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Chief Diversity Officer Bootcamp seeks to build a road to a more inclusive future

Established in 2023, the Partnership for Public Service’s Chief Diversity Officer Bootcamp convened current and aspiring chief diversity officers to integrate diversity, equity, inclusion and accessibility principles into agency planning.  

The second cohort of the bootcamp, hosted by the Partnership, convened a group of 11 federal leaders from eight agencies in October to focus on a range of issues related to DEIA, such as change and talent management and workforce data analytics.  

Amid a presidential transition, the program reiterated the indispensable role chief diversity officers play in fostering workplace cohesion and organizational effectiveness to help agencies better serve the American public.  

Participants learn practical and meaningful strategies  

The role of the chief diversity officer was elevated by a 2021 executive order designed to promote DEIA within the federal workforce so it can better meet the needs of a diverse public. 

The bootcamp launched to meet this imperative. Participants in the second cohort learned about cross-functional strategic planning and data storytelling to improve the way agencies conduct business. They also learned that using various communication methods, such as hosting town halls, team meetings, listening sessions and focus groups, helps convey consistent messages and foster a more inclusive workplace. 

Another key takeaway was that senior executives may need a clearer roadmap and more hands-on support to create a workplace where employees feel valued and heard.   

Implementing strategies for federal surge hiring and improving the recruitment process to help engage and retain diverse talent is important because they address understaffing, a common challenge expressed in employee feedback but often left out of agency hiring priorities. Responsive senior executives create a more inclusive workplace, which overall strengthens agencies’ ability to deliver on their mission. 

Finally, the bootcamp also provided actionable strategies to help chief diversity officers and DEIA professionals integrate DEIA goals into agencywide strategic plans. These strategies include:  

• Applying various change management models and concepts to better implement and sustain DEIA principles and practices.  

• Incorporating DEIA initiatives into core functions such as information technology, human resources and more to ensure organizations track outcomes.  

• Building a DEIA coalition between the DEIA, human resources, equal employment opportunity and general counsel offices to strengthen and foster collaboration across agency offices.  

Changing the title of the chief diversity officer: Shifting the role’s focus  

Bootcamp participants also discussed how to situate and frame DEIA roles within an agency.  

Given the political sensitivities surrounding DEIA work, titling DEIA roles with more general language can help integrate DEIA into an agency’s core functions, insulate DEIA from targeted backlash and enable the success of chief diversity officers.  

Conclusion  

Overall, members of this year’s bootcamp found the program both enlightening and enriching. Some described it as “an outstanding course that anyone who is currently a chief diversity officer or desires to be a chief diversity officer” should participate in. Others stated they “learned so much outside of what they thought they knew.”  

The program reiterated how chief diversity officers help agencies better serve the American public. As the second cohort concluded, participants were inspired and empowered to actively integrate what they learned to drive meaningful change in the federal government.

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