How to Apply DEIA at Your Agency

GovLoop recently hosted a panel, “How to Apply DEIA to Your Programs, Policies and Tech,” with speakers Michael Hurt, the Chief Diversity and Inclusion Officer for the City of Bloomington, Indiana, and Javier E. Inclán, Assistant Inspector General for Management and CIO at the National Science Foundation’s (NSF) Office of Inspector General. The two experts offered their thoughts on how to implement, increase and support DEIA.

Look at It

If we’re going to make a difference, we need to know what we’re working with. That means examining both federal expectations and the DEIA that agencies currently demonstrate, according to data.

As Inclán explained, it’s valuable to understand how much DEIA encompasses. He noted that the White House’s June 2021 executive order is very comprehensive, with a broad definition of “diversity.” Accessibility is now an important part of the conversation. Agencies are also working beyond the four letters, he said, in order to address “diversity of geography, diversity of intent, diversity of thought, diversity of agency.”

Inclán believes more and better data collection is key for DEIA assessment and implementation.

“One of the major barriers is data collection,” he said. Because submitting DEIA-related data is often voluntary, improved data collection will require education: Constituents and employees should know of DEIA’s well-documented positive impacts on both business and government operations, so that they understand the reason for their data contributions.

If there is no diversity officer in your agency, Hurt recommended having an outside diversity professional provide an assessment. Agencies can benefit from “an overall view of where your organization is right now, where is it you’re trying to go in terms of diversity,” he said.

Structure It

DEIA aspirations need to become actionable plans.

Inclán believes that requires agencies to identify and define their priorities, perhaps in a mission and values statement or a statement from the agency head. DEIA should be the fabric of the organization, he said.

While both Inclán and Hunt are responsible for constituent-focused DEIA initiatives, they also do crucial work promoting DEIA among agency personnel, and both experts have taken steps to diversify hiring at their agencies.

“We want to have a city workforce that mirrors the demographics of the individuals who live here,” said Hurt. But he discovered the potential for discrimination in the interview process because candidates had to identify their race in the initial application. Hunt instituted blind recruitment, so that hiring managers are unaware of a candidate’s race or gender before being selected for interview; selection decisions must be based only on relevant experience and education.

As Inclán works to widen the NSF’s applicant pool, he noted that diversity must be a part of retention as well as recruitment. Agencies must act, he said, to promote “a psychologically safe, inclusive work environment” among current employees, “and that starts at the individual and group level.”

Make It Possible for Everyone to Participate

Through an approach that prioritizes listening and problem-solving, Inclán finds that “the right to be included and have a sense of belonging” is something each person can work for daily.

Some organizations may need to provide education about how diversity helps organizations solve challenges and thrive. In addition, DEIA-focused materials and actions should be accessible and understandable to everyone — they have to actually be inclusive, as well as in service to DEIA initiatives.

In the process of educating, individual grace and patience are necessary, and the ability to embrace and build on teaching moments. Hunt says the City of Bloomington is training employees about different types of bias that inhibit diversity. He has found that employee resource groups increase inclusivity.

Depending on their level of exposure and education about DEIA, employees may or may not be aware that across sectors, diversity is, in Inclán’s words, “good for the mission, for the business, for the operations.” But, if employees and constituents understand the reasons for DEIA and feel included in the effort, they can help build the momentum that makes agencies and communities more diverse, more equitable and, ultimately, more successful.

Image by Gerd Altmann from Pixabay