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GAO-23-106254 1 (2023-01-24)

handle is hein.gao/gaoody0001 and id is 1 raw text is: The Big Picture As the nation's largest employer, the federal government strives to be a model for diversity, equity, inclusion, and accessibility (DEIA) and, according to Executive Order 14035, to cultivate a workforce that draws from the full diversity of the nation. In this Snapshot, we highlight selected findings and recommendations we have made between 2017 and 2022 to enhance DEIA in the federal workforce. What GAO's Work Shows Our 2ri ork identified nine practices for creating and maintaining a positive work environment, where the similarities and differences of individuals are valued and contribute to an organization's goals and objectives. These practices are important for federal agencies to advance DEIA in their workforces. Leading Workforce Management Practices Top leadership commitment-a vision of diversity demonstrated by top-level management. Diversity as part of an organization's strategic plan- a diversity strategy aligned with the strategic plan. Diversity linked to performance-this is often referred to as an organization's business case for diversity. Measurement-a set of quantitative and qualitative measures of the impact of diversity programs. Accountability-the means to ensure that leaders are responsible for diversity. Succession planning-an ongoing, strategic process for identifying and developing a diverse pool of talent. Recruitment-the process of attracting qualified, diverse applicants for employment. Employee involvement-the contribution of employees in driving diversity. Diversity training-organizational efforts to inform and educate about diversity. Source: GAO. IGAO-23-106254 DIVERSITY The practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people, including underserved communities. Federal agencies have had mixed success in increasing workforce diversity. For example, from fiscal years (FY) 2011-2019, the 1ntelli ence Community's workforce had slight increases in the proportions of women, racial or ethnic minorities, and persons with disabilities, but the proportions were below federal workforce benchmarks for FY19. At the United States A eric for International _Development, we found specific groups were underrepresented in promotions. / We recommended that these agencies work to enhance accountability for DEIA workplace goals. The U.S. Department of State told us it is janningLo d lo e mance me re f-r DEIA-re't g', and was taking additional steps to identify diversity issues that could indicate potential barriers within its workforce. / We recommended that the State Department establish performance measures for DEIA-related goals in the workplace and develop processes to evaluate progress. EQUITY The consistent and systematic fair, just, and impartial treatment of all individuals, including individuals who belong to underserved communities that have been denied such treatment. Equity challenges continue to exist in veterans' health care. According to Department of Veterans Affairs (VA) researchers, lesbian, ,bisexual, and trans. ender ImGBT)veterans may experience higher rates of depression and more frequent thoughts of suicide. However, VA does not collect sexual GAO-23-106254 Federal Workforce: Strengthening DEIA

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