united states department of labor

exemplary voluntary efforts awards ceremony

EVE AWARDS
W A S H I N G T O N, 1 5 , D.C. 2 0 0 6

w e d n e s d a y, n o v e m b e r

YOU ARE INVITED TO VISIT THE SECRETARY OF LABOR'S EPIC, EVE AND OPPORTUNITY AWARDS EXHIBITS ON THE NORTH PLAZA

www.dol.gov

Celebrating Efforts to Ensure EEO in the American Workplace

U.S. DEPARTMENT OF LABOR NOVEMBER 15, 2006
Th e S e c r e t a r y o f L a b o r ' s EPIC Awards EVE Awards Opportunity Award

The Department of Labor sponsors the Exemplary Public Interest Contribution (EPIC) Awards, Exemplary Voluntary Effort (EVE) Awards, and Secretary of Labor's Opportunity Award.

Th e E P I C A w a r d s

The Office of Federal Contract Compliance Programs (OFCCP) ensures that employers doing business with the Federal government comply with the laws and regulations requiring non-discrimination and operate equal employment opportunity workplaces. OFCCP administers and enforces the following equal employment opportunity (EEO) laws and regulations: Executive Order 11246 prohibits employment discrimination on the basis of race, religion, color, national origin and sex; Section 503 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 prohibits employment discrimination against individuals with disabilities; and the Vietnam Era Veterans’ Read-justment Assistance Act of 1974 prohibits employment discrimination against certain protected veterans.

honor public interest organizations that support equal employment opportunity and link their efforts with Federal contractors to enhance equal employment opportunity.

Th e E V E A w a r ds

honor Federal contractors demonstrating exemplary and innovative equal opportunity programs.

Th e S e c r e t a r y o f Labor's Opportunity A w a r d annually
honors one Federal contractor that institutes a comprehensive workforce strategy to ensure equal employment opportunity.

Celebrating Efforts to Ensure EEO in the American Workplace

Celebrating Efforts to Ensure EEO in the American Workplace

program. TAMU's Employee Assistance Program, staffed by certified psychologists, offers services to university employees and dependents, including problem identification, mediation, and crisis intervention. Through the Assessment and Referral Services program, the university affords all employees and their dependents the opportunity to overcome personal and job-related hardships. The TAMU system recently created an online training program entitled, “Creating a Discrimination-Free Workplace,” the first such program certified by the Texas Workforce Commission. All new TAMU hires must take the online course, and TAMU employees are required to complete it every two years. TAMU's initiatives enhance diversity and EEO at TAMU. From 2000 to the 2005, the number of African American faculty members increased 56 percent, while the number of Hispanic and Asian/Pacific Islander faculty members increased 44 percent and 83 percent, respectively. Commitment to Community Service In the wake of Hurricane Katrina, TAMU gave approximately 1,000 students from four-year colleges and universities, who were unable to attend classes because of hurricane damage, the opportunity to attend classes at TAMU for one year. TAMU set aside $200,000 to provide those students with immediate resources while arrangements were made for longer-term financial assistance. TAMU invites members of its surrounding communities to attend cultural and international awareness events hosted by its International Center. The center plans all activities with the community in mind.

November 15, 2006

Dear Friends: Welcome to the U.S. Department of Labor's 2006 Exemplary Voluntary Efforts (EVE) Awards ceremony, the annual occasion in which the Department showcases Federal contractors and support organizations that have demonstrated leadership in promoting equal employment opportunity (EEO). At the U.S. Department of Labor, we are working to ensure objective and nondiscriminatory decision-making in the American workplace through strong enforcement efforts at the Office of Federal Contract Compliance Policy, as well as extensive outreach to the business and nonprofit community. It is vital that unfair barriers to employment opportunities be eliminated, and that American workers have every opportunity to achieve success based on their skills and credentials. The organizations honored today are partners in this effort. They are advancing new ideas and technologies that will help make EEO a living reality in every American workplace. By publicly recognizing these outstanding leaders, we encourage others to follow their example and ensure that the doors to opportunity remain open to all. Congratulations and best wishes for continued success to this year's outstanding award recipients. Sincerely,
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Elaine L. Chao

Celebrating Efforts to Ensure EEO in the American Workplace

Celebrating Efforts to Ensure EEO in the American Workplace

2 0 0 6 S EC R E TA RY O F L A B O R ' S E P I C , EVE AND OPPORTUNITY AWARDS
PROGRAM

Secretary of Labor's Opportunity Award
TEXAS A&M UNIVERSITY

Presentation of Colors National Anthem Welcome

Armed Forces Color Guard MUI Antje Farmer U.S. Department of the Navy Charles E. James, Sr. Deputy Assistant Secretary for Federal Contract Compliance The Honorable Victoria A. Lipnic Assistant Secretary for Employment Standards

C o l l e g e S t a t i o n , Te x a s Established in 1876, Texas A&M University (TAMU) is a public, land-grant university with nationally competitive undergraduate, graduate, and professional programs. Description of Innovative EEO Programs TAMU Chancellor Robert D. McTeer oversees equal employment opportunity (EEO) and nondiscrimination through the university's Office of Equal Opportunity (OEO). Established in 2002, OEO manages and resolves charges of discrimination at TAMU and serves as the central point of contact for state and Federal agencies that monitor discrimination complaints. To ensure nondiscrimination at TAMU, OEO proactively monitors the university and seeks to resolve issues that can lead to discrimination. Since OEO's inception, the number of discrimination complaints filed with state and Federal agencies systemwide—which includes TAMU's nine campuses—have decreased by 60 percent. TAMU President Robert Gates recently added a new imperative to the university's Vision 2020, a plan to achieve TAMU's objective to become a consensus “top 10” public university by the year 2020: Diversity and Globalization. The aims of the Diversity and Globalization imperative are to (1) create an environment that respects and nurtures all students, faculty and staff; and (2) increase the geographic diversity among students, faculty and staff. TAMU's Human Resources Employment Office provides hiring managers with in-person and online training in strategies to increase diversity in the hiring process and sends monthly e-mails to more than 100 institutions inviting diverse candidates to apply for vacant positions at TAMU. TAMU provides diversity training for all academic search committees, faculty and department leaders. President Robert Gates recently hosted a diversity training retreat for all department heads at TAMU. TAMU ensures that faculty, staff, and students have equal opportunity to achieve their potential through its comprehensive Work/Life Balance

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The Honorable Elaine L. Chao U.S. Secretary of Labor AWARDS PRESENTATIONS Exemplary Public Interest Co n t r i b u t i o n ( E P I C ) Focus: HOPE Detroit, Michigan HireAbility Blackwood, New Jersey Exemplary Voluntary Efforts (EVE) Armed Forces Bank
Fort Lewis, Washington

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Goldman Sachs and Company New York, New York Roy Anderson Corporation Gulfport, Mississippi Secretary's Opportunity Award
Texas A&M University

College Station, Texas Closing Remarks RECEPTION Charles E. James, Sr. Department of Labor 2nd Floor Mezzanine

Celebrating Efforts to Ensure EEO in the American Workplace
the team who constructed the memorial, which consisted of 130 Roy Anderson employees and subcontractors. Immediately after Katrina, Roy Anderson Corporation set up a disaster relief fund for employees impacted by the hurricane. Roy Anderson employees, contractors, and others donated money, food, and clothing. The company provided temporary housing assistance, as well as free gasoline and meals. Roy Anderson supports and/or partners with a number of charitable organizations including the United Way of South Mississippi, the Gulfport School District, Habitat for Humanity, the Salvation Army, and American Heart Association.

Celebrating Efforts to Ensure EEO in the American Workplace

Exemplary Public Interest Contribution Awards
FOCUS: HOPE
Detroit, Michigan Focus: HOPE, founded in 1968 by Father William T. Cunningham and Eleanor M. Josaitis, is a community-based, nonprofit organization based in the Detroit, Michigan metropolitan area that seeks to advance civil and human rights. Focus: HOPE's mission is to ensure that all Americans have economic opportunity. For more than 20 years, Focus: HOPE's programs have equipped indigent Americans with the skills necessary to attain economic self-sufficiency and a decent standard of living. Description of Exemplary EEO Support Program Focus: HOPE accomplishes its mission through a number of innovative training programs. In 1981, Focus: HOPE established the Machinists Training Institute (MTI), which today is a state licensed and accredited training institution providing minority youth, women, and others with precision machining and metal-working skills. Of the first companies to hire MTI graduates, most had never previously hired a minority or woman as a machinist. Today, MTI accounts for more than half of all formally trained machinists in Michigan. MTI is a 31-week program that involves 1,108 hours of formal instruction in applied mathematics, manufacturing theory, blueprint reading and graphics, statistical process control, metrology, and communications. MTI graduates are hired by many Federal contractors, including Ford Motor Company, General Motors Corporation, DaimlerChrysler, and the Global Engine Manufacturing Alliance. Focus: HOPE established the Center for Advanced Technologies (CAT) in 1993 to provide those who would not otherwise have the opportunity to obtain degrees and hands-on experience in fields with entry-level jobs. CAT stems from a Memorandum of Understanding between the U.S. Departments of Defense, Commerce, Education, and Labor, and integrates hands-on manufacturing training and academic learning within a state-of-the-art production setting. Through CAT, Focus: HOPE partners with five universities and six Federal contractors to offer an associate or bachelor of manufacturing engineering technology degree. CAT program participants work on manufacturing and research and development projects—many of which are for the Department of

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Celebrating Efforts to Ensure EEO in the American Workplace

Celebrating Efforts to Ensure EEO in the American Workplace

Defense—for General Motors and/or DaimlerChrysler. In 2005, 42 CAT participants graduated with bachelor degrees and 113 CAT participants graduated with associate degrees. At the end of 2005, the average starting salary of a CAT graduate with a bachelor in manufacturing engineering technology degree was $57,000 per year. Focus: HOPE established the Information Technologies Center (ITC) in 1999 to provide women and minorities with access to high-paying careers in the field of information technology. ITC graduated 815 students between 1999 and 2005, and enrolled another 242 in 2005. ITC graduates who keep current on their certifications earn between $40,000 to $60,000 per year within three years of graduation from the program.

R O Y A N D E R S O N C O R P O R AT I O N
Gulfport, Mississippi

Founded in 1955 by Roy Anderson, Jr., a Korean War veteran, Roy Anderson Corporation is a construction contractor that builds government, entertainment, industrial, educational, sports and commercial facilities. Licensed in 13 States, Roy Anderson Corporation (Roy Anderson) is one of the largest building contractors in the United States. Description of Innovative EEO Programs Under the leadership of Chief Executive Officer Roy Anderson, III, Roy Anderson has established innovative programs that further equal employment opportunity for its employees and other companies in the construction industry. Through the Mentor-Protégé Program for Certified 8(A) Firms, Roy Anderson provides insurance coverage, as well as technical and management assistance and training, to subcontractors who cannot otherwise afford or qualify for the benefits received through this program. Four of the firms that Roy Anderson has mentored are minority-owned, and two of the four have been awarded government subcontracts because of Roy Anderson's assistance. Moreover, in each of the last two years, Roy Anderson has assisted OFCCP in coordinating Technical Assistance Seminars for construction contractors. In the wake of Hurricane Katrina, Roy Anderson Corporation participated in a program to quickly fill the need for craft workers in devastated areas. The free program provided participants with basic skills in carpentry, plumbing, and heating, ventilating, and air-conditioning, among other skills. Roy Anderson not only provided financial assistance and equipment, but hired one of the program's first female graduates— an office manager who was displaced after Katrina. Roy Anderson established its Education Assistance Program to enable employees to further their education. All full-time employees are eligible for tuition reimbursement for successfully completed courses that benefit the company and their careers. Commitment to Community Service In February 2006, Roy Anderson partnered with the ABC reality television show “Extreme Makeover: Home Edition” to build the Hurricane Katrina Memorial on the Biloxi Town Green. Roy Anderson donated

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HIREABILITY
Blackwood, New Jersey Founded in 1999, HireAbility is a nonprofit organization that helps individuals with disabilities and disabled veterans find competitive jobs. Description of Exemplary EEO Support Program HireAbility helps individuals and veterans with physical, cognitive, or emotional disabilities, find jobs appropriate to their knowledge, skills, and experiences. HireAbility assists clients in all facets of the job-search process. HireAbility tailors programs to the individual needs and abilities of each of its clients and offers clients training in research, networking, resumé writing, and interview skills. HireAbility has established a network of employers that assist clients by acting as “resumé critics,” performing mock interviews, and providing HireAbility clients with seminars and networking information. HireAbility maintains an extensive database of contacts to connect clients with public and private service organizations that provide vocational training services. HireAbility's local partners include the New Jersey Department of Vocational Rehabilitation Services and the Camden County Office of Veterans Affairs.

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Celebrating Efforts to Ensure EEO in the American Workplace

Celebrating Efforts to Ensure EEO in the American Workplace

day-long conference offering women associates the opportunity to enhance leadership skills, and establish relationships that facilitate career growth. For senior women associates, GLD and GSU set up the WCSI Program, a six-month development program comprised of skillbuilding workshops and events. In keeping with its philosophy that diversity is not optional, Goldman Sachs recently established a hands-on mentoring program for entry-level professionals. Facilitators and speakers provide participants with strategies on how to successfully navigate the firm, enhance knowledge of job functions, and build relationships with senior leaders. The goal is to present upfront the information that an entry-level Goldman Sachs professional would typically glean over the course of months or years. Goldman Sachs has also set up a number of programs designed to attract and retain diverse talent. In 1997, Goldman Sachs established its MBA Fellowship program to increase interest in careers in the financial services industry among underrepresented business school students. The company offers 10 full-tuition fellowships to first-year students at 10 graduate schools. In addition, MBA Fellows receive a summer associate position at the company after their first year. In 1994, the company established the Goldman Sachs Scholarship for Excellence Program to increase interest in careers in the financial services industry among Black, Hispanic, Native American and other historically underrepresented groups that have excelled in their undergraduate academic careers. Commitment to Community Service Goldman Sachs established the Goldman Sachs Foundation in 1999, a global philanthropic organization that has awarded grants in excess of $72 million since inception. The mission is to promote excellence and innovation in education and improve academic performance and productivity of young people worldwide. Through the Community TeamWorks initiative, Goldman Sachs employees receive a day off from work to participate in team-based projects with nonprofit organizations that enhance the quality of life in the communities in which Goldman Sachs operates. In 2005, more than 15,000 Goldman Sachs employees, along with their families and friends, contributed more than 79,900 hours in volunteer work to their communities.

HireAbility regularly conducts employment and job-search workshops that bring together corporate recruiters, human resources professionals, individuals with disabilities, and disabled veterans. These workshops provide HireAbility clients with networking opportunities and enhance their knowledge of careers in different industries. Employers partnering with HireAbility include PNC Bank, Comcast Cable, Home Depot, and AAA Automotive. HireAbility has also partnered with many likeminded organizations to advance its mission, including OFCCP. In April 2003, HireAbility and OFCCP held an “Employer Breakfast” for Federal contractors. During this event, Federal contractors were introduced to valuable employmentreferral resources.

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Celebrating Efforts to Ensure EEO in the American Workplace

Celebrating Efforts to Ensure EEO in the American Workplace

Exemplary Voluntary Efforts Awards
ARMED FORCES BANK
F o r t L e w i s , Wa s h i n g t o n Founded in 1907, Armed Forces Bank provides banking services for military personnel and civilians. Armed Forces Bank provides banking services worldwide, 24 hours a day, seven days a week, via phone, mail, the Internet, and ATMs. Description of Exemplary EEO Support Program Armed Forces Bank implements equal employment opportunity programs to build a qualified workforce reflecting the diverse communities it serves. Over the years, recruitment efforts provided employment and training opportunities to minorities, women, disabled veterans, and veterans of combat.
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Commitment to Community Service Armed Forces Bank annually awards scholarships to the spouses of active duty military personnel, providing opportunities to further their education while their spouses protect and defend the country. Armed Forces Bank employees give back to their communities by volunteering their time with local schools, charities, and equal employment opportunity groups. The bank supports programs that familiarize adults and young people with banking, savings and investment, and personal finances.

GOLDMAN SACHS & CO.
N e w Yo r k , N e w Yo r k

In 2002, Armed Forces Bank partnered with Bates Technical College and WorkFirst, a welfare-to-work initiative in the State of Washington. Through this partnership, Armed Forces Bank provides internships to WorkFirst participants. Armed Forces Bank provides participants with class instruction on career opportunities in the banking industry. Armed Forces Bank established a Leadership Training Program offering all employees equal opportunity for promotion into supervisory and management positions within the company. All new Armed Forces Bank employees attend an orientation where they are paired with a mentor. Mentors are seasoned managers who encourage and help ensure the success of new employees. The bank recently created a position to oversee the transition of high-performing employees who successfully complete the training program into supervisory jobs. This position also oversees the transition of supervisory employees into management ranks within the company. Armed Forces Bank implements professional development programs to enhance the skills and competencies of employees. These programs provide training, mentorship, and educational opportunities. Armed Forces Bank offers employees tuition reimbursement for college classes, cross-training bank operations, and other internal classes.

Founded in 1869, Goldman Sachs is a publicly traded, global investment banking and securities firm providing a wide range of investing, advisory and financing services. In 2005, Fortune Magazine included Goldman Sachs on its list of “100 Best Companies to Work For.” Description of Innovative EEO Programs One of the 14 Business Principles that guide Goldman Sachs' business practices establishes diversity as a Goldman Sachs business imperative: For us to be successful, our men and women must reflect the diversity of the communities and cultures in which we operate. That means we must attract, retain and motivate people from many backgrounds and perspectives. Being diverse is not optional; it is what we must be. Goldman Sachs extends equal employment opportunity (EEO) to all of its employees by offering training programs that facilitate professional growth and career development. Goldman Sachs' Office of Global Leadership and Diversity (GLD) partners with Pine Street and Goldman Sachs University (GSU)—the company's two internal training groups— to ensure that training curricula emphasize leadership and diversity. GLD and GSU recently partnered to establish the Women's Associate Initiative, designed to strengthen the pipeline of potential future women leaders at Goldman Sachs. As part of this initiative, GLD and GSU established the Associate Women's Leadership Conference, an annual,

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