FEMA IS-20: Diversity Awareness Course Summary

• Define what is meant by diversity.
• Describe how diversity benefits us individually and collectively.
• State FEMA’s Vision of Diversity.
• Describe the agency’s commitment to diversity as stated in FEMA’s
• Diversity and Inclusion Plan.
• Describe how culture influences our interactions with others.
• Describe the actions you can take to optimize diversity.

FEMA’s vision for diversity is: “An inclusive environment in which the Agency leverages diversity to achieve mission goals and business objectives, and to maximize individuals and the organization.”

When FEMA reflects the diverse communities we serve, we establish trust and build relationships—both of which are essential for communities to assume responsibility for their own recovery.

Equally important, leveraging workforce diversity makes business sense. Workplace diversity is vital because of the breadth and depth of organizational skills and abilities required for us to accomplish our mission. Diversity benefits us all by broadening our horizons and by giving us opportunities to learn from one another.

In this training, you will learn more about FEMA’s vision for diversity and the Agency’s Diversity and Inclusion Plan. In presenting this plan to Agency employees, FEMA Administrator Craig Fugate emphasized the importance of leveraging diversity by saying: “I am personally committed to ensuring that FEMA provides an environment that values and embraces the contributions and potential of every member of our diverse workforce, and I challenge each of you to join me in ensuring that our Agency better and consistently reflects the diverse fabric of American society.”

• Define what is meant by diversity.
• Describe how diversity benefits us individually and collectively

• Include race, gender, sexual orientation, disability, ethnicity, age, culture, religion, and much more.
• Affect how we think, learn, work, interact with and react to others, and how we live our lives.
• Influence how we perceive others and their behaviors, as well as how others perceive us.

Through diversity, FEMA needs an inclusive culture that connects each employee to the organization; encourages collaboration, flexibility and fairness; and leverages these attributes so that all individuals are able to participate and contribute to their full potential.

• As of 2013, individuals who identify themselves as Hispanic, African American, Asian, American Indian, Native Hawaiian, Pacific Islander, or mixed race comprised approximately 39 percent of our population.
• By 2050, minorities will make up more than 50% of the U.S. population¹.

¹Source: Colby, S. L. & Ortman, J. M. (March 2015). Projections of the Size and Composition of the U.S. Population: 2014 to 2060. U.S. Census Bureau. Available from: https://www.census.gov/population/projections/data/national/2014.html

EEO laws help to ensure that race, sex, national origin, and other legally protected characteristics are not considered in employment decisions. EEO is derived from Federal, State, and local laws that govern all employment-related actions.

Affirmative employment regulations help identify and remove barriers to the hiring and the advancement of minorities, women, individuals with disabilities, and veterans.

A commitment to diversity builds on and extends beyond this legal and regulatory framework.

The Federal Government has also enacted protections against discrimination and harassment based on sexual orientation, status as a parent, genetic information, and participation in a protected activity.

Race and Color

Equal employment opportunity cannot be denied any person because of his or her:

• Racial group or perceived racial group.
• Race-linked characteristics (e.g., hair texture, color, facial features).
• Skin pigmentation/complexion.
• Marriage or association with someone of a particular race or color.

Religion

Employees or applicants cannot be treated more or less favorably because of their religious beliefs or practices; however, employers are required to accommodate employees’ sincerely held religious beliefs unless to do so would cause an undue hardship. An agency cannot require participation in a religious activity or exercise as a condition of employment.

Sex

Laws regarding sex discrimination specifically address the following:

• Sexual harassment is illegal.
• Discrimination based on pregnancy, childbirth, or a related medical condition is illegal. These conditions should be treated as other temporary illnesses or conditions.
• The Equal Pay Act requires that men and women be paid equally for equal work.
• Executive Order 13087 (1998) makes it illegal to discriminate based upon sexual orientation. Discrimination based on sexual orientation is directed at persons who are gay, lesbian, bisexual or transgender, who are perceived to be gay, lesbian, bisexual or transgender or who associate with persons who are gay, lesbian, bisexual or transgender.

National Origin

A person cannot be treated more or less favorably because he or she:

• Comes from a particular place.
• Has a particular ethnicity or accent.
• Is believed to have a particular ethic background.
• Is married to (or has other association with) someone of a particular nationality.

Employers must verify that all applicants and employees are authorized to work in the United States: only asking for verification from people who look or sound foreign would be discriminatory. Employers might make an English-only rule, or have a fluency requirement, only if there is a clear performance or safety reason for it.

Age

People who are 40 and over cannot be discriminated against in employment. Agencies may only impose an age requirement when they can show that age is a bona fide occupational qualification.

Disability

The ADA Amendments Act of 2008 (ADAAA) was enacted on September 25, 2008, and became effective on January 1, 2009. This law made a number of significant changes to the definition of “disability.” These changes apply to Federal employees through the Rehabilitation Act. An individual with a disability is a person who:

• Has physical or mental impairment that substantially limits one or more major life activities (sometimes referred to in the regulations as an “actual disability”), or
• Has a record of a physical or mental impairment that substantially limited a major life activity (“record of”), or
• When a covered entity takes an action prohibited by the ADA because of an actual or perceived impairment that is not both transitory and minor (“regarded as”).

Some examples of the changes to the definition of disability include:

• Major life activities now include the operation of major bodily functions, including functions of the immune system, special sense organs and skin, normal cell growth, digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions
• As a result of the ADAAA’s recognition of major bodily functions as major life activities, it will be easier to find that individuals with certain types of impairments have a disability

Genetic Information

The Genetic Information Nondiscrimination Act of 2008 added protection regarding genetic information. Employees or applicants may not be discriminated against based on their genetic information, such as having the breast cancer gene or the gene that causes Lou Gehrig’s disease.

Participation in a Protected Activity

Employees are protected from retaliation or reprisal based on their participation in a protected activity.

The Federal Government has also enacted protections against discrimination and harassment based on the following:

Status as a Parent

Executive Order 13152 prohibits Federal agencies from making personnel decisions based on an employee’s or applicant’s parental status—that is, having or not having children, and the circumstances in which the children are raised (single parenting, two-adult parenting, etc.). This means that decisions such as who works overtime or who is selected for a travel assignment may not take parental status into account.

Sexual Orientation

Executive Order 13087 (1998) prohibits Federal agencies from discrimination based upon sexual orientation. 

Disparate Treatment or Impact

• Disparate treatment: Treating an individual differently because of inclusion in a protected class.
• Disparate impact: The adverse effect of a seemingly neutral employment practice (e.g., subjective interviewing techniques) on a protected class.

Basing Employment Decisions on Stereotypes

It is unlawful to base employment decisions on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain group.

Basing Employment Decisions on Relationships

It is unlawful to deny employment opportunities to a person because of marriage to, or association with, an individual of a protected group.

For example, “diversity of thought” can be achieved when people work together who have different:

• Work experiences.
• Social-economic backgrounds.
• First languages.
• Educations.
• Communication styles.

• The definition of diversity.
• How diversity benefits us individually and collectively.

Diversity is generally defined as acknowledging, understanding, accepting, valuing, and respecting the variety of characteristics that make individuals unique.

The term “diversity” can be applied in many ways. Diversity applies to the different generations in the workplace. It is often associated with race and ethnicity; however, diversity encompasses both external and internal characteristics that make each of us unique. Diversity is also distinctly different from equal employment opportunity (EEO) and affirmative employment. In its broadest context, diversity means valuing, rather than merely tolerating, the diverse perspectives brought by each individual to the FEMA organization.

Creating a diverse culture where each individual feels appreciated and heard helps contribute to an inclusive, multicultural agency that is capable of serving our increasingly diverse Nation. Optimizing diversity must be regarded as a required organizational state of being—a required element of success. All employees have the responsibility for incorporating diversity into the workplace, and for treating all persons in a professional, respectful, and courteous manner.

• State FEMA’s Vision of Diversity.
• Describe the agency’s commitment to diversity as stated in FEMA’s Diversity and Inclusion Plan.

FEMA’s workforce is the means to successful accomplishment of that mission – which makes diversity a critical business imperative.

Valuing workplace diversity:

• Helps us consider different points of view.
• Brings a variety of experiences that can solve problems faster.
• Provides us with additional skills and knowledge needed to meet our mission and advance our careers.

An appreciation of diversity:

• Builds relationships that foster community-based preparedness.
• Helps us to plan for and respond to the needs of a diverse survivor population.

FEMA employees comprise a culturally diverse workforce. Being part of a diverse workforce energizes our thinking. We learn from one another and get different perspectives.

An inclusive and diverse workplace motivates employees to perform to the best of their abilities. It promotes understanding between people, creating a stronger and more focused team.

“And although your heart might have been in the right place and this is your job . . . if you don’t understand or take the time out to try to understand their culture and what makes them tick, your services may, although be needed, may not be wanted.”

Some impacts of disasters include:

• People who are culturally or geographically isolated may have greater risk and be disproportionately vulnerable to disaster.
• Communities may not take needed actions unless disaster preparedness, response, recovery, and mitigation information is communicated using messages and languages that are culturally appropriate and easily understood.
• Some groups of individuals may be reluctant to seek Federal assistance due to cultural differences that value self-sufficiency and pride in autonomy.

Researchers have found racial and ethnic differences in the likelihood of evacuation in some disasters. For example, during Hurricane Katrina:

• The Vietnamese population preferred to seek assistance through informal networks such as families, friends, and churches.
• The Latino population was more likely to seek assistance through official channels, though concern about proof of identity and immigration status prevented many survivors from seeking help.
• American Indians evacuated to other reservations or did not relocate at all, and were seeking support from tribes and Native organizations across the country, as well as from smaller nonprofit organizations.

• Learning from local leaders, and community members of different cultural groups about their values, family norms, traditions, community politics, etc., ideally before a disaster strikes.
• Involving staff and community outreach workers who are bilingual and bicultural whenever possible. Involve trusted community members to enhance credibility.
• Determining the most appropriate and acceptable ways to introduce yourself, and define your program and services to be culturally sensitive.
• Recognizing cultural variation in expression of emotions, as well as in manifestation and description of problems.
• Providing community education information in multiple language, multiple sources, and multiple accessible formats.

Information presentations for impacted communities utilized accessible formats for languages and persons with disabilities.

Another consideration involved the Hmong belief that floods are an omen of doom and that shaman cleansing rituals are needed to counter the bad luck that this omen portends. As a way of acknowledging and respecting this belief, the staff developed and provided a referral list of shamans in the local area.

• Work proactively with FEMA organizational elements, including temporary disaster field organizations (e.g., Joint Field Offices, Disaster Recovery Centers, etc.) to resolve individual or group civil rights issues.
• Consult with FEMA program officials to ensure all eligible recipients are provided with access and equal opportunities.
• Provides guidance on the needs and interests of internal and external FEMA customers and stakeholders.
• Ensure accessibility at all FEMA facilities, or other meetings and events.
• Assist FEMA employees, employment applicants, and managers to resolve potential discriminatory problems quickly.

The job of the Equal Rights Specialist often is described as “providing mitigation for people.” Just as FEMA works with individuals and communities to avoid or lessen the impact of natural hazards, Equal Rights Advisors work proactively to mitigate current and future people problems.

External Affairs and the Joint Information Center (JIC) at the Joint Field Office are tasked with communicating with the public and other external audiences. Disaster communication messages must take into account the varied reactions that people have during emergencies, including those reactions related to age, educational status, language, and cultural norms.

Some challenges those unfamiliar with tribal culture might experience:

• Protocol requires an invitation from the tribal leaders—you do not just show up.
• Time is treated differently. You will be on tribal time and should never interrupt tribal leaders.
• Ceremonies are important facets of life and allowing time for such events is a show of respect.

Tribal Liaisons are well versed in the cultural diversity of tribes and can establish positive relationships to support the disaster recovery.

• The accessibility of current service delivery systems in the community that are used by disaster survivors with disabilities or access and functional needs.
• Ensures the concept of disability is integrated into Agency operations, delivery of services and policy development.
• 508 accessibility of materials published by FEMA’s Office of External Affairs
• Use of Assistive Technology (AT) in a Disaster Recovery Center (DRC).

In the community, the Disability Integration Advisor provides coordination, information, and technical assistance. The DISA supports a network of local organizations that advocate for and provide services to people with disabilities and others with access and functional needs.

The Disability Integration Advisor interfaces with the Office of Equal Rights to ensure the needs of the community are met.

“An inclusive environment in which the Agency leverages diversity to achieve mission goals and business objectives, and to maximize the potential of individuals and the organization.” (FEMA Diversity and Inclusion Plan FY 2015-2019, p. 1)

FEMA’s leadership is committed to creating a diverse work environment and challenges each employee to promote inclusion, equity, and respect in the workplace. FEMA Administrator Craig Fugate, in his Diversity and Inclusion Policy Statement, states:

“It is important that we continue to foster a culture of inclusion and respect, and promote a culture that embraces diversity and allows each and every employee an opportunity to achieve their full potential. Each person’s skills, talents, experiences, and characteristics broaden the range of approaches to FEMA’s work and I challenge each of you to join me in ensuring that our Agency takes the lead in reflecting the diverse fabric of American society.” (FEMA Diversity and Inclusion Plan FY 2015-2019, p. 12)

In August 2011, President Obama issued an executive order establishing a coordinated government-wide initiative for promoting diversity and inclusion. In Executive Order 13583, President Obama states:

To realize more fully the goal of using the talents of all segments of society, the Federal Government must continue to challenge itself to enhance its ability to recruit, hire, promote, and retain a more diverse workforce. Further, the Federal Government must create a culture that encourages collaboration, flexibility, and fairness to enable individuals to participate to their full potential.

This executive order requires the Office of Personnel Management (OPM) to develop a government-wide strategic Diversity and Inclusion Plan; identify practices for establishing a diverse and inclusive workplace; and, to establish a reporting system to monitor the progress of Federal agencies.

Executive Order 13583 further requires all Federal departments and agencies to implement the plan developed by OPM and to establish agency specific plans toward implementation.

1. Build a work environment that promotes diversity and inclusion.
2. Build, develop, retain and engage a diverse workforce.
3. Build a sustained leadership commitment to a diverse FEMA through education, accountability, and total workforce engagement.

FEMA’s mission and core values are supported by each of the above goals in the achievement of the Agency’s diversity vision.

Select this link to review FEMA’s Diversity and Inclusion Plan.

This means that FEMA’s leaders at all levels must:

• Accept responsibility to foster a positive and inclusive workplace culture;
• Participate to the fullest extent possible in the formulation and execution of FEMA’s diversity-related programs, policies, strategies, and initiatives;
• Lead initiatives to integrate diversity into all organizational planning processes;
• Help to build, develop, retain, and engage a diverse workforce through recruitment, hiring, and retention initiatives;
• Be accountable for creating a work environment that is inclusive and promotes diversity principles and values;
• Are accountable for creating a work environment that is inclusive and promotes diversity principles and values;
• Engage and include organizational employees in diversity strategies; and
• Recognize that diversity management is a significant part of their role as FEMA’s leaders, and that they are held accountable for sustaining a diverse workforce.

• Support the FEMA Administrator, FEMA Deputy Administrators, and the Agency’s Associate and Regional Administrators in the achievement of FEMA’s global Diversity Vision and related goals.
• Serve as “change agents” focused on creating a “culture of diversity” across FEMA through visible commitment and frequent communication and by making diversity a key factor in organizational planning.
• Ensure organizational diversity activities are coordinated, leveraged, and effectively contribute to building, developing, retaining and engaging a diverse workforce.
• Guide implementation of the FEMA Diversity and Inclusion Plan.
• Ensure managers and employees in the members’ respective organizations:
  • Complete mandatory EEO and diversity training; and:
  • Are aware of and encouraged to participate in special emphasis events.
• Ensure that FEMA actively supports and contributes to the Department of Homeland Security’s overall diversity goals and initiatives, through coordination with the DHS Diversity Management Council.

• FEMA’s Vision of Diversity.
• FEMA’s commitment to diversity as stated in FEMA’s Diversity and Inclusion Plan.

FEMA’s mission is to support our citizens and first responders to ensure that as a Nation we work together to build, sustain, and improve our capability to prepare for, protect against, respond to, recover from, and mitigate all hazards. FEMA’s workforce is the means to successful accomplishment of that mission – which makes diversity a critical business imperative.

FEMA’s vision for diversity and inclusion is:

“An inclusive environment in which the Agency leverages diversity to achieve mission goals and business objectives, and to maximize the potential of individuals and the organization.” (FEMA Diversity and Inclusion Plan FY 2015-2019, p. 1)

The three principal goals of FEMA’s Diversity and Inclusion Plan are to:

• Build a work environment that promotes diversity and inclusion.
• Build, develop, retain and engage a diverse workforce.
• Build a sustained leadership commitment to a diverse FEMA through education, accountability, and total workforce engagement.

Valuing diversity helps us foster community-based resiliency. Before interacting with community members, it is important to learn about their values, family norms, traditions, and community politics. It is important that we take steps to understand and respect each other rather than simply tolerate our differences. FEMA has many resources available to bridge cultural or other divides that can otherwise hinder disaster preparedness, response, recovery, and mitigation.

FEMA’s executive leadership, managers, and supervisors at all levels must be committed to actions that forward FEMA’s vision and mission for diversity and inclusion. A diverse workforce benefits us all by broadening our horizons and giving us opportunities to learn from each other.

• Describe how culture influences our interactions with others.
• Describe the actions you can take to optimize diversity.

Optimizing diversity includes:

• Recognizing the differences that make each of us unique.
• Attracting people of all backgrounds to work together and serve as change agents to create a respectful work environment.
• Creating an environment where everyone is appreciated and has a chance to succeed.
• Recognizing how attitudes toward differences influence our interactions with others.

• FEMA is a stronger organization because the Agency is comprised of individuals from different backgrounds.
• Different insights, choices, beliefs, and points of view all make for a stronger and more prepared community.

Resistance to change is an indicator of a lack of tolerance of differences. A prevailing “We’ve always done it this way” mentality silences new ideas, inhibits progress, and limits diversity.

Knowing where you stand in terms of your own beliefs is a crucial part of being able to form relationships with coworkers, FEMA customers, and others who are different from you.

• Beliefs and reactions to situations.
• Norms, codes of behavior, and ethical standards for decision-making.
• Verbal and nonverbal communication styles and expectations.
• Notions of time.

To develop cross-cultural skills you need to go beyond what you see on the surface. You need to understand why different people have these cultural differences.

Ask yourself: Who do you interact with today? Who do you talk to, socialize with, and work alongside? Who are your customers?

The more diverse your associations, the more developed your cultural values and understanding will be.

• Are aware of your own viewpoint and influences. Understand that the similarities and differences among people are both important.
• Understand your preconceived notions and attitudes toward differences. Accept that there are multiple ways to reach the same goal and to live life.
• Learn about differences. Participate in awareness events. Be curious. Curiosity expands your current assumptions, breaks down cultural barriers, and builds awareness, appreciation, and understanding of differences among people.
• Communicate. Be motivated and have the skills to communicate and interact with a diverse set of individuals and groups.

• Increase tension and frustration in the workplace as well as perpetuate stereotypes.
• Reduce productivity and cause job satisfaction to decline.
• Prevent disaster survivors from having access to services.
• Lead individuals to believe that they have received discriminatory treatment.
• Impact our ability to deliver effective customer service.

If a cultural communication misstep does occur, a sincere apology and willingness to learn usually suffice. Remember, you can also consult with the Office of Equal Rights or other agency resource for advice.

We all respond to these nonverbal signals and cues whether we are consciously aware of this process or not. In a face-to-face interaction, our body language (including facial expressions, gestures, and eye contact) and tone of voice alone account for more than 90% of message we send to others. Our words account for only 7% of the message.

Our beliefs and cultural backgrounds add meaning to these nonverbal cues, which can differ greatly between cultures. Perceptual differences, such as visual or hearing impairments can also add variance to how these nonverbal cues are communicated and interpreted. Misunderstandings can quickly occur when we misinterpret unspoken messages.

Thumbs-Up

In Western cultures the thumbs-up is a positive, indicating a job well done (probably stemming from World War II pilots using the signal to communicate that they were “good to go” with ground crews).

In most of the Middle East, Latin America, and West Africa, as well as Greece, Russia, Sardinia, and the south of Italy, the thumbs-up is considered an obscene gesture.

Hands on the Hips

In the United States, hands at the hip may denote openness and acceptance to the talker while in other cultures the gesture is seen as arrogance, while hooking thumbs at the belt may transmit naughty implications in some countries.

Soles of Shoes

In many Middle Eastern and Asian cultures, the soles of shoes, sandals, or feet are considered unclean. When crossing legs, feet, or shoes should not be pointed toward anyone.

Eye Contact

In the United States, making eye contact with another person is thought to be confident and bold (and boldness is considered a good trait!). However, in many Asian, African, and Latin American cultures, extended eye contact may be seen as an affront or a challenge of authority.

Sending an acknowledgement in response to important email messages.

When you’ve made a commitment you can’t keep, let the other coworkers know as soon as possible.

Treat all team member issues and concerns as valid even if you don’t agree with them.

Be specific. Spell out your expectations and deadlines. Instead of saying: “Please get back to me shortly,” say: “Please email the completed report by 5 pm Eastern Standard time on Wednesday, February 21.”

Contradictions should be resolved before moving forward. For example, someone might ask how he or she can be expected to attend a Friday meeting when he or she works from home on Fridays. The resulting discussion helps team members brainstorm solutions to issues that arise that, if not addressed, can lead to frustration and resentment.

The discussion may also address personal preferences with regard to team support. For example, one team member asks for others to offer help if he is under pressure whereas another team member requests to be left alone to concentrate on the work. The discussion will help others appreciate that asking others what they prefer in any given situation is better than assuming all team members want the same kind of treatment.

Periodically reviewing the norms offers team members the opportunity to raise concerns, address grievances, and make adjustments as needed. Remember, norms are not static and can be revised at any time to reflect what is important to the team.

• Define disability as a legal term
• Outline the broader definition of the term disability
• Explain our role in providing reasonable accommodation for people with disabilities
• Understand FEMA’s mission for disability integration in order to implement it
• Describe “hidden” disabilities
• Practice good disability etiquette and know what language to avoid

The ADA defines a “disability” as, “a physical or mental impairment that substantially limits one or more of the individual’s major life activities.”

The ADA defines a “person with a disability” as an individual who fits one or more of the following conditions:

• An individual who has an actual disability.
• An individual who has a record of an impairment to one or more major life activities. This part of the definition could apply to a person who had such an impairment, but does not have the impairment at the present time.
• An individual who is regarded as having such an impairment. This part of the definition addresses a case when a covered entity takes an action prohibited by the ADA because of an actual or perceived impairment that is not both transitory and minor.

One significant change was to broaden the definition of “major life activities.” In the new definition:

Major life activities now include the operation of major bodily functions, including functions of the immune system, special sense organs and skin, normal cell growth, digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions.

As a result of the ADAAA’s recognition of “the operation of major bodily functions” as major life activities, individuals with certain types of impairments will be identified as having a disability. In effect, this change means the definition of a “person with a disability” is more inclusive in the ADAAA of 2008 than it was in the original ADA of 1990. Under this new definition, some chronic diseases can be considered disabilities.

The legislative changes from the ADAAA apply broadly to all Federal agencies as part of the Rehabilitation Act of 1973. Under the Rehabilitation Act, Federal agencies have a legal obligation and responsibility to provide equal opportunity for people with disabilities in the course of conducting all of their programs, services, and activities.

• Chronic diseases, such as:
  • Cancer
  • HIV/AIDS
  • Multiple Chemical Sensitivity/Environmental Illness (MCS/EI)
• Psychiatric disorders, such as:
  • Attention Deficit/Hyperactivity Disorder (ADHD)
  • Post-Traumatic Stress Disorder (PTSD)
• Traumatic Brain Injury (TBI) or Stroke

The following are some tips for interacting with people who have disabilities or access and functional needs.

• ALWAYS…Ask before you act!
• Don’t make assumptions.
• Think before you speak.
• No need to shout or speak loudly.
• Be sensitive about physical contact.
• Respond graciously to requests.
• Always speak to the person with a disability, NOT to their companion or interpreter.
• Never touch or play with a service animal when one is being used.

• Avoid the term “confinement.” As in, “confined to …”
• Avoid negative, disempowering words, such as, “victim” or “sufferer.”
• Avoid using idiomatic expressions, such as:
  • “Let’s take a walk.”
  • “See you later.”
• Avoid outdated terms like “handicapped,” “crippled,” and “retarded.”
• Avoid euphemisms. Examples to avoid include:
  • “Differently-abled”
  • “Physically Challenged”

Lead[ing] FEMA’s commitment to achieving whole community emergency management, inclusive of individuals with disabilities and others with access and functional needs, by providing guidance, tools, methods and strategies to establish equal physical, program and effective communication access.

FEMA’s ODIC aims to achieve inclusion, integration, dignity, independence, accessibility and self-determination for individuals with disabilities before, during and after a disaster.

FEMA’s National Response Framework defines “people with disabilities and access and functional needs” according to a need or limitation. This is a function-based definition that serves individuals who may or may not meet the definition of disability as defined by law. This function-based definition serves FEMA’s mission by keeping the focus on what the individual needs in terms of access or accommodation, rather than on identifying the particular disability.

Electronic and information technology (EIT) products that are procured, developed, maintained, or used by a Federal agency, including products that store, process, transmit, convert, duplicate, or receive electronic information must meet Section 508 accessibility guidelines. Some of the most comment EIT products include:

• public-facing and internal websites
• office documents (e.g., Word, PDF)
• videos
• computers
• software
• copiers
• fax machines
• other telecommunications products

• Requirements Official
• Procurement Official
• EIT Vendor or Partner
• EIT Professional Disaster Response Employee
• Meeting Host (e.g., Conference call, Online Presentation)
• Content Author (e.g., Office documents and Websites)
• Distributor or Publisher of information (e.g., Websites and Broadcast E-mail)

• Section 508 Awareness training for all FEMA employees.
• Specialized training for COR’s, Program and Project Managers.
• Instructions for creating accessible office documents, PDFs, and fillable forms.
• Certification in Software and Web-based Applications compliance testing.

The following are additional sources of information on Section 508:

• FEMA Section 508 Coordinator Email: [email protected]
• Section 508 Accessibility Resource Center http://intranet.fema.net/help/section508
  (Only access through FEMA’s intranet.)
• DHS Office of Accessible Systems & Technology Helpdesk
  • Phone: 202-447-0440
  • TTY: 202-447-5857
  • Email: [email protected]
• Additional Resources:
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  http://www.Section508.gov

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  http://www.Access-Board.gov

• Are aware of your own viewpoint and influences. Understand that the similarities and differences among people are both important.
• Understand your preconceived notions and attitudes toward differences. Accept that there are multiple ways to reach the same goal and to live life.
• Learn about differences. Participate in awareness events. Be curious. Curiosity expands your current assumptions, breaks down cultural barriers, and builds awareness, appreciation, and understanding of differences among people.
• Communicate. Be motivated and have the skills to communicate and interact with a diverse set of individuals and groups.

All of the above considerations serve to increase your self awareness and your understanding of differences between yourself and others.

Lesbian

A term given to females who are attracted sexually and emotionally to some other females.

Gay

A term given to people of the same gender who are attracted sexually and emotionally to each other. More commonly used to describe male-to-male attraction than female-to-female attraction.

Bisexual

A term given to people who are attracted sexually and emotionally to some males and females.

Transgender

A general, umbrella term given to people whose gender expression at least sometimes runs contrary to what others in the same culture would normally expect. It applies to a variety of individuals, behaviors and groups who vary from usual gender roles. The state of one’s gender identity does not match one’s biological sex.

Questioning

Refers to individuals who are unsure about their sexual orientation and as a result are “questioning their identity.”

Intersex

A person whose characteristics are not categorized as exclusively male or exclusively female (Hermaphrodite).

Ally

A person who does not identify with LGBTQIA, but supports the rights and safety of those who do.

• Gender Identity. The term used to describe a person’s internal psychological sense of their gender.
• Transition. The process of changing the gender role a person takes on publicly from one that matches their assigned sex at birth to one that matches their gender identity.
• Transsexual. More specifically describes transgender people who have undergone genital surgery.
• Transvestite. Male heterosexuals who cross-dress as females.

• Tranny, She-Male, He-She, It, Gender-bender, Shim
• Refusing to use the proper pronoun when addressing a transgender individual

When describing an individual or group who is transgendered, the following terms are appropriate and non-offensive:

• Transgender woman
• Transgender man
• Transgender people

The term “gay” is an accepted and widely-used and non-offensive term, referring to a male homosexual.  The term “lesbian” is a similarly widely-used and non-offensive term, referring to a female homosexual.

The following are some examples of derogatory terms and figures of speech related to homosexual individuals, which should be avoided:

• Queer, Fag, Faggot, Fruit, Fruitcake
• Dyke, Lesbo
• “That’s so gay.”

• Heterosexism.  (inclusion or exclusion)
• Fear. (homophobia and transphobia)
• Harassment & Hostile Work Environment. (jokes, comments, threats)
• Lavender Ceiling. (advancement/promotion)
• Unconscious Bias. (What we don’t know can get us in trouble.)
• Use of restrooms. (OPM guidance states agencies should allow access to restrooms based on employee’s gender identity.)

There are many federal benefits for married spouses and families, under federal law, such as health insurance and social security benefits. As of June 26, 2015, these federal benefits are afforded equally to both same-sex married couples and opposite-sex married couples and their families.

• How culture influences our interactions with others.
• The actions you can take to optimize diversity.

Respecting diversity recognizes that there may be some differences in how cultures, generations or geographical populations view similar concepts. Developing norms helps to ensure that a culturally diverse team is on the same page and have similar operational expectations. Norms provide context about how team members will interact, communicate, and respect the work environment.

FEMA has made equal access to its programs and services a priority, as part of its broader mission to strengthen the whole community’s capacity to prepare for, respond to, recover from and mitigate the impact of disasters.

Section 508 accessibility is an important component of this mission. As a part of our culture of inclusion, each employee must take proactive steps to ensure that our workplace and the electronic information we distribute are equally accessible to everyone.

Understanding and including people with disabilities is both a moral obligation and a legal obligation. Every employee plays a part in meeting these obligations by treating people with disabilities with the same respect and dignity that you would show any other individual, and by taking proactive steps to provide reasonable accommodation for people with disabilities.

Understanding and including members of the LGBTQIA community is also both a moral and a legal obligation. The LGBTQIA community share many concerns related to inclusion and respect in the workplace. Understanding some of the common terms related to gender identity and some of the common workplace concerns shared by the LGBTQIA community can help us to proactively foster inclusion and respect in the workplace. The recent legalization of same-sex marriage means that same-sex married couples will have equal access to the same legal benefits and entitlements as opposite-sex married couples.

“Can the Disabled do this?”

“Why can’t they speak English?”

“How many holidays do you celebrate?”

“Are you planning to retire soon?”

“Where are you actually from?”

“These kids they don’t appreciate anything”

“Women are always moody”

“HQ, Regional, NPSCs”

“What’s your employment status?”

In FEMA, managing diversity means acknowledging people’s differences and recognizing these differences as valuable; it enhances good management practices by preventing discrimination and promoting inclusiveness. When managed properly, diversity in the workplace can leverage the strengths and complement the weaknesses of each employee to make the impact of the workforce greater than the sum of its parts.

Most people believe in the golden rule: treat others as you want to be treated. The implicit assumption is that how you want to be treated is how others want to be treated. We may share similar values, such as respect or need for recognition, but how we show those values through behavior may be different for different groups or individuals. How do we know what different groups or individuals need? Perhaps instead of using the golden rule, we could use the platinum rule: “treat others as theywant to be treated.”

Ignoring diversity issues costs time, money, and efficiency. Some of the consequences can include unhealthy tensions; loss of productivity; increased conflict; inability to attract and retain talented people resulting in lost investments in recruitment and training; omplaints and legal actions.

From a study by the Government Business Council, that surveyed government employees including federal leaders from more than 30 departments and agencies, one survey respondent stated, “Inclusion and Diversity simply means relationships based upon respect for self and respect for others. We can accomplish much more if we make the effort to understand what respect means for each person in our sphere of influence and for the organization in which we work.”

Everyone is responsible for a respectful workplace.

In his message to all FEMA employees, Agency Administrator Fugate challenged employees to join in ensuring that FEMA “better and consistently reflects the diverse fabric of American society.”

Optimizing diversity is not about creating a visually diverse workforce; it is about creating aa productive workforce with opportunities for success.