How can Diversity and Inclusion be Improved in the Federal Workforce?

Abstract

In 2020 the Coronavirus pandemic negatively impacted our world in a variety of ways, but one of the more visible aspects was the blaring socioeconomic gap where we witnessed a lack of workforce diversity among non-essential worker positions. Historically America’s job market, in particular, the federal government's non-entry-level positions has consistently been occupied by middle-aged White males. These highly coveted forms of employment granted many Whites societal privileges of middle-class status and upward mobility in America. Meanwhile, Black and Latinx communities are traditionally plagued by discriminatory practices, where achieving equity and promotions to leadership as a federal employee has been elusive. The purpose of this research was to highlight the disparities and inequitable hiring practices in the federal government non-entry level positions. The scope of the current research was to explore workforce diversity and inclusion in the federal government; problematizing systematic hiring and employment practices of the federal workforce and offering recommendations to dismantle these practices while implementing equity-centered initiatives to improve workforce diversity for people of color. The research methods utilized were interviews, surveys, and a review of the literature to identify trends in recruitment, retention, and promotional behavior to help guide efforts to increase diversity and inclusion within the federal government's workforce. The policy recommendations made indicated career pathway programs as pipelines for college graduates to enter the federal workforce have been successful. These types of programs should gain greater support from the current presidential administration who has pledged a commitment to diversity and inclusion within the federal workforce. Efforts to win public support in favor of such initiatives can be aided by employer transparency, monitoring hiring practices, also public reporting of promotions and salary rates. In conclusion, the research found the aforementioned policy recommendations have the potential to produce greater levels of accountability within our federal workforce. With a greater concentration on initiatives aimed at equity, these things will help us progress as a nation.