Diversity, Opportunity, and Inclusion 2024 Annual Report (VEDP)

Summary

This Diversity, Opportunity, and Inclusion 2024 Annual Report is labeled with the agency VEDP. Under Goal 2: Welcoming and Respectful Culture, it states that an Employee Connections Committee is run by employees to increase employee engagement and collaboration, and that Open-Door Policy, Anti-Bullying, and Anti-Harassment policies are included in the Employee Handbook and reviewed during New Hire Orientation and Onboarding. Under Goal 3: State Agency DOI Infrastructure & Training, it states that Diversity and Inclusion goals have been added to agencies' Strategic and Operating Plans as well as all position descriptions, and that the Vice President, Human Resources is the point of contact for DHRM. Under Goal 1, it says the VEDP Internship program hosted 12 summer interns.

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“Diversity, Opportunity, and Inclusion 2024 Annual Report (VEDP).” Archived at Pandemic Darlings, https://pandemicdarlings.com/source-documents/2025-rd455-7dea507c98/, SHA-256 5f8e28c7e1a8ae83ed4e7174ad757d910ce10ecc7dc7ceafacfe496492cb2cf5.

Full text

Diversity, Opportunity, and Inclusion
2024 Annual Report
AGENCY: VEDP
YEAR: 2024

Goal 1: Access & Success - Recruit and retain a diverse workforce by increasing access to diverse populations for
recruiting.
Objective 1: Continue to improve hiring processes and increase access to potential applicants from diverse populations.
▪ Specific recruiting sources used to ensure applicants from diverse populations, including HBCUs,
Diversityjobs.com, V3.
▪ Interview panels must be diverse in gender, age, race, seniority level, etc.
▪ VEDP Internship program is used as a talent pipeline. Hosted 12 summer interns.
Objective 2: Continue to retain and promote a diverse workforce.
▪ Unconscious Bias 101 training is part of the onboarding process and Diversity and Inclusion trainings are
offered at least four times per year.
▪ VEDP’s Learning and Development Manager designs and conducts internal professional development training
available to all staff on a range of topics.
▪ All internal and external communications are designed to be accessible to those with diverse needs.
PowerPoint Template and website are compliant with ADA standards.
Goal 2: Welcoming and Respectful Culture: Create and sustain a culture that welcomes and embraces diverse opinions,
independent thinking, and respectful interactions to deliver optimal results for the organization and its customers.
Objective 1: Persist in creating and maintaining a climate that is supportive and respectful and that values and
integrates differing perspectives and experiences.
▪ D&I Committee is made up of VEDP and VTC employees that come together to plan charity events, annual D&I
trainings, and discuss D&I related topics of interest or concern to the committee. New staff are invited to

2024
become involved.
▪ Employee Connections Committee is run by employees to increase employee engagement and collaboration.
▪ Employees can recognize other employees displaying VEDP Values using our performance management
feedback module.
▪ Human Resources keeps intranet pages up-to-date with relevant information and planned events.
Objective 2: Continue to provide an environment where conflicts, concerns, and complaints are aired and addressed

ACCOMPLISHMENTS
expeditiously.
▪ Open-Door Policy, Anti-Bullying, and Anti-Harassment policies included in Employee Handbook and reviewed
during New Hire Orientation and Onboarding.
▪ Inappropriate behavior and complaints are promptly addressed using a standard process.
Goal 3. State Agency DOI Infrastructure & Training: Maintain a plan and infrastructure that continues to provide
individualized skills training and career development for state employees. Agencies report annually on DOI goals and
accomplishments.
Objective 1: Continue to amplify opportunities to advance the goals outlined in this framework.
▪ Diversity and Inclusion goals have been added to agencies’ Strategic and Operating Plans as well as all position
descriptions.
Objective 2: Continue to create structures and processes of accountability to increase organizational effectiveness with
the Department of Human Resource Management.
▪ The Vice President, Human Resources is the point of contact for DHRM and is engaged in all aspects of the
plan.
▪ The Executive Leadership Team is involved and instrumental in providing feedback for all initiatives.
Objective 3: Continue to provide training and educational workshops available to all employees.
▪ Professional Development Training is currently offered for all levels in classroom and virtually to accommodate
employee availability and learning styles.
▪ Learning & Development Manager curated courses in LinkedIn Learning on a wide range of topics available to
all staff. Courses are also curated as needs arise.
▪ Annual Career Conversations were conducted to facilitate training needs and professional growth
opportunities.
Agency Goal 1: Access & Success – Recruit and retain a diverse workforce by increasing access to diverse
populations for recruiting.
▪ Continue efforts described in 2024 accomplishments.
▪ Continue to grow and improve Summer Internship Program.
▪ Utilize recruiting sources that target diverse populations.

Agency Goal 2: Welcoming & Respectful Culture - Create and sustain a culture that welcomes and
embraces diverse opinions, independent thinking, and respectful interactions to deliver optimal results for
the organization and its customers.

Objective 1: Persist in creating and maintaining a climate that is supportive and respectful and that values
and integrates differing perspectives and experiences.
▪ Promote VEDP Values and encourage employees to “live” our values in their daily work.
▪ VEDP values are shared during orientation and employees attend “Creating a Value-Centered
Culture” training course.
▪ Encourage employees to recognize other employees displaying VEDP values.
▪ Highlight employees and what VEDP values mean to them and how they display them to others.

2025 AGENCY DOI GOALS
▪ Encourage participation in D&I Committee.
▪ Facilitate Meet and Greets and Employee Lunch Lottery to allow staff to get to know each other.
Objective 2: Continue to provide an environment where conflicts, concerns, and complaints are aired and
addressed expeditiously.
▪ Continue to review policies with new hires.
▪ Continue to address complaints or inappropriate behavior promptly.

Agency Goal 3: State Agency DOI Infrastructure & Training: Maintain a plan and infrastructure that
continues to provide individualized skills training and career development for state employees. Agencies
report annually on DOI goals and accomplishments.

Objective 1: Diversity and Inclusion Resources
▪ Provide opportunities for staff to get involved in D&I Committee.
▪ Continue Quarterly Charities Initiatives to engage local community.
▪ Provide optional D&I trainings on a variety of topics.
▪ Facilitate D&I events to foster learning among staff.
▪ Continue to update HR Intranet page with D&I resources.

Objective 2: Increase Learning and Development Opportunities
▪ Partner with Organization Development team to provide relevant professional development
opportunities.
▪ Work with L&D Manager to curate courses in LinkedIn Learning on a wide range of topics applicable
to people in various positions and at various levels of experience and responsibility.
▪ Partner with CommonHealth to provide staff with education and resources for overall health and
wellbeing.

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