DEIA Now and Forever
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The prompt for this round of the FEDforum is better late than never. This week, hear from the National Council of Hispanic Employment Program Managers
We live in very interesting times, especially within the federal government. One of the issues that make times interesting is the emphasis being placed on Diversity, Equity, Inclusion, and Accessibility (DEIA) across the federal enterprise. While this should not be a new phenomenon, it is better late than never to have such a strong spotlight on this worthwhile cause. So, what were the catalysts for this emphasis? While there have been many, one in particular stands out: the Executive Order on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce (E.O. 14035), issued on June 25, 2021.
This executive order includes a definition of underserved communities, as well as definitions for the D, E, I, and A. It also includes several key requirements for agencies and the federal government as a whole. For example:
The federal government is required to develop and issue a government-wide Diversity, Equity, Inclusion, and Accessibility Strategic Plan.
Agencies are required to develop and submit agency DEIA strategic plans.
Agencies are required to seek opportunities to establish a Chief Diversity Officer (CDO) position that is separate and apart from an Equal Employment Opportunity Officer.
Agencies are required to integrate their DEIA strategic plans into broader agency strategic planning efforts.
These requirements are important and will hopefully be executed across the board. But why did it take so long? Why aren’t these requirements already a part of the operational framework of every federal agency? Regardless of the timing, there is hope – but more must be done to ensure these requirements remain in place.
For example, while creating CDOs is certainly a step in the right direction, these positions could easily be eliminated in the future. Every effort must be made to ensure this does not occur by codifying it in law, just as the Chief Human Capital Officer (CHCO) position is required by statute within CFO Act agencies. By extension, just as the CHCO Council was created by law, the newly-formed Chief Diversity Officers Executive Council (CDOEC) should also be codified in law.
The development of a job series for DEIA Specialists is another action that should be taken sooner rather than later. Currently, many of the positions that are responsible for carrying out DEIA functions are in either the 0201 (Human Resources Management) series or in the 0260 (Equal Employment Opportunity) series. Understanding the creation of a new job series takes time, there should be a concerted effort to bring the creation of this new job series to fruition and to develop a certification program for DEIA professionals.
The National Council of Hispanic Employment Program Managers, which consists of almost 1,000 members who are either DEIA practitioners or allies, stands ready to engage in any and all legitimate efforts to weave diversity, equity, inclusion, and accessibility into the fabric of federal agencies’ day-to-day operations.
The column from the National Council of Hispanic Employment Program Managers (NCHEPM) is part of the FEDforum, an initiative to unite voices across the federal community. The FEDforum is a space for federal employee groups to share their organizations’ initiatives and activities with the FEDmanager audience.
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