Community Service

NCUA Opens New Office of Minority and Women Inclusion

January 26, 2011
KEYWORDS agency , diversity
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OMWI was formed in response to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010. OMWI Director Tawana James will oversee Dodd-Frank Act requirements relating to diversity, civil rights, and the promotion of minority and women hiring and contracting practices throughout the credit union industry.

OMWI’s mission relates to diversity in management, employment, and business activities. This includes:

Equal employment opportunity and the racial, ethnic, and gender diversity of the workforce and senior management of the agency;

• Increased participation of minority-owned and women-owned businesses in the agency’s programs and contracts, including standards for coordinating technical assistance to such businesses;

Assessing the diversity policies and practices of entities regulated by the agency; and

Preserving credit unions run by minorities and/or those serving minorities.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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