DEIA in Federal Workforce (E.O. 14035)

Summary

Creates a government-wide plan to make the federal workforce more diverse, fair, and welcoming for all people, including those from underserved groups.

What problem does this solve?

The federal government, as the nation's largest employer, has not fully reflected the diversity of the American people. This order creates policies and plans to remove barriers and ensure fair treatment for all employees and job applicants.

What does this order do?

Establishes a government-wide DEIA strategic plan

Requires the Office of Personnel Management (OPM) and Office of Management and Budget (OMB) to create a national plan to promote diversity, equity, inclusion, and accessibility (DEIA) across all federal agencies.

Requires all federal agencies to create their own DEIA plans

Directs every federal agency to assess its own workforce and develop a specific plan to remove barriers and advance DEIA goals, reporting on their progress annually.

Advances equity for LGBTQ+ employees

Ensures LGBTQ+ employees have equal access to healthcare, including gender-affirming care, and other benefits. Requires federal forms and ID systems to include options for non-binary gender markers and pronouns.

Addresses pay gaps and promotes equal pay

Directs OPM to review rules on job classification and pay. Considers banning agencies from asking for or using a job applicant's past salary history to set their pay.

Improves accessibility for employees with disabilities

Requires agencies to make sure workplaces, technology, and programs are fully accessible to people with disabilities and that the process for getting reasonable accommodations is fast and easy.

Expands opportunities for formerly incarcerated individuals

Orders a review of barriers that prevent formerly incarcerated people from getting federal jobs and asks for a report on how to expand these job opportunities.

Promotes paid internships

Directs federal agencies to increase the number of paid internships and apprenticeships. This helps make these opportunities available to people from all economic backgrounds.

Improves collection of demographic data

Requires agencies to collect better data on the backgrounds of their employees to track progress and identify areas where diversity and equity are lacking, while protecting privacy.

Strengthens partnerships with minority-serving schools

Creates a government-wide effort to recruit students and graduates from Historically Black Colleges and Universities, Tribal Colleges, and other institutions that serve minority communities.

Who does this affect?

Federal government employees
Applicants for federal jobs
Underserved communities

What is the real world impact?

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Creates a more representative government

Ensures the federal workforce mirrors the diversity of the United States population. A government that looks like the people it serves may be better able to understand and address their needs.

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Improves government performance

Builds on evidence that diverse and inclusive workplaces are more effective and successful. Bringing different viewpoints together can lead to better solutions for the country's challenges.

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Addresses systemic inequality

Takes active steps to correct long-standing barriers that have prevented people from underserved communities from getting and advancing in federal jobs. This includes addressing pay gaps and discrimination.

When does this start?

This order became effective on June 25, 2021, and sets several deadlines for federal agencies to take action.

Government-Wide DEIA Strategic Plan

Within 150 days of the order (by November 22, 2021), a government-wide plan for diversity, equity, inclusion, and accessibility must be developed and issued.

Agency DEIA Strategic Plans

Within 120 days of the government-wide plan being issued, each agency must develop and submit its own specific strategic plan.

Report on Formerly Incarcerated Individuals

Within 120 days of the order (by October 23, 2021), the Director of OPM must submit a report on expanding federal employment for formerly incarcerated individuals.

Agency Preliminary Assessments

Within 100 days of the order (by October 3, 2021), each agency must submit a preliminary assessment of the state of DEIA in its workforce.