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OBJECTIVE DESCRIPTION: Foster and sustain an inclusive organizational infrastructure with corresponding practices to ensure AFIMSC employees uphold the center’s strategy and framework for success in maintaining a diverse and inclusive workforce.
A – Unit population of 70% attend one Sensing Session per quarter
B – Develop organizational analytical capabilities that outline methods to gather workforce data, Management Directive 715, Federal Employee Viewpoint Survey, and exit survey data to perform data-based decision making to amplify environments of inclusion across the Enterprise by 30 Jun 2023
C – Establish Employee Resource Groups for the AFIMSC workforce at all levels to maximize opportunities for developing relationships and outreach by 28 Feb 2023
D – Develop targeted strategies for the workforce to eliminate barriers through AFIMSC Barrier Analysis Working Groups by 31 Mar 2023
DRIVING THE MISSION
Increasing awareness around the discussion about diversity and creating an inclusive work environment improves productivity and creates an atmosphere where people feel comfortable sharing their perspectives without fear of bias and retaliation. Providing these strategies promotes a culture of equity and inclusion across the enterprise and ultimately addresses unfair policies, procedures, barriers and practices.
2022 PROGRESS & ACCOMPLISHMENTS
All AFIMSC supervisors successfully completed unconscious bias training before March 31, an expectation set by AFIMSC leadership. Unconscious bias training is now a mandatory expectation for AFIMSC and was completed by the workforce in December. Additionally, the AFIMSC Diversity, Equity, Inclusion and Accessibility Council developed a standardized set of business rules for conducting sensing sessions across the enterprise. The document standardizes the management and execution of sessions and delineates roles and responsibilities across the AFIMSC enterprise.
Our biggest accomplishment was developing this goal and its respective objectives, as well as receiving the necessary buy-in from AFIMSC leadership and the workforce to intentionally build equitable and inclusive working environments for all stakeholders..
AFIMSC is committed to delivering these initiatives and programs to foster a culture that embraces our differences and affords everyone the tools and opportunities to succeed. Our programing and initiatives create a space where we can listen and share our diverse perspectives, so we can gain a broader understanding of what makes us unique. It also creates opportunities to foster the sense of belongingness and connectedness that is essential to maximize team cohesiveness and unity of effort.
When employees know they are part of an inclusive and equitable environment, everyone in the organization benefits. The climate increases understanding, promotes both evaluation and elimination of barriers to success, and ultimately improves the Center’s ability to support our Air and Space Force customers. Additionally, the consideration of fairness, justice and respect is a crucial and intentional effort to the development of this goal. As we build and institutionalize these concepts into our organizational culture, we unleash each team member’s full potential to innovate, solve problems and get results. Our organizational maturity efforts ultimately result in providing better service and support to our customers across the Air and Space Forces.
GOALS FOR 2023
The overarching goal is to develop, recommend and identify implementation processes for future training, plans, policies and procedures for AFIMSC leadership and establish best practices for the workforce. We believe enhancing diversity and inclusion through professional development, education and training will ensure equal opportunity for all members.
IN THE NEWS
(Current as of Dec. 22, 2022)