Diversity, Equity and Inclusion

Diversity, Equity and Inclusion

The Partnership for Public Service is committed to building a culture of inclusion. Our organization believes there is no place for hate, violence or inequality in our economic, social and civil systems, nor in our workplaces, and we unequivocally disavow all forms of racism, bigotry and discrimination. 

The Partnership strives to be an exemplary organization on diversity, equity and inclusion issues so we can attract, retain and grow talented individuals with a range of knowledge and perspectives. And, of course, because it is the right thing to do. By modeling leading DEI practices, we also become more effective at serving our partners in government, philanthropy, the private sector and academia. 

The Partnership’s DEI journey is ongoing. The management team will keep our organization moving in the right direction by listening to staff members’ viewpoints and identifying and implementing the best DEI practices.  

In 2020, the Partnership for Public Service released its Diversity, Equity and Inclusion Commitment Statement to codify the values we have long held and the role we believe these tenets have in the foundation of our work to make the federal government more effective. The statement, crafted by staff members from every level of the organization, underscores the importance of DEI efforts for our organization.  

Diversity, Equity and Inclusion Commitment Statement

The Partnership for Public Service is committed to building a culture of inclusion in which a diverse workforce has equitable opportunities to contribute, succeed and grow. 

Ensuring employees’ psychological safety and inviting a wider range of viewpoints enables new and creative ways of thinking. This foundation expands our perspective, empowers better decisions and ultimately leads to higher organizational performance. 

We define diversity expansively: We seek to bring together people with different backgrounds and qualities, both visible and invisible. We value all experiences and also acknowledge the injustices suffered by specific communities. We recognize that racism, sexism, religious bigotry, homophobia, xenophobia, transphobia, ableism, classism and other forms of discrimination make the need for equity critical. Advantages are not universal and so we must dismantle barriers to ensure that everyone can succeed at the Partnership. We are also deeply committed to inclusion—creating an environment of belonging in which people with different personal histories, political ideologies, personality types and other attributes are valued and feel like they matter. 

We understand that the work of diversity, equity and inclusion is a challenging, continuous journey that demands humility, empathy and growth. We commit to realizing our vision, measuring our progress, and holding ourselves accountable, both in words and in action.

Diversity, Equity and Inclusion Framework

Being a diverse, equitable and inclusive organization requires deliberate action. To ensure we are implementing the vision set forth in our DEI Commitment Statement, we developed a framework to shift behaviors and mindsets over the next two years. This includes minimizing Partnership processes and policies that inadvertently create barriers to inclusivity; strengthening internal procedures to encourage more direct conversations about non-inclusive behaviors; increasing management’s attention to diversity, equity and inclusion; and, overall, working to be as inclusive, equitable, and diverse as possible. To that end, the management team wants everyone at the organization to feel as though they can and should contribute to DEI practices and policies and suggest ways to add to and amend practices and policies when needed.

Our Diversity, Equity and Inclusion Framework outlines our organizational approach to DEI and provides a historical overview of our commitment to building a diverse, inclusive and equitable workplace.  

DEI Council

The Partnership’s DEI Council serves as a bridge for communication between staff and senior management to support the organization’s commitment to build a diverse, inclusive and equitable culture. Established in 2018, the Council plays a pivotal role in a range of activities and provides critical insight into the organization’s DEI efforts. 


The purpose of heritage months is to recognize and amplify the contributions that different cultures and social identities have made to enrich and strengthen our country, yet, too often, these celebratory acts are performative or disingenuous. We share three principles to more authentically recognize those being celebrated as you prepare for upcoming heritage months.

In honor of National Mental Health Awareness Month, Diane Vu, assistant special agent in charge at the Department of Health and Human Services, Office of the Inspector General, spoke with the Partnership about how she is prioritizing the mental health of her colleagues and coworkers.

Affinity groups—a group of employees with similar backgrounds, interests or demographic factors—can be a resource to help federal agencies foster a sense of belonging in the workplace, improve employee retention and increase recruitment of underrepresented communities.

Overall, there are fewer women employees in government, and they tend to hold more junior positions. Federally Employed Women, a nonprofit that seeks to improve the status of women in the federal workforce, is working to address this issue by offering resources that can help bring more women into government and support their career advancement.

In honor of Black History Month, we are sharing a few stories from past Service to America Medal honorees whose work with underserved communities has changed lives and serves as an inspiration for us all.