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This week OPM held its inaugural Diversity and Inclusion Collaboration and Innovation Summit at the U.S. Coast Guard Headquarters. We brought together individuals from across government who are committed and passionate about finding innovative ways to fulfill the President’s Management Agenda’s goal of creating a more diverse, inclusive, and engaged Federal workforce.

I was happy to kick off the two-day summit by stressing that we need to think about diversity and inclusion not as something “nice” to have, but as a “must have.” Diverse workforces can draw from the expertise, backgrounds, and experiences of individuals from every community in this country. When we have more diverse talent, we can better fulfill our mission to provide excellent service to the American people.

Our national security leaders, for example, recognize that increasing diversity in their ranks would help enrich the insights and perspectives they need to protect the security of America.


The people who attended this two-day summit know the basics. But the basics aren’t enough. To make real progress, we need to tackle the hard stuff. We need to not only have a diverse group of leaders around the decision table, we need to actually seek everyone’s input and make it part of the decision-making process.

All employees should feel valued when they come to work. They need to know that their opinions matter, that they are respected as individuals, and that they have an impact on the important work their agencies are doing. That’s what drives real employee engagement.

One big success we have already seen across government is in hiring people with disabilities. In 2010, the President issued an Executive Order directing Federal agencies to hire 100,000 people with disabilities. I am happy to say that we’ve exceeded that goal, thanks in part to a tool called the Workforce Recruitment Program (WRP). The WRP helps hiring managers find qualified students with disabilities who are just starting out in their careers. The WRP, which is managed jointly by the Departments of Labor and Defense, has more than 1800 names that Federal managers can tap into to find qualified candidates in fields ranging from health care to computer specialists.

That is just one example of the many creative solutions we are seeing across government. We have seen innovative ways of attracting diverse hires in the STEM field, including women and underrepresented minorities. I hope the summit will generate countless other ideas that we will likely be talking about at summits to come.

In the meantime, keep the discussion going - in every agency, office, and on every team. Share your ideas. Nothing is too bold. We need everyone’s help to make the Federal government the model workforce for the American people. It’s only when we remember that diversity cannot be an add-on to your mission, but is critical to it, that we will get the transformation we need.

Photo of Acting Director Colbert presenting the Diversity and Inclusion Drives Innovation at the U.S. Coast Guard Headquarters.


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