Tuesday, April 5th, 2016
of minutes from 03.15.16 Meeting
of Diversity Award Updates – Susana Lanier
questions (25 points each) for award based on eligibility requirements.
criteria for scoring the responses to these questions; for example, points for
Special Project Reports:
Publication Sub-Committee Chair – Cornell
Sims (with help from Keisha L. Thorpe)
of the “2016 GAWP/ GAWWA Study/ Survey of Diversity in Georgia Water Industry
for an article for The Georgia Operator to be submitted by 05.05.16
Membership Sub-Committee Chair – Marvin
Richards (with help from Keisha L. Thorpe)
preparations for Spring Conference booth including giveaways.
presentation for opening session; “What is diversity?”
Conference: Report on research for answers to the question, “Is there a
realistic path to the top?”
Conference: Report on the following question; “What management models are
available that allow for the elimination of bias in employee evaluation and
Spring Conference –
Diversity Committee has a 90 minute (3 session track) in the 2016 Spring
Conference (April 26-27 in Columbus, GA). Our session starts at 9:00 AM on
Tuesday, April 26th.
for the Spring Conference will be “Celebrating Leadership Diversity in the
Georgia Water Industry”. Moderator –
Session One: Speakers (Marvin Richards and
Keisha L. Thorpe) Diversity 101 -
What is diversity? Why diversity? The history of diversity in the Georgia
Session Two: (Speaker – Donnell Duncan) The State of Leadership Diversity in the
Georgia Water Industry – Objective analysis and conclusions from a 2016
GAWP/ GAWWA study/ survey of diversity in Georgia Water Industry leadership.
The results of this study will highlight those who have bought into the concept
of leadership diversity.
Session Three: Moderator: Keisha L. Thorpe;
Panelists: Bill Zieburtz (GAWP Chair), Bernard Franks (CCWA Assistant General
Manager), Need to add one female panelist.
Is There a
Realistic and Equitable Path to the Top for Everyone? – A candid panel
discussion on opportunities for promotion to upper management in the Georgia
Water Industry. Should the composition of upper management reflect the
workforce or does it even matter? What management models are available that
allow for the elimination of bias in employee evaluation and promotion? What
tips can be given to aspiring industry leaders to better their chances of
reaching the top?
of Next Meeting Date