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About Us

The Office of Diversity and Inclusion (ODI), provides direct support and assistance to accomplish NSF's strategic goal of performing as a model agency that provides equal employment opportunity (EEO) to all employees and applicants in all personnel/employment programs and management practices and decisions.

MISSION

Develop policy and implement the National Science Foundation's Office of Diversity and Inclusion Programs. To adjudicate complaints of discrimination filed by NSF employees, former employees, applicants and/or prospective employees. To monitor the complaints' processing under Title VI of the Civil Rights Act of 1964, as amended, and Title IX of the Education Amendments of 1972, as amended, filed by contractors, grantees, and awardees.

GOALS

Focus on proactive management to foster a work environment that respects diversity and the rights of all individuals. Encourage management and supervisors to emphasize their leadership roles and responsibilities through mentoring, informing and instructing their employees. Ensure a professional Equal Opportunity staff who are leading experts in their field.

Use equal opportunity principles and affirmative action as building blocks for a fully integrated and diverse workforce. Encourage and promote a model workplace founded upon the acceptance of individual differences.

Promote ownership in the EEO Programs by providing leadership and training to managers on achieving the goals of ODI. Promote early complaint resolution through early intervention by management and increased use of Alternative Dispute Resolution.

FUNCTIONS OF ODI

  • Develop and evaluate policy and issue guidance to management involvement pertaining to diversity and affirmative employment.
  • Develop Affirmative Employment Program Plans (AEP) for Minorities and Women, as well as Individuals with Disabilities.
  • Develop policy and implement Special Emphasis Programs. (i.e. The Federal Women's Program, Hispanic Employment Program, and Individuals with Disabilities Program)
  • Conduct barrier analyses and advise NSF leadership and management on employment trends and Human Resource policies and regulations. Identify management actions that impact ODI.
  • Develop and conduct EEO training.
  • Conduct special studies and climate assesments to determine adverse effect on employees, particularly women, minorities, and individuals with disabilities, in the areas of employment, diversity, and human resources.
  • Administer the discrimination complaints process ensuring that complaints are processed with due regard for the rights of the person(s) against whom the allegations have been made, as well as the person(s) giving rise to the allegations. Complaints shall be processed promptly and impartially and resolved at the earliest possible stage.
  • Work effectively and collaboratively with the Department of Justice and the Department of Education by monitoring the adjudication and processing of discrimination complaints filed under Title VI and Title IX.

CLIENTS AND CUSTOMERS

  • NSF Senior leadership
  • Managers, supervisors, team leaders
  • All NSF current and former employees (regardless of grade levelor position)
  • Applicants and prospective employees
  • Legal partners
  • Contractors, grantees and awardees.

A brief synopsis of ODI’s specific functions is below:

  • Complaints Processing: ODI processes complaints of discrimination under various federal laws and regulations. The complaints process includes facilitation, counseling, investigations, and decision drafting. A complaint filed through ODI must be based on the following protected bases: race, color, national origin, sex, religion, retaliation, age, or disability.
  • Alternative Dispute Resolution (ADR): ADR is a method that resolves conflict at the lowest level. ODI uses two methods of ADR: Conciliation and Mediation. Both methods give parties an opportunity to define issues and seek solutions.
  • Reasonable Accommodation: ODI processes all requests for reasonable accommodation to qualified individuals with disabilities who are able to perform the essential functions of the job. The process is initiated through contact with ODI's Disability Program Manager.
  • Workforce Training and Development: ODI provides workforce training and development in the areas of EEO and diversity.
  • Diversity/Special Emphasis Initiatives: ODI sponsors a number of programs that highlight NSF's diversity. In addition to those initiatives that were developed via executive orders, ODI also has devised a comprehensive diversity strategy to assist in accomplishing ODI's vision of performing as an office that is at the forefront of providing a high-performance workforce by leveraging diversity to our employees and stakeholders to achieve superior results.
  • Workforce Analysis: ODI conducts an analysis of NSF's workforce on a quaterly and annual basis in which it reviews various processes and the impact on women, minorities, and individuals with disabilities.
  • Guidance and Advice to Managers and Employees: ODI serves as a resource to the NSF workforce, providing guidance and advice to managers and employees regarding EEO and related issues.