Strategic Plan

As North Carolina's population continues to grow in the coming years, it will become increasingly important to embrace the diversity this increase will bring. DENR desires its employees to become active ambassadors to support the increase of different groups that will call this State their home, as well, as strengthen the cultures that exist within DENR currently.

The hallmark of the plan is its focus on building relationships and inclusion. This is expressed in several emergent themes, each with its set of priorities and other action ideas. These were further distilled to the "Top Four" priorities that DENR will place emphasis on, while simultaneously pursuing other initiatives expressed in the plan as resources allow.

For the Department of Environment and Natural Resources, diversity compels a total-quality, progressive workplace to reflect the changing demography of our society, at all levels of our organization. As a result, we gain unique opportunities to broaden our understanding and respect for others, providing each of us and all of us with potential for personal and professional growth, as well, as a sense of fulfillment as we work together to preserve and enhance North Carolina's environment and natural resources.

Strategic Goals

• Fully integrate diversity into the "way we do business"
• Align diversity initiatives with specific needs and expectations, internally and externally
• Build a common understanding of diversity throughout DENR at every level of the organization
• Communicate and reward diversity initiatives that lead to success, by acknowledging the contributions of others
• Tie accountability for diversity success to job performance and career development

Who is responsible?

• Senior Management: Participate, encourage and work with all employees throughout the organization to prioritize their action plans and to monitor progress of assigned initiatives.
• Managers/Supervisors: Are accountable for establishing and sustaining a high-performing workforce that values differences and contributes to day-to-day operations of the department.
• Employee: Are responsible for working effectively internally and externally to maximize performance and to embrace the department's diversity openly.
• Human Resources Department: Will partner with managers/supervisors and employees to help create and sustain a high-performing and diverse organization. Also responsible for providing metrics to evaluate overall success.
• Diversity Council: Will provide overall strategic direction for department diversity initiative and monitor progress of the department's diversity initiatives. As a proactive step in embracing diversity, the Council will recommend action to the Secretary on diverse issues and act as a conduit of information on diversity to and from the division.
• Diversity Council's Committees: Will function as the operational arm of the Diversity Council soliciting, implementing and providing input and suggestions from the entire Council, Senior Management and others within the department.

Issues of Focus

• Change management attitudes and beliefs in order for all employees to be fully utilized
• Ensure employees feel valued at every level
• Ensure that employee understand diversity
• Diversity brings about a great amount of fear
• Opinions are not always valued in the department
• Make employees aware of the many different cultures working in the Department
• Consider Diversity when hiring or making promotion decisions

Diversity Initiative Plan's Key Features

DENR's Diversity Initiative Plan has several key features that distinguish it from others. It employs an approach or methodology that is different from the usual plan to address diversity in that its processes are:

• Relational versus linear
• "Action at every level of the organization"
• Integrative of current activities and new initiatives versus an all-new program template
• It focuses on several emergent themes that support the purpose of the plan and the mission of the department  

Emergent Theme 1: Build a Pool of Prospective Diverse Applicants ( Making DENR the employee of choice). Recruit and Retain a Critical Mass of Diverse Employees.

Emergent Theme 2: Foster Strong Relationships With and Among all employees throughout the department (Training/Education and Special Enhancements).

Emergent Theme 3: Enhance Idea Exchange, Engagement and Range of Learning Experiences Through Outreach Relationships, Internally and Externally (Website Development/Maintenance (Director's Message, DENR's Newsletter).

Culture Statement

The Department of Environment and Natural Resources (DENR)'s culture focuses on three critical statements:

• Led by People
• Driven by Performance to meet the strategic plan of the department
• Committed to Excellence, everyday and in everything that we do. 

As PEOPLPE, states  "People succeed because they...embrace Diversity." 

This, then, provides an important foundation for the Diversity initiative. It is, in fact, an integral part of the culture of this organization and is directly tied to the our success.

Vision Statement

DENR envisions an environment where all people are valued and respected. Our differences create a competitive advantage and a productive workplace for all.

Mission Statement

To enhance and foster a diverse organizational environment at all levels that embraces and promote inclusion and mutual respect.

Value Statement

We embrace the diversity of our workplace, marketplace, and communities. We believe no one is more important than another, each is important in a unique way, and we depend on each other to accomplish our mission.

Diversity IS:

• A necessity for organizational success
• Enabling everyone to maximize his/her potential
• Creating an environment where co-workers respect each other
• Broadening the norms of acceptance; soliciting and listening to every employee's requests; opinion
• Helping individuals understand the needs of others
• Helping individuals communicate effectively with others
• Helping individuals recognize and capitalize on the value of a diverse workforce through implementing new ideas and perspectives
• Appreciating the importance of different views as part of our daily activities
• Embracing our diverse communities and endorsing minority supplier development through the Department of Administration, HUB Program
• Facilitating an understanding of and support for the variety of needs of our customers base

Diversity is NOT:

• Quotas
• Special treatment for selected individuals or groups
• A replacement or substitute for Affirmative Action
• Exclusionary of anyone or any group
• Special programs to make any group feel guilty
• A short-term strategy or option

Diversity is each of us and all of us!