Diversity and Affirmative Action in Iowa, October 5, 2009

This report documents the progress of the executive branch of Iowa state government in the areas of diversity and affirmative action in employment. While the State has had an affirmative action program since 1986, the focus is shifting toward a more comprehensive view of diversity in order to create a richer and more welcoming workplace. To that end, Governor Chester J. Culver initiated Executive Order Four (EO4) in October of 2007. The goal of EO4 is to achieve and maintain a diverse workforce in state government. In FY 2009, EO4 remained an important driving force for diversity related issues. New this year, each department‘s diversity and affirmative action information contained in this report was also required for the State‘s workforce planning process. Because of the change in the reporting process, some departments submitted full workforce plans and others submitted the required excerpts from the workforce planning template for diversity and affirmative action. We expect full workforce plans from all departments in FY 2010.

Diversity and Affirmative Action in Iowa, November 23, 2010

In this report, changes to the overall diversity and progress we have made to balance our workforce in FY2010m and provide updates on our diversity-related plans, initiatives, and program changes for FY2011.

Fiscal Year 2015 Report on the Condition of Affirmative Action, Diversity, and Multi-cultural Programs in State Government and Fiscal Year 2016 Plan, September 30, 2015

Each agency is invited and encouraged to send a representative to a quarterly Department of Administrative Services State Recruitment Coordinating Committee “Committee” meeting. This Committee conducts strategic planning sessions to identify top goals and initiatives for the next 2-3 years.

The Office of Minority and Multicultural Health Advisory Council, Strategy planning documentation, January 29, 2013

This meeting brings together Iowa Department of Public Health Office of Minority and Multicultural Health and The OMMH Advisory Council in facilitated processes using the Technology of Participation Methods: Focused Conversation; and Consensus Workshop. The workshop question: “Over the next three years what community coalition building strategies continue to move us toward our vision?” Best practices are defined as those actions that are successfully undertaken and make a difference in the target population. They are studied, documented and can be prescribed for others. For groups who seek to make a difference the study of best practices from other similar communities and populations offers the best opportunity to successfully make change. 2

Affirmative Action in Iowa, September 2003

This report is prepared pursuant to Iowa Code Section 19B.5. This Section required The Department of Administrative Services shall submit a report on the condition of affirmative action, diversity, and multicultural programs in state agencies covered by subsection 1 by September 30 of each year to the governor and the general assembly. Subsection 1 requires the head of each state agency to submit annual report of the affirmative action accomplishments of that agency to the Department of Administrative services.

Affirmative Action in Iowa, September 2004

This report is prepared pursuant to Iowa Code Section 19B.5, requiring the Department of Administrative Services to submit a report on the condition of affirmative action, diversity, and multicultural programs in state agencies by September 30 of each year to the governor and the general assembly. Additionally, the report summarizes the annual reports of the affirmative action accomplishments submitted to the Department of Administrative Services by agency directors.

Diversity Workplan, September 27, 2005

To recruit and retain a diverse workforce so that state government will be enhanced by the benefits of diversity and better meet the needs of the public it serves.

Do fire and seed additions alter strong seed timing and priority effects on prairie establishment?, 2011

Many prairie restoration projects are hampered by a lack of knowledge on how to restore the high diversity found in prairies, while at the same time preventing the establishment of a large weedy component. Methods are needed to increase diversity and abundance of native species while minimizing exotic species invasions in both 1) newly planted restorations and 2) established restorations. We established an experiment in Story and Monona counties in 2005 to determine the effects of different native cover crop species and timing of seeding on the establishment of new prairie restorations. We found that adding a 30-species prairie mix in early spring led to diverse native communities, but adding the mix in the late summer or the following year after cover crops established led to low diversity communities dominated by exotics. The identity of cover crops affected communities less than timing of seed additions. A second seed addition added to ash after a spring fire in the seventh year (Monona County site) increased recruitment from the prairie mix slightly, but the increase was not enough to cause convergence in the treatments. Surprisingly, the second seed addition increased diversity only in communities that were already the most diverse (i.e., in plots seeded with the prairie mix in early spring before cover crops established). These results imply that 1) cover crops are not effective for establishing prairie and 2) over seeding into established plots may not be an easy and efficient way to increase native recruitment and lower weedy species abundances. Therefore, focusing on establishing high levels of recruitment and diversity and excluding weedy species during the critical time early in establishment should be a priority for new projects.