Little Known Executive Order on Diversity & Inclusion: Obama’s Pragmatic ProgressivismBy Edna Chun
Executive Order 13583 issued by President Obama in 2011 is perhaps one of the least-discussed and little known executive orders, despite its significant contribution to diversity and inclusion in the federal government. Lyndon Johnson’s Executive Order 11246 issued in 1965 was undoubtedly the watershed presidential Executive Order in the field of Affirmative Action for federal contractors. Now, nearly a half century later, President Obama’s Executive Order 13583 breaks new ground by setting the stage for progress in the field of diversity and inclusion in governmental agencies.
This forward-looking Executive Order directs executive departments and agencies of the federal government “to develop and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion as a key component of their human resource strategies.” The alliance of HR strategies with diversity and inclusion is specifically designed to create “high-performing organizations for the 21st century” — workplaces that attract, develop, and retain diverse and talented employees.
The government-wide Diversity and Inclusion Strategic Plan issued following the Executive Order in 2011 articulates the business imperative for inclusion and has three specific goals:
1. Workforce Diversity. Recruit from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments of American society.
2. Workplace Inclusion. Cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and further retention.
3. Sustainability. Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.
And the Executive Order called for federal agencies to develop a Diversity and Inclusion Strategic Plan within a 120-day time-frame that addresses recruiting, hiring, training, developing, promoting, and retaining a diverse workforce. Veronica Villalobos, the Office of Personnel Management’s Director of Diversity and Inclusion, is responsible for designing and developing strategies to promote a diverse federal workforce. As a model for organizations seeking to implement more diverse workplace practices, the governmental plan articulates clear strategies, actions, and accountability structures that promote the attainment of inclusion.