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Home : Diversity Equity Inclusion

**National Guard Bureau (NGB) Office of Diversity, Equity & Inclusion (NGB-DEI)**

The National Guard (NG) is a unique element of the US military that serves both community and country. The NG responds to domestic emergencies, overseas combat missions, counterdrug efforts, reconstruction missions and more. Any state governor or the President of the United States can call on the Guard in a moment’s notice. The NG’s strength is our people. Our Soldiers, Airmen and civilians, and the families and employers who support us, represent all races, religions, ethnicities, genders and socioeconomic backgrounds.

That is why the NG is committed to establishing a safe and inclusive culture to represent the diversity of our Nation, ensure equity for every current and prospective member of the NG, build trust, and achieve overall readiness and mission accomplishment of the NG. Diversity, Equity, Inclusion, and Accessibility (DEIA) enables organizational agility and adaptability by leveraging the attributes, experiences, cultures, characteristics and backgrounds of the NG.

NGB-DEI provides strategic advice to the Chief, NGB, and senior leaders on the management of the Diversity and Inclusion (D&I) efforts and equal employment (EO) programs encompassing both Military Equal Opportunity (MEO) and Equal Employment Opportunity (EEO) to link the CNGB priorities to advance DEIA in the NG workforce by providing overarching guidance for the NG. This must not only draw from the America’s diversity but also must communicate why DEIA is critical to operational success and provide access and opportunities to Soldiers, Airmen and civilians to achieve their aspirations.

In NGB-DEI, the Affirmative Employment Programs (AEP) Branch, Military Programs Branch (MPB), Complaints Management and Adjudication (CMA) Branch and D&I Branch identify goals, objectives and strategies necessary to mitigate DEIA shortfalls, inform senior leaders and evaluate respective programs as well as develop policy, guidance and training to assist the 54 States, Territories and the District of Columbia.

NGB-DEI works collaboratively across the federal and state governments, academia and industry partners to drive innovation and mission objectives, draw from the full diversity of the Nation, and serve as a model employer that values and promotes equity for all NG members. Even with decades of progress building a diverse, cohesive workforce, many underserved communities remain under-represented in the NG workforce, especially in positions of leadership. The NG must be our country’s model of excellence for diversity, equity, inclusion, and accessibility (DEIA).

Lastly, the NGB-DEI meets reporting requirements to include, but not limited to, the following:
                        - Annual DOD data reporting IAW DODI 1020.05
                        - Annual Narrative Statistical Report – Army National Guard (ARNG)
                        - Annual Management Directive (MD) – 462 Report
                        - Annual Management Directive (MD) – 715 Report
                        - Annual No Fear Act Reporting
                        - Annual Sexual Harassment Report
                        - Quarterly CNGB DEIA Line of Effort Scorecard Reporting
                        - Quarterly metrics reports to the 54 ISO NG Strategic Plan
                        - Quarterly AF Form 3018 Reporting – Air National Guard (ANG)
                        - Joint Diversity Executive Council (JDEC) Reporting

**NGB-DEI Mission**

Develop, guide and/or execute D&I efforts, EO and EEO policies and programs affecting the NGB’s military and civilian personnel and ensure the States and territories take responsibility for implementing DOD, USAF, HQDA and CNGB regulations, instructions and policies.

**NGB-DEI Vision**

A fair and equitable work environment for NG military and civilian personnel in order to recruit, develop and retain high-performing workforce, resulting in cohesive teams, mission-ready, more competitive and lethal!

**Director, NGB-DEI**

The Director, NGB-DEI, directly reports to the CNGB, head of agency. The Director exercises broad management responsibilities of the office, including strategic and operational planning, deliberate fiscal planning and stewardship, expand inter-service/agency communication, provide DEIA services for military operations while forces are homestation or deployed, informing, advising, supporting the 54 and the NG Adjutant Generals, NGB reporting and legal compliance IAW executive orders, regulations and laws.

**Affirmative Employment Program (AEP) Branch**

Creates and maintain a Model EEO program for NGB containing of the following six essential elements: (1) demonstrated commitment from NG leadership (2) EEO Integration into NG strategic mission (3) Management and program accountability [e.g. accessibility, reasonable accommodations, anti-harassment and special emphasis programs] (4) Proactive prevention of harassment and unlawful discrimination (5) Efficiency (6) Responsiveness and Legal Compliance. Federal EEO Commission specifically requires the NGB and the 54 to establish and maintain a model EEO program to provide the infrastructure necessary to achieve the ultimate goal of a discrimination free work environment characterized by an atmosphere of inclusion and free and open competition for employment opportunities. Leverage the Equal Employment Management Advisory Council (EEMAC), an advisory group, building another bridge between the NGB-DEI and the States, territories and District of Columbia. The EEMAC identify operational and policy gaps in the DEIA programs and make recommendations to the NGB Office of DEI.

**Military Programs Branch (MPB)**

Develop MEO policy, guidance, and training to implement a program to promote an environment of free from personal, social, or institutional barriers that prevent services members from rising to the high level of responsibility possible. Provide policy and guidance on affirmative action programs that identify and resolve EO problems through formulating, maintaining and reviewing plans with the exception of complaints.

**Complaints Management and Adjudication (CMA) Branch**

Develop policy, guidance, and training to implement NG’s complaints of discrimination programs for military members assigned to the 54 states, territories and the District of Columbia to provide prompt, fair, and impartial complaints processing and implement an alternative dispute resolution program. Process and adjudicate EEO, complaints of discrimination for civilian personnel assigned to the NGB, Temple ARNG Readiness Center, ANG Readiness Center and the Pentagon. Review and approve all Negotiated Settlement Agreements, withdrawals, and state level dismissals. Investigate all formal complaints of alleged discrimination not settled, withdrawn, or dismissed.

**D&I Branch**

Provide assistance in the design, creation, identified barriers, diversity development and trends, and publishing of diversity strategies, programs, policies, training and engagement across the NG. Ensure leaders at all levels champion diversity program priorities and understand specifically what is required to achieve success. Serve as strategic advisor and executive agent for CNGB Joint Diversity Executive Council (JDEC), Army DEI Council, CSAF D&I Council, and SAF/IG Racial Disparity Report recommendations. In addition, provide program management for Human Resource Advisors (HRA) assigned across the ANG, designed to increase awareness and skillful action steps to leverage our NG diversity toward a more inclusive culture.

**Authorities**
                        - EO 13985 Advancing Racial Equity and Support for Underserved Communities Through the Federal Government
                        - EO 14004 Enabling All Qualified Americans to Serve Their Country in Uniform
                        - EO 14035 Advancing DEIA in the Federal Workforce
                        - EO 13988 Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation
                        - EO 11478 EEO in Federal Government
                        - EO 11701 Employment of Veterans by Federal Agencies and Government Contractors and Subcontractors
                        - EO 12876 Historically Black Colleges and Universities
                        - EO 12900 Excellence for Hispanic Americans
                        - EO 13021 Tribal Colleges and Universities
                        - EO 13125 Increasing Participation of Asian Americans and Pacific Islanders in Federal Program
                        - EO 13985 Advancing Racial Equity and Support for Underserved Communities Through the Federal Government
                        - EO 14004 Enabling All Qualified Americans to Serve Their Country in Uniform
                        - EO 14035 Advancing DEIA in the Federal Workforce
                        - EO 13988 Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation
                        - EO 11478 EEO in Federal Government
                        - EO 11701 Employment of Veterans by Federal Agencies and Government Contractors and Subcontractors
                        - EO 12876 Historically Black Colleges and Universities
                        - EO 12900 Excellence for Hispanic Americans
                        - EO 13021 Tribal Colleges and Universities
                        - EO 13125 Increasing Participation of Asian Americans and Pacific Islanders in Federal Program
                        - EO 13145 Prohibiting discrimination in Federal employment based on genetic information
                        - EO 13166 Improving access to services for persons with limited English proficiency
                        - Civil Rights Act of 1964
                        - DODI 1350.02 DOD Military Equal Opportunity Program
                        - DoDD 1020.02E Diversity Management and Equal Opportunity in the DoD
                        - DODI 1020.03 Harassment Prevention and Response in the Armed Forces
                        - DODI 1300.28 In-Service Transition for Transgender Service Members
                        - DODI 6400.09 Violence Prevention Integration
                        - DOD Civilian Personnel Management Service – Investigations and Resolution Division
                        - Rehabilitation Act of 1973, as amended
                        - Americans with Disabilities Act of 1990
                        - Rehabilitation Act Amendments of 1992
                        - Americans with Disabilities Act Amendments of 2008
                        - The Equal Employment Opportunity Act of 1972
                        - Fair Labor Standards Act (The Equal Pay Act of 1963) and 1974 amendments
                        - Age Discrimination in Employment Act of 1967, as amended
                        - Civil Service Reform Act of 1978
                        - Public Law 107-174, 15 May 2002, “Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002”
                        - Title 29 Code for Federal Regulations, Part 1614
                        - 36 CFR Section 1194 – “Electronic and Information Technology Accessibility Standards”
                        - EEO Commission MD-110
                        - EEO Commission MD-715
                        - DAFI 36-2710, Equal Opportunity Program
                        - AR 600-20, Army Command Policy
                        - NGR 600-21, Army National Guard Equal Opportunity Program
                        - DoDD 5105.77 National Guard Bureau
                        - CNGBI 9400.01, Nondiscrimination in Federally Recognized Programs
                        - DODI 1020.05, DOD Diversity & Inclusion Management Program
                        - CNGI 9651.01A, National Guard Diversity & Inclusion
                        - CNGBI/M 9601.01

 

 

For More Information

Army National Guard Equal Opportunity

Air National Guard Equal Opportunity

Civilian Affirmative Employment Programs

National Guard Diversity & Inclusion

Complaints Management & Adjudication

Equal Employment Opportunity Hotline - (703) 607-7756

Partner Links

                            -  DoD Office for Diversity, Equity, and Inclusion    
                            -  Defense Equal Opportunity Management Institute (DEOMI)   
                            -  U.S. Army Diversity, Equity, and Inclusion   
                            -  Army Equity and Inclusion   
                            -  U.S. Air Force Diversity   
                            -  Equal Employment Opportunity Commission (EEOC)   
                            -  National Guard | Military One Source   

Policies and Guidance

                            -  National Guard Bureau Equal Employment Opportunity Statement   
                            -  Annual National Guard Bureau Equal Employment Opportunity Policy Letter    
                            -  DoDD1020.02 - Diversity Management and Equal Opportunity in the DoD - June 1, 2018   
                            -  DoDI1020.05 - Diversity and Inclusion Management Program - September 9, 2020   
                            -  DoDI1350.02 - DoD Military Equal Opportunity Program - September 4, 2020   
                            -  DoDI1020.04 - Harassment Prevention and Response for DoD Civilian Employees - June 30, 2020   
                            -  DoDI1020.03 - Harassment Prevention and Response in the Armed Forces - February 8, 2018   
                            -  Department of Defense Diversity and Inclusion Strategic Plan, 2022-2023   
                            -  CNGBI 9651.01 - National Guard Diversity and Inclusion   
                            -  National Guard Diversity and Inclusion Strategic Plan   
                            -  NGR 600-21 EO Program in the Army National Guard (22 May 2017)   
                            -  AFI 36-2710: Equal Opportunity Program   
                            -  ANGI 36-2110: Human Resource Advisor Program   
                            -  Office of Personnel Management: Government-wide Inclusive Diversity Strategic Plan, 2016   
                            -  MD 110: Federal Sector Complaint Processing Manual (revised August 2015)   
                            -  MD 715: EEO Reporting Requirements for Federal Agencies   

CNGB's EO Policy Letter Archive

                            -  2023 CNGB Letter   
                            -  2022 CNGB Letter   
                            -  2020 CNGB Letter   

Reasonable Accommodations

                            -  Policy Guidance on EO 13164: Establishing Procedures to Facilitate the Provision of Reasonable...   
                            -  Reasonable Accommodations Guide   
                            -  HQDA RA Policy Memo   
                            -  HQDA Personal Assistance Services Memo    
                            -  HQDA Accessibility Statement-Memo   
                            -  HQDA Interim Guidance on the Pregnant Workers Fairness Act (PWFA)   

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