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Diversity at ARL - strategy & diversity committee

Diversity Logo
It is the strategy
of ARL Penn State that, to maintain its hard-earned reputation as one of the leading research and development organizations serving the U.S. Navy as well as new marketplaces.
 (Diversity logo design by Kevin Fox)

 

This strategy will dedicate the necessary resources, personnel and financial, to develop, maintain, and execute a tactical plan:

  • to make every reasonable attempt to broaden the diversity of its work force given the constraints imposed by the necessity of maintaining and improving the technical capabilities of ARL staff; and
  • to maintain a work environment which empowers the work force, to the fullest extent possible, and in which work is assigned to challenge every member of every project team and to utilize fully the capabilities of each member; and
  • to promote sensitivity towards cultural, professional, and personal diversity brought to the work place by members of the staff, to foster understanding and tolerance of their unique differences, and thereby enable and enhance the contribution of each member of the staff by other members of her or his project team, his department, and the ARL in general.

ARL's Diversity's Tactical Plan includes these efforts:

  • broaden the diversity of ARL's work force
  • maintain an empowered work environment
  • and promote sensitivity towards cultural, professional, and personal diversity

The Pennsylvania State University is committed to the policy that all persons shall have equal access to programs, facilities, admission, and employment without regard to personal characteristics not related to ability, performance, or qualifications as determined by University policy or by state or federal authorities. The Pennsylvania State University does not discriminate against any person because of age, ancestry, color, disability or handicap, national origin, race, religious creed, sex, sexual orientation, or veteran status. Direct all inquiries regarding the nondiscrimination policy to the Affirmative Action Director, The Pennsylvania State University, 328 Boucke Building, University Park, PA 16802-2801; tel. (814) 865-4700/V;  (814) 863-1150/TTY. 

Please note these important links:

RECRUITMENT PLAN: DEVELOPED AND IMPLEMENTED  

Developed by ARL HR and hiring unit to include a search strategy that aims to attract qualified candidates and achieve a racial, ethnic, and gender balanced workforce consistent with university policy.

In addition to defining the authority of the search committee/team, the Office or Division Head should review job group goals to correct under-representation of women and racial/ethnic minorities(with any necessary assistance from ARL’s Diversity Office), and charge the committee with exploring all opportunities to create a diverse pool of applicants. AAO requires expanded recruitment efforts for all positions in which women and minorities are underrepresented.

Personal contacts through professional organizations, training facilities, and colleagues at other institutions are usually the most effective networking resources.  You are encouraged to personally contact professional organizations in your field to request that the position announcement be shared with members, especially with any women's or minority caucuses.  Making personal contacts with the caucuses is most likely to result in applicants for your position. You are also encouraged to list your position announcement on websites and list-serves specific to your department or position which potential applicants are likely to read because of their interest in the subject. Prior to posting your job on any professional websites, please contact the Human Resources Office for the appropriate tracking code.

Ensure that recruitment advertising is appropriate to the position but not so restrictive as to needlessly limit the pool of applicants. ARL Human Resources will assist the hiring department with development and placement of the advertisement.

Determine estimated recruitment costs/obtain approval (if necessary).

RECRUITMENT PLAN: DEVELOPED AND IMPLEMENTED  

Developed by ARL HR and hiring unit to include a search strategy that aims to attract qualified candidates and achieve a racial, ethnic, and gender balanced workforce consistent with university policy.

In addition to defining the authority of the search committee/team, the Office or Division Head should review job group goals to correct under-representation of women and racial/ethnic minorities (with any necessary assistance from ARL’s Diversity Office), and charge the committee with exploring all opportunities to create a diverse pool of applicants. AAO requires expanded recruitment efforts for all positions in which women and minorities are underrepresented.

Personal contacts through professional organizations, training facilities, and colleagues at other institutions are usually the most effective networking resources.  You are encouraged to personally contact professional organizations in your field to request that the position announcement be shared with members, especially with any women's or minority caucuses.  Making personal contacts with the caucuses is most likely to result in applicants for your position. You are also encouraged to list your position announcement on websites and list-serves specific to your department or position which potential applicants are likely to read because of their interest in the subject. Prior to posting your job on any professional websites, please contact the Human Resources Office for the appropriate tracking code.

Ensure that recruitment advertising is appropriate to the position but not so restrictive as to needlessly limit the pool of applicants. ARL Human Resources will assist the hiring department with development and placement of the advertisement.

Determine estimated recruitment costs/obtain approval (if necessary).

Identify search committee or search team. The search committee/team for a position include a committee chair and other members, who will seek candidates and conduct interviews. The chair is generally the hiring unit manager, and is frequently the individual who submits the requisition. The Human Resources department will provide the appropriate training to the committee chair regarding University policy plus provide an employment check list for recruiting purposes.

Chair Checklist (PDF)

The committee will establish selection criteria and procedures for screening, interviewing candidates and keeping records. Ensure that criteria have been carefully defined, directly related to the requirements of the position, and clearly understood by members of the committee. ARL HR can assist when needed. 

Consider among selection criteria, the ability of the candidate to add intellectual diversity and cultural richness to the department, and the expected ability to work in any cultural environment.

ARL Human Resources will provide employment interview training on an as needed basis.

The ARL Diversity Committee, which reports to the ARL Director and Deputy Director, was established in 1990 to promote awareness among employees of the importance of supporting cultural diversity at ARL and to sensitize them to diversity issues, perspectives, and points of view with the goal of providing an environment conducive to a sense of belonging.

Director's Charge
ARL is interested in creating a diverse workforce of faculty and students to meet the changing world work environment.

Dr. Liszka [ARL Director] noted that the demographics show a decline in the number of whites males entering into science and education and an increase in the enrollment of women and minorities. He noted that some of the reasons may be due to interest in diversifying the workplace and recruitment.

Dr. Liska charged the Diversity Committee with responsibilites to:

  • Advise the director with recommendations for programs, actions, etc.
  • Establish diversity goals.
  • Develop a plan to achieve the goals.
  • Establish a budget.
  • Provide an inclusive and welcoming environment for all employees — ARL must strive to be accepting of people with
    diverse views to get maximum employee benefit for the Lab.
  • Promote a positive work environment that supports diversity — We are here to help people to be as productive as they can be.
  • Provide an education element — Education has an impact on the organization. Bringing issues to light might cause someone to
    notice something they might not have otherwise noticed.
  • Work with HBCU's (Historically Black Colleges & Universities) in a productive effort.
  • Review best practices (in the University/elsewhere).
  • Create connections with University groups and societies.
  • Team with other Universities.
  • Provide a diversity report to the University as required by the Office of Educational Equity.

Diversity Committee Members
Name Sub-Committee
Patricia G. Hayes
Chair
Recruitment & Retention
Colleen Stock
Standing Appointee
Recruitment & Retention
Lisa K. Irvin
Standing Appointee
Recruitment & Retention
Janet L. Jonson Recruitment & Retention Chair
Catherine I. Chamberlain Communication & Navigation
Lucinda Cuffia EOC Action Team
Margalit Z. Goldschmidt Fluids, Structural Mechanics & Acoustics
Jeff R. Harris Fluids, Structural Mechanics & Acoustics
Douglas E. Wolfe Materials & Manufacturing
Qiana P. Jackson Programs and Initiatives
Gloria M. Kith Undersea Weapons
Karin Meister Programming & Communication & Suggestion Box Chair
Lee Insley Communications, Information and Navigation
Brenda E. Moore Directorate