HACE Diversity Joint Venture; Fund Raising and Sponsorship Levels

​

This is a year round initiative to support our programs to expand our education, empowerment and leadership. The fund raising campaign is open to all members, employees, USDA agencies and other organizations with no hidden agenda or Quid Pro Quo interest.  The following compendium of ethics laws, regulations and guidelines govern Executive Branch employees' conduct, including USDA employees. The Department promulgated its own supplemental ethics regulation (5 CFR Part 8301) in 2006 to augment the Office of Government Ethics' Standards of Ethical Conduct. The Department's ethics regulation and other selected ethics laws and regulations are accessible from this page for ready reference (click on "General Ethics Laws and Regulations" below).https://www.ethics.usda.gov/rules.htm

​

Fundraising training slides: https://www.ethics.usda.gov/training/module_09/index.htm

​

​

Make payments via checks or money order to USDA-HACE ASSOCIATION.

We have four levels of contributions for HACE:

​

Honorary:

Ambassador:

Chancellor: 

Envoy:

​

​

Five Strategies that guide the activities of the HACE Diversity Joint Venture (DJV)

​

1. Branding of the USDA conservation field creates stories and marketing to express a clear message about why individuals should pursue a career in conservation. At the heart of branding is enthusiastically describing what we do, expressing the benefits of a federal career, and tailoring the message to specific demographics.  Delivering this message can be done through various mediums including presentations to small groups and at conferences, social media, and outreach materials. 

2. Supporting inclusive work environments and cultural awareness increases the productivity of employees and the retention of diverse employees.  An inclusive workplace relies on support from senior and middle management, as well as all employees, to ensure that everyone feels a sense of belonging in the organization and there is an opportunity to offer opinions regarding how to ensure success of that organization.  Developing programs to educate employees and management, train management, and change the workplace culture can all contribute to a more inclusive work environment.

3. Increasing diversity in the USDA workforce pertains to both recruitment and retention of different professional levels of diverse candidates; from recent college graduates to mid and senior level employees.  Recruitment and retention involves searching for qualified diverse candidates and matching them with conservation jobs.  Creating a network of recruitment practitioners, providing training of best recruitment practices, and expanding internship programs can increase recruitment effectiveness.  Retention of diverse employees can be improved by providing professional development and by offering mentoring and details. 

4. Networking is an important element of sharing knowledge, resources, and information.  The DJV partnership will greatly increase the effectiveness of its actions through networking.  Networking includes creating clearing houses of job opportunities, mentoring programs, and information; offering conferences and roundtable discussions to discuss diversity and conservation; and establishing communication between practitioners.

5. Outreach Student Ambassadors: Education focuses on increasing cultural awareness.  Increasing diversity in the USDA workforce relies on educating about the skills needed for conservation jobs, supporting cultural change, and identifying available resources.  Symposium, social media, and mentoring are just a few ways to educate diverse candidates and hiring officials.

​

​