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OPM Equities

OPM Equities in the Executive Order on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce

As mentioned above, OPM has significant equities in Executive Order 14035 on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, and is a leader in implementing some major pieces of it across the Federal government. To support the effort, the Office of Diversity, Equity, Inclusion, and Accessibility (ODEIA) will expand its staff and will continue to engage cross-government talent using White House Leadership Development Program (WHLDP) Fellows, fellows in the Presidential Management Councils Interagency Rotational Program, and White House Fellows. ODEIA provides technical support and assistance to agencies in implementing their strategic diversity, equity, inclusion, and accessibility goals, and has also secured help from external contractors and partnered with The Lab at OPM to further these ends.

OPM is working across the government to strengthen the Federal government’s ability to recruit, hire, develop, promote, and retain our nation’s talent and remove any barriers to equal employment opportunity. For example, consistent with Executive Order 14035, OPM is taking actions to promote equitable healthcare coverage and services for enrolled LGBTQ+ employees, through FEHB. As directed by EO 14035, OPM is also coordinating with EEOC and the Office of Management and Budget to consider expanding the collection of voluntary self-reported demographic data about Federal employees to support a data-driven approach to DEIA policies, including the potential addition of optional sexual orientation and gender identity data collection.

In November 2021, OPM coordinated with the White House to release the Government-wide Strategic Plan to Advance Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce. The Government-wide plan provides guidance for how agencies can mature along a continuum from focusing on compliance and non-discrimination to where diversity, equity, inclusion, and accessibility are an integral part of the overall agency mission, vision, values, strategy, policies, and practices. The goal is systematic implementation of DEIA through agency goal setting, data driven analysis, and continuous improvement. Currently, ODEIA is coordinating OPM’s development of human resource job classification codes and position descriptions for DEIA professionals, and OPM plans to develop a Chief Diversity Officers Council to undertake cross-cutting priorities.