11 Diversity, Equity, Inclusion and Accessibility Maturity Model Assessments (Pilot)
August XX, 2023
MEMORANDUM
TO:
FROM: Dr. Chuck Barber, CDIO
SUBJECT: Diversity, Equity, Inclusion and Accessibility Maturity Model Assessments (Pilot)
The U.S. National Science Foundation (NSF) is committed to ensuring that U.S. research is an inclusive enterprise that harnesses the talent of all sectors of American society to advance the frontiers of science, engineering, and education. This is why NSF has developed the DEIA Maturity Model (and Leadership Reflection Tool), a five-phase continuum designed to help us measure progress and impact of initiatives while enabling us to champion the leadership behaviors that promote an inclusive environment. The maturity model consists of five stages: Compliance, Evolving, Acceptance, Cohesion, and Inclusion. These categories provide a roadmap for the organization to progress from an initial to a more advanced state of DEIA efficacy, while also enabling us to operationalize inclusion and increase belonging. The DEIA Maturity Model also feeds into broader NSF culture initiatives.
The framework includes approximately 30 distinct criteria focused on four core lines of effort: Policy, Talent Management, Operations, and Culture. To evaluate each criterion, the maturity model leverages a mixed-method data analysis strategy to conduct a comprehensive assessment of all data available. Quantitative data in the form of FEVS results, workforce data, and other internal assessments are integrated with qualitative data in the form of policy documents, strategy documents, weekly rollups, and other accomplishments to create a comprehensive picture of the state of DEIA in a directorate or office.
Assessment Process
The assessment process for each directorate or office includes four phases, each designed to be non-disruptive to each office or directorate’s daily operations. Phase 1 consists of gaining understanding about the directorate or office, including operating structure and key points of contact. Phase 2 includes collecting all quantitative and qualitative organizational data. Phase 3 involves conducting analyses of all quantitative and qualitative data. Phase 4 includes the presenting of findings in an executive-level out brief, and providing each directorate or office a technical report that details all findings of the assessment, including line of effort ratings for each of the lines of effort, as well as a total DEIA assessment rating.
Data Analysis
Quantitative data analyses include chi-square to identify discrepancies between diversity benchmarks and observed NSF workforce data; analyses of variance to identify group mean differences along key outcome variables such as salary and rate of salary increase; and organization-level adverse impact ratios which provide information about the extent to which members of one group are hired less than 80 percent of the time that members of another group are hired.
For the qualitative analyses, trained external raters evaluate the inclusion of different historically underrepresented groups based on various factors which include but are not limited to sexual orientation, gender identity, race, pregnancy, disability, immigration, etc.
Leadership Reflection Tool
The Leadership Reflection Tool (LRT) is a companion tool to the maturity model that contains three sections designed to allow individual leaders to document and reflect on their current state of DEIA awareness and practice. The LRT also supports ways in which NSF can operationalize “Restorative Practices”. The first section is a self-assessment which asks leaders to respond to questions about specific actions that they have undertaken to promote elements of DEIA within themselves and their office or directorate. The second section is a self-reflection that offers space for leaders to reflect on specific and tangible actions they have employed to further DEIA within their office or directorate. The third section allows leaders to write actionable goals to direct their future behavior with the intent to foster more effective DEIA-related actions. The CDIO has recently completed a pilot of the LRT with the Office of Budget, Finance, and Award Management and initial psychometric assessments have shown high reliability of the self-assessment portion of the LRT (α=0.86).
Additional Information
Dr. Charles Barber, chbarber@nsf.gov, is the principal point of contact for questions concerning DEIA Maturity Model assessments and is available to schedule subject matter expert briefings with executives and other team members as needed. We thank you in advance for your assistance and participation in the DEIA Maturity Model Assessment process.
Dr. Charles (Chuck) Barber
Chief Diversity and Inclusion Officer
U.S. National Science Foundation
Copy to:NSF ELT
HRM Executive Services Branch
