[Federal Register Volume 60, Number 46 (Thursday, March 9, 1995)]
[Notices]
[Pages 12978-12979]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 95-5779]
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DEPARTMENT OF LABOR
Glass Ceiling Commission; Criteria and Application Process for
the National Award for Diversity and Excellence in American Executive
Management
SUMMARY: The Glass Ceiling Commission is announcing the procedure for
applying for the Frances Perkins/Elizabeth Hanford Dole National Award
for Diversity and Excellence in American Executive Management. The
award is an annual Presidential award to recognize a United States
business for excellence in promoting a more diverse skilled work force
at the management and decisionmaking levels in business.
DATES: Applications are due by April 30, 1995.
ADDRESSES: Applications should be sent to: The Glass Ceiling
Commission, Perkins-Dole Award, U.S. Department of Labor, 200
Constitution Avenue, N.W., Room C-2313, Washington, DC 20210.
FOR FURTHER INFORMATION CONTACT:
Rene A. Redwood, Executive Director, The Glass Ceiling Commission, U.S.
Department of Labor, 200 Constitution Avenue, NW., Room C-2313,
Washington, DC 20210. Telephone (202) 219-7342.
Background
The Frances Perkins/Elizabeth Hanford Dole National Award for
Diversity and Excellence in American Executive Management was
established pursuant to Public Law 102-166, The Glass Ceiling Act of
1991. The glass ceiling is defined as those artificial barriers based
on attitudinal or organizational bias that prevent qualified minorities
and women from advancing in their organizations into management and
decisionmaking positions.
Purpose
The Frances Perkins/Elizabeth Hanford Dole National Award for
Diversity and Excellence in American Executive Management is an annual
Presidential award to recognize a United States business for excellence
in promoting a more diverse skilled work force at the management and
decisionmaking levels in business.
Business Defined
For the purposes of this award, business includes:
1. Corporation including nonprofit corporations;
2. Partnerships;
3. Professional association;
4. Labor organization;
5. Business entity similar to any entity described in 1 through 4;
6. An education referral program, a training program, such as an
apprenticeship or management training program or similar program; and
7. Joint program formed by a combination of any entities described
in 1 through 6.
Evaluation Criteria
The business must demonstrate that it has made substantial effort
and progress to promote the opportunities and developmental experiences
of minorities and women in order to foster advancement to management
and decisionmaking positions within the business, including the
elimination of artificial barriers to the advancement of minorities and
women, and deserves special recognition as a consequence. Demonstration
of substantial effort in promoting work force diversity initiatives
must include a formal process that is quantifiable and emulatable and
must be designed to:
--Create a work environment where all employees are able to achieve
their full potential within the organization;
--Eliminate barriers to the advancement of minorities and women;
--Share information on successful diversity management and its benefits
In addition, the business must provide its definition of what
constitutes senior management and a detailed demographic breakout of
the total number of women and men within each management level by race
and ethnicity.
The policies, programs, achievements, of each applicant will be
evaluated in the following areas.
Leadership
The CEO and senior executives must demonstrate personal involvement
and leadership in developing and maintaining an environment for
diversity management excellence. The applicant must describe how the
requirements for such excellence are communicated and reinforced for
all managers and supervisors and integrated into day-to-day leadership,
management and supervision. Key methods of evaluating and improving the
effectiveness and accountability of such leadership and involvement
should be addressed. The result of effective leadership should also be
discussed.
Recruitment, Selection, and Retention Practices
The applicant must demonstrate how the practices for filing
management and decisionmaking positions take into consideration the
diversity of the candidate pool for such positions. The applicant must
describe the human resource recruitment practices as related to
monitoring search firm referrals; word-of-mouth recruitment;
designation of high potential employees and other strategies for
recruiting. The selection procedures, including identification and
selection of high potential employees must be described. The applicant
must also describe successful results of recruitment and selection of a
well diversified candidate pool for management and decisionmaking
positions. Practices for retaining minorities and women must also be
discussed.
Development Practices
The applicant must describe: the mechanisms for selecting employees
for developmental experiences; the kinds of developmental practices
provided, e.g., [[Page 12979]] on-site and off-site training,
rotational assignments, special projects, etc.; the extent to which the
nature of the developmental opportunities reflect the race, ethnicity
and sex characteristics of the total management candidate pool; the
role of relocations and overseas assignments in advancement and the
extent to which diversification of such assignments is assured; and to
what extent and how this is monitored.
Successful Initiatives
In addition to the elements above, the applicant must describe how
all other factors are combined to create a complete initiative which
has resulted in a diverse management work force for both minorities and
women. These initiatives may include, for example, family friendly
workplace policies, antiharassment, training or prevention, anti-
discrimination procedures, pay equity evaluations and adjustments and
the like. The applicant must discuss the innovative aspects of the
initiative, the key factors of success and what makes this initiatives
worthy of special recognition.
Other Evaluation Considerations
There must be no indications based on recent or current EEO
Compliance reviews, complaint investigations or other federal
enforcement activity of substantial noncompliance by the applicant with
any civil rights laws. Considerations shall be given to whether or not
businesses that have been cited for specific EEO violations, such as
unlawful discrimination, sexual harassment, etc., have been required to
take corrective actions during the period for which the business is
being considered for this award.
Evaluation Process
Applicants will be ranked based on the criteria outlined above. An
on-site tour to each business ranked in the top five will be made and
interviews with selected officials and other employees may also be
conducted.
The Commission shall select the Perkins-Dole awardee from
businesses ranked in the top three. Recognition may also be given for
successful efforts in eliminating the glass ceiling for businesses
ranked from two to five.
Publicity
A business that received this award may publicize the receipt of
the award and use the award in advertising, if the business agrees to
help other United States businesses improve with respect to the
promotion of opportunities and developmental experiences of minorities
and women to management and decisionmaking positions.
Application Procedures
Businesses wishing to be considered for the Frances Perkins/
Elizabeth Hanford Dole National Award for Diversity and Excellence in
American Executive Management shall submit a written application to the
Glass Ceiling Commission. The application shall be in the form of a
letter and shall include information that demonstrates that the
business has made substantial effort and progress to promote the
opportunities and developmental experiences of minorities and women to
foster their advancement into senior management positions and deserves
special recognition as a consequence.
The letter shall specifically address the following areas: (See
Evaluation Criteria)
Leadership
Recruitment, Selection and Retention
Developmental Practices
Successful Initiatives
The application should also include statistical information
relative to the business work force profile for middle and upper
management race, ethnicity and gender for at least the period covered
by the initiative, but no less than five years. This information will
be held in strict confidence.
The application package should be no more than 40 pages, including
exhibits. Send one original and four copies. The cover sheet should
contain the following information:
1. Name of the organization.
2. Number of establishments.
3. Number of employees in each establishment.
4. Address, telephone and fax number.
5. Name of highest ranking official.
6. Name, address, telephone and fax number of contact person.
The letter and other material should be sent to: The Glass Ceiling
Commission, Perkins-Dole Award, U.S. Department of Labor, 200
Constitution Avenue NW., Room C2313, Washington, DC 20210.
Applications should be received no later than April 30, 1995.
Signed at Washington, DC, this 3rd day of March, 1995.
Rene A. Redwood,
Executive Director, Glass Ceiling Commission.
[FR Doc. 95-5779 Filed 3-8-95; 8:45 am]
BILLING CODE 4510-23-M