FAQ: Diversity and Inclusion

CBP’s goal is to provide all employees with opportunities to realize their full potential and have successful careers in an inclusive work environment that embraces diversity.

Our diversity and inclusion management principles value not only having a workforce that includes individuals of varied races, religions, ages, national origins, genders, parental status, sexual orientations, and gender identities and expresses, but also having a workforce that embraces differences in approaches, insights, ability, and experience.

Simply put, diversity means difference – individuality – unique – and it means variety. Diversity is also that set of characteristics, experiences, and values that cannot be changed which define an individual such as national origin, age, language, race, color, and ethnicity. Diversity also includes characteristics that define an individual which may change or that occur naturally such as religion, gender identity, socioeconomic level, veteran status, education level and family structure.

Inclusion is best exemplified in a work culture that encourages collaboration, learning from differences, flexibility, fairness and equal opportunity which collectively enhance organizational effectiveness. Inclusion leverages diversity throughout an organization so that all individuals are able to participate and contribute to their fullest potential.

• Get beyond individual bias or misconceptions about others.
• Make better use of the individual talent and experiences of coworkers and subordinates.
• Access a variety of viewpoints and experiences.
• Feeling of inclusion results in higher employee engagement and productivity.
• Enhances working relationships.

Diversity and Inclusion Program Committees are utilized to achieve CBP’s organizational goal to improve diversity awareness and inclusion within our workforce. The committees exist at most CBP locations and engage in planning events and activities to enhance culture awareness, appreciation, and community outreach.

The key is to be creative. An effective and educational diversity and inclusion program does not have to be expensive. Examples include displays, showing of relevant videos, local speakers at lunch ‘n learns, and cultural food sampling provided by employees.

DIPC members do not have the authority to handle EEO complaint matters. Therefore, the person who wants to present an EEO complaint matter should be referred to the servicing DCR Officer.

Supervisors’ support of DIPCs may include:

• Volunteering to serve on local DIPC. All CBP employees, regardless of grade or title are encouraged to be active on local committees.
• Encourage subordinates to become members of the DIPC, and support their interest in doing so.
• Participate in and/or contribute to local diversity and inclusion events and observance programs. This goes beyond just attending the events. Perhaps you have ethnic artifacts that you would like to loan for a display, or you are willing to serve as a guest speaker for a program, or know someone who would be interested in doing so.