Diversity Management

At the NIH, diversity is an all-inclusive term that extends beyond race and gender. Diversity incorporates workers in many different pay classifications and personnel systems. It includes age, geographic considerations, personality, tenure issues, and a myriad of other personal and organizational characteristics that may be different or similar in nature.

The Workplace Diversity Initiative (WDI), developed by NIH staff under the leadership of the OEODM, is a long-term strategy to manage the differences and similarities of NIH employees in order to promote productivity, quality, and fairness in the workplace.

The NIH Diversity Vision

The NIH is committed to maintaining its stature as a premier research institution by building an inclusive work force, fostering an environment that respects the individual, and offering an opportunity for each person to develop to his or her full potential in the pursuit and support of science.

Benefits of the Diversity Initiative

• Boost employee morale
• Increase employee productivity by utilizing talents
• Create a work environment that allows everyone to reach their full potential
• Provide multiple options for dealing with workplace diversity
• Reduce complaints and grievances
• Acquire multiple perspectives on problem solving

WDI Significant Accomplishments

• National Institute of Dental and Craniofacial Research included diversity in institute strategic retreat and plan
• National Library of Medicine was the first institute to establish a Diversity Council
• National Heart, Lung and Blood Institute implemented a train-the-trainer program
• National Institute of Allergy and Infectious Diseases provided innovative diversity training using "role playing"
• Clinical Center integrated diversity into managers and employees competencies
• Office of Director initiated Diversity Book Bridge Project

A Short History

The WDI was first introduced to the NIH community in an Open Forum sponsored by the OEODM in May 1995. In October 1995, the OEODM sponsored the first Diversity Congress, a 2 1/2-day gathering of 115 delegates representing the NIH's Institutes and Centers (ICs) and other groups and committees. The theme was Respecting Diversity: Communities in Unity. The purpose of the event was to review the effectiveness of existing NIH groups and committees involved with diversity and EEO issues and make recommendations regarding the establishment of an NIH-wide Diversity Council; to develop the best strategies for implementation of the WDI throughout the NIH; and to develop strategies for educating and training the work force in workplace diversity. Recommendations were developed by the delegates for consideration by the OEODM.

In March 1996, a Report on the Diversity Congress was issued by the OEODM and additional input was solicited from the NIH community on how to best incorporate the WDI into the organizational culture of each IC. This was accomplished in a Workshop attended by 76 human resource and EEO officials. In October, Diversity Congress II: Learning to Respect Diversity was sponsored by the OEODM in an effort to reach all employees at the NIH. Diversity Congress II provided education and training on the practical applications and benefits of managing diversity, and how organizations can increase understanding among all employees in different occupations, grade levels and communities unique to the scientific environment at the NIH. An Executive Briefing was held featuring a guest speaker, and a panel of IC Directors presented an overview of their initiatives in managing diversity. Separate educational sessions were held for managers, supervisors, lab and branch chiefs; and all employees were invited to a general awareness session conducted both during the day and evening.

Ongoing aspects of the WDI include sponsorship of symposia and educational sessions in conjunction with the planning model distributed to the IC Catalysts, regular meetings of the Diversity Council to address trans-NIH diversity issues, and the provision of consultant services by OEODM Diversity Program Managers.