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Building Inclusive Diversity: More Than Numbers

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My passion for building a federal workforce that looks like the America we serve is not just about numbers. It is about the American people benefiting from the talent, the wisdom, the experience, and the insights of people from every community in this great country. We need that diversity at every level and at every decision table.

In August 2011, the president issued an executive order that called for a governmentwide coordinated effort to promote diversity and inclusion within the federal workforce. The President’s Management Agenda builds on that commitment.

At the Office of Personnel Management, we work every day to help agencies build a workforce that reflects the bright mosaic of the American people. We know we must work equally hard to be sure that once hired, employees feel included and engaged at all levels of government. Although we know there’s still much work to do, the data shows us that we are making progress on the president’s vision.

For example, four years ago, the president set a goal of hiring 100,000 people with disabilities. I am proud to say that we are more than half way toward reaching that milestone. In fact, OPM’s latest report on the employment of people with disabilities shows that the federal government has hired people with disabilities at a higher rate than at any time in the past 33 years.

Our data also shows a steady increase in making our Senior Executive Service more diverse. For example, in 2009, women represented just 31 percent of the SES. Today, they make up 34 percent of these senior leadership positions. We’re also making progress in improving representation along all racial and ethnic lines.

OPM is expanding the data we collect through the annual Federal Employee Viewpoint Survey to capture information from employees who identify as lesbian, gay, bisexual, and transgender. As more LGBT employees self-identify through this powerful tool, agencies will be better equipped to support this important part of our federal family.

OPM is providing agencies with the tools, strategies, and guidance to help them continue this progress. This week, OPM unveiled the REDI Roadmap, which stands for recruitment, engagement, diversity and inclusion, and is designed to make sure that across government, we are using the latest data-driven expertise, digital tools, and collaborative thinking to continue to build, develop, and engage a talented and diverse workforce, now and for years to come.

REDI reflects OPM’s commitment to the president’s vision of ensuring that all segments of society are represented and feel included at every level of America's workforce. You can learn more about the new REDI Roadmap at www.opm.gov/REDI.

This post was originally featured on the White House Blog.

(Image via Mellimage/Shutterstock.com)

Katherine Archuleta is former director of the Office of Personnel Management. She is the first Latina to lead the agency and has dedicated herself to being a champion of a diverse, engaged and inclusive federal workforce. Archuleta began her career in public service as a school teacher in Denver. She has worked for two Denver mayors, founded nonprofit organizations and was a key administrator for the departments of Transportation, Energy and Labor.

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