DEI Scorecard

We believe in holding government accountable for translating these efforts into systemic changes. To do so, we developed a Diversity, Equity, and Inclusion (DEI) Scorecard and have begun to assess personnel demographics and enacted policies by each department and agencies.

 
StateTreasuryDefenseJusticeInteriorAgricultureCommerceLaborHHSHUDTransportationEnergyEducationVADHSUSTRDNIOMBEPASBAUSUNCEAOSTPTotalUS Census
Total Positions951442108222353564232211297328,239,523
43-5254-6163-6466-6769-7072-7476-8082-8486-9092-9799-102104-105107-109111-112114-115117-118120-121123-124
Gender
Female # / %4 (44.4%)2 (40.0%)4 (28.6%)3 (75.0%)1 (50.0%)4 (40.0%)4 (50.0%)1 (50.0%)1 (50.0%)2 (100.0%)1 (33.3%)3 (60.0%)1 (33.3%)0 (0.0%)0 (0.0%)3 (75.0%)2 (100.0%)2 (66.7%)1 (50.0%)1 (50.0%)1 (100.0%)1 (100.0%)1 (50.0%) 43 (44.3%) 166,745,678 (50.8%)
Male # / %4 (44.4%)2 (40.0%)8 (57.1%)1 (25.0%)1 (50.0%)4 (40.0%)4 (50.0%)1 (50.0%)1 (50.0%)0 (0.0%)2 (66.7%)1 (20.0%)2 (66.7%)3 (60.0%)6 (100.0%)1 (25.0%)0 (0.0%)1 (33.3%)1 (50.0%)1 (50.0%)0 (0.0%)0 (0.0%)1 (50.0%) 45 (46.4%) 159,524,408 (48.6%)
Transgender # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 1,969,437 (0.6%)
Race/Ethnicity
BIPOC # / %3 (33.3%)3 (60.0%)6 (42.9%)1 (25.0%)1 (50.0%)5 (50.0%)2 (25.0%)1 (50.0%)1 (50.0%)2 (100.0%)1 (33.3%)0 (0.0%)1 (33.3%)1 (20.0%)3 (50.0%)2 (50.0%)1 (50.0%)2 (66.7%)1 (50.0%)2 (100.0%)1 (100.0%)1 (100.0%)1 (50.0%) 42 (43.3%) 128,998,133 (39.3%)
White # / %5 (55.6%)1 (20.0%)6 (42.9%)3 (75.0%)1 (50.0%)3 (30.0%)5 (62.5%)1 (50.0%)1 (50.0%)0 (0.0%)2 (66.7%)4 (80.0%)2 (66.7%)2 (40.0%)3 (50.0%)2 (50.0%)1 (50.0%)1 (33.3%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%) 45 (46.4%) 197,271,953 (60.1%)
Latina/o/x/ Hispanic # / %1 (11.1%)0 (0.0%)2 (14.3%)0 (0.0%)0 (0.0%)2 (20.0%)1 (12.5%)0 (0.0%)1 (50.0%)0 (0.0%)1 (33.3%)0 (0.0%)1 (33.3%)0 (0.0%)2 (33.3%)1 (25.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%) 13 (13.4%) 60,724,312 (18.5%)
Black/African American # / %1 (11.1%)2 (40.0%)2 (14.3%)0 (0.0%)0 (0.0%)3 (30.0%)1 (12.5%)0 (0.0%)0 (0.0%)2 (100.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (20.0%)0 (0.0%)0 (0.0%)1 (50.0%)1 (33.3%)1 (50.0%)0 (0.0%)1 (100.0%)1 (100.0%)1 (50.0%) 18 (18.6%) 43,984,096 (13.4%)
Asian American & Pacific Islander # / %1 (11.1%)1 (20.0%)2 (14.3%)1 (25.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (16.7%)1 (25.0%)0 (0.0%)1 (33.3%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%) 10 (10.3%) 20,022,611 (6.1%)
Native American / American Indian # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 1 (1.0%) 4,267,114 (1.3%)
Middle Eastern / North African # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 9,981,332 (3.0%)
White # / %5 (55.6%)1 (20.0%)6 (42.9%)3 (75.0%)1 (50.0%)3 (30.0%)5 (62.5%)1 (50.0%)1 (50.0%)0 (0.0%)2 (66.7%)4 (80.0%)2 (66.7%)2 (40.0%)3 (50.0%)2 (50.0%)1 (50.0%)1 (33.3%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%) 45 (46.4%) 197,271,953 (60.1%)
BIPOC Female # / %2 (22.2%)1 (20.0%)2 (14.3%)1 (25.0%)1 (50.0%)3 (30.0%)1 (12.5%)1 (50.0%)0 (0.0%)2 (100.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)2 (50.0%)1 (50.0%)2 (66.7%)0 (0.0%)1 (50.0%)1 (100.0%)1 (100.0%)1 (50.0%) 23 (23.7%) 65,531,052 (20.0%)
Latina/o/x/ Hispanic Females # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (10.0%)1 (12.5%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (25.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%) 4 (4.1%) 36,495,311 (11.1%)
Black/African American Females # / %1 (11.1%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)2 (20.0%)0 (0.0%)0 (0.0%)0 (0.0%)2 (100.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)1 (33.3%)0 (0.0%)0 (0.0%)1 (100.0%)1 (100.0%)1 (50.0%) 10 (10.3%) 26,434,442 (8.1%)
Asian American & Pacific Islander Females # / %1 (11.1%)1 (20.0%)2 (14.3%)1 (25.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (25.0%)0 (0.0%)1 (33.3%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 8 (8.2%) 12,033,589 (3.7%)
Native American / American Indian Females # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 1 (1.0%) 2,564,536 (0.8%)
Middle Eastern / North African Females # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 5,998,781 (1.8%)
White Females # / %2 (22.2%)1 (20.0%)2 (14.3%)2 (50.0%)0 (0.0%)1 (10.0%)3 (37.5%)0 (0.0%)1 (50.0%)0 (0.0%)1 (33.3%)3 (60.0%)1 (33.3%)0 (0.0%)0 (0.0%)1 (25.0%)1 (50.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 20 (20.6%) 118,560,444 (36.1%)
Veteran # / %0 (0.0%)0 (0.0%)6 (42.9%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (16.7%)0 (0.0%)0 (0.0%)0 (0.0%)1 (16.7%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 8 (8.2%) 18,611,432 (5.67%)
LGBTQ status # / %0 (0.0%)0 (0.0%)1 (7.1%)0 (0.0%)0 (0.0%)0 (0.0%)1 (12.5%)0 (0.0%)0 (0.0%)0 (0.0%)1 (33.3%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 3 (3.1%) 14,770,778 (4.5%)
Age # (working to complete) / %
Under 18 # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 73,197,414 (22.3%)
18-44 # / %0 (0.0%)1 (20.0%)2 (14.3%)0 (0.0%)0 (0.0%)1 (10.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)2 (66.7%)0 (0.0%)1 (33.3%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 8 (8.2%) 118,494,468 (36.1%)
45-64 # / %5 (55.6%)1 (20.0%)5 (35.7%)2 (50.0%)1 (50.0%)2 (20.0%)2 (25.0%)2 (100.0%)1 (50.0%)0 (0.0%)1 (33.3%)2 (40.0%)2 (66.7%)1 (20.0%)2 (33.3%)2 (50.0%)1 (50.0%)1 (33.3%)1 (50.0%)1 (50.0%)0 (0.0%)1 (100.0%)1 (50.0%) 37 (38.1%) 82,388,120 (25.1%)
Over 65 # / %2 (22.2%)1 (20.0%)3 (21.4%)1 (25.0%)0 (0.0%)1 (10.0%)2 (25.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)1 (20.0%)0 (0.0%)0 (0.0%)1 (16.7%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (100.0%)0 (0.0%)1 (50.0%) 15 (15.5%) 54,159,521 (16.5%)
Disability status # / %Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%)Forthcoming? (0.0%) Forthcoming? (0.0%) 61,000,000 (18.6%)
Religion # / %
Buddist # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 2,297,676 (0.7%)
Hindu # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 2,297,676 (0.7%)
Muslim # / %1 (11.1%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%) 2 (2.1%) 2,954,155 (0.9%)
Jewish # / %3 (33.3%)1 (20.0%)0 (0.0%)1 (25.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (33.3%)0 (0.0%)0 (0.0%)0 (0.0%)1 (16.7%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 8 (8.2%) 6,236,550 (1.9%)
Other faiths # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 4,923,592 (1.5%)
Nothing in particular # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 51,861,844 (15.8%)
Unaffiliated (religious “nones”) # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%) 74,838,611 (22.8%)
Christian # / %0 (0.0%)0 (0.0%)1 (7.1%)0 (0.0%)0 (0.0%)1 (10.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (33.3%)0 (0.0%)0 (0.0%)1 (20.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 4 (4.1%) 231,737,103 (70.6%)
Net worth # (Prepared by FinePrint Data) / %
Low (less than $40,100) # / %1 (11.1%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (33.3%)1 (50.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%) 5 (5.2%)
Medium ($41,000 – $120,400) # / %0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 0 (0.0%)
High ($120,400-$1,000,000) #211111211112
Elite (more than $1 million) # / %4 (44.4%)1 (20.0%)9 (64.3%)3 (75.0%)1 (50.0%)2 (20.0%)1 (12.5%)0 (0.0%)2 (100.0%)0 (0.0%)3 (100.0%)1 (20.0%)1 (33.3%)2 (40.0%)2 (33.3%)1 (25.0%)1 (50.0%)1 (33.3%)1 (50.0%)1 (50.0%)1 (100.0%)1 (100.0%)1 (50.0%) 40 (41.2%)
High (more than $120,400) %22.2%20.0%7.1%0.0%0.0%10.0%12.5%50.0%0.0%100.0%0.0%20.0%33.3%0.0%0.0%0.0%50.0%0.0%0.0%0.0%0.0%0.0%0.0%12.4%
Education / %
Ivy League # / %3 (33.3%)3 (60.0%)3 (21.4%)4 (100.0%)1 (50.0%)1 (10.0%)4 (50.0%)1 (50.0%)1 (50.0%)0 (0.0%)3 (100.0%)1 (20.0%)1 (33.3%)0 (0.0%)1 (16.7%)2 (50.0%)0 (0.0%)1 (33.3%)1 (50.0%)2 (100.0%)0 (0.0%)1 (100.0%)1 (50.0%) 35 (36.1%) 1,312,958 (0.4%)
Lawyer # / %1 (11.1%)2 (40.0%)2 (14.3%)3 (75.0%)1 (50.0%)2 (20.0%)2 (25.0%)1 (50.0%)1 (50.0%)1 (50.0%)0 (0.0%)1 (20.0%)1 (33.3%)1 (20.0%)2 (33.3%)1 (25.0%)1 (50.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 24 (24.7%) 1,300,000 (0.4%)
Geographic # / %
Northeast # / %5 (55.6%)1 (20.0%)1 (7.1%)2 (50.0%)0 (0.0%)1 (10.0%)3 (37.5%)1 (50.0%)1 (50.0%)0 (0.0%)1 (33.3%)0 (0.0%)1 (33.3%)0 (0.0%)1 (16.7%)1 (25.0%)1 (50.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (50.0%) 21 (21.6%) 56,359,360 (17.2%)
Midwest # / %0 (0.0%)0 (0.0%)0 (0.0%)1 (25.0%)0 (0.0%)0 (0.0%)1 (12.5%)1 (50.0%)0 (0.0%)1 (50.0%)1 (33.3%)1 (20.0%)0 (0.0%)1 (20.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%) 7 (7.2%) 67,978,168 (20.7%)
South # / %1 (11.1%)0 (0.0%)2 (14.3%)0 (0.0%)0 (0.0%)2 (20.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (25.0%)0 (0.0%)1 (33.3%)1 (50.0%)0 (0.0%)1 (100.0%)0 (0.0%)1 (50.0%) 10 (10.3%) 122,423,457 (37.3%)
West # / %0 (0.0%)0 (0.0%)4 (28.6%)1 (25.0%)2 (100.0%)1 (10.0%)0 (0.0%)0 (0.0%)1 (50.0%)0 (0.0%)0 (0.0%)1 (20.0%)0 (0.0%)0 (0.0%)0 (0.0%)1 (25.0%)0 (0.0%)2 (66.7%)0 (0.0%)1 (50.0%)0 (0.0%)1 (100.0%)0 (0.0%) 15 (15.5%) 76,644,950 (23.4%)
DepartmentsOverall ScoreDEIA StrategyInclusion Rule for Hiring and PromotingWorkforce Diversity MetricsRetention MetricsChief Diversity Officer/Task Force/TeamEase of Access to Diversity DataHarm Reduction StrategiesDisparity Relief StrategiesCommunity PartnershipsCommunity Surveying & Briefing
Social Security Administration1/10❌❌❌❌❌✔️❌❌❌❌
National Science Foundation2/10❌❌❌❌✔️✔️❌❌❌❌
Health & Human Services2/10❌❌❌❌❌✔️❌✔️❌❌
Justice2/10❌❌✔️❌❌❌✔️❌❌❌
Education3/10❌❌❌❌❌✔️✔️✔️❌❌
Homeland Security3/10❌❌✔️❌✔️❌✔️❌❌❌
State3/10❌❌❌❌✔️❌❌✔️❌✔️
Environmental Protection Agency3/10❌❌✔️❌✔️❌❌❌✔️❌
Federal Emergency Management Agency3/10❌❌✔️❌✔️✔️❌❌❌❌
Agriculture3/10✔️❌✔️❌❌❌❌✔️❌❌
U.S. Agency for International Development4/10✔️❌✔️❌✔️✔️❌❌❌❌
Peace Corps4/10✔️❌✔️❌✔️✔️❌❌❌❌
Veterans Affairs4/10❌❌✔️❌❌✔️❌✔️❌✔️
Commerce5/10✔️❌❌❌✔️✔️❌✔️✔️❌
Energy5/10❌❌✔️❌✔️❌✔️❌✔️✔️
Interior5/10❌❌✔️❌✔️❌✔️✔️❌✔️
National Aeronautics and Space Administration5/10✔️❌✔️❌✔️✔️❌✔️❌❌
Housing and Urban Development5/10✔️❌❌❌✔️✔️❌✔️✔️❌
Office of Personnel Management5/10✔️✔️❌❌✔️✔️❌✔️❌❌
Labor5/10❌❌✔️✔️❌✔️❌❌✔️✔️
Defense6/10✔️❌✔️✔️✔️❌✔️✔️❌❌
General Services Administration6/10✔️❌✔️❌❌✔️❌✔️✔️✔️
Treasury7/10✔️❌✔️❌✔️✔️✔️✔️❌✔️
Small Business Administration7/10✔️✔️✔️❌❌✔️❌✔️✔️✔️
Transportation1/10❌❌❌❌✔️❌❌❌❌❌

Government Accountability Office (GAO) Assessment

GAO’s Assessment of Workforce Diversity Efforts Compared to Leading Practices for Workforce Diversity Management (i.e. GAO-05-90 and  GAO-21-83)

Leading PracticeDescription of
Leading Practice
GAO Assessment Criteria
Leadership
Commitment
A vision of diversity demonstrated and communicated throughout an organization by top-level management.(1) establish new or amend existing policies; (2) policy statements, speeches, and plans; (3) posts, statements, and information on the internal/external website; (4) senior leaders appointed to champion diversity; (5) additional related steps.
RecruitmentThe process of attracting a supply of qualified, diverse applicants.(1) develop a recruitment strategy; (2) establish partnerships with academic institutions that have a diverse student population; (3) establish partnerships with diverse professional organizations; (4) additional related steps.
Employee
involvement
The contribution of employees in driving diversity throughout an organization.(1) employee resource groups or affinity groups; (2) mentoring/networking programs to retain/develop diverse personnel; (3) diversity and inclusion advisory council; (4) encouragement of employee community outreach/ involvement; (5) additional related steps.
Diversity TrainingOrganizational efforts to inform and educate management and staff about diversity.(1) specialized diversity and inclusion training (e.g. unconscious bias training); (2) teambuilding, communication, conflict-resolution training; (3) mandatory diversity training for new hires, (4) mandatory diversity training for hiring and selection panel participants, and (5) mandatory diversity training for senior leaders; (6) additional related step
PerformanceThe understanding that a more diverse and inclusive workforce can yield greater productivity and improve individual and organizational performance.(1) diversity strategic plan contained a policy statement supporting the value of diversity of employees, customers, or suppliers; (2) diversity strategic plan contained the business case for diversity—that achieving an inclusive organization is a critical business issue; (3) diversity strategic plan contained the business case for diversity— understanding customer diversity; (4) diversity strategic plan contained a strategy designed for a diverse market.
Succession
Planning
An ongoing, strategic process for identifying and developing a diverse pool of future leaders.(1) documented succession plan to ensure diverse leaders; (2) diverse pool of candidates identified for promotion; (3) diverse evaluators, reviewers, or assessors that comprise promotion panels; (4) additional related steps.
AccountabilityThe means to ensure that leaders are responsible for diversity by linking their performance assessment and compensation to the progress of diversity initiatives.(1) managers have related diversity and inclusion performance objectives; (2) compensation based on achievement of diversity and inclusion goals; (3) additional related steps.
Strategic planningDevelopment of a diversity strategy and plan that align with the organization’s strategic plan.(1) current diversity strategic plan; (2) complete diversity strategic plan that contained sufficient diversity-related objectives, timeframes, and responsibilities.
MeasurementA set of quantitative and qualitative measures that assess the impact of various aspects of an overall diversity program.(1) utilize performance measures in diversity strategic plan; (2) analyze agency/element workforce composition data; (3) assess employee perceptions of diversity and inclusion (e.g. surveys or focus groups); (4) holistically assess agency/element diversity and inclusion programs, plans, policies; (5) gather feedback from employee resource groups, affinity groups, or special emphasis groups; (6) conduct barrier assessment; (7) develop Federal Equal Opportunity Recruitment Program submission; (8) additional related steps/