DEIA at the Argonne: Cultivating Inclusive Work Culture
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DEIA Lead
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Chief Diversity Officer
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A system of shared beliefs,
values, norms, habits, and
assumptions that impact the
organization’s environment and
influence how people behave
within it.
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A key part of successful and
diverse teams is
enabling an
inclusive workplace culture.
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Source:
Global Diversity, Equity, and Inclusion Benchmarks (GDEIB), April 2021
Creates and sustains an
organization where
respect, equity, and
positive recognition of
differences are
cultivated, diverse
voices are heard, and
everyone feels valued
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Social science research has
identified seven key elements
of workplace inclusion.
Using this model helps us
ensure we are addressing all
the areas that matter in creating
a diverse, equitable, inclusive
and accessible environment.
Source: Ensuring All Voices Are Heard: an inclusive research approach to develop a framework for workplace inclusion, Kaleidoscope Group, 2023.
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Inclusive leaders enhance
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Diversity, equity, inclusion and accessibility is essential to the
achievement of Argonne’s science and technology mission and
is at the forefront of what we do and who we are.
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Empowering diversity, equity, inclusion, and accessibility (DEIA) initiatives at the Argonne lab through a strategic plan led by Camille Reynolds, Lydia Finney, and Philip Anderson. Grounded in social science research, the DEIA office aims to foster a culture of inclusion, where diverse voices are valued and respected, leading to enhanced team performance, innovation, and decision-making quality.
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Presentation Transcript
SEPTEMBER 2024 DEIA AT THE ARGONNE CAMILLE REYNOLDS DEIA Lead LYDIA FINNEY DEIA Manager PHILIP ANDERSON Chief Diversity Officer
MEET THE DEIA OFFICE Helping the Lab become a more diverse and inclusive workplace Lydia Finney Ph.D., CDP Camille Reynolds MA Philip Anderson Ph.D., CDP Chief Diversity Officer DEIA Manager DEIA Lead
AGENDA Culture of Inclusion Why DEIA Matters to Our Mission Overview of the DEIA Plan
A CULTURE OF INCLUSION Grounding our work in social science Organizational Culture Organizations with diverse leadership and teams can outperform those with homogenous leadership and homogeneous teams. A system of shared beliefs, values, norms, habits, and assumptions that impact the organization s environment and influence how people behave within it. A key part of successful and diverse teams is enabling an inclusive workplace culture. Source: Global Diversity, Equity, and Inclusion Benchmarks (GDEIB), April 2021
A CULTURE OF INCLUSION Grounding our work in social science Creates and sustains an organization where respect, equity, and positive recognition of differences are cultivated, diverse voices are heard, and everyone feels valued Inclusive Culture Source: Global Diversity, Equity, and Inclusion Benchmarks (GDEIB), April 2021
DIVERSITY, EQUITY, INCLUSION AND ACCESSIBILITY Creating a culture of inclusion using a seven-point model for DEIA Social science research has identified seven key elements of workplace inclusion. Using this model helps us ensure we are addressing all the areas that matter in creating a diverse, equitable, inclusive and accessible environment. Source: Ensuring All Voices Are Heard: an inclusive research approach to develop a framework for workplace inclusion, Kaleidoscope Group, 2023.
WHY DEIA? DEIA supports our workforce, workplace, community and research 17% 20% 29% Diverse Teams More innovative Make smarter decisions Team Performance Decision-making Quality Team Collaboration Inclusive leaders enhance team performance, too.
DEIA END-TO-END STRATEGIC PROCESS What environment do we want to create? Why is it important? How will we accomplish it? When will we deliver? How will we define success? Strategic Mission DEIA Plan Evaluation of Success Lab Director s Statement Execution Vision Commitment to DEIA Purpose Stakeholders Value Proposition Core Values Challenges Structure Goals Outcomes Timeline Project Planning Change Management Deliverables Behavior Change Compliance Metric
DEIA MISSION STATEMENT Diversity, equity, inclusion and accessibility is essential to the achievement of Argonne s science and technology mission and is at the forefront of what we do and who we are. Our commitment to Argonne s Core Values compels us to identify and remove systemic inequities so that all employees are seen and heard. We engage our workforce to create a psychologically safe work environment that delivers innovative and equitable science and technology to our community and the nation. We implement and communicate inclusive best practices and accountability measures to empower employees to respect, value, and celebrate our differences and similarities, so that marginalized and underrepresented employees have equal access to career-advancing opportunities to thrive.
ARGONNES DEIA PLANNING PROCESS
HOW DO WE KNOW ITS WORKING? PEOPLE ENVIRONMENT The racial and ethnic diversity of employees has increased from 24.5% in 2016 to 35.0% in 2024 In 2024, at senior leader levels, we are at parity with 50% women. In 2023, 50% of all laboratory new hires were minorities (46% in 2021 and 2022). Hiring of people with disabilities has increased from 2.3% in 2020 to 10% in 2024. Veteran hiring has increased from 3% in 2018 to 5.5% in 2024. Pulse check surveys show increased trust in managers (77% positive in 2022 to 82% in 2024), sense of voice in decision making (61 to 63%), and fair treatment regardless of culture, background or perspective (61% to 67%) A total of total of 187 employees attended new workshops on Argonne s Core Values of Impact, Safety, Respect, Integrity, and Teamwork Argonne was recognized as a Best Places to Work for Disability Inclusion by Disability:IN for the fourth year in a row
