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Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
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Pursuant to Executive Order 13583 and to the Government-wide Strategic Plan, which was published on November 17, 2011, the OPM Office of Diversity and Inclusion (ODI) developed a D&I Dashboard for agency use in workforce planning and reporting, with information culled from the Federal Employee Viewpoint Survey and the Enterprise Human Resources Integration data sets.
The Diversity and Inclusion (D&I) Dashboard is a government specific tool created to provide agencies with demographic data about hiring, group attrition, employee inclusion perceptions, and overall accountability in regard to D&I efforts. One of the goals of the Diversity and Inclusion (D&I) Dashboard is to provide data that is formatted in such a way that anyone can view it, explore it and readily understand it.
The data found in the Overview page is based on Onboard data from the Federal Equal Opportunity Recruitment Program (FEORP) Reports and the Employment of People with Disabilities Reports. Data for Fiscal Year (FY) 2010 and later was pulled from OPM’s Enterprise Human Resources Integration Statistical Data Mart (EHRI-SDM).
Coverage is limited to Federal civilian employees and excludes the following: Intelligence Agencies, Judicial Branch, White House Office, U.S. Postal Service, Postal Rate Commission, Office of the Vice President, Postal Rate Commission, Foreign Service Personnel at the State Department, Tennessee Valley Authority, Board of Governors of the Federal Reserve, Public Health Service's Commissioned Officer Corps, Government Printing Office, U.S. Tax Court, Dwight D. Eisenhower Memorial Commission, Financial Crisis Inquiry Commission, Ronald Reagan Centennial Commission, Medicare Payment Advisory Commission, Foreign Nationals Overseas, U.S. - China Economic and Security Review Commission, U.S. Commission on International Religious Freedom.
Native Hawaiian and Pacific Islander data is disaggregated from Asian data for Fiscal Years 2013 and later
Fostering inclusive work environments and realizing the full potential of our workforce's diversity requires agencies to employ effective management practices. To that end, the Office of Diversity and Inclusion has developed the New Inclusion Quotient (the New IQ), a set of change management tools to supplement the inclusion index. Together, the tools and index will arm agencies with instruments and practices necessary to support diversity and inclusion more fully. As agencies adopt and implement the New IQ, improvements should be reflected in inclusion index scores. In addition, OPM will continue to promote proven practices in using all workforce data to inform everyday support diversity and inclusion in the workplace.
The New IQ inclusion index scores are calculated using a subset of 20 questions from the Federal Employee Viewpoint Survey (FEVS). This metric is separated into several factors comprising the 5 Habits of Inclusion: Fair, Open, Cooperative, Supportive, Empowering. Research confirms that workplace inclusion is a contributing factor to employee engagement and organizational performance. One of the major issues facing organizations and the federal government in regard to inclusion is how to properly measure it and improve an inherently intangible aspect of group interaction, which the inclusion index scores help accomplish.
The data found in the New IQ inclusion index is taken from the Federal Employee Viewpoint Survey (FEVS) for the corresponding year and based on a set of 20 questions. The data for this measure is calculated using weighted responses from FEVS and includes respondents from various agencies. For a list of agencies that have participated please visit: http://www.fedview.opm.gov/