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Agency DEIA Strategic Plan Overview

Executive Order 14035 launched a whole-of-government initiative to cultivate a federal workforce that draws from the full diversity of the Nation and advances equitable employment opportunities.

The U.S. Office of Personnel Management (OPM) serves as the chief human resources agency and personnel policy manager for the Federal Government. OPM provides human resources leadership and support to Federal agencies and helps the Federal workforce achieve their aspirations as they serve the American people. OPM directs human resources and employee management services, administers retirement benefits, manages health insurance and other insurance benefit programs, and oversees merit-based and inclusive hiring into the civil service. The Agency also promotes the efficiency and integrity of Government services through personnel vetting policies and processes for a trusted workforce.


On June 25, 2021, President Biden signed Executive Order 14035, Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce (Executive Order). This Executive Order launched a whole-of-government initiative to cultivate a federal workforce that draws from the full diversity of the Nation and advances equitable employment opportunities. The Executive Order reaffirms that the United States (U.S.) is at its strongest when our Nation’s workforce reflects the communities it serves, and when our public servants are fully equipped to advance equitable outcomes for all American communities. Even with decades of progress building a federal workforce that draws from the full diversity of the Nation, there remains work to be done, particularly with respect to historically underserved communities.[1]

The Executive Order charges all agencies with analyzing the current state of DEIA across their workforce by reviewing their agency data to assess whether employees, including members of underserved communities, face barriers in accessing employment opportunities. Building on this analysis, by March 23, 2022, all agencies are charged with developing an Agency DEIA Strategic Plan to advance DEIA within their workforce and address any barriers to equal employment opportunities.

This inaugural DEIA Strategic Plan was developed with the purpose of building a stronger foundational capacity to advance DEIA maturity within OPM. In large part, the Plan is meant to establish baselines and evaluate the state of DEIA at OPM. As such, this document is meant to be a living document that will require updates and adjustments as our DEIA work proceeds.

OPM DEIA Program Structure and Leadership

OPM Human Resources (OPM HR) is the organization responsible for OPM’s internal DEIA program and efforts. Within OPM HR, the Deputy CHCO serves as the agency’s Chief Diversity Officer for internal DEIA purposes. OPM HR works closely with OPM’s Government-wide DEIA Organization (ODEIA), led by a DEIA Director, to facilitate a strong DEIA program within OPM. The agency is committed to having the DEIA Director and ODEIA provide assistance, resources, and guidance to OPM HR on DEIA programs. The Chief Diversity Officer, CHCO, and DEIA Director will collaborate on agency DEIA issues and all report to the Agency’s Director. The OPM DEIA Council, described in more detail below, will be a key contributor for issuing recommendations to the OPM Director and implementing DEIA initiatives.

OPM DEIA Council

OPM established the OPM DEIA Council (“the Council”) to advance OPM’s commitment to building and maintaining a workforce that draws from all segments of our society and provides for equal employment opportunity. To this end, one of the Council’s primary functions is to support OPM’s efforts to develop and monitor the implementation of the OPM DEIA Strategic Plan.

The Council established goals, with quarterly progress updates and reviews, are derived from and consistent with obligatory missions and other applicable resources (e.g., OPM DEIA Strategic Plan, Executive Orders, OPM Strategic Plan, or President’s Management Agenda). Currently, the proposed Council’s goals include monitoring the progress of milestones laid out in this Plan on a quarterly basis. The proposed goals also include developing contingency strategies if progress towards milestones is at risk.

Footnote 1

The Executive Order defines “underserved communities” as populations sharing a particular characteristic, as well as geographic communities, who have been systematically denied a full opportunity to participate in aspects of economic, social, and civic life. In the context of the federal workforce, this includes individuals who belong to communities of color, such as Black and African American, Hispanic and Latino, Native American, Alaska Native and Indigenous, Asian American, Native Hawaiian and Pacific Islander, Middle Eastern, and North African persons. It also includes individuals who belong to communities that face discrimination based on sex, sexual orientation, and gender identity (including lesbian, gay, bisexual, transgender, queer, gender non-conforming, and non-binary (LGBTQI+) persons); persons who face discrimination based on pregnancy or pregnancy-related conditions; parents; and caregivers. It includes individuals who belong to communities that face discrimination based on their religion or disability; first-generation professionals or first-generation college students; individuals with limited English proficiency; immigrants; individuals who belong to communities that may face employment barriers based on older age or former incarceration; persons who live in rural areas; veterans and military spouses; and persons otherwise adversely affected by persistent poverty, discrimination, or inequality. Individuals may belong to more than one underserved community and face intersecting barriers.

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