Breaking Barriers, Building Bridges: An EEO Specialist's Journey at VA Nebraska-Western Iowa Health Care System

Even though she’s only been in her current position for a less than one year, Morgan is already making significant impacts throughout VANWIHCS.

By fostering a diverse, culturally competent, and equitable workforce, Morgan is helping to ensure that the healthcare provided at VANWIHCS is representative of the diverse Veteran population it serves.

"At NWI, representation matters," Morgan emphasized. "If we aren't a diverse, culturally competent, and equitable workforce, we cannot provide the same representation within our healthcare programs."

"In order to care for our Veterans and truly be a High-Reliable Organization, we have to sustain and deliver equitable, efficient, and quality healthcare," Morgan added. “My role -- being employee-facing -- is to make sure they are provided the knowledge, tools, and resources necessary to achieve equitable, inclusive employment here at the VA, thus enabling them to deliver quality healthcare to our Veterans."

For Morgan, her work is more than just a job. It’s a passion to be part of making positive and lasting impacts on people.

"I wanted to be a part of positive change here at NWI," she said. "Having been employed in various areas throughout my career, this role in particular has already proven to be the most fulfilling. I am able to be in a position to directly assist in resolving disputes and concerns, foster inclusivity and cultural competence, and be the intricate piece of the progression we strive for daily."

Morgan's passion for her work is evident in every aspect of her role. 

"The aspect of work I find most fulfilling in my role is that I can be a part of the bigger picture for the organization and our employees," she said. "When we talk about what progress and resolution look like in our day-to-day work, I'm grateful to know that I play a part in helping our employees paint that picture and take action to improve wherever necessary."

As VANWIHCS’ Harassment Prevention and Alternate Dispute Resolution coordinator, Morgan forms a critical link in ensuring that staff and employees are educated about their rights, responsibilities, and the complaint processes related to discrimination and harassment.

"A typical day in my role involves informing and educating staff and employees of the complaint processes and their rights of redress when they have experienced discrimination or harassment," Morgan explained. "This is either through training, one-on-one discussions, or through outreach."

But Morgan's responsibilities extend far beyond addressing complaints. 

As the co-chair of the organization’s Diversity Committee, she collaborates with Special Emphasis Program Managers to ensure equal opportunity for employment, advancement, and retention within the agency. The committee oversees seven Special Emphasis Programs, including Black/African American, LGBTQIA+, Women's Federal, Asian American, Native Hawaiian and Pacific Islander, Hispanic Heritage, Native American, and Persons with Disabilities.

Morgan has already initiated several groundbreaking projects to increase awareness of EEO programs and diversity initiatives. One notable example is an open forum introduction course titled "Setting the Table: Preparation for Intentional Conversations in the Workplace." This course was created to improve transparency and encourage open dialogue regarding challenging issues such as racism, bias, bullying, and harassment in a psychologically safe environment. Morgan's commitment to diversity and inclusion extends beyond the workplace. During Patient Experience Week, she hosted a booth for Diversity Day, bringing an impactful activity for Veterans and employees that enabled participants to affirm themselves and dispel misconceptions, biases, or stereotypes they have heard or experienced about themselves.

"I am hoping to continue to bring about more activities like this in the future," Morgan said..

One of Morgan's most memorable achievements was facilitating the first Neurodivergence Awareness campaign at VANWIHCS in more than 11 years, an initiative close to her heart as she is neurodivergent. "To be able to truly start an awareness campaign here at the VA for employees who may have previously felt overlooked or unaccounted for, I'm extremely proud of that," she said.

Morgan's work doesn't stop there. She has created educational resources and training on harassment, civility, and respect and launched a newsletter, teams' channel, and SharePoint page for the Diversity Committee to keep employees informed about diversity and EEO-related matters.

While Morgan faces challenges in navigating emotionally difficult situations and finding common ground between individuals or groups, she remains committed to her role as a neutral party advisor, working closely with management to ensure accountability in the workplace.

"I wish it were more widely known and understood that we are in place to represent the facilities of NWI; therefore, we are neutral when it comes to complaints and disputes," she said. "There are times when someone questions whether or not I represent or work for management, and I explain that I am a neutral party advisor who works closely with management toward ensuring their accountability in the workplace."