Diversity, Equity and Inclusion
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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. 

Fulfilling our mission of building a better government and a stronger democracy means embracing diverse voices and perspectives within and outside of the Partnership. We believe that to pursue meaningful change for both the federal government and the millions of public servants who comprise it, we must uphold the nonpartisan values of fairness and equity—values rooted in our representative democracy—and engage in social discourse about how we can achieve equity in both our society and in our federal institutions.

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 that aims to:

  • Minimize Partnership processes and policies that inadvertently create barriers to inclusivity. 
  • Strengthen internal procedures to encourage more direct conversations about non-inclusive behaviors.  
  • Increase the attention of both management and staff to diversity, equity and inclusion.  
  • Integrate the principles of diversity, equity, and inclusion into Partnership programs, initiatives and strategy.  

Our leadership wants everyone in the organization to feel as though they can and should contribute to DEI practices and policies—and to suggest ways to add to and amend them when needed.


“Diversity, equity, inclusion and accessibility in leadership development means striving to empower leaders of all identities and experiences, creating a leadership corps that is representative of the public, being expansive in our understanding and teaching of what it means to be an effective public service leader, and designing programming that supports all of the above.”

Kelly Shih
Manager, Public Service Leadership Institute

“We benefit from having diverse backgrounds and perspectives represented in our planning and work. As a leader at the Partnership, I hold a special responsibility for ensuring that every member of our staff feels that they can bring their authentic selves to the workplace, fully participate in conversations that impact them and their work, and contribute to the policies and procedures that set the tone for the organization.”

Christine Carroll
Vice President, Development

“DEI is an enabler and a key metric that influences a culture of customer empathy, innovation, collaboration, critical thinking (in place of bias), agility and continuous learning. When DEI is optimized, everyone is encouraged and feels safe in bringing their “best game” every day.”

Dennis Daniels
Vice President for Human Resources

“We have an audacious and challenging mission, and the only way we will make real headway is if we have a culture that enables our people to perform at their very best. DEI is fundamental to a healthy culture and thus it is central to our ability to achieve our mission.”

Max Stier
President and CEO

“The Partnership—its systems, policies and processes—seeks to provide its staff with equitable opportunities to contribute, succeed and grow by centering DEIA in the work that we do.”

Maggie Moore
Communications and Events Manager


Our Workforce

The Partnership strives to be an exemplary organization on diversity, equity and inclusion issues so we can attract, retain and develop talented individuals with a range of knowledge and perspectives. 

The Partnership’s DEI journey is ongoing. The management team supports and leads these efforts by soliciting staff members’ viewpoints and identifying and implementing strong DEI practices.  The information below is part of our ongoing efforts to hold ourselves accountable to promote diversity, equity and inclusion at every level of the Partnership.

Below are some of the identifiers we use to measure our progress on building a diverse, inclusive and equitable workplace. They are based on statistically significant data available for our staff and showcase both our strengths and opportunities for growth in this area.

Bar chart of staff racial diversity where 67% of staff identify as white and 33% of staff comprise diverse racial backgrounds
Bar chart of staff gender distribution where 30% of staff identify as men and 70% of staff identify as woman. A note indicates that staff were able to select non-binary as an option.

73.7 out of 100

Annual Best Places to Work score

The Best Places to Work in the Federal Government® rankings measure employee engagement and satisfaction in the federal government. Our annual employee survey uses similar criteria to measure engagement in our workplace.  

7.6 out of 10

Workplace belonging score

Measures the extent to which employees feel supported, accepted and included in the workplace. 

How We Self-Identify

Eastern European • Spiritual • Gen Z • First generation

Queer • Parent of children with disabilities • Hispanic • Engineer

Jewish • Asian American • Master’s grad • Gay • Multiracial

Dual citizen • Neurodivergent • Black • Third culture kid • Millennial

Tri-lingual • Agnostic • Latinx • Introvert • Public servant


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. 


Blogs

Recently, we hosted a LinkedIn Live panel discussion, “Disability Inclusion and Accommodation in the Federal Government.” This blog post further explores this topic and provides tips for agency leaders to improve the workplace experience of people with disabilities using insights from the 2021 Best Places to Work rankings.

The Equal Employment Opportunity Commission and its field offices investigate complaints of job discrimination. Two longtime civil servants who previously worked together at the EEOC joined the “Profiles in Public Service” podcast to discuss dedicating their careers to upholding civil rights.

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.

Read more DEI blog posts