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Izaak Walton League of
America
Diversity Survey For
2004
"25% of my staff is from diverse
backgrounds, including my CFO, Building manager, accountant, ex.
assistant, we are a small group, we don't do surveys, we don't
give grants."
Paul W. Hansen, Executive Director
Izaak Walton League of America, 707
Conservation Lane
Gaithersburg, Maryland 20878
(P) 301-548-0150 (F) 301-548-0149
Phansen@iwla.org
www.iwla.org
Note: AAEA took the
information provided in an email response by Paul Hansen and
applied it to the survey.
Green Group Diversity Report Card
Does your organization have grants or
contracts with the Federal government?
Yes______ No_______ List Agencies_______________________________________
If yes, indicate range: Less than
100,000________Greater than 100,000___________
1. Number of professional minority employees
(number of nonminority employees). 10 Points
2. Number of administrative minority employees
(number of nonminority admin employees). 10 Points
3. Percent of minority employees over the past
3 years (average) compared to nonminority employees 10
Ponts.
4. Do you have a formal Diversity Program?
5. Number of minority program managers and project
directors (number of nonminority program managers and project
directors).
6. Number of formal (programmatic, monetary,
managerial) partnerships with minority organizations.
7. Number of minority contractors used for goods and
services (at least 3 with at least 15% of supplier/services
budget).
8. Use services of minority bank (at least one).
9. Total amount of contributions to minority
environmental organizations (threshold: 15% budget)
10. Percent of budget dedicated to minority staff
and minority programs.
Bonus: Describe the
positive or negative effects of diversity at your organization.
Describe your plans to improve diversity at your organization in
2005.
Report
Card Explanation
Each item has a value of 10 points or
10 percentage points. The ratings include:
100%-80%-Excellent, 70%-50%-Good, Below 50%-Poor
The Environmental Movement should reflect
the demographics of America. As such, we are using a
specific percentage as the basis for evaluating environmental
groups. We believe that a 15% participation rate is a fair
measure for applying the criteria listed above. It also
provides a tangible target for groups to measure
themselves. This percentage rate will be applied to
appropriate criteria.
- Number of professional minority
employees (number of nonminority employees). Although
many environmental groups have minority employees, they
are usually administrative staff, especially the
receptionist position. Professional employees
include research assistants, research associates,
researchers, lobbyists, and management/accounting-level
(CEO, VP, COO, CFO, CPA, Development Director). We
believe that a 15% minority participation rate is
reasonable for full ten-point credit. Ten percent
or more-six points. Five percent or more-three
points.
However, we realize that this level of
participation will be problematic for traditional environmental
organizations because the work environments can be hostile,
exclusive, and policy positions can be contrary to personal,
racial and cultural beliefs. Thus, the history of
minorities in these positions is poor. When minorities are
hired, the retention rate is poor. Minority
participation will remain poor as long as working environments at
environmental groups are hostile and as long as they are
unwilling to entertain and adopt minority-friendly policies.
- Number of administrative minority
employees (number of nonminority admin employees).
Groups should score here because it must be comfortable
for both parties to interact at this level.
Secretaries, receptionists and typists are important
positions for effective and efficient operation of any
organization, however, more aggressive efforts should be
made to recruit and retain professionals. This
should not be difficult in urban and suburban areas where
most environmental groups are located because there is
abundant minority talent in these areas. A 15%
participation rate qualifies the group for credit in this
category. Ten percent or more, 6 points. Five
percent or more, 3 points.
- Percent of minority employees over
the past 3 years (average) compared to nonminority
employees. This is a combination of administrative
and professional employees over time. A group, for
whatever reason, might have a year where minority
employment slips. However, if there is a low
percentage over time, then a clear pattern and practice
of discrimination is implied. It also implies that
minorities are not aware of positions at these
organizations as a result of separate living patterns,
cultural disconnects and intent to avoid employing
diverse populations. A 15% combined participation
rate qualifies the group for full credit in this
category. Ten percent or more, 6 points. Five
percent or more, 3 points.
- Do you have a formal Diversity
Program? This question requires a
simple yes or no response. If yes,
specify program director and range of estimated program
budget (e.g., $100,000-$200,000, etc).
- Number of minority program
managers, project managers, program directors and project
directors (number of nonminority program managers and
project directors). These positions are crucial to
the implementation of the policies of the
organizations. At least two (2) positions are
needed to qualify for full credit in this
category. Five points for one position.
- Number of formal (programmatic,
monetary, managerial) partnerships with minority
organizations. This category includes programmatic
partnerships that deal with substantive issues.
This category can include jointly funded and executed
programs or programs that are subcontracted to, and
executed by, minority organizations. At least three
(3) formal partnerships are needed to qualify for full
credit in this category. Six points for two formal
partnerships. Three points for one formal
partnership.
- Number of minority contractors used
for goods and services (at least 3 with at least 15% of
supplier/services budget for total credit). Three
points for 1 contractor. Six points for 2 contractors.
- Use services of minority bank (at
least one).
- Total amount of contributions to
minority environmental organizations (threshold: 15%
budget). A group can take credit for this category
if 15% of its budget goes to minority
organizations. Six points for 10%. Four
points for 5% or more.
- Percent of budget dedicated to
minority staff and minority programs. A group can
take total credit for this category if 15% of its budget
is dedicated to minority staff salaries and minority
programs. The credit is 6 points if 10% or more of
its budget is dedicated to minority staff salaries and
minority programs. The credit is 4 points if 5% or
more of its budget is dedicated to minority staff
salaries and minority programs.
Bonus: How has your organization
changed due to having a diverse or more diverse staff? In what
new areas are you now doing or considering doing business or
investing? What new, better or different ways are you
communicating to or with the public? In what new geographic areas
are you now working or considering? What new or different short
term and long term strategies do you now have that you might not
have had otherwise? In other words, has it made a substantial or
significant difference to your organizational activities and
goals to have diversity in significant staff and management
levels? Up to 10 points at the discretion of AAEA.