The U.S. Department of the Interior is working to achieve diversity in its workplace.
The department released a 50-page Strategic Plan to Advance Diversity, Equity, Inclusion and Accessibility in the Federal Workforce. The plan says that despite "engaging in numerous and varied efforts to increase diversity" white Interior employees " are considerably and consistently overrepresented in DOI's permanent workforce, compared to employees of color."
"The Interior Department has a unique responsibility to be a model for diversity, equity, inclusion and accessibility as we work to tell America's story and increase access to public lands and waters for all Americans," Interior Secretary Deb Haaland said in an Aug. 26 news release. "We can serve communities best when we have people who share those experiences contributing to our work."
Equity and diversity remains the goal, Haaland noted in the release.
"By advancing equity across the department — from our work to spur a clean energy economy and increase access to outdoor spaces to our contracting and employment efforts — we can empower communities that have been historically underserved, which benefits all Americans," Haaland said, according to the release.
Workforce diversity is not a new topic for the department. In February, DOI announced it would take action to foster equity and inclusion across its bureaus by establishing the first-ever Diversity, Equity, Inclusion and Accessibility Council.
The job of the council, established by Haaland's Order 3406, is to "coordinate the development and implementation of specific policies, programs and initiatives" and "ensure that decision-making processes include input from employees at all levels," the February release said.
The council is also expected to "support the development and use of the best available data, tools and resources to assess whether underserved communities and their members face systemic barriers to full and equal access to the department's services, facilities, benefits, contracts and grants and employment opportunities," the February release reported.
The department's objectives for achieving more diversity in its current and future workforce remain rooted in three points listed in the August news release that are "designed to capture a meaningful lifecycle experience for all current and prospective employees."
According to the August release, these points include "instituting innovative recruitment and hiring tactics that drive continuous increases in qualified and hired applicants from historically underrepresented groups," "ensuring employees can fully contribute to achieving the department's missions, fostered by an inclusive and safe workplace culture" and "providing opportunities for fair, equitable and accessible professional growth and advancement at all career levels."
