• setting groups off against each other and reinforcing existing prejudices.

    A training program that evolves as the organization becomes more diverse and that is task-specific, however, can be very helpful. Managers responsible for recruitment and hiring, for example, could attend workshops on how to advertise for and recruit a more diverse applicant pool and on interview techniques. Program officers could receive training in assertiveness, negotiation, and public speaking in order to increase their effectiveness in program briefings and budget presentations.

  • Establish performance reviews that reward supervisors for gains made in diversity. Use success in this area as one factor in performance ratings and in awarding salary increases and cash bonuses. "Success" would include gains in hiring and promotion within the ONR S&E work force as well as in efforts to increase the pool of potential future ONR employees. Individuals should be asked to prepare a separate, one-page statement of what they have done in the previous year to help enhance diversity in the ONR S&E work force.


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