Diversity, Equity, and Inclusion

Objective: Maintain a Welcoming Place for All on Their Career Journeys

NCMA recognizes that access to opportunities and resources differ for each of us on our career journeys. We also believe that access and diversity in all its dimensions are paramount to effective outcomes while on the job and on those career journeys.

As the professional society for contract management and acquisition-related functions, we know the importance of a community that welcomes all. Our profession is most effective when diverse perspectives are applied to finding procurement solutions that best serve missions. Diversity of ethnicity, gender identity, and experiences encourage powerful perspectives and enriching outcomes.

NCMA supports respectful dialog to uncover and celebrate different perspectives that demonstrate the value of diversity. With that as a goal, and to continuously maintain a welcoming place for all on their career journeys, the Board of Directors stood up the DE&I Council to provide recommendations and take on special projects to uncover blind spots that could prevent us from achieving our goal. See Resources below for the results of a PY22 membership study and articles on changes to our National Board process.

The Council reflects views from across the entire organization, including Directors, Committee members, Chapter leadership, standards and certifications oversight functions, Board of Advisors, Council of Fellows, CMLDP, and members at large. Their recommendations and statement of beliefs will be public for transparency and further awareness of progress.

On behalf of our association, we ask for your commitment to continue to welcome all in their journeys at NCMA.

Wendy Masiello, PY23 President
Kraig Conrad, CEO

What We Believe

NCMA strongly believes that a diverse workforce in an inclusive environment will improve individual and organizational performance in the contract management profession. We are fully committed to the approach to assist in the advancement of equity and support for contract management personnel. NCMA will continue working with members and stakeholders to help create a more diverse, high performing, professionally trained workforce. 

Embed in the fabric of the association

Continue efforts by National Board to identify strategies on how to embed and sustain DE&I in the fabric of how the association is governed, managed, and operated to foster and maintain a culture of trust and the removal of barriers to equal opportunities within NCMA.

Efforts must consider creating member awareness to encourage the recruitment, retention, and advancement for National leadership positions to support the inclusion of all members to grow through successive and varying experiences in an equitable and fair manner. This includes the provision of opportunities for all members who meet the stated criteria and characteristics for Board leadership.

Note: Efforts ongoing. DE&I Council established by the Board to identify and promote DE&I options for NCMA and its community. See Governance section related to greater transparency of National Board selection process. Reference the Volunteers Leadership section of the NCMA profile that now has a new tool for interested people to provide information, including their skills and level of interest. 

NCMA DE&I Triad: Community, Governance, and Practice

Community

1. Objectively measure NCMA community experiences 

Establish a baseline of membership experience through lens of diversity, equity, inclusion, and access.

Conduct an independent DE&I assessment and repeat periodically to understand NCMA progress toward objectives to do more to promote and ingrain DE&I principles in the Association's governance.

Explore methods to understand member perceptions of NCMA DE&I practices. This is vital to gauging member attitudes in understanding the importance and expectations (road-ahead) of CM community relative to DE&I. Implement recommendations as well as conduct a follow up assessment so that NCMA can create a roadmap for identifying DE&I objectives and goals that can be measured.

Analyze internal policies and procedures to assess their inclusiveness.

Note: Initial assessment and review of policies and procedures completed in 2021. Assessment scheduled to repeat in 2022 and onward.

2. Know NCMA community needs 

Capture self-reported member demographics to accurately capture member representation to identify areas we can implement practices to support governance and content development activities that reflect the diversity of NCMA. 

Encourage consideration of member demographics in content development and speaker selection by staff and volunteers. 

Note: Currently in the NCMA profile to capture self-reported information.

3. Guide chapter leadership 

Incorporate DE&I Recommendations into the Chapter Playbook and add related elements to the awards process. The Chapter Playbook is the guide shared with Chapter Leaders on how to manage and run a Chapter. 

Playbook should encourage greater transparency in Chapter Leadership selection and DE&I principles. 

National engages Chapters to extend the DE&I campaign, per Governance transparency, and share the objective of this effort, which is to sustain a welcoming place for all on their career journeys. 

4. Demonstrate diversity of NCMA community 

Promote Faces of NCMA YouTube video series—and any future programs—which are consistent with NCMA demographics to promote and demonstrate membership diversity. Incorporate in academic outreach efforts to help students see themselves in our community. 

Governance

5. Increase transparency of Board selection process 

Increase transparency of the selection process to NCMA members for National and Chapter leadership positions, and communicate more on progress toward NCMA DE&I goals and objectives. 

Conduct market research to identify ways to keep members informed on DE&I initiatives. One idea being considered is to share updates on a resources page on the NCMA site that includes, at a minimum the following: 

  • References of President's Executive Order on DE&I 
  • NCMA Leadership goals and objectives in support of its own DE&I awareness policies and campaigns, including importance of DE&I structures relative to strength and diversity in CM 
  • Charter and intent of NCMA DE&I Council 
  • Metrics and demographics of NCMA leadership and overall membership 

For further transparency, include updates on initiatives in opening remarks in speeches, articles, and videos from leadership. 

Note: New resource and update page (this page) launched with references to news and article on progress, including NCMA National leadership statements and videos. See Guide chapter leaders for related references. 

6. Collaborate across Board and the Council 

Consider additional ways for Board and the DE&I Council to engage. This recommendation list is the primary mechanism for providing DE&I updates to the Board, through the NCMA President, on Council activities. 

Note: Current DE&I Council charter defines NCMA Board President as Chair, and NCMA CEO as Co-Chair. The Council is comprised of representation from some Board members, Committee members and Chapter leaders across NCMA. The Board receives the complete list of Recommendations to stay informed, while the President makes final decisions on recommendations to consider. 

7. Further governance leadership introspection 

Board of Directors and Committee members commit to ongoing behavioral self-assessments and team building activities for greater awareness of leadership styles to help foster productive, inclusive dialogue that values diversity of thought.

Practice

8. Invite people in earlier on their journeys 

Establish an outreach program to universities and Minority Serving Institutions (MSI) that represent underrepresented populations, including Historically Black Colleges and Universities (HBCU), Asian, Latino and Hispanic, Native American, and Native Hawaiian and Pacific Islander students. This, in turn, will expand the awareness of CM as a career/profession to schools who are, either underrepresented or are not afforded same opportunities and resources. All students are welcome to participate. 

Outreach program to include, NCMA leaders, volunteers, and CMLDP alumni as resources to speak to students. 

Note: University Outreach program standing up late Spring 2022 

9. Teach what we believe 

Include DE&I content in CMLDP and other volunteer leadership programs, such as Chapter Leadership events and World Congress, with focus on how our community is welcoming to all on their career journeys. 

10. Include in practice body of knowledge 

Consider DE&I content and leadership competencies in related CMBOK areas and offer educational sessions at NCMA events. 

Note: CMBOK areas to consider are Guiding Principle and Team Dynamics/Empathy. CMBOK™ 7 soon to be in development once next CMS™ update is released. 

DE&I Council

Dominick Belfiore

Staff Liaison

Al Boykin

Al Boykin

Board of Advisors Perspective

Denyce Carter

Denyce Carter, President-Elect

President-Elect and Board Perspective

Shene Commodore, CPCM, Fellow

Council of Fellows Perspective

Kraig Conrad

CEO and Staff Perspective

Soraya Correa

Soraya Correa

Member-at-Large Perspective

Sean Garcia

Sean Garcia, CPCM, CFCM, CCCM, Fellow

Nominations & Election Committee Diversity Representative Perspective

Ruby Harvey

Ruby Harvey

Standards Consensus Body Perspective

Demetrius Kittrell

Demetrius D. Kittrell, Fellow

CMLDP Alumni and Chapter Perspective

Cassandra Manos

Cassandra Manos, CPCM, CFCM, CCCM, Fellow

Certification Oversight Body and CMLDP Perspective

Wendy Masiello

Wendy Masiello, President, CPCM, Fellow

President and Board Perspective

Kameke Mitchell

Kameke Mitchell

Chapter Perspective

Jason Pickart

Jason Pickart

Chapter Perspective

Steve Sarris

Steve Sarris, Director, CPCM

Board Perspective

Steve Woo

Steve Woo, CPCM, CFCM, Fellow

Chapter Perspective

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