Promoting Diversity and Inclusion in the Federal Workforce

Title of Executive Order: Executive Order 13583
Date Signed: August 18, 2011
Signed by: President Barack Obama

Executive Summary:

Executive Order 13583 establishes a coordinated, government-wide initiative to promote diversity and inclusion in the federal workforce. The order mandates the development of strategic plans to enhance diversity, foster inclusion, and ensure accountability in recruitment, hiring, retention, and professional development within federal agencies.

Key Provisions:

Section 1: Policy

• Highlights the federal government’s role as a model employer committed to equal opportunity, diversity, and inclusion. (pg. 1, para. 1)
• Emphasizes the need to draw on the talents of all segments of society to overcome challenges and achieve national goals. (pg. 1, para. 2)
• Directs agencies to adopt best practices that promote diversity and remove barriers to equal opportunity, consistent with merit system principles. (pg. 2, para. 3)

Section 2: Government-Wide Diversity and Inclusion Initiative and Strategic Plan

• Establishment of a Government-Wide Initiative:
  The Office of Personnel Management (OPM), in collaboration with the Office of Management and Budget (OMB), the Equal Employment Opportunity Commission (EEOC), and the President’s Management Council (PMC), is tasked with creating and coordinating a diversity and inclusion initiative. (Sec. 2(a))
• Development of a Strategic Plan:
  Within 90 days, OPM and its partners must create a Government-Wide Diversity and Inclusion Strategic Plan, to be updated at least every four years. This plan must:
  • Address recruitment, hiring, retention, and training barriers.
  • Provide guidance to agencies for formulating agency-specific plans. (Sec. 2(b))
• Identification of Best Practices:
  Agencies must improve strategies to recruit, hire, and retain a diverse workforce, in compliance with merit system principles. (Sec. 2(c))
• Progress Reporting:
  A system will be established for regular reporting on the implementation of diversity and inclusion plans. (Sec. 2(d))

Section 3: Responsibilities of Executive Departments and Agencies

• Designated Responsibility:
  Agency heads must assign Chief Human Capital Officers to oversee the development and implementation of agency-specific diversity and inclusion strategic plans, in collaboration with the Director of Equal Employment Opportunity and the Director of Diversity and Inclusion (if applicable). (Sec. 3(a))
• Submission and Implementation of Plans:
  Agencies must:
  • Submit their strategic plans to OPM and OMB for review within 120 days of the government-wide plan's release.
  • Integrate their diversity and inclusion plans into their broader human capital strategies. (Sec. 3(b-c))
• Data and Reporting:
  Agencies are required to provide progress updates as specified in the reporting system. (Sec. 3(d))