Recognizing heritage more than a month at a time
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.
Reflections on the importance of mental health from a public service leader
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.
Using affinity groups to build a more diverse, equitable and inclusive workforce
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.
Women’s History Month: Advancing women in the federal government
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.
Elevating stories of impact for Black History Month
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.
Diversity, equity, inclusion and accessibility in the federal government: A way forward
A series of workshops hosted by the Partnership and McKinsey & Company aimed to equip federal leaders working across government with insights to support more effective diversity, equity, inclusion and accessibility work. Participants noted that implementing DEIA strategies can be particularly difficult, so we’re sharing four key factors to help agencies and leaders successfully tackle this challenge.
Finding ways to be resilient during times of adversity
As we close out 2021, lessons learned from federal employees across the country demonstrate how four key areas – learning from others, reflecting on your path, finding your focus and considering your limits – can help us as we each build resilience and prepare for a new year filled with possibility and uncertainty.
Diversity in California’s federal workforce: A tale of two trends
The latest installment of our Fed Figures series suggests that California is a leader in hiring diverse federal talent. However, a deeper dive reveals stark racial and ethnic inequalities based on job level.
Best practices for diversity, equity, inclusion and accessibility at nonprofit organizations
Implementing new diversity, equity, inclusion and accessibility initiatives requires a big commitment of time and resources. The Partnership recently underwent an internal DEIA transformation, so we’re sharing the lessons we learned to help other organizations successfully launch and measure their own DEIA projects.
How three public servants strengthened our country’s commitment to diversity, equity and inclusion
In our #IServeBecause survey we sent to civil servants, we received responses that explain why someone interested in helping others would find a career in the federal government rewarding. We share responses from three federal employees who are helping others by building a more diverse, equitable and inclusive nation.