Diversity Management Council

DEIA Recruitment & Retention

Tiger Teams (DEIA & Culture efforts)

Ken's 10 - Recruitment & Retention Team (DEIA & Culture efforts)

How to start a local BIDE Team

!NEW! NOAA Diversity and Inclusion Management Advisory Council (DIMAC)

Employee Resource Groups (ERGs)

• Accommodating Differently Abled People Team (ADAPT)

• African American

• American Indian/Alaska Native

• Asian American and Pacific Islander

• Diversity Professionals Advancement Working Group (DPAWG)

• FUSION

• Generations with Genius - presentation with info vs Google site

• Latinos@NOAA

• Mindful NOAA

• NOAA Pride

• Veterans

• Women of NOAA

Affinity Groups

• Blacks in Government

• Federally Employed Women

Employee Resource & Affinity Groups Chairs

NOAA Special Emphasis Programs (includes ERGs)

Eastern Region

Central Region

Southern Region

Western Region

Alaska Region

Pacific Region 

La Crosse Leadership, Culture and Diversity Conference Presentations:

• 2021 Conference Presentations

• 2019 Conference Presentations

• 2017 Conference Presentations

• 2015 Conference Presentations

Diversity Training and Activity Resources While Teleworking

CLC Belonging, Inclusion, Diversity Training (3 Tracks):

• 1. Self-Awareness

  2. Leading a Diverse Team

  3. Managing Diversity

Workforce Recruitment Program - supported by DOC

NWS Diversity, Equity, Inclusion, and Accessibility (DEIA) Portal (formerly NWS BID Portal)

• Diversity Management Council (Members and Minutes)

• Harassment Prevention and Awareness Checklist (Employees)

• Harassment Prevention and Awareness Checklist (Supervisors)

• Sexual Assault and Sexual Harassment Information

NOAA Library - Diversity and Leadership  - Borrow eBooks, Audiobooks and More on DEIA!

Workplace Violence Prevention and Response (WVPR)

• Coordinator Contact:  Chassidy.Ryals@noaa.gov

• If you believe you are a victim of SASH, Helpline:

  • Phone: 866-288-6558

  • Text: 202-335-0265

  • Web/Online Chat: http://NOAASASHHelpline.org

  • Reporting Email: noaa.victimservices@noaa.gov

NWS DEIA on Diverse Hiring Panels (Insider)

No Fear Act Resources Guide

NOAA Diversity and Inclusion

Office of Inclusion and Civil Rights

NWS Diversity and Inclusion Action Plan (FY21)

NOAA Diversity and Inclusion Strategic Plan

• Executive Summary

• Goal 1: Workforce Diversity

• Goal 2: Workplace Inclusion

• Goal 3: Sustainability

DOC DEIA Strategic Plan

• Guidance on NWS Diverse Hiring Panels

• ORDERS (tOol foR DiversE inteRview panelS) Dashboard

  • ORDERS Process Guide

  • ORDERS Participant Sign-Up

• DEIA Hiring Questions

• DEIA Insider Page

• Invest in EEODI Training Related to the Hiring Process

  • CLC’s Access Ability: Hiring Individuals with Disabilities (required)

  • CLC’s Veterans Employment Training (required)

• Establish goals to build relationships and services to diverse communities

  • NOAA Tribal Relations

  • Bureau of Indian Affairs Tribal Climate Resilience Program

  • Spanish Language Content

  • Weather Safety Information for Deaf and Hard of Hearing

  • Weather Safety Information for Individuals with Intellectual Disabilities

  • Create social media graphics with accessibility features (Twitter, Facebook, Web)

Recruitment Brochure - Intended for General Audiences

BIPOC Recruitment Brochure - Geared toward BIPOC communities and institutions but should be shared as widely as other outreach materials. Special efforts should be made to ensure this brochure is shared at Minority Serving Institutions (MSIs) within your regional area. To help with this endeavor, please consult this list of MSIs.

#1 Overconfidence Bias

• Overconfidence results from someone’s false sense of their skill, talent, or self-belief. It can be a dangerous bias.  

The most common manifestations of overconfidence include the illusion of control, timing optimism, and the desirability effect. (The desirability effect is the belief that something will happen because you want it to.) 

#2 Self Serving Bias

• Self-serving cognitive bias is the propensity to attribute positive outcomes to skill and negative outcomes to luck.  

• In other words, we attribute the cause of something to whatever is in our own best interest. 

• Many of us can recall times that we’ve done something and decided that if everything is going to plan, it’s due to skill, and if things go the other way, then it’s just bad luck.

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#3 Herd Mentality

• Herd mentality is when individuals blindly copy and follow what other famous or recognized individuals are doing.  

• When we do this, we are being influenced by emotion, rather than by independent analysis. 

• There are four main types: self-deception, heuristic simplification, emotion, and social bias.

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• #4 Loss Aversion

• Loss aversion is a tendency for individuals to fear losses and avoid them more than they focus on trying to make profits. 

• Many individuals would rather not lose $2,000 than earn $3,000. 

• The more losses one experiences, the more loss averse they likely become.

#5 Framing Cognitive Bias

• Framing is when someone makes a decision because of the way information is presented to them, rather than based just on the facts. In other words, if someone sees the same facts presented in a different way, they are likely to come to a different conclusion about the information. 

• Individuals may pick opportunities differently, depending on how the opportunity is presented to them.

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#6 Narrative Fallacy

• The narrative fallacy occurs because we naturally like stories and find them easier to make sense of and relate to. 

• It means we can be prone to choose less desirable outcomes due to the fact they have a better story behind them. 

• This cognitive bias is similar to the framing bias.

#7 Anchoring Bias

• Anchoring is the idea that we use pre-existing data as a reference point for all subsequent data, which can skew our decision-making processes. 

• If you see a car that costs $85,000 and then another car that costs $30,000, you could be influenced to think the second car is very cheap. 

• Whereas, if you saw a $5,000 car first and the $30,000 one second, you might think it’s very expensive.

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#8 Confirmation Bias

• Confirmation bias is the idea that people seek out information and data that confirms their pre-existing ideas. 

• They tend to ignore contrary information. 

• This can be a very dangerous cognitive bias in business and investing.

#9 Hindsight Bias

Hindsight bias is the theory that when people predict a correct outcome, they wrongly believe that they “knew it all along”. 

#10 Representativeness Heuristic

• Representativeness heuristic is a cognitive bias that happens when people falsely believe that if two objects are similar then they are also correlated with each other. 

• Heuristic - enabling someone to discover or learn something for themselves or “hands-on” approach to learning

• Culture is similar to Diversity, but not the same thing.

• Diversity performs work on Culture – positively or negatively.