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Apl治療の最前線 (特集 骨髄性腫瘍をめぐる最近の進歩)
| Content Provider | Semantic Scholar |
|---|---|
| Author | 浩之, 藤田 |
| Copyright Year | 2014 |
| Abstract | Employee Resource Groups – A significant part of the year was spent transforming APL’s eight diversity related Affinity Groups into Employee Resource Groups (ERGs). o Affinity Group type events and cultural month celebrations continue o ERGs play a strategic role in supporting the Lab’s business goals and have partnerships with Lab’s senior management • Formed an ERG Vision, Strategy, Execution (VSE) document that aligns with the Lab’s own VSE • Worked directly with Lab’s Director to identify priorities for FY 13 Establish team environment that includes one or more members of the Diversity Working Group (DWG), which is comprised of Lab’s senior leaders Utilize online interface to share information and track progress Identify Thought Leaders that the Lab could potentially engage for exploring ideas and formulating initiatives during turbulent times Identify and prioritize a set of challenges for the Lab to address during the next few years Solicit ERG feedback on the Lab’s FY 14 VSE after the initial draft is developed Create a list of the top three diversity and inclusion issues facing APL o Formed a Joint Employee Resource Group (JERG) comprised of the leaders of each ERG, which interacts with the Lab’s Senior leaders; Participate in ad hoc discussions/feedback sessions (i.e., how to create and encourage innovation) “Allies in the Workplace” APL held its first Gay Pride Month Celebration by holding different events throughout the month (i.e., kickoff event, panel discussion, guest speakers.) o Reviewed all handbook and policy language to ensure it was inclusive and consistent throughout. Diversity-Related Communications – APL has made a conscious effort to expand its communications on diversity related topics and to integrate these stories with other APL news. A variety of venues used to share information. External Speakers – Topics covered included: “Women’s Empowerment – Women’s Education,” by Lori B. Garver, NASA Deputy Administrator; “Reaching for the Stars,” by Anousheh Ansari – First private Female Space Explorer, etc.. Individual Uniqueness – Sponsored 2 annual Open Minds Open Doors (OMOD) to recognize diversity beyond race, ethnicity and gender. OMOD featured exhibits on gun safety. Departmental Diversity Teams – Taking actions within Lab departments to target specific problems. Team leaders come together to share ideas and best practices. External Recognition – In past year APL named: o “Readers’ Choice Best Diversity Company” in Diversity/Careers magazine for the second year in a row o Top Supporter of HBCU Engineering Schools by Career Communications Group o Top Supporter of Black Engineering Schools by Black Engineer. com |
| Starting Page | 248 |
| Ending Page | 254 |
| Page Count | 7 |
| File Format | PDF HTM / HTML |
| Volume Number | 69 |
| Alternate Webpage(s) | http://web.jhu.edu/dlc/about_us/minutes/2012_2013%20Minutes/6.5.13%20Divisional%20Reports/APL.pdf |
| Alternate Webpage(s) | http://www.bbk.ac.uk/linkinglondon/resources/apel-credit-resources/leaflet_PanLondonAPELLearner.pdf |
| Language | English |
| Access Restriction | Open |
| Content Type | Text |
| Resource Type | Article |
