The way organizations have defined diversity has changed significantly over the past few years. Traditionally, organizations that focused on improving diversity measured success solely by the number of employees by background—race, gender identity, and ethnicity. Today we recognize that diversity is much more than numbers; it can mean a full suite of life and work experiences, background and upbringing, abilities, and gender expression. Studies have shown that a more diverse and inclusive workforce is also a more engaged and productive workforce.

Diversity, Equity, and Inclusion, also known as DE&I, recognizes that it’s not only the numbers that are important, but instead focuses on ensuring all employees feel valued and included, are free to be their authentic selves in the workplace, and are able to develop and grow. DE&I not only benefits employees, it benefits organizations by tapping into different knowledge and experiences, leading to better organizational decisions. DE&I is a journey, not a destination — organizations need to evaluate their progress and look for opportunities to improve and grow these efforts.

So, what is the OIG doing with respect to DE&I? Take a look at our Diversity Strategic Plan, which provides insight into the accomplishments we’ve made over the past two years. The plan also lists our DE&I goals for the future, which include growing leadership’s commitment to DE&I, cultivating and supporting an inclusive structure, and attracting and developing a diverse workforce.

We believe that growing our DE&I efforts will lead to a more engaged workforce, allow more creative and better-informed decisions as an organization, and with that, result in employees who see that their contributions are valued. It’s a win-win all around.

We invite you to read our DE&I Strategic Plan and share your thoughts in the comment section below. Your voice is important as we continue to build the OIG’s DE&I efforts.

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  • anon

    Subject; USPS Postal Reform Act I’ve read some articles about it. All the articles have one thing in common. They identify 4 key parts of the Act and then go into some detail about the first 3 parts. Ending there. Accountability, transparency and reporting requirements is only identified and never mentioned again. I’m an employee, a Mailhandler, will accountability and transparency make any difference at my job? Transparency would be nice.

    Mar 26, 2022

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