The 2016 Government-wide Inclusive Diversity Strategic Plan (the Plan) outlines the second phase of implementation of the President’s 2011 Executive Order 13583, Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce (the Executive Order).
This Plan takes the lessons learned since the 2011 Government-wide Diversity and Inclusion Strategic Plan was issued and provides Federal agencies a path for continuing to create and foster a Federal workforce that includes and engages Federal employees and draws from all segments of society. The overarching strategy of this Plan is to increase the transparency of human capital processes (to the extent appropriate, in light of the obligation to protect certain test and examination materials, for example) throughout the Federal workplace as an approach to foster the inclusion that leads to the diversity of the workforce. The Plan provides a framework for the many initiatives that have been realized, the efforts that are currently underway, and the overarching strategy, offering a cohesive and comprehensive path forward. Together, Federal agencies will fully utilize policies, programs, and systems that support inclusive diversity through increasingly focused, innovative, and accelerated communication and learning strategies.
This Plan also includes a focus on data-driven decision-making through the strategic use of applicant flow data from past selection processes to help agencies plan recruitment for subsequent selection processes so as to foster a diversified applicant pool at all stages of the employee life-cycle, emphasize and identify potential areas of implicit bias, train agencies on the New Inclusion Quotient (New IQ), create a more interactive Federal Equal Opportunity Recruitment Program (FEORP), and intensify and accelerate agency communication techniques.
Of particular interest during this planning period will be continuing to address the underrepresentation in the Federal workforce (as compared to their proportion of the Civilian Labor Force) of people who identify themselves as Hispanic, enhancing the Government’s ability to recruit effectively from all generations to foster continuity in knowledge, skills, and abilities as we experience the current retirement wave, finding ways to recruit more minorities and women to compete for positions designated as falling within the fields of Science, Technology, Engineering and Mathematics (STEM), and finding ways to recruit more minorities and women to compete for positions in the Senior Executive Service (SES).
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Taken from the Office of Professional Management, www.opm.gov.