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Diversity, Equity & Inclusion | www.opensesame.com | (503) 808-1286 | 2 The importance of robust Diversity, Equity & Inclusion programs in our public administration and service institutions cannot be understated. Apart from the proven value of diverse and inclusive teams in improving performance and outcomes, the participa- tion of a non-homogenous workforce is crucial to the equitable operating of our society. A diverse, inclusive and equity-based government is positioned at the nexus of a social system rife with structural barriers and disparities and can act to address those obsta- cles to equal opportunity that have been historically based on race, gender, sexual orientation, physical ability, and social or economic status. Conversations about DEI have been happening in organizations throughout the world, prompted by social movement, cultural reconstruction and economic factors triggered by the COVID-19 pandemic. When emergent social themes make change imminent, government and public institutions stand at the forefront of both defining moments and enormous opportunities to improve not only their organizational culture, employee engagement and talent retention, but on their ability to make concrete cultural and societal change. Because of the role these institutions have on poli- cies and their implementation they have tremendous power in creating our values and who we want to be as a nation. It is a great responsibility; citizens look to government to engage in policymaking, program development and legislation to address conditions and causes of systemic imbalances and hold it accountable to ensure equity or "the fair access to resources and other policies that encourage the advancement of all people, especially those facing disadvantages." 3 1-2 "A revealing look at racial diversity in the federal government." Brandon Lardy. The Partnership for Public Service. July 2020. 3 "Inclusive, equity-centered government." Dr. Kimberly Myers, Kwasi Mitchell, PhD, Adithi Pandit, Mahesh, Kilkar. Deloitte. March 2021. Unlike most organizational initiatives, Diversity, Equity & Inclusion programs and processes are fluid, open-ended endeavors that evolve to meet changing needs. There is no one-size- fits-all, especially when applied to a domain as unique and singularly focused on the well-being of millions of Americans as our government and public service institutions. Adopting or furthering a meaningful and successful DEI initiative involves creating a wholesale culture change within all the levels of an organization. The enormous scope of the public administration sphere and its hierarchical structure require genuine DEI efforts to be permeable and comprehensive. To be sure, this sector represents more racial balance than the private sector – people of color comprise 46% of all full-time entry-level federal workers – but they also hold a diminishing percentage of mid, senior and career Senior Executive Service (SES) roles. Within these SES roles the gap is profound with only 22% of POC and 77% white or unspecified. 1 And while the federal government and other agencies rely upon a merit system of principles to safeguard fair equitable hiring, pay and advancement, workers of color in this sector continue to face bias and a lack of pathways to leadership built into the system. 2 The DEI Imperative "When we draw on the wisdom of a workforce that reflects the population we serve, we are better able to understand and meet the needs of our customers – the American people." — U.S. Office of Personnel Management (OPM) Office of Diversity and Inclusion

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