reasonable accommodations , and managing a cross - generational workforce, among
others. Managers can help by promoting these classes to th eir employees.
This year, we will continue to conduct outreach activities in coordination with HR and the
Civil Rights Office, to recruit a diverse pool of qualified applicants. We're going to have a
presence at career fairs and use social media to promot e job opportunities to a broad
range of communities. If you're interested in supporting our efforts to achieve more
diversity and inclusion, you can contact the ATO's Diversity Office.
Let's continue to reach out to people from all walks of life and backg rounds, including
our younger generation, about career opportunities at the FAA. Let's let them know what
it's like to be an air traffic controller, technician, engineer, program manager , or one of
many other professions here in the ATO.
Let's also contin ually strive for a more inclusive workforce by supporting each other and
making everyone feel like their input is welcome. One way we accomplish this is by
incorporating input from the Leadership and Career Development Partnership (LCD) — a
group comprised o f the FAA's employee associations, SUPCOM, FAAMA, and special
emphasis managers — in the ATO's employee development programs, such as the
Career Planning Program , Succession Planning Program and Continuous Leadership
Development, among others. The LCD helps us ensure that these programs are
developed with the values of diversity and inclusion in mind.
In doing all of these things, we can more fully benefit from everything our people have to
offer. As we do that, we support Dr. King's vision.
Thanks everyone,
Teri
Teri L. Bristol
ATO Chief Operating Officer
