINENCE,
TO ACHIEVE GREATNESS, TO MAKE A
DIFFERENCE, YOU MUST FIRST BE
CONFIDENT IN YOURSELF.
I FIRST STAND HERE BEFORE YOU
AND I DEFINE MYSELF AS I'M A
DAUGHTER, I AM A SISTER, I AM A
GRANDDAUGHTER, I AM A WIFE, I AM
A MOM.
I AM A COUSIN.
I'M AN AUNTIE, I LIKE TO SAY I'M
THE BEST AUNTIE BEFORE.
I'M A BESTIE.
I'M A COLLEAGUE.
I'M A MENTOR.
I'M A COACH.
I'M A SOUNDING BOARD.
I'M A ROLE MODEL.
I AM A FIRST.
I AM A TORCH BARRIER, I AM
DIVERSITY, I AM EQUITY, AND I'M
INCLUSIVITY.
AND MOST IMPORTANT FOR TODAY, I
LOVE TO SAY I'M A CIVIL SERVANT.
SO I WANT TO GIVE ALL OF YOU A
ROUND OF APPLAUSE FOR BEING
CIVIL SERVANTS THAT YOU ARE.
[APPLAUSE]
MAYA ANGELOU SAID IT BEST, MY
MISSION IS NOT LIFE IS NOT
MERELY TO SURVIVE BUT THRIVE
WITH PASSION, COMPASSION, HUMAN,
AND MOST IMPORTANT DO IT WITH
SOME STYLE.
THIS IS WHAT DIVERSITY IS ALL
ABOUT.
INDIVIDUALISM.
THAT'S WHY IT'S SO IMPORTANT TO
HAVE DIVERSITY IN THE WORKPLACE.
SO HELLO, EVERYONE.
THANK YOU, DR. MONICA
BERTAGNOLLI.
IT'S NICE TO MEET YOU IN PERSON
FINALLY.
THAT WAS A LOVELY INTRODUCTION.
WHEN I INTERVIEWED FOR THE JOB
AND YOU SAID IT JUST A MINUTE
AGO, THEY SAID IT'S A REALLY BIG
JOB.
I SAID I NEVER HEARD OF A JOB
BEING DESCRIBED AS "A BIG JOB"
BUT IT'S AN HONOR TO SERVE, AN
HONOR TO BE HERE AT THIS FORUM.
I'M ALWAYS THRILLED TO BE ON
NIH'S CAMPUS.
I FEEL SMARTER.
I FEEL LIKE OUR WORLD IS BETTER
FOR IT.
SO I AM JUST THRILLED.
I HAVE THE OPPORTUNITY TO GO TO
THE ACCESSIBILITY AREA EARLIER,
AND I AM HUMBLED TO KNOW THE
GREAT WORK THAT YOU DO HERE AT
THE NIH.
I'M EXCITED TO BE HERE TO KICK
OFF WHAT I AM SURE TO BE AN
INSPIRING IMPACTFUL EVENT FOR
TODAY.
LET'S FIRST GIVE A ROUND OF
APPLAUSE FOR THE INAUGURAL EVENT
BECAUSE FIRST IT TOOK VISION.
IT TOOK VISION.
AND HERE YOU ARE.
IMPLEMENTING YOUR VISION THAT
YOU PUT IN PLACE OVER A YEAR
AGO.
SO GIVE YOURSELVES A ROUND OF
APPLAUSE.
[APPLAUSE]
SO OF COURSE YOU CAN'T DO IT
WITHOUT HAVING SOMEONE AT THE
LEADERSHIP.
I ALSO WANT TO DO A SHOUT OUT
FOR YOUR OFFICE OF DIVERSITY,
EQUITY, INCLUSION LED BY
DIRECTOR KEVIN WILLIAMS.
KEVIN, WOULD YOU PLEASE STAND UP
AND LET EVERYONE SEE YOU, LET
PEOPLE KNOW WHO YOU ARE.
[CHEERS AND APPLAUSE]
I DIDN'T KNOW YOU HAD ROCK STAR
STATUS.
THAT'S PRETTY SERIOUS.
THAT WAS A REAL LOUD APPLAUSE
FOR YOU.
FINALLY I WANT TO THANK YOU TO
BE PART OF THIS VALUABLE EVENT.
I SAY VALUABLE BECAUSE IT'S
EVENTS LIKE THESE THAT PUSH
FORWARD PRESIDENT BIDEN'S
EXECUTIVE ORDER 14035 TO
ESTABLISH A GOVERNMENT-WIDE
INITIATIVE TO ADVANCE DIVERSITY,
EQUITY, INCLUSION, AND
ACCESSIBILITY IN ALL PARTS OF
THE FEDERAL WORKFORCE.
I'M PROUD TO WORK FOR AN
ADMINISTRATION THAT VALUES THESE
PRINCIPLES AND INSTILL DEIA IN
EVERY FACET OF THE DEPARTMENT OF
HEALTH AND HUMAN SERVICES.
IT HAS BEEN A PASSION OF MINE
FROM THE MOMENT I ENTERED THE
DOORS THREE YEARS AGO.
SO, AS THE FIRST WOMAN AND WOMAN
OF COLOR TO SERVE IN THE ROLE AS
AS ASSISTANT SECRETARY FOR
ADMINISTRATION I UNDERSTAND HOW
CRUCIAL IT IS TO SPEND THE TIME
TO ENSURE OUR ACTIVITIES PROMOTE
EQUITY WITHIN AND OUTSIDE OUR
ORGANIZATIONS.
A PERSONAL INSPIRATION FOR ME,
MICHELLE OBAMA ONCE SAID WHEN
YOU WORKED HARD, AND HAVE DONE
WELL, AND WALKED THROUGH THAT
DOORWAY OF OPPORTUNITY, YOU DO
NOT SLAM THE DOOR BEHIND YOU.
YOU REACH BACK AND YOU GIVE
OTHERS THE SAME OPPORTUNITIES
THAT PEOPLE HAVE GIVEN YOU.
WELL, I AM HERE TO TELL YOU THE
DOOR IS WIDE OPEN.
IT IS WIDE OPEN FOR EACH AND
EVERY ONE OF YOU TO ADVANCE YOUR
CAREERS WHERE YOU WANT IT TO GO.
SO BRINGING DEIA BEST PRACTICES
FROM FROM TEAM BUILDING,
RECRUITING, IMPROVING HEALTH
OUTCOMES FOR OUR COMMUNITIES IS
HOW WE KEEP THE DOOR OPEN FOR
OTHERS AND BUILD A BRIGHTER
FUTURE FOR US ALL.
IT'S INSPIRING TO SEE A PROLIFIC
ORGANIZATION LIKE NIH EMBRACING
THIS WORK AND DEDICATING
PRECIOUS RESOURCES TO BUILDING
AWARENESS SO ALL OF YOU HERE CAN
THRIVE IN THE ORGANIZATION.
PRESIDENT BIDEN SAID ONCE, THE
VALUE OF A PERSON IS HOW THEY
SPEND THEIR MONEY.
HOW YOU ORGANIZE YOUR BUDGET.
THE FACT THAT YOU'RE DEDICATING
TIME, RESOURCES, BUDGET, SAYS
THIS IS A PRIORITY.
THAT'S CRITICALLY IMPORTANT.
THANK YOU FOR STEPPING OUTSIDE
OF YOUR ROUTINES AND
RESPONSIBILITIES TO LEARN HOW TO
IMPLEMENT DEIA WITHIN YOUR TEAMS
AND ORGANIZATIONS AT SUCH A
LARGE AGENCY.
YOU ARE EACH A SHINING EXAMPLE
OF WHAT IT MEANS TO CHAMPION AND
PROTECT EQUITY.
UNITY AND DIVERSITY, I LOVE THAT
THEME, THERE'S POWER.
THERE IS POWER IN UNITY.
AND THERE'S POWER IN PRIORITIZES
DEIA POLICIES AND PROGRAMS.
AS OPRAH EXPLAINED, SOMETIME I'D
LIKE TO HAVE MY NAME BE JUST
LIKE OPRAH.
CHERYL.
OH, IT'S YOU.
AS OPRAH EXPLAINED, NO MATTER
WHO YOU ARE, OR WHAT YOU LOOK
LIKE, OR WHAT YOU MAY BELIEVE,
IT IS BOTH POSSIBLE AND MORE
IMPORTANTLY IT BECOMES POWERFUL
TO COME TOGETHER IN COMMON
PURPOSE AND COMMON EFFORT.
THAT DEFINES YOUR EVENT FOR THE
NEXT TWO DAYS.
DEIA FOCUSED INITIATIVES HELP
ORGANIZATIONS ADDRESS
UNCONSCIOUS BIAS,
DISCRIMINATION, AND UNFAIR
TREATMENT THAT MAY EXIST WITHIN
THEIR TEAMS.
A WORK ENVIRONMENT THAT VALUES
EQUITY AND INCLUSION WILL BRING
YOU ALL WITH A BEST SET OF
CIRCUMSTANCES TO GROW AND ADAPT,
SUCCEED IN YOUR JOBS AND SUPPORT
ONE ANOTHER.
AND WHEN TEAMS FEEL SAFE AND
SUPPORTED, WE CREATE A STRONGER
WORKFORCE THAT HAS MORE CAPACITY
TO FOCUS ON MISSION CRITICAL
WORK.
WHAT YOU LEARNED HERE OVER THE
NEXT COUPLE DAYS WILL HELP YOU
FORGE A BETTER WORLD.
THAT IS THE POWER.
THAT IS YOUR POWER.
OF COURSE, FORGING A BETTER
WORLD DOESN'T HAPPEN WITHOUT
EXPERIENCING CHALLENGES.
IT TAKES INTENTIONAL AND
INCREMENTAL CHANGE AND AT TIMES
CHANGE CAN FEEL LIKE YOU'RE
MOVING BACKWARDS RATHER THAN
FORWARD.
SO JUST THINK ABOUT THE
CATERPILLAR.
ITS JOURNEY TO BECOME A
BUTTERFLY ISN'T SIMPLE.
THE CATERPILLAR TURNS ITSELF
INTO ALMOST A LIQUID FORM, GETS
REBUILT, CELLS AND STRUCTURES
GET REARRANGED BEFORE IT CAN
TRANSFORM INTO THE BEAUTIFUL
BUTTERFLY WE ALL ADMIRE.
CHANGE CAN BE UNCOMFORTABLE.
I'M SURE IT'S NOT COMFORTABLE
FOR THE CATERPILLAR.
BUT IT DOESN'T MEAN THE EFFORT
ISN'T WORTH IT.
IN THE CASE OF EQUITY,
DIVERSITY, AND INCLUSION, OUR
EFFORTS ARE CRITICAL BECAUSE
THESE PRINCIPLES DIRECTLY AFFECT
PEOPLE'S LIVES.
SO I WANT TO PROVIDE YOU WITH A
QUICK EXAMPLE OF HOW HHS
HEADQUARTERS IS TACKLING
CHALLENGES WE'VE ENCOUNTERED
IMPLEMENTING DEIA POLICIES WITH
THE HOPE OF INSPIRING YOUR OWN
COMMITMENT TO CHANGE BECAUSE WE
HAVE TO BE TRANSPARENT.
IT IS NOT EASY.
WHEN THE SECRETARY TALKED ABOUT
IMPLEMENTING DEIA, HE SAID, IT
WILL BE THE TOUGHEST JOB THAT WE
WILL HAVE.
BECAUSE YOU'RE CHANGING CULTURE.
YOU'RE CHANGING MIND SHARE.
NOT EASY TO ACHIEVE.
SO WE LEARNED QUICKLY IT TAKES
UNWAVERING COMMITMENT TO
RESTRUCTURE LONGSTANDING
POLICIES AND INSTILL DEIA
PRINCIPLES INTO OUR WAYS OF
WORKING.
YOU MUST HAVE RELIABLE DATA,
STAKEHOLDER ENGAGEMENT,
LEADERSHIP CONSTRUCTION,
RELEVANT PROGRAMMING, AND A
CULTURE OF COLLABORATION, NOT TO
MENTION TIME AND BUDGET.
HHS HAS WORKED HARD TO
PRIORITIZE AND ESTABLISH ITS OWN
DEIA STRATEGIC PLAN, IT TOOK A
COLLABORATIVE ITERATIVE PROCES,
INCLUDING LACK OF EXISTING
STRUCTURE TO COORDINATE
DEPARTMENT-WIDE INITIATIVES AND
COMPLETE HHS WORK FORCE
DEMOGRAPHIC AND ORGANIZATION
CULTURE DATA TO INFORM DECISION
MAKING, AND INSUFFICIENT
UNDERSTANDING OF BARRIERS TO
RECRUITMENT AND RETENTION, AS IT
PERTAINS TO DEIA.
CHANGE WAS NOT SIMPLE OR
COMFORTABLE.
BUT WE WERE ABLE TO BUILD
SOLUTIONS THAT ARE HELPING HHS
SUCCESSFULLY FOLLOW THROUGH ON
OUR STRATEGIC PLAN.
AND WHAT HELPED US GET THERE
LEVERAGING LEADERSHIP AND
INVESTING IN GOOD DATA, AND
COLLABORATING WITH EMPATHY.
YOU CANNOT HAVE A COHESIVE
STRATEGY WITHOUT A CLEAR VISION,
AND DEFINITIVE VOICES LEADING
THE WAY.
SECRETARY BECERRA SAID A
COMMITMENT TO DEIA NEEDS TO
START AT THE TOP.
HE PUT IN EACH OF HIS SENIOR
EXECUTIVES PERFORMANCE PLANS,
YOUR DEIA STRATEGY, AND HOW ARE
YOU GOING ABOUT IMPLEMENTING
THAT STRATEGY.
HE MEASURED HIS LEADERSHIP
AROUND DEIA.
HE HELD HIS LEADERS ACCOUNTABLE
FROMMIC TAKING THE LEAD AND
SETTING THE TONE TO MAKING
PROGRESS, TO PROVIDE STRUCTURE,
CREATING THE DEIA OPERATIONS
COUNCIL WHICH I'M SURE MANY OF
YOU REMEMBER.
THIS BODY COORDINATES THE
OPERATIONS BEHIND THE STRATEGIC
PLAN AND ENSURES CONSISTENCY
ACROSS WORK STREAMS, WE LEARNED
TO BRING LEADERSHIP IN AS EARLY
AS POSSIBLE TO SPONSOR AND
CHAMPION DEIA PLANS, TO ENSURE
SUSTAINABILITY AND LONG-LASTING
IMPACT.
ADDITIONALLY RELIABLE DATA IS AT
THE CRUX OF THE BLIND SPOT
CIRCUMVENTION, AND SOUND
DECISION MAKING, TO IMPROVE OUR
UNDERSTANDING OF HHS'S CURRENT
STATE AND HOW TO BEST IMPLEMENT
DEIA POLICIES WE INVESTED IN
INDIVIDUAL REPORTING TOOLS SUCH
AS OUR EMPLOYEE PORTAL THAT WAS
EMPOWERMENT, HELPING LEADERSHIP
UNDERSTAND WHERE WE'RE
UNDERREPORTING ON CERTAIN
DEMOGRAPHICS IT PUT OUR EFFORTS
TO DEIA-CENTERED STRATEGIES,
CLEARING BLIND SPOTS, DATA GIVES
US INFORMATION ON HOW TO
ALLOCATE DEPARTMENT RESOURCES.
BEFORE EVEN STARTING OUR WORK
AND BUILDING THE HHS DEIA
STRATEGIC PLAN, WE RECOGNIZED
THAT HHS IS COMPRISED OF DIVERSE
INDIVIDUALS WITH UNIQUE LIFE
EXPERIENCES AND PERSPECTIVES.
WE NEEDED TO PRACTICE EMPATHY
AND APPROACH CONVERSATIONS WITH
THE GOAL OF CONNECTING ON A
HUMAN LEVEL.
AFTER ALL, YOU CANNOT BUILD A
DEIA STRATEGY IF THE PLANNING
PROCESS ITSELF IS FILLED WITH
INEQUITY AND STRIFE.
SO THAT WRAPS UP A QUICK SET OF
LESSONS AND SOLUTIONS TO MAKE
DEIA POLICY STICK.
I CALL IT SUSTAINABLE AND
SURVIVABLE.
YOU KNOW, I JOKE ABOUT BEING A
POLITICAL APPOINTEE IS THE ONLY
JOB I'VE EVER HAD THAT I KNOW MY
END DATE, RIGHT?
THAT MEANT I NEEDED TO BE
INTENTIONAL, PUT THINGS IN PLACE
THAT WERE SUSTAINABLE,
SURVIVOR
SURVIVABLE NO MATTER THE
ADMINISTRATION IN PLACE.
WE LEAVE IT IN YOUR HANDS AS
CAREER PEOPLE TO CARRY IT
FORWARD.
WE CAN SET THE STRATEGY, WE CAN
SET THE DIRECTION.
BUT IT IS YOU AS CAREER
INDIVIDUALS WHO WILL BE HERE TO
CONTINUE TO IMPLEMENT AND DRIVE
DEIA INTO THE HEART AND
DIRECTION THAT WE NEED TO TAKE
HHS.
I'M THRILLED AND HONORED TO HAVE
BEEN HERE TODAY.
I'M EXCITED TO HAVE
PARTICIPATED.
AND I'M EXCITED TO HEAR WHERE
YOU ALL WILL TAKE DEIA INTO THE
FUTURE.
SO THANK YOU FOR THE
OPPORTUNITY.
[APPLAUSE]
>> THANK YOU, DR. BERTAGNOLLI
AND SECRETARY CAMPBELL.
MY NAME IS KAY JOHNSON GRAHAM,
LEAD SOCIAL SCIENCE ANALYST AS
WELL AS POLICY ADVISER IN THE
OFFICE OF EQUITY, DIVERSITY,
INCLUSION.
IT IS MY DISTINCT PLEASURE TO
INTRODUCE THE NATIONAL
INSTITUTES OF HEALTH OFFICE OF
EQUITY, DIVERSITY, AND INCLUSION
DIRECTOR, MR. KEVIN WILLIAMS,
ESQUIRE.
WITH A LEGAL CAREER SPANNING
MORE THAN 25 YEARS, MR. WILLIAMS
IS DEVOTED TO UPHOLDING CIVIL
RIGHTS, AND ENSURING THAT
EVERYONE REGARDLESS OF THEIR
BACKGROUND HAS EQUAL ACCESS TO
EMPLOYMENT OPPORTUNITY.
AS EDI DIRECTOR, HE LEADS THE
OFFICE TOWARD A LEGALLY GROUNDED
AND NOBLE MISSION, TO BUILD AND
MAINTAIN A MODEL EQUAL
EMPLOYMENT OPPORTUNITY PROGRAM
AT THE NIH.
LEVERAGING PILLARS OF DIVERSITY,
EQUITY, INCLUSION, AND
ACCESSIBILITY TO ADVANCE THE
AGENCY'S MISSION OF HEALTH
DISCOVERY.
MR. WILLIAMS IS ALSO INVESTED IN
THE FUTURE OF HIS WORK.
WHILE HE SERVES AS A
PROFESSIONAL MENTOR, HE ALSO
PRIORITIZES MAKING INTERNSHIPS
IN OUR OFFICE AVAILABLE TO HIGH
SCHOOL, COLLEGE, AND GRADUATE
STUDENTS SO THAT FUTURE
GENERATIONS MAY ALSO PER SUE EEO
AND DEIA PRINCIPLES.
PRIOR TO JOINING THE NIH, MR.
WILLIAMS SEARCHED AS THE DEPUTY
EXECUTIVE DIRECTOR AND EEO
DIRECTOR AT THE U.S. FEDERAL
TRADE COMMISSION, AND HE BEGAN
HIS DISTINGUISHED LEGAL CAREER
AS A CIVIL RIGHTS ATTORNEY WITH
THE U.S. EQUAL EMPLOYMENT
OPPORTUNITY COMMISSION.
MR. WILLIAMSS PURSUITS IN
CLASSROOM UNDERSCORE HIS
COMMITMENT TO JUSTICE, HAVING
EARNED HIS BACHELOR OF ARTS IN
POLITICAL SCIENCE FROM MOREHOUSE
COLLEGE, IN ATLANTA, AND HIS
JURIS DOCTOR FROM HOWARD
UNIVERSITY SCHOOL OF LAW IN
WASHINGTON, D.C.
MR. WILLIAMS' UNWAVERING
COMMITMENT TO ADVANCING EQUITY
AND HIS RICH EXPERIENCES ARE A
DRIVING FORCE IN MOVING THE
AGENCY TOWARD ACHIEVING TRUE
EQUAL OPPORTUNITY IN THE
WORKPLACE.
PLEASE JOIN ME IN WELCOMING
MR. KEVIN WILLIAMS TO THE STAGE.
[APPLAUSE]
>> SOMEONE ASKED ME WHO WAS
GETTING MARRIED.
[LAUGHTER]
GOOD MORNING.
GOOD MORNING AND WELCOME TO THE
INAUGURAL E -I EDI FORUM, UNITD
DIVERSITY, BUILDING A STRONGER
COMMUNITY THROUGH DEIA.
BEFORE I BEGIN MY PREPARED
REMARKS I DO THINK IT IS
IMPORTANT FOR US TO GIVE A WARM
ROUND OF APPLAUSE TO ALL OF OUR
COLLEAGUES WHO ARE WATCHING
VIRTUALLY, SO IF WE COULD
RECOGNIZE THEM WITH A ROUND OF
APPLAUSE.
[APPLAUSE]
SEPARATELY, PROPER PROTOCOL
REQUIRES THAT I EXTEND MY THANKS
AND APPRECIATION TO CHERYL
CAMPBELL, THE ASSISTANT
SECRETARY FOR ADMINISTRATION,
FOR THE DEPARTMENT OF HEALTH AND
HUMAN SERVICES.
PLEASE JOIN ME AGAIN IN A WARM
ROUND OF APPLAUSE FOR
MS. CAMPBELL.
[APPLAUSE]
IN ADDITION TO OUR LEADER AT THE
NIH, DR. MONICA BERTAGNOLLI,
PLEASE JOIN ME IN A WARM ROUND
OF APPLAUSE FOR HER PRESENCE
HERE THIS MORNING AS WELL.
[APPLAUSE]
AND NOW WE WILL DO A LITTLE BIT
OF POPCORN THIS MORNING.
SO THAT WE ALL CAN SEE THE
IMPORTANCE THAT EEO AND DEIA IN
THE LIFE OF THE NIH.
IF YOU ARE A LEADER, WHETHER
THAT'S AN I.C. DIRECTOR OR
EXECUTIVE OFFICER, A SCIENTIFIC
DIRECTOR A CLINICAL DIRECTOR, OR
ANYONE WHO IS IN LEADERSHIP AT
THE NIH COULD YOU PLEASE STAND.
[APPLAUSE]
THANK YOU.
NEXT TO THE TALENTED EMPLOYEES
WHO WORK AT THE NIH AND WHO MADE
IT A PRIORITY TO SPEND TIME WITH
US TODAY AT THE EDI FORUM IN
PERSON, CAN YOU PLEASE STAND AND
RECEIVE A ROUND OF APPLAUSE.
[APPLAUSE]
TO OUR INVITED GUESTS, INCLUDING
MY FRIENDS AND COLLEAGUES FROM
THE FEDERAL TRADE COMMISSION,
DEPARTMENT OF STATE, THE
DEPARTMENT OF THE ARMY, AND
THOSE WHO DO NOT WORK AT THE
NIH, CAN YOU PLEASE STAND AND
RECEIVE A ROUND OF APPLAUSE.
[APPLAUSE]
JUST TWO MORE.
[LAUGHTER]
CAN EVERY MEMBER OF MY STAFF,
THE GREAT TEAM OF EMPLOYEES WHO
COMPRISE THE OFFICE OF EQUITY,
DIVERSITY, AND INCLUSION, CAN
YOU PLEASE STAND AND REMAIN
STANDING.
[APPLAUSE]
TO THE NIH FAMILY, THIS
AGGREGATION OF INDIVIDUALS IN
THE REAR OF THE AUDITORIUM WORKS
TIRELESSLY AND OFTEN WITHOUT
FANFARE.
FOR MOST OF THIS YEAR, THEY HAVE
TOILED AND HAVE BEEN COMMITTED
TO ENSURING THAT THE EDU FORUM
NOT JUST MEETS YOUR EXPECTATIONS
BUT SURFACES THEM.
THEY HAVE PREPARED DOZENS OF
WORKSHOPS.
FUSSED A LITTLE.
[LAUGHTER]
WITH THE GOAL TO EDUCATE AND
INFORM AND STRENGTHEN THE WORK
THAT WE DO IN THE EEO AND DEIA
PLACES.
PLEASE JOIN ME ONCE AGAIN IN
THANKING THEM FOR ALL THEIR HARD
WORK.
[APPLAUSE]
AND LAST BUT NOT LEAST, YOU --
YOU ALL MAY BE SEATED.
LAST BUT NOT LEAST PAMELA
OLIVER, PLEASE STAND.
[CHEERS AND APPLAUSE]
MS. OLIVER IS A LONGTIME MEMBER
OF THE NIH FAMILY.
SHE'S SUPER SMART.
SHE HAS BOUNDLESS ENERGY.
AND SHE TOOK A VISION OF MINE
AND WHAT YOU SEE TODAY IS THE
MANIFESTATION OF ALL HER HARD
WORK.
ALL TOO OFTEN WE GLOSS OVER THE
TIME THAT PEOPLE SPEND IN MAKING
THE NIH A SPECIAL PLACE.
I WANT PAM TO KNOW TODAY HOW
MUCH SHE MEANS TO ME AND HOW
MUCH HER COMMITMENT TO THIS WORK
HAS REGISTERED IN MY MIND.
SO THANK YOU, PAM.
[APPLAUSE]
THE LATE POET DR. MAYA ANGELOU
SAID, PEOPLE MAY FORGET WHAT YOU
SAID, PEOPLE WILL FORGET WHAT
YOU DID, BUT PEOPLE WILL NEVER
FORGET HOW YOU MADE THEM FEEL.
FOR OUR GUESTS, THE OFFICE OF
EQUITY, DIVERSITY, AND
INCLUSION, IT IS THE NIH'S FANCY
WAY OF SAYING THE OFFICE OF
EQUAL EMPLOYMENT OPPORTUNITY.
FOR THE FIRST TIME IN RECENT
MEMORY, EDI DECIDED TO HOST AN
EVENT THAT WOULD REINTRODUCE OUR
OFFICE TO THE NIH STAFF AND
LEADERSHIP TEAM.
THE GLOBAL PANDEMIC DID A LOT OF
THINGS, INCLUDING FORCING US
APART.
TODAY IS A TESTAMENT THAT
POSITIVE ENERGY IS CREATED WHEN
WE GATHER AND FOCUS ON
LEVERAGING OUR COLLECTIVE MINDS
TO THE NOBLE WORK OF EEO AND
DEIA.
60 YEARS AGO CONGRESS PASSED THE
CIVIL RIGHTS ACT OF 1964.
PRESIDENT LYNDON JOHNSON SIGNED
IT INTO LAW AND IN SO DOING
CREATED THE EQUAL EMPLOYMENT
OPPORTUNITY COMMISSION.
COMPRISED OF 11
ANTI-DISCRIMINATION PROVISIONS
CALLED TITLES, TITLE 7 IN
PARTICULAR OF THE CIVIL RIGHTS
ACT PROHIBITS EMPLOYMENT
DISCRIMINATION ON THE BASIS OF
RACE, COLOR, NATIONAL ORIGIN,
SEX, AND RELIGION.
TO ACCOMPLISH ITS MISSION, THE
EEOC ISSUED REGULATIONS FOR
FEDERAL AGENCIES WHICH MANDATED
WITH FEW EXCEPTIONS THAT ALL
FEDERAL AGENCIES IN THE
EXECUTIVE BRANCH CREATE AN
OFFICE OF EEO.
ONE OF THE MANY BENEFITS OF
WORKING FOR THE FEDERAL
GOVERNMENT IS THAT WE HAVE AN
IN-HOUSE MECHANISM THAT EXISTS
TO ENFORCE THE FEDERAL SECTOR
EEO LAWS.
IN ADDITION TO THE REGULATIONS,
EEOC ISSUED MANAGEMENT DIRECTIVE
715 APPROXIMATELY 20 YEARS AGO
TO FEDERAL AGENCIES TO AID THEM
IN THE DEVELOPMENT AND
SUSTAINING OF A MODEL EEO
PROGRAM.
IT IS A FACT THAT ALMOST EVERY
FACET OF EDI IS IN SERVICE TO
THE REQUIREMENTS LAID OUT IN THE
EEOC REGULATIONS AND MANAGEMENT
DIRECTIVE 715.
REGARDLESS OF PUBLIC SENTIMENT,
REGARDLESS OF WHO RESIDES IN THE
WHITE HOUSE, REGARDLESS OF WHO
IS ELECTED IN NOVEMBER, TO
CONGRESS, THE WORK OF EDI WILL
ENDURE.
AND YET, RARELY A WEEK GOES BY
WHEN I DO NOT RECEIVE A QUERY
ABOUT THE UPCOMING ELECTION, OR
THE FACT THAT DOOR DASH,
HARLEY-DAVIDSON, JOHN DEERE, THE
TRACTOR SUPPLY COMPANY, THE FORD
MOTOR COMPANY, LOWE'S, META,
MICROSOFT, MOLSON COORS, WAYFAIR
CEASED THEIR EFFORTS.
WHAT DO YOU THINK WILL HAPPEN,
MR. WILLIAMS?
DID YOU HEAR WHAT THEY SAID IN
THE MEDIA ABOUT D.E.I.?
MY IN-BOX IS FULL OF E-MAIL AND
MY iPHONE IS FULL OF TEXT
MESSAGES WITH VARIATIONS OF
THESE QUESTIONS.
IF I AM HONEST, I EVEN HAVE
STAFF IN EDI WHO SPEND TIME
WORRYING.
IN RESPONSE TO THESE INQUIRIES,
I HAVE HIGHLIGHTED THE FACT I
HAVE SPENT 25+ YEARS WORKING IN
THE NOBLE CAREER OF CIVIL
RIGHTS.
I HAVE ALSO HIGHLIGHTED THE FACT
THAT EEO AND DEIA HAVE ALWAYS
BEEN ROUGH AND TUMBLE.
IN FACT, I HAVE WORKED FOR
LEADERS IN PRIOR AGENCIES WHO
JUST COULD NOT MANAGE TO LEARN
MY NAME.
PREFERRING TO CALL ME KENNY.
OR KARL.
OR KEITH INSTEAD.
I HAVE BEEN IN SPACES BEFORE
WHERE RESOURCES WERE LIMITED,
AND THE DEMANDS WERE GREAT, AND
YET WE ENDURED.
RATHER THAN BORE YOU WITH ALL
THAT, I WOULD LIKE TO SHARE WITH
YOU THE TRUTH THAT LIVES WITHIN
THIS CORN BROOM AND WHICH SERVES
AS A DAILY REMINDER WHEN I USE
IT AROUND THE HOUSE.
I AM A NATIVE OF SAN FRANCISCO.
I GREW UP IN WHAT THE MEDIA
MIGHT CALL THE INNER CITY.
IN A PLACE THAT IS KNOWN FOR
SOUR BREAD, SOARING BRIDGES,
VICTORIAN HOUSES, AND DUNGENESS
CRABS, MOST OF YOU DID NOT GROW
UP IN THE CITY BY THE BAY YOU
DID HAVE EXPERIENCE AT SOME
POINT ENCOUNTERING A BULLY.
BULLIES SEEK TO INTIMIDATE, TO
INVOKE FEAR, TO DIVIDE, TO
RIDICULE, AND THEY TEND TO DO
THIS BY FOCUSING ON THE THINGS
THAT MAKE EACH OF US UNIQUE.
OUR HEIGHT,WEIGHT, WHO WE LOVE,
WHETHER WE WORSHIP, OR WORSHIP
AT ALL, OUR COLOR, ETHNICITY,
OUR ABILITY OR DISABILITY, NONE
OF US HAS ESCAPED THIS REALITY
OF BEING BULLIED.
AS A CHILD, YOU SHOULD KNOW I
ENJOYED PLAYING OUTSIDE.
WHETHER IT WAS HIDE AND SEEK,
DODGEBALL, OR TETHERBALL, I
WANTED TO BE OUTSIDE AS LONG AS
POSSIBLE.
MY PROBLEM THOUGH WAS A BULLY
WHO LIVED IN THE NEIGHBORHOOD.
HE LOVED TO CHASE ME BACK HOME.
EITHER TO MY MOTHER'S HOUSE OR
TO MY GRANDPARENTS' HOUSE, WHO
LIVED NEARBY.
THAT MOMENT IN MY LIFE WAS
FRIGHTENING AND PRETTY
HUMILIATING.
YOU SHOULD ALSO KNOW THAT MY
GRANDMOTHER WHO I CARRY WITH ME
EACH DAY AND WHO MEANT THE WORLD
TO ME WAS A STRICT
DISCIPLINARIAN.
THERE WAS NO GRAY WITH HER.
AND SHE STOOD FIRM IN HER
CONVICTIONS.
IF YOU LIE, SHE WOULD SAY, THEN
YOU WILL STEAL.
SHE WOULD ALSO SAY OUT OF SIGHT,
OUT OF MIND.
ALTHOUGH NOT THE TALLEST PERSON,
SHE HAD A LOT OF SIZE TO HER.
AND AS A YOUNG CHILD SHE WAS
BEYOND IMPOSING.
THE MOTHER OF TEN CHILDREN, MY
GRANDMOTHER WAS KNOWN FOR HER
COOKING.
EDI KNOWS A LITTLE SOMETHING
ABOUT THAT.
HER BAKING.
DR. JOHNSON KNOWS SOMETHING
ABOUT THAT.
AND FOR RAISING WELL-BEHAVED
CHILDREN AND GRANDCHILDREN.
AS A RESULT, MY GRANDFATHER DID
NOT HAVE TO SAY MUCH BECAUSE MY
GRANDMOTHER WAS WELL EQUIPPED AS
THE ENFORCER.
ONE DAY I WAS PLAYING OUTSIDE,
THE BULLY SHOWED UP.
I CANNOT REMEMBER WHETHER HE
MADE A GESTURE TOWARDS ME OR
THREATENED ME.
I KNOW I RAN AS FAST AS I COULD
TO MY GRANDPARENTS' HOUSE.
AS I REACHED FOR THE DOOR, MY
GRANDMOTHER WHO I BELIEVED WAS
ALL KNOWING MET ME AT THE FRONT
DOOR WIELDING A CORN BROOM.
SHE SAID, YOU ARE NOT COMING IN
HERE TODAY.
GO BACK OUTSIDE AND PLAY.
SHE KNEW, SHE ALWAYS KNEW.
I DO NOT KNOW HOW SHE KNEW BUT
ON THAT DAY 45 OR SO YEARS AGO
MY GRANDMOTHER TAUGHT ME A
VALUABLE LESSON, NEVER RUN FROM
A BULLY.
HER INSIGHT AND WISDOM WAS
LAYING THE FOUNDATION FOR A
CAREER IN WHICH I WOULD
ENCOUNTER THE SAME BULLYING
SPIRIT IN THE WORKFORCE.
WHETHER IT IS HARASSMENT OR
DISCRIMINATION, ONE THING I
LEARNED EARLY IN MY CAREER, AND
THAT IS THAT BULLIES HAVE GROWN
UP ALL AROUND US.
SO TODAY, AS WE BEGIN THE FIRST
DAY OF THIS TWO-DAY EDI FORUM,
LET US REMEMBER THAT CIVIL
RIGHTS ENFORCEMENT IS EDI'S
CHARGE, BUT IT REMAINS ALL OUR
RESPONSIBILITY.
WE EXIST TO ENSURE THAT THE
FEDERAL LAWS THAT PROHIBIT
EMPLOYMENT, DISCRIMINATION, ARE
COMPLIED WITH AT THE NIH EACH
DAY.
YOU ARE HERE TO LOCK ARMS WITH
US AS WE CONTINUE TO FACE DOWN
THOSE WHO EVEN THOUGH THEY KNOW
DIVERSITY STRENGTHENS SCIENCE,
THEY WOULD RATHER SACRIFICE THAT
TO KEEP US DIVIDED AND AT ODDS.
BUT IF WE REMEMBER THIS CORN
BROOM, WHICH CHALLENGES US TO BE
STRONG AND NOT TO COWER, TO BE
RESILIENT AND TO RECOGNIZE THAT
TENS OF THOUSANDS OF NIH-ERS
DEPEND ON US TO MAKE SURE THAT
THE WORKPLACE IS DIVERSE,
EQUITABLE, INCLUSIVE, AND
ACCESSIBLE, WE WILL DEPART FROM
HERE ENCOURAGED AND WITH RENEWED
COMMITMENT.
IN CLOSING, EDI WELCOMES YOU TO
ENGAGE WITH US, GUEST
PRESENTERS, AND YOUR COLLEAGUES
OVER THE NEXT TWO DAYS.
LEAN INTO A POSTURE OF
CONTINUOUS LEARNING, ASK
QUESTIONS DURING THE WORKSHOPS,
AND MEET SOMEONE WHOM YOU HAVE
NOT SEEN BEFORE.
IN SO DOING WE WILL MANIFEST A
MORE UNIFIED NIH AND A STRONGER
NIH COMMUNITY.
THANK YOU.
[APPLAUSE]
[ CHEERS ]
>> GOOD MORNING.
MY NAME IS DENEEN HODGES.
I SERVE AS FORMAL COMPLAINT
SPECIALIST, OFFICE OF EQUITY,
DIVERSITY, AND INCLUSION
DIVISION OF RESOLUTION AND
EQUITY.
IT IS MY GREAT HONOR TO
INTRODUCE OUR LAST GUEST
SPEAKER, FOR TODAY'S PLENARY
SESSION.
MR. DEXTER R. BROOKS, ESQUIRE.
IN 1998, DEXTER R BROOKS' CAREER
IN EQUAL EMPLOYMENT OPPORTUNITY
BEGAN AS A STAFF ATTORNEY IN THE
OFFICE OF FEDERAL OPERATIONS
APPELLATE REVIEW PROGRAM.
PRIOR TO JOINING THE EQUAL
EMPLOYMENT OPPORTUNITY
COMMISSION, MR. BROOKS SERVED AS
AN ATTORNEY ADVISER FOR THE
UNITED STATES DEPARTMENT OF
LABOR IN ITS OFFICE OF
ADMINISTRATIVE LAW JUDGES.
SOME OF MR. BROOKS' IMPRESSIVE
ACCOMPLISHMENTS EARLY IN HIS
CAREER AT THE EEOC WAS SERVING
AS FEDERAL OUTREACH COORDINATOR
AND ADVISER IN THE FEDERAL
SECTOR PROGRAM, AND HE WAS ALSO
RESPONSIBLE FOR ESTABLISHING
EEOC'S FEDERAL SECTOR TRAINING
INSTITUTE, WHICH CURRENTLY
PROVIDES A VARIETY OF FEE-BASED
COURSES TO THE FEDERAL SECTOR
EEO COMMUNITY.
ALSO IN THIS ROLE, MR. BROOKS
SERVED AS THE PRIMARY CONTACT TO
THE COMMISSION'S FEDERAL SECTOR
STAKEHOLDERS, PROVIDING HUNDREDS
OF OUTREACH SESSIONS THROUGHOUT
THE COUNTRY.
AS A MEMBER OF THE SENIOR
EXECUTIVE SERVICE, MR. BROOKS
CURRENTLY SERVES AS DIRECTOR OF
OFFICE OF FEDERAL OPERATIONS
FEDERAL SECTOR PROGRAMS, AT THE
EEOC IN WASHINGTON, D.C.
AS THE DIRECTOR FOR THE FEDERAL
SECTOR PROGRAMS, MR. BROOKS
LEADS THE SSP'S UNIQUE ROLE OF
ASSISTING FEDERAL ADMINISTRATIVE
AGENCIES IN THE DEVELOPMENT OF
STRATEGIES, DESIGNED TO PRO
TRIVIAL PREVENT DISCRIMINATION
AND ALLOW FEDERAL EMPLOYEES TO
COMPETE ON A FAIR AND LEVEL
PLAYING FIELD.
MR. BROOKS RECEIVED HIS JURIS
DOCTOR FROM THE HOWARD
UNIVERSITY SCHOOL OF LAW, AND
HIS BACHELOR OF SCIENCE IN
BUSINESS ADMINISTRATION FROM THE
NORTH CAROLINA AGRICULTURAL AND
TECHNICAL STATE UNIVERSITY.
FUN FACTS.
MR. BROOKS AND OUR VERY OWN EDI
DIRECTOR KEVIN WILLIAMS BOTH
ATTENDED AND WERE IN THE SAME
GRADUATING CLASS AT THE HOWARD
UNIVERSITY SCHOOL OF LAW HERE IN
WASHINGTON, D.C.
PLEASE JOIN ME IN GIVING A WARM
WELCOME TO MR. DEXTER R. BROOKS,
ESQUIRE.
THANK YOU.
[APPLAUSE]
>> BRIGHT LIGHTS.
SO GOOD MORNING.
YOU DON'T HAVE TO SAY IT AGAIN.
I KNOW YOU'RE TIRED OF SAYING
GOOD MORNING.
[LAUGHTER]
IT'S MY PRIVILEGE AND HONOR TO
BE HERE TODAY TO TALK A LITTLE
BIT ABOUT -- I'M GOING TO GIVE
YOU A BACKGROUND OF EEOC, THE
WORK WE DO AT NIH, SOME CURRENT
INITIATIVES GOING ON, AND
HOPEFULLY ABOUT THE FUTURE.
BUT SHE STOLE SOME OF MY TALK.
I WAS GOING TO TALK ABOUT KEVIN
BECAUSE I'VE KNOWN HIM OVER 30
YEARS, ONLY MISTAKE HE WENT TO
MOREHOUSE INSTEAD OF NORTH
CAROLINA A AND T OR WE WOULD
HAVE SPENT OUR CAREER TOGETHER.
AND WE DO HAVE A LONG
BACKGROUND.
IS THAT BONITA?
SORRY, I GET DISTRACTED EASY.
I WANT TO APPRECIATE EDI, THEIR
EFFORTS IN INVITING ME HERE
TODAY.
ONE THING I DO AT EEOC, SHE GAVE
A GOOD DESCRIPTION, WE'RE THE
ORGANIZATION THAT PUTS TOGETHER
POLICIES THAT YOUR AGENCY
IMPLEMENTS.
AND SOME OF THE THINGS I'M GOING
TO TALK ABOUT, WE START SPEAKING
IN CODE, MANAGEMENT DIRECTIVE, I
WANT TO GIVE YOU CONTEXT ABOUT
THE WORK WE'RE DOING.
THE WORK THAT WE'VE BEEN DOING
WITH NIH IS NOT NEW.
I LIKE WHAT KEVIN HAD TO SAY
ABOUT ENDURING BECAUSE A LOT OF
FOLKS AT THIS TIME GET NERVOUS,
BUT OUR WORK HAS BEEN ENDURING
AND WE'VE BEEN DOING THIS WORK A
LONG TIME.
MY FIRST DIRECTOR THAT I WORKED
WITH AT THE NIH WAS NAOMI.
HOW MANY WERE HERE WHEN NAOMI
WAS HERE.
I WANT TO SEE HANDS.
OH MY GOODNESS, YOU'RE STILL
AROUND IN THAT'S IMPRESSIVE.
LEFT NIH, CAME AS OUR
COMMISSIONER.
WHO WAS HERE WHEN LARRY SELF WAS
HERE?
GOOD LORD, NOW WE'RE GOING DOWN
MEMORY LANE.
I'M NOT GOING TO DO ALL THE
DIRECTORS.
THE WORK WE'VE DONE HAS NOT BEEN
IN A VACUUM.
THIS IS AN EVOLUTION OF WHERE
WE'RE GOING.
I'M GOING TO GIVE YOU
REFLECTIONS TO SHOW YOU IT'S
BEEN A CONTINUOUS PROGRESS THAT
WE'RE ON THIS PATH THAT WE'RE
GOING TO CONTINUE.
YESTERDAY, AT EEOC WE ISSUED A
REPORT, TWENTY YEARS UNDER 715,
WE ISSUES THAT 20 YEARS AGO.
IT WASN'T THE FIRST.
THIS IS A BIG YEAR FOR US TOO,
OUR 60th ANNIVERSARY AS AN
AGENCY.
SIXTY YEARS OF DOING THIS.
WHAT I HAVE TO SHARE WITH FOLKS
IS WHAT WE DO IN TERMS OF THE
FEDERAL SECTOR, EXECUTIVE
BRANCH, PREDATES THE COMMISSION.
WHAT I DO WAS IN EXISTENCE
BEFORE EEOC DOORS WERE OPEN.
IN 1948, AUGUST OF 1948,
PRESIDENT TRUMAN ISSUED TWO
EXECUTIVE ORDERS, 9980,
EXECUTIVE ORDER 9981.
PEOPLE KNOW 9981.
YOU DON'T KNOW IT BECAUSE OF THE
NUMBER BUT YOU KNOW OF ITS
SIGNIFICANCE.
ON THAT DAY, ON AUGUST 26, IN
THAT SECOND EXECUTIVE ORDER
PRESIDENT TRUMAN SAID OUR ARMED
FORCES WILL NOT SERVE IN
SEGREGATED UNITS, OUR MILITARY
WILL BE INTEGRATED, FIGHTING
FORCES SHOULDN'T BE DIVIDED.
WE HAVE ONE MISSION, ONE VISION
WE SHOULD FOCUS ON TOGETHER.
ABSENT OF SEGREGATED UNITS.
PEOPLE KNOW THAT.
BUT THE EXECUTIVE ORDER THAT
PRESIDENT TRUMAN SIGNED RIGHT
BEFORE IT ON THE SAME -- WITH
THE SAME PEN, EXECUTIVE ORDER
9980, SAID THE FEDERAL
GOVERNMENT ON THE CIVILIAN SIDE
SHOULD BE A PLACE OF FAIR
EMPLOYMENT AND CREATED FEDERAL
SECTOR EEO 77 YEARS AGO.
HE SET UP A PROGRAM, AND IT IS
FUNNY IF YOU CAN READ EXECUTIVE
ORDER 9980, LOOK AT WHAT WE DO
TODAY, THE VISION IS STILL THE
SAME.
WHAT WE WERE SAYING AT THAT TIME
WAS THE FEDERAL GOVERNMENT
SHOULD BE THE MODEL EMPLOYER, IF
FOLKS COME TO THE FEDERAL
GOVERNMENT THEY SHOULD EXPECT A
TRANSPARENT, OPEN PROCESS THAT
ALLOWS FOLKS TO COMPETE BASED ON
THEIR TALENT, NOT BECAUSE OF
RACE AND RELIGION.
PEOPLE GET UPSET BECAUSE YOU
HAVE EDI, YOU HAVE TO GO THROUGH
FIRST.
YOU CAN'T COME TO EEOC.
WHY SHOULD AN AGENCY BE ABLE TO
LOOK AT THAT BEFORE THEY GO IN
FEDERAL COURT.
THE FEDERAL GOVERNMENT SHOULD
HAVE A VESTED INTEREST IN TAKING
CARE OF IN-HOUSE MATTERS BEFORE
NEEDING INTERVENTION BY A THIRD
PARTY, EEOC OR FEDERAL COURTS.
YOU HAVE EMBEDDED PROGRAMS IN
PLACE FOR 77 YEARS WHOSE SOLE
FOCUS TO HELP YOUR ORGANIZATION
GROW.
IT'S VARIED IN TIME.
WE SAW DIFFERENT ITERATIONS OF
IT.
SO THIS DIDN'T START WITH EEOC,
IT STARTED WITH A THE CIVIL
SERVICE COMMISSION, HOW MANY OF
YOU HAVE BEEN AROUND SINCE THE
CIVIL SERVICE COMMERCIAL --
BONITA PUT YOUR HAND DOWN.
YOU REMEMBER THE SELF SERVICE
COMMISSION, RIGHT?
THE CIVIL SERVICE COMMISSION
USED TO BE A BROAD BUREAUCRACY
THAT DID ALL CENTRALIZED
SERVICES FOR THE FEDERAL
GOVERNMENT.
IT WAS EEOC, IT WAS OPM,
PROTECTION BOARD, SPECIAL
COUNCIL, OFFICE OF GOVERNMENT
ETHICS, IT DID EVERYTHING BUT IT
WAS TOO LARGE TO GIVE FOCUS AND
PEOPLE DIDN'T HAVE CONFIDENCE.
1979 PRESIDENT CARTER
REORGANIZED FEDERAL SECTOR EEO
WITH CONGRESS, CREATED OFFICE
PERSONAL MANAGEMENT, MOVED EEO
TO EEOC SO WE GOT THIS
RESPONSIBILITY IN 1980.
THIS IS LEGACY GOING ON, THERE'S
NO TRUST, EMPLOYEES DIDN'T TRUST
THEIR INTERNAL PROCESS, DIDN'T
TRUST THAT THE FEDERAL
GOVERNMENT WAS REALLY STRIVING
TO BE A MODEL EMPLOYER.
CONGRESS HELD HEARINGS, SHOWED
THE DEMOGRAPHIC POPULATION OF
THE FEDERAL WORKFORCE HADN'T
CHANGED IN 20 YEARS, LESS THAN
2% OF THE FEDERAL WORKFORCE IN
THE SENIOR LEVELS WERE WOMEN,
WERE AFRICAN AMERICAN, WERE
HISPANIC.
AND HAD BEEN NO SIGNIFICANT
PROGRESS.
ALL OF A SUDDEN IN 1980 CONGRESS
AND THE PRESIDENT SAID SAID EEO,
FIX IT.
WE HAD TO COME UP WITH A
STRATEGY.
OUR STRATEGY HAS BEEN HOW DO WE
PARTNER WITH THE FEDERAL
AGENCIES TO DO THIS WORK.
SO IT'S NOT ADVERSARIAL.
IT'S SOMETHING WE WORK TOGETHER
WITH.
AND SO OUR APPROACH ARE NIH AND
OTHER AGENCIES HAS BEEN THROUGH
GUIDANCE.
WHAT'S THE GUIDANCE THAT WE'RE
TALKING ABOUT?
I THINK YOU'LL HAVE A SESSION
LATER ON MANAGEMENT DIRECTIVE
715.
THE STRATEGY IS REMOVING
BARRIERS FOR OPPORTUNITY.
BEFORE WE ISSUED 715 EVERYTHING
WAS NUMBERS, HOW CAN WE GET
THESE NUMBERS TO SAY WHAT WE
WANT THEM TO SAY?
PEOPLE STILL TO THIS DAY VERY
MUCH GET FOCUSED ON NUMBERS.
HOW DO WE MAKE THE NUMBERS SAY
WHAT WE WANT THEM TO SAY?
OUR APPROACH WAS DON'T FIX THE
NUMBERS, FIX THE ROOT CAUSE
THAT'S CAUSING THE NUMBERS.
YOU'LL STILL HEAR THIS THING
NOW.
I NEED SOME WATER.
KEVIN GOT ME EMOTIONAL WITH HIS
SPEECH.
[LAUGHTER]
TOOK SOME OF MY ENERGY.
I GOT TO GET REHYDRATED.
SO SOMETIMES PEOPLE GET REALLY
FOCUSED ON THE NUMBERS.
SO WE USED TO TALK ABOUT
MANIFESTING BALANCE, THINGS OF
THIS NATURE, HOW DO WE MAKE
NUMBERS LOOK A CERTAIN WAY.
THAT WAS AGENCY FOCUS.
THEY WOULD DO THINGS TO FIX THE
NUMBERS REAL QUICK.
FIXING NUMBERS REAL QUICK DOES
NOT FIX PROBLEMS.
SO IT'S LIKE A LOT OF YOU IN THE
MEDICAL REALM, YOU KNOW HOW TO
DO DIAGNOSIS, ROOT CAUSE, YOU
DON'T TREAT THE SYMPTOMS.
YOU TREAT THE ROOT CAUSE.
I USE THE EXAMPLE OF HOW MANY OF
YOU ARE BIG IN LAWN CARE?
HOW MANY OF YOU CUT YOUR OWN
GRASS?
ONE THING I WOULD SAY, WHAT
PEOPLE USED TO DO BEFORE WAS
TREAT THE SURFACE LEVEL.
IF YOU HAVE WEEDS IN YOUR YARD
THAT GROW, THE EASIEST THING TO
DO IS CUT IT, TO MAKE IT LOOK
LIKE YOUR GRASS BUT UNDERNEATH
YOU KNOW THERE ARE ROOTS GROWING
AND IT'S DESTROYING YOUR YARD,
YOUR PLANTS, EVERYTHING ELSE.
YOU CAN KEEP CUTTING IT TO MAKE
IT LOOK -- BUT YOU DON'T TREAT
THE ROOT PROBLEM.
WE'RE
WE'RE SAYING DON'T FIX THE
NUMBERS, STOP FOCUSING ON FIXING
NUMBERS.
LET THE NUMBERS BE AN INDICATOR
AND LOOK AT YOUR POLICIES,
PRACTICES, PROCEDURES TO SEE IF
THEY ARE DISADVANTAGING ANY
PARTICULAR GROUP.
IT HAPPENS A LOT OF TIMES FOR
GOOD BUSINESS REASONS, ONE THING
WE SAY IN MD 17 WE'RE NOT
LOOKING FOR VILLAINS.
YOU TRY TO PUT THIS GOOD VERSUS
THIS BAD.
SOMEBODY FILES A COMPLAINT, THIS
PERSON TOOK ILLEGAL ACT, I WANT
MY REMEDIES, IT'S
CONFRONTATIONAL.
BUT WHAT WE'RE DOING AT THE
FEDERAL GOVERNMENT IS NOT
CONFRONTATIONAL.
WE'RE LOOKING FOR BETTER PATHS
FORWARD FOR GREATER OPPORTUNITY.
THERE ARE THINGS IN PLACE, YOU
MAY NOT UNDERSTAND IT MAY BE
LIMITING OPPORTUNITY.
I GIVE A PRESENTATION FOR A
SMALL AGENCY, ONLY 100 PEOPLE,
THERE'S ABOUT 200 TYPES OF
FEDERAL AGENCIES OUT THERE.
RANGING FROM 4 EMPLOYEES TO
800,000 BUT THIS AGENCY WAS ONE
AGENCY THAT DEALT WITH STORING
NUCLEAR MATERIALS SAFELY, THEY
DID AN OVERVIEW OF DoD.
VERY SMALL, 100 EMPLOYEES, ALL
IN THE ROOM WHEN I'M GIVING THE
PRESENTATION.
I'M UP HERE, PEOPLE ARE ENJOYING
IT, LIKE ALL MY PRESENTATIONS.
[LAUGHTER]
BEHIND ME WAS A DOOR.
WEIRD, A DOOR RIGHT BEHIND ME AS
I'M GIVING MY PRESENTATION.
AN ELDERLY GENTLEMAN STUMBLES
IN.
I DON'T KNOW WHAT TO SAY.
I'M THINKING HE LOOKS CONFUSED,
I'M CONFUSED.
EXECUTIVE DIRECTOR SAYS, TELL
HIM PERMISSION TO COME ON BOARD.
I SAID PERMISSION TO COME ON
BOARD.
AYE AYE, HE SAT DOWN.
I FINISHED MY PRESENTATION, IT
WAS GREAT, PEOPLE LOVED IT.
AFTER THE PRESENTATION EXECUTIVE
DIRECTOR CAME UP AND SAID, RIGHT
AFTER YOUR PRESENTATION WE WERE
DOING ALUMNI CELEBRATION, ALL
OUR FORMER DIRECTORS STILL ALIVE
WERE HERE.
HE'S ONE OF THE FORMER
DIRECTORS.
I WAS LOOKING AT THE ROOM.
IT LOOKED JUST LIKE THE NAVY.
I WAS LIKE -- YEAH, I KNOW YOU
NOTICED.
A LOT OF NUCLEAR ENGINEERS,
PEOPLE LIKE THAT IN PLACE.
WE RECRUIT, TRY TO RECRUIT
BROADLY BUT A LOT OF STAFF COME
FROM THE NUCLEAR PROGRAM FROM
THE NAVY.
JUST DOING AN ON THE SPOT
ANALYSIS, DOESN'T HAVE TO BE
SOPHISTICATED, JUST LOOKING AT
POLICY, HOW DID THAT START?
WE STARTED TALKING ABOUT IT.
HE SAID IN THE '50s WHEN THE
NUCLEAR STOCKPILE STARTED TO
GROW CONGRESS IMMEDIATELY NEEDED
TO STORE SAFELY, STOOD UP OUR
NAVY, TOOK A PIECE OF DoD, THE
NAVY CREATED OUR PROGRAM, WE
WERE STAFFED THAT WAY.
THAT BECAME OUR CONDUIT.
WE KNEW WE WERE GOING TO GET
GOOD PEOPLE BECAUSE THAT'S WHAT
WE GREW UP FROM.
THAT WAS THEIR MAIN RECRUITMENT
STRATEGY.
INSTEAD OF SAYING HIRE MORE
WOMEN, WHAT CAN YOU DO TO CHANGE
RECRUITMENT STRATEGY, TO MAKE IT
A BROADER OPPORTUNITY, A LOT OF
TIMES WHEN YOU'RE LOOKING, DOING
THIS WORK AT YOUR AGENCY, YOU'RE
NOT TRYING TO FIX THE NUMBERS.
HOW DO WE GET MORE HISPANIC
FEMALES IN THE SEAT IN THE
QUESTION SHOULD BE WHY AND WHAT
POLICIES ARE IN PLACE THAT ARE
LIMITING THEIR OPPORTUNITIES AND
ARE THERE WAYS WE CAN CHANGE IT?
SO AS WE PROGRESS THROUGH
MANAGEMENT DIRECTIVE 715, IT'S
BEEN A STRUGGLE TO GET PEOPLE TO
STOP FOCUSING ON THE NUMBERS AND
DO THE HARD WORK OF GETTING IN
THE GROUND, PULLING THE ROOTS
OUT SO WE CAN HAVE A DIFFERENT
OUTCOME FOR FOLKS THAT NEED THE
OPPORTUNITY.
SO TODAY WE'RE CELEBRATING OUR
20th ANNIVERSARY, WE'VE BEEN
SO FORTUNATE TO HAVE THE BIDEN
ADMINISTRATION SUPPORT.
DAY ONE, PRESIDENT BIDEN CAME
IN, PASSED EXECUTIVE ORDER
13985, WHICH I CALL EQUITY
EXECUTIVE ORDER, THAT GAVE THE
FEDERAL GOVERNMENT DIFFERENT
FOCUS.
IT SAID THAT WE MUST BE MINDFUL
OF THE DIVERSITY OF OUR CITIZENS
AND MAKE SURE THAT THE SERVICES
THAT WE'RE PROVIDING OUR
CITIZENS REACH ALL OUR CITIZENS.
AND THEN TO COMPLEMENT THAT HE
PASSED 14035, DIVERSITY
EXECUTIVE ORDER WE NEED A WORK
FORCE THAT UNDERSTANDS OUR
POPULATION, RECRUITING FROM ALL,
TO MAKE SURE THEY ARE IN THE
WORK FORCE AND UNDERSTAND
CITIZENSHIP WE'RE TRYING TO
REACH.
I WAS PRIVILEGED ENOUGH TO WORK
WITH PRESIDENT BIDEN'S TEAM ON
HIS DRAFTING EXECUTIVE ORDER,
I'M PART OF THE IMPLEMENTATION
TEAM FOR THE EXECUTIVE ORDER.
ONE OF THE THINGS WE PUT IN THAT
EXECUTIVE ORDER WAS THE
FOUNDATION OF THE WORK THAT
WE'RE DOING IN THIS SPACE THAT
WE'RE NOW CALLING DEIA, I'M GLAD
YOU SAID THAT BECAUSE I WAS
GOING TO TALK ABOUT THE
CONTROVERSY OF DEIA, KEVIN, IS
FOUNDED IN MANAGEMENT DIRECTIVE
715 AND MAKING EVIDENCE-BASED
DECISIONS.
IT'S NOT ARBITRARY.
WE GAVE A DEFINITION OF DEIA
THAT WE WANT THE FEDERAL
GOVERNMENT TO UNDERSTAND BECAUSE
A LOT OF THINGS YOU HEAR IN THE
MEDIA, THINGS YOU HEAR IN TERMS
OF OPPOSITION FROM DEIA, THEY
PUT FORTH PRINCIPLES THAT ARE
NOT WHAT WE ESPOUSE TO BE DEIA.
IF SOMEONE'S SAYING WHITE MALE
SHOULD NOT BE A PART OF OUR
INITIATIVE, THAT'S
DISCRIMINATORY.
THAT'S NOT A PART OF DEIA.
IF A PERSON HAS AN OPINION
THAT'S NOT ALONG WITH YOUR
OPINION, THEY SHOULDN'T BE SHUT
OUT OF THE CONVERSATION.
SO WHEN YOU HAVE A DEIA FORUM, I
WANT TO HEAR THE VOICES THAT
FIND DEIA IS PROBLEMATIC AND I
WANT TO KNOW WHY.
BECAUSE WE NEED ALL THOSE VOICES
IN THE ROOM TO UNDERSTAND WHAT'S
GOING ON.
SO IN TERMS OF PUTTING FORTH THE
EXECUTIVE ORDER WE CAN EXPLAIN
THAT, NO, DEIA IS NOT EXCLUSIVE
TO SOMEONE BECAUSE OF THEIR
COLOR OR GENDER.
AT EEOC WHEN I REVIEW REPORTS
AND I SEE DIFFERENT PATTERNS,
IT'S NOT UNCOMMON TO SAY THERE
SEEMS TO BE A RECRUIT.
ISSUE WITH WHITE MALES.
BECAUSE YOUR LEVEL OF
RECRUITMENT HAS INCREASED IN
THIS AREA BUT YOU'RE NOT
REACHING THIS COMMUNITY.
WHEN PEOPLE ATTACK DEIA IF WE
HAVE A COMPLETE DEFINITION
CONSISTENT WITH EXECUTIVE ORDER,
IT'S HARD FOR THEM TO ARGUE WITH
OUR APPROACH IN TERMS OF TRYING
TO FIGURE OUT WHAT POCKETS OF
OUR POPULATION ARE NOT
PARTICIPATING IN PERHAPS THE WAY
WE WANT.
I THINK VILIFICATION OF DEIA IS
WHAT'S CONFUSING PEOPLE SO
SOMEONE SAYS, DEIA IS THIS,
THAT'S WHAT I GET INTO A LOT OF
CONVERSATIONS ABOUT ON A MORE
PHILOSOPHICAL LEVEL, A LOT OF
TIMES PEOPLE CLOUD AS DEIA IS
NOT WHAT WE'RE DOING IN THE
FEDERAL GOVERNMENT.
WE NEED TO BE CLEAR AND DEFINE
THAT'S WHAT WE'RE DOING.
AS WE'VE BEEN MOVING FORWARD IN
THIS ADMINISTRATION, WE'VE BEEN
WORKING ON MAKING SURE WE HAVE
MORE EVIDENCE TO MAKE MORE
INFORMED DECISIONS ABOUT
EMERGING AREAS IN DEIA.
PRESIDENT BIDEN PASSED 14075
WHICH GAVE US OPPORTUNITY TO
LOOK AT LGBTQIA+ COMMUNITY WHICH
WE DON'T HAVE DATA ON.
WE HAVEN'T BEEN ABLE TO COLLECT
IT.
WE WERE ABLE TO PUT TOGETHER
EVIDENCE-BASED AGENDA FOR
COLLECTING INFORMATION FOR THAT
COMMUNITY.
IT'S A PART OF THE PRIOR
EXECUTIVE ORDER, WE SAID WE NEED
TO LOOK AT THE RACE/ETHNICITY
CODES BECAUSE THE WAY WE
CLASSIFY FOLKS IN TERMS OF
RACE/ETHNICITY IN THIS COUNTRY
IS WAY TOO BROAD.
WE HAVE LARGE CATEGORIES.
BLACK, HISPANIC, ASIAN, WHICH
ARE WAY TOO LARGE.
SO THROUGH ADMINISTRATION WE
WERE ABLE TO REVISE THE
RACE/ETHNICITY CATEGORIZATIONS
FOR THE FEDERAL GOVERNMENT
THROUGH STATISTICAL DIRECTIVE 15
THAT CAME THE NEW PRINCIPLES AND
POLICY BACK IN MARCH OF THIS
YEAR NOW WE'RE GOING TO LOOK AT
DIS AGGREGATED DATA SO WE KNOW
SUBPOPULATIONS THEY BELONG TO.
WHEN COVID CAME OUT AND YOU HAD
BROAD CLASSIFICATIONS, HOW IS
THIS AFFECTING THE ASIAN
COMMUNITY, WIN DIFFERENT ASIAN
POPULATIONS COVID AFFECTED
DIFFERENTLY, WE NEED BETTER DATA
INSTEAD OF BROAD CATEGORIZATION
AND PASSED NEW GUIDANCE ON HOW
WE COLLECT RACE/ETHNICITY DATA.
WE ALSO LOOKED AT ACCESSIBILITY
IN TERMS OF DISABILITY.
ACCESSIBILITY HAS BEEN AN ISSUE
THAT'S KEPT FOLKS FROM
DISABILITIES FROM MEANINGFUL
OPPORTUNITY, KEPT THEM ON
ASSISTIVE BENEFITS VERSUS WORK.
THIS ADMINISTRATION PUT A LOT OF
EFFORT ON COMPLIANCE, 508
COMPLIANCE, MAKING THINGS
ACCESSIBLE, BUT AS A DISABILITY
ADVOCATE FOR THE MANY YEARS I'VE
BEEN, WHEN WE DO THINGS FOR THE
DISABILITY COMMUNITY, IT HELPS
US ALL.
I'VE HEARD ABOUT YOUR
ACCESSIBILITY CENTER.
I WANT TO VISIT.
DoD HAS ONE IN THE PENTAGON.
YOU'D BE SURPRISED, GO VISIT,
EVEN IF YOU DON'T FEEL LIKE
YOU'RE A PERSON WITH A
DISABILITY, YOU'LL LEARN.
I TOOK MY TEAM TO THE PENTAGON
ACCESSIBILITY, CAP, COMPUTER
ACCOMMODATIONS AND ELECTRONIC
PROGRAMS IN THE PENTAGON ONE
YEAR FOR A TOUR.
THIS WAS MAYBE 15 YEARS AGO OR
SO.
MOST OF THOSE FOLKS DIDN'T
CONSIDER THEMSELVES WITH
DISABILITIES BUT WALKED THROUGH
AND I HAD REQUESTS FOR ALL KINDS
OF THINGS.
A SIT-STAND STATION, WHOA.
IT WOULD BE AMAZING.
THESE THINGS WE WERE MAKING TO
MAKE LIVES EASIER FOR EMPLOYEES,
IT HELPED ALL EMPLOYEES.
SOME OF YOU MAY REMEMBER THIS,
25 OR SO YEARS AGO THERE WAS A
CONCERTED EFFORT THROUGHOUT THE
COUNTRY TO CREATE CURB CUTS.
REMEMBER THE CURVE CUT
INITIATIVES?
REMEMBER SIDE WALKS YOU USED TO
HOP OFF OF, FOR FOLKS WITH
MOBILITY ISSUES.
SEVEN YEARS AGO DID A STUDY TO
SIGH WHO BENEFITED MOST FROM
CURB CUTS.
WHO DO YOU THINK BENEFITED MOST,
PEOPLE IN WHEELCHAIRS?
I'LL ALREADY TELL YOU NO.
WHO?
WHO SAID THAT?
HE'S GOOD.
PARENTS WITH STROLLERS.
THEY BENEFITED, THEY USE IT MORE
THAN ANYONE ELSE.
WHEN WE IMPROVE THINGS -- WHEN
WE THINK WE'RE IMPROVING ONE
THINGS FOR ONE SPECIFIC GROUPS
IT HELPS US ALL.
THAT'S THE BENEFIT OF REALLY
DOING A DIVERSITY, EQUITY,
INCLUSION, ACCESSIBILITY
PROGRAM.
WHILE YOU THINK IT'S NARROWLY
FOCUSED ON ONE COMMUNITY WE
STRENGTHEN THE WHOLE WHEN WE DO
THIS WORK.
AS WE MOVE FORWARD, KEVIN STOLE
SOME OF MY PRESENTATION, I'M
STILL PISSED.
[LAUGHTER]
THIS WORK WILL CONTINUE BECAUSE
WE'VE SEEN SO MANY CHALLENGES
OVER THE YEARS, SOMETIMES PEOPLE
SAY WE TAKE TWO STEPS FORWARD,
ONE STEP BACK.
BUT WE ALWAYS STILL HAVE OUR
EYES FORWARD.
AS WE GO THROUGH WHATEVER
POLITICAL CHANGES WE SEE,
THERE'S NOT GOING TO BE A STOP
OF THIS MOMENTUM.
WE'LL GET SOME CLARIFICATION,
REDEFINE, BUT THE WORK WILL
CONTINUE.
I'M SO HAPPY TO BE HERE TODAY
WITH A GROUP OF NIH BECAUSE I
WAS GOING TO SAY SOMETHING THAT
WAS SAID BEFORE, SOMEONE ELSE
SAID, I WAS SHOCKED.
FIRST WEEK, FIRST QUARTER OF A
FISCAL YEAR, YOU'RE ABLE TO
EXECUTE SOMETHING LIKE THIS.
THIS HAS BEEN EXTREMELY
IMPRESSIVE.
VERY IMPRESSIVE.
[APPLAUSE]
AND WHAT IT DOES FOR ME IS I CAN
GO BACK, I CAN TALK ABOUT THE
GREAT WORK YOU'VE DONE AT NIH,
THAT WAS PART OF MY PRESENTATION
I INTENDED TO DO.
YOU'VE BEEN ON THE FOREFRONT OF
REALLY GOOD WORK AT NIH, THE
THINGS YOU'VE DONE IN TERMS OF
YOUR IMPLEMENTATION OF MD-715,
I'VE SHARED WITH OTHER AGENCIES,
I'M GOING TO SHARE THE
COMMITMENT I SEE HERE TODAY, THE
VERY FIRST PART OF YOUR FISCAL
YEAR, YOU'RE TAKING TIME TO
REFLECT TO LOOK AT YOUR
ORGANIZATION, SEE WHAT THINGS
YOU CAN DO TO IMPROVE, BEING
INCLUSIVE OF EVERYONE AND BEING
RESPECTFUL IS WHAT WE SHOULD BE
DOING IN THE FEDERAL GOVERNMENT.
I'M HONORED AND PRIVILEGED TO BE
HERE TODAY.
I WANT TO THANK YOU FOR THIS
OPPORTUNITY.
[APPLAUSE]
WAS I SUPPOSED TO TAKE
QUESTIONS?
PAM SAID YES, KEVIN.
I KNOW PEOPLE ARE AFRAID TO GET
ON THE MIC.
IT'S $100 TO THE FIRST PERSON
THAT HAS COURAGE ENOUGH TO GET
ON THE MIC.
BECAUSE I KNOW PEOPLE ARE
WORRIED ABOUT DEIA, THINGS
THAT'S GOING ON.
MAYBE YOU'RE AFRAID TO SAY
SOMETHING IN FRONT OF LEADERSHIP
BUT I GET VALUE HEARING THE
THINGS ON YOUR MIND WITHIN THE
FEDERAL COMMUNITY.
WHAT MADE YOU COME HERE TODAY?
WHAT ARE THE THINGS YOU HOPE TO
GAIN, WHAT ARE THE THINGS THAT
ARE IMPORTANT TO YOU?
WHO IS GOING TO BE THAT
COURAGEOUS PERSON THAT KEVIN IS
GOING TO GIVE $100 TO?
[LAUGHTER]
COME ON!
>> I'LL ASK THE FIRST QUESTION.
OKAY, YOU DON'T GET THAT.
YOU CAN'T.
[LAUGHTER]
>> YOU MENTIONED ABOUT CHANGING
OF ADMINISTRATIONS, YOU
MENTIONED ABOUT CONTINUING ON,
EVER SINCE 1948, YOU KNOW, WITH
DESEGREGATION OF THE MILITARY,
ALSO THE FIRST ESTABLISHMENT OF
THE FEDERAL EEO PROGRAM.
WHAT DO YOU SEE FOR THE FUTURE
WHEN WE'RE LOOKING THE YOUNGER
FOLKS THAT ARE COMING ALONG IN
CIVIL RIGHTS?
I'M A BABY BOOMER.
WHEN I TALK ABOUT CIVIL RIGHTS,
I CAN FEEL IT, TASTE IT, BREATHE
IT.
WHAT DO YOU SEE ARE SOME
HURDLES, SOME CHALLENGES, BUT
ALSO SOME OPPORTUNITIES FOR THE
FUTURE AS WE EMBARK IN THIS NEW
VENTURE, YOU KNOW, CALLED LIFE.
WHAT DO YOU SEE AS FAR AS
FEDERAL SECTOR, THE FUTURE LIKE
LET'S SAY 2040?
WHAT DO YOU SEE THE FUTURE TO BE
IN THE CIVIL RIGHTS ARENA?
>> YEAH, I WISH I HAD A CRYSTAL
BALL BUT I THINK IT'S GOING TO
BE LOOKING AT SOME OF THOSE MORE
INTERSECTIONAL THINGS THAT WE --
SOMETIMES PEOPLE ASK, WHAT IS
THIS GROUP, THIS GROUP DOING?
SOMETIMES IT'S DISTINCT.
IT'S IMPORTANT NOW THAT WE
CREATED ABILITY TO SEE MORE
DISAGGREGATED DATA.
INSTEAD OF SAYING WHAT'S GOING
ON WITH HISPANICS, THERE'S
SOMETHING THAT MIGHT BE SPECIFIC
TO HISPANIC FEMALE, BUT MAY BE
VERY UNIQUE TO THOSE WHO ARE OF
MEXICAN DESCENT VERSUS FROM CUBA
OR PUERTO RICO.
HAVING DATA THAT ALLOWS US TO
SEE THE VARIATIONS AND TO SEE
THE GREAT DIVERSITY WE SEE IN
COUNTRIES PEOPLE DON'T FIND
THEMSELVES IN SINGLE BOXES
ANYMORE.
I THINK THE GENERATION THAT
COMES OUT SEES THEMSELVES IN A
MUCH MORE COMPLEX WAY.
I THINK THAT'S WHAT WE'RE GOING
HAVE TO START STUDYING,
INTERSECTIONAL INFORMATION.
WE'RE SPENDING TIME ON LGBTQI+
AND HOW DO WE UNDERSTAND THE
DIFFERENCES THAT THEY EXPERIENCE
IN EMPLOYMENT.
THERE'S NO THINGS THAT'S COMING
UP WITH RELIGION IN TERMS OF
RELIGIOUS DISCRIMINATION, WE
PROBABLY -- OFF AND ON THAT ARE
PERCOLATING NOW THAT WE'RE GOING
TO BE EXPLORING.
I THINK THE THING WE ALWAYS HAVE
TO DO IS BE INQUISITIVE AND
UNDERSTAND THAT THERE'S ALWAYS
CONSTANT IMPROVEMENT.
ONE OF THE MORE FRUSTRATING
THINGS I REMEMBER WHEN WE FIRST
ISSUED OUR MANAGEMENT DIRECTIVE
715, HE CAN'T REMEMBER WHAT
AGENCY I WAS SPEAKING WITH THE
LEADERSHIP TEAM.
THEY SAID WHEN DO WE KNOW WE'RE
DONE?
WHEN IS THIS FINISHED?
WHEN CAN WE SAY MISSION
ACCOMPLISHED?
I WAS LIKE, I DON'T THINK WE
EVER GET A MISSION ACCOMPLISHED
BECAUSE WE'RE STILL HUMANS, AND
HUMANS HAVE A WAY OF FINDING
DIVISIONS AND DIFFERENCES, IT'S
ON ALL OF US TO FIND, TO MAKE
SURE WE HAVE GUARD RAILS THAT
DOESN'T DISADVANTAGE FOLKS, WHAT
YOU HEAR NOW ABOUT IMMIGRANT
POPULATIONS, VILIFICATION OF
IMMIGRANT POPULATIONS WILL PLAY
ITSELF INTO THE WORKPLACE, WE
HAVE TO BE ON GUARD.
WHAT'S GOING ON IN OUR CULTURE,
HOW DOES THAT IMPACT THE WAY WE
SOCIALIZE, IN PARTICULAR IN
EMPLOYMENT.
YES, SIR.
>> SECOND QUESTION, I KNEW KEVIN
WOULDN'T PAY ME THE $100.
[LAUGHTER]
THE QUESTION I HAVE IS THAT
WE'VE ALL I THINK BEEN HEARING A
LOT ABOUT THE MORE RECENT
SUPREME COURT DECISIONS, HOW
THEY INTERPRET ISSUES AROUND
DISCRIMINATION AND DEIA.
SO I WONDER, AS THOSE
POTENTIALLY CHANGING VIEWS
COMING FROM THE COURT, HOW DOES
THAT IMPACT HOW YOU INTERPRET
THE EXISTING LAWS THAT ARE
AROUND DEIA AND EEO.
>> GOOD QUESTION.
THE SUPREME COURT PASSED A
COUPLE DECISIONS, EDUCATION
REALM
NOT IN THE EMPLOYMENT REALM,
LOOKING AT D.E.I. PROGRAMS.
IT WAS IMPORTANT TO READ THE
DECISIONS TO SEE WHAT THE
SUPREME COURT WAS SAYING.
WE DID.
WE DIDN'T FIND ANY -- WHILE
HARVARD AND UNIVERSITY OF NORTH
CAROLINA AT CHAPEL HILL WERE
DISAPPOINTED IN OUTCOMES I DON'T
THINK SOME OF US IN THE CIVIL
RIGHTS COMMUNITY WERE SURPRISED.
THEY HAD POLICIES IN PLACE, THEY
WERE SAYING, YOU KNOW, MAKE SURE
YOU HAVE X NUMBERS.
REMEMBER, MAKING DECISIONS BASED
ON NUMBERS.
AND THE SUPREME COURT WAS
BASICALLY SAYING, NO, YOU CAN'T
DO THAT WITHOUT A COMPELLING
GOVERNMENTAL INTEREST.
THAT'S BEEN THE STANDARD FOR
ALMOST 30 YEARS.
THE JUSTIFICATION DIDN'T MEET
THEIR MUSTER.
WHAT THE SCHOOLS WERE DOING,
THEY WERE SAYING THEY NEED A
CERTAIN DEMOGRAPHICAL MIX TO
HAVE DIVERSITY OF THOUGHT, AND
THEY WERE USING THAT AS A PART
OF THEIR SELECTION CRITERIA.
AND THE SUPREME COURT CAME BACK
WITH SOME ARGUMENTS TO SAY
YOU'RE NOT GENERATING DIVERSITY
OF THOUGHT BY USING IT
GENERICALLY, THEY MADE ONE
ARGUMENT LIKE YOU SAY YOU NEED X
NUMBER OF HISPANIC STUDENTS,
WHAT IF THEY ALL CAME FROM LOS
ANGELES, FROM THE SAME HISPANIC
COMMUNITY?
NONE CAME FROM CUBA, NONE CAME
FROM VENEZUELA.
ARE YOU GETTING THE DIVERSITY OF
THOUGHT JUST BECAUSE YOU HAVE
THAT NUMBER?
IN SOME WAYS, EVEN THOUGH FOLKS
WERE DISAPPOINTED IN THE
DECISION, I WAS TOO INITIALLY,
BUT IT'S SAYING DON'T MAKES A
NUMBERS-BASED DRIVEN DECISION
WITHOUT EVIDENCE.
I COME BACK TO THE WAY WE'RE
WORKING IN OUR FRAMEWORK,
EVIDENCE DRIVEN, LOOKING AT WHAT
CAN WE DO TO CHANGE POLICIES TO
BROADEN OPPORTUNITY VERSUS THE
NUMBERS.
I SEE IT AS THE GLASS HALF FULL.
I DON'T THINK THE SUPREME COURT
DECISION, AND WE HAVEN'T
INTERPRETED IT TO UNDERMINE THE
WORK WE'RE DOING BUT I
APPRECIATE THE QUESTION.
TELL ME HOW MUCH TIME I HAVE,
PAM?
I DON'T WANT TO GO OVER.
ONE MINUTE?
THAT'S IT?
>> I'LL BE QUICK.
GOOD MORNING.
I'M A DATA ANALYST UNDER
MR. KEVIN WILLIAMS IN THE OFFICE
OF EQUITY, DIVERSITY, AND
INCLUSION, ALSO 2019 GRADUATE OF
NORTH CAROLINA A AND T.
AGGIE PRIDE.
AS STUDENTS WE'RE GROOMED AND
LEARNED ABOUT HOW JESSE JACKSON
SHAPED THE CIVIL RIGHTS ERA, SO
MANY WAYS, I WANTED TO KNOW FROM
YOUR PERSPECTIVE HOW HAS YOUR
EXPERIENCE AT NORTH CAROLINA A
AND T AND BEING AN HBCU GRADUATE
TWICE, SHAPED YOUR LEADERSHIP?
>> I HAVEN'T HAD THAT QUESTION
BEFORE.
THANK YOU.
I HAD TO THINK.
I GUESS IN SOME WAYS MY
EXPERIENCE, MY EXPERIENCE IS
INTERESTING IN TERMS OF
EDUCATION AND WHERE IT LED MY.
I GREW UP LIKE KEVIN, IN THE
CITY, BUT IN THIS CITY,
WASHINGTON, D.C.
BUT I WASN'T BORN HERE.
I WAS BORN IN RURAL NORTH
CAROLINA.
IN THE '60s, OUR COUNTY WAS
ONE OF THE LAST TO DESEGREGATE.
KINDERGARTEN AFTER THE THIRD
YEAR, I'M LIGHT SKINNED, YOUNG
KIDS, YOU DON'T KNOW.
SOME KIDS THOUGHT I WAS WHITE.
SOME THOUGHT I WAS BLACK.
I HAD TO CLASS MYSELF BUT THAT
ONLY LASTED A YEAR.
MY MOM MOVED US TO WASHINGTON,
D.C.
I CAME BACK TO SEGREGATED
SCHOOLS.
I HAD ONE CLASSMATE THAT WAS
WHITE IN MY ELEMENTARY SCHOOL.
AND I DIDN'T KNOW -- I DON'T
KNOW HOW MANY HISPANICS BECAUSE
WE ASSUMED EVERYBODY WHO WAS
HISPANIC WAS BLACK WHEN I WAS A
KID, THAT'S WHAT WE THOUGHT.
I GREW UP IN A SHELTERED
ENVIRONMENT.
SO MOVING TO NORTH CAROLINA A
AND TAND HOWARD WERE HELP
FUL
BECAUSE I GOT A BROADER
PERSPECTIVE BUT WAS STILL IN THE
BUBBLE OF PROTECTION.
THEY DID A GREAT JOB PROTECTING
ME AND MAKING SURE I UNDERSTAND
AND NURTURED ME BUT A LOT OF MY
GREAT EDUCATION CAME AFTERWARDS
WHEN I HAD A BROADER EXPOSURE TO
THE WORLD.
I THINK THOSE SCHOOLS ACTUALLY
PREPARED ME FOR IT REALLY WELL.
THANKS FOR THAT QUESTION.
IT'S INTERESTING.
I APPRECIATE IT.
[APPLAUSE]
THANK YOU AGAIN.
I APPRECIATE THE OPPORTUNITY TO
BE HERE.
[APPLAUSE]
>> I WOULD LIKE TO SAY THANK
YOU, EVERYONE, FOR COMING TO THE
OPENING SESSION.
WE HAVE SO MUCH MORE TO COME FOR
TODAY.
AND TOMORROW.
VIRTUALLY.
WE HOPE THAT YOU WILL COME OUT
AND JOIN US.
WE HAVE A LEADERSHIP PANEL AND
PRESENTATIONS AND TRAININGS, OF
COURSE COME OUT TO SEE OUR
INTERACTIVE ACCESSIBILITY
STATION.
WITH THAT, GO FORTH AND DO GREAT
THINGS.
[APPLAUSE]