Presidential Documents

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Executive Order 14035 of June 25, 2021 

Diversity, Equity, Inclusion, and Accessibility in the Federal 

Workforce 

By the authority vested in me as President by the Constitution and the 

laws of the United States of America, including sections 1104, 3301, and 

3302 of title 5, United States Code, and in order to strengthen the Federal 

workforce by promoting diversity, equity, inclusion, and accessibility, it 

is hereby ordered as follows: 

Section 1. Policy. On my first day in office, I signed Executive Order 13985 

(Advancing Racial Equity and Support for Underserved Communities 

Through the Federal Government), which established that affirmatively advancing equity, civil rights, racial justice, and equal opportunity is the 

responsibility of the whole of our Government. To further advance equity 

within the Federal Government, this order establishes that it is the policy 

of my Administration to cultivate a workforce that draws from the full 

diversity of the Nation. 

As the Nation’s largest employer, the Federal Government must be a model 

for diversity, equity, inclusion, and accessibility, where all employees are 

treated with dignity and respect. Accordingly, the Federal Government must 

strengthen its ability to recruit, hire, develop, promote, and retain our Nation’s talent and remove barriers to equal opportunity. It must also provide 

resources and opportunities to strengthen and advance diversity, equity, 

inclusion, and accessibility across the Federal Government. The Federal 

Government should have a workforce that reflects the diversity of the American people. A growing body of evidence demonstrates that diverse, equitable, 

inclusive, and accessible workplaces yield higher-performing organizations. 

Federal merit system principles include that the Federal Government’s recruitment policies should ‘‘endeavor to achieve a work force from all segments of society’’ and that ‘‘[a]ll employees and applicants for employment 

should receive fair and equitable treatment in all aspects of personnel management’’ (5 U.S.C. 2301(b)(1), (2)). As set forth in Executive Order 13583 

of August 18, 2011 (Establishing a Coordinated Government-Wide Initiative 

to Promote Diversity and Inclusion in the Federal Workforce), the Presidential 

Memorandum of October 5, 2016 (Promoting Diversity and Inclusion in 

the National Security Workforce), Executive Order 13988 of January 20, 

2021 (Preventing and Combating Discrimination on the Basis of Gender 

Identity or Sexual Orientation), the National Security Memorandum of February 4, 2021 (Revitalizing America’s Foreign Policy and National Security 

Workforce, Institutions, and Partnerships), and Executive Order 14020 of 

March 8, 2021 (Establishment of the White House Gender Policy Council), 

the Federal Government is at its best when drawing upon all parts of 

society, our greatest accomplishments are achieved when diverse perspectives 

are brought to bear to overcome our greatest challenges, and all persons 

should receive equal treatment under the law. This order reaffirms support 

for, and builds upon, the procedures established by Executive Orders 13583, 

13988, and 14020, the Presidential Memorandum on Promoting Diversity 

and Inclusion in the National Security Workforce, and the National Security 

Memorandum on Revitalizing America’s Foreign Policy and National Security 

Workforce, Institutions, and Partnerships. This order establishes that diversity, equity, inclusion, and accessibility are priorities for my Administration 

and benefit the entire Federal Government and the Nation, and establishes 


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additional procedures to advance these priorities across the Federal workforce. 

Sec. 2. Definitions. For purposes of this order, in the context of the Federal 

workforce: 

(a) The term ‘‘underserved communities’’ refers to populations sharing 

a particular characteristic, as well as geographic communities, who have 

been systematically denied a full opportunity to participate in aspects of 

economic, social, and civic life. In the context of the Federal workforce, 

this term includes individuals who belong to communities of color, such 

as Black and African American, Hispanic and Latino, Native American, 

Alaska Native and Indigenous, Asian American, Native Hawaiian and Pacific 

Islander, Middle Eastern, and North African persons. It also includes individuals who belong to communities that face discrimination based on sex, 

sexual orientation, and gender identity (including lesbian, gay, bisexual, 

transgender, queer, gender non-conforming, and non-binary (LGBTQ+) persons); persons who face discrimination based on pregnancy or pregnancyrelated conditions; parents; and caregivers. It also includes individuals who 

belong to communities that face discrimination based on their religion or 

disability; first-generation professionals or first-generation college students; 

individuals with limited English proficiency; immigrants; individuals who 

belong to communities that may face employment barriers based on older 

age or former incarceration; persons who live in rural areas; veterans and 

military spouses; and persons otherwise adversely affected by persistent 

poverty, discrimination, or inequality. Individuals may belong to more than 

one underserved community and face intersecting barriers. 

(b) The term ‘‘diversity’’ means the practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people, including underserved communities. 

(c) The term ‘‘equity’’ means the consistent and systematic fair, just, 

and impartial treatment of all individuals, including individuals who belong 

to underserved communities that have been denied such treatment. 

(d) The term ‘‘inclusion’’ means the recognition, appreciation, and use 

of the talents and skills of employees of all backgrounds. 

(e) The term ‘‘accessibility’’ means the design, construction, development, 

and maintenance of facilities, information and communication technology, 

programs, and services so that all people, including people with disabilities, 

can fully and independently use them. Accessibility includes the provision 

of accommodations and modifications to ensure equal access to employment 

and participation in activities for people with disabilities, the reduction 

or elimination of physical and attitudinal barriers to equitable opportunities, 

a commitment to ensuring that people with disabilities can independently 

access every outward-facing and internal activity or electronic space, and 

the pursuit of best practices such as universal design. 

(f) The term ‘‘agency’’ means any authority of the United States that 

is an ‘‘agency’’ under 44 U.S.C. 3502(1), other than one considered to be 

an independent regulatory agency, as defined in 44 U.S.C. 3502(5). 

Sec. 3. Government-Wide Diversity, Equity, Inclusion, and Accessibility Initiative and Strategic Plan. The Director of the Office of Personnel Management 

(OPM) and the Deputy Director for Management of the Office of Management 

and Budget (OMB)—in coordination with the Chair of the Equal Employment 

Opportunity Commission (EEOC) and in consultation with the Secretary 

of Labor, the Director of the Office of Science and Technology Policy, 

the Assistant to the President for National Security Affairs, the Assistant 

to the President for Domestic Policy (APDP), the Director of the National 

Economic Council, and the Co-Chairs of the Gender Policy Council—shall: 

(a) reestablish a coordinated Government-wide initiative to promote diversity and inclusion in the Federal workforce, expand its scope to specifically 

include equity and accessibility, and coordinate its implementation with 


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the provisions of Executive Order 13985 and the National Security Memorandum on Revitalizing America’s Foreign Policy and National Security 

Workforce, Institutions, and Partnerships; 

(b) develop and issue a Government-wide Diversity, Equity, Inclusion, 

and Accessibility Strategic Plan (Government-wide DEIA Plan) within 150 

days of the date of this order that updates the Government-wide plan required 

by section 2(b)(i) of Executive Order 13583. The Government-wide DEIA 

Plan shall be updated as appropriate and at a minimum every 4 years. 

The Government-wide DEIA Plan shall: 

(i) define standards of success for diversity, equity, inclusion, and accessibility efforts based on leading policies and practices in the public and 

private sectors; 

(ii) consistent with merit system principles, identify strategies to advance 

diversity, equity, inclusion, and accessibility, and eliminate, where applicable, barriers to equity, in Federal workforce functions, including: recruitment; hiring; background investigation; promotion; retention; performance 

evaluations and awards; professional development programs; mentoring 

programs or sponsorship initiatives; internship, fellowship, and apprenticeship programs; employee resource group and affinity group programs; 

temporary employee details and assignments; pay and compensation policies; benefits, including health benefits, retirement benefits, and employee 

services and work-life programs; disciplinary or adverse actions; reasonable 

accommodations for employees and applicants with disabilities; workplace 

policies to prevent gender-based violence (including domestic violence, 

stalking, and sexual violence); reasonable accommodations for employees 

who are members of religious minorities; and training, learning, and 

onboarding programs; 

(iii) include a comprehensive framework to address workplace harassment, 

including sexual harassment, which clearly defines the term ‘‘harassment’’; 

outlines policies and practices to prevent, report, respond to, and investigate harassment; promotes mechanisms for employees to report misconduct; encourages bystander intervention; and addresses training, education, and monitoring to create a culture that does not tolerate harassment 

or other forms of discrimination or retaliation; and 

(iv) promote a data-driven approach to increase transparency and accountability, which would build upon, as appropriate, the EEOC’s Management 

Directive 715 reporting process; 

(c) establish an updated system for agencies to report regularly on progress 

in implementing Agency DEIA Strategic Plans (as described in section 4(b) 

of this order) and in meeting the objectives of this order. New reporting 

requirements should be aligned with ongoing reporting established by Executive Order 13985 and the National Security Memorandum on Revitalizing 

America’s Foreign Policy and National Security Workforce, Institutions, and 

Partnerships. Agency reports on actions taken to meet the objectives of 

this order shall include measurement of improvements, analysis of the effectiveness of agency programs, and descriptions of lessons learned. The Director 

of OPM and the Deputy Director for Management of OMB shall support 

agencies in developing workforce policies and practices designed to advance 

diversity, equity, inclusion, and accessibility throughout agencies by, for 

example, providing updated guidance and technical assistance to ensure 

that agencies consistently improve, evaluate, and learn from their workforce 

practices; 

(d) pursue opportunities to consolidate implementation efforts and reporting requirements related to advancing diversity, equity, inclusion, and accessibility established through related or overlapping statutory mandates, Presidential directives, and regulatory requirements; and 


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(e) support, coordinate, and encourage agency efforts to conduct research, 

evaluation, and other evidence-building activities to identify leading practices, and other promising practices, for broadening participation and opportunities for advancement in Federal employment, and to assess and promote 

the benefits of diversity, equity, inclusion, and accessibility for Federal 

performance and operations and barriers to achieving these goals. Agencies 

should use the capabilities of their evaluation officers and chief statistical 

officers and requirements under the Foundations for Evidence-Based Policymaking Act of 2018, Public Law 115–435, to advance this goal. 

Sec. 4. Responsibilities of Executive Departments and Agencies. The head 

of each agency shall make advancing diversity, equity, inclusion, and accessibility a priority component of the agency’s management agenda and agency 

strategic planning. The head of each agency shall implement the Governmentwide DEIA Plan prepared pursuant to section 3 of this order and such 

other related guidance as issued from time to time by the Director of OPM 

or the Deputy Director for Management of OMB. In addition, the head 

of each agency shall: 

(a) within 100 days of the date of this order, submit to the APDP, the 

Director of OPM, and the Deputy Director for Management of OMB a preliminary assessment of the current state of diversity, equity, inclusion, and 

accessibility in the agency’s human resources practices and workforce composition. In conducting such assessment, the head of each agency should: 

(i) assess whether agency recruitment, hiring, promotion, retention, professional development, performance evaluations, pay and compensation policies, reasonable accommodations access, and training policies and practices 

are equitable; 

(ii) take an evidence-based and data-driven approach to determine whether 

and to what extent agency practices result in inequitable employment 

outcomes, and whether agency actions may help to overcome systemic 

societal and organizational barriers; 

(iii) assess the status and effects of existing diversity, equity, inclusion, 

and accessibility initiatives or programs, and review the amount of institutional resources available to support human resources activities that advance the objectives outlined in section 1 of this order; and 

(iv) identify areas where evidence is lacking and propose opportunities 

to build evidence to advance diversity, equity, inclusion, and accessibility 

and address those gaps identified; 

(b) within 120 days of the issuance of the Government-wide DEIA Plan, 

and annually thereafter, develop and submit to the APDP, the Director 

of OPM, and the Deputy Director for Management of OMB an Agency Diversity, Equity, Inclusion, and Accessibility Strategic Plan (Agency DEIA Strategic Plan), as described by section 3(b) of Executive Order 13583 and 

as modified by this order. Agency DEIA Strategic Plans should identify 

actions to advance diversity, equity, inclusion, and accessibility in the workforce and remove any potential barriers to diversity, equity, inclusion, and 

accessibility in the workforce identified in the assessments described in 

subsection (a) of this section. Agency DEIA Strategic Plans should also 

include quarterly goals and actions to advance diversity, equity, inclusion, 

and accessibility initiatives in the agency workforce and in the agency’s 

workplace culture; 

(c) on an annual basis, report to the President on the status of the agency’s 

efforts to advance diversity, equity, inclusion, and accessibility within the 

agency, and the agency’s success in implementing the Agency DEIA Strategic 

Plan. Consistent with guidance issued as part of the Government-wide DEIA 

Plan, the agency head shall also make available to the general public information on efforts to advance diversity, equity, inclusion, and accessibility in 

the agency’s workforce; 

(d) oversee, and provide resources and staffing to support, the implementation of the Agency DEIA Strategic Plan; 


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(e) enhance diversity, equity, inclusion, and accessibility within the agency, 

in collaboration with the agency’s senior officials and consistent with applicable law and merit system principles; 

(f) seek opportunities to establish a position of chief diversity officer 

or diversity and inclusion officer (as distinct from an equal employment 

opportunity officer), with sufficient seniority to coordinate efforts to promote 

diversity, equity, inclusion, and accessibility within the agency; 

(g) strongly consider for employment, to the extent permitted by applicable 

law, qualified applicants of any background who have advanced diversity, 

equity, inclusion, and accessibility in the workplace; and 

(h) in coordination with OMB, seek opportunities to ensure alignment 

across various organizational performance planning requirements and efforts 

by integrating the Agency DEIA Strategic Plan and diversity, equity, inclusion, and accessibility goals into broader agency strategic planning efforts 

described in 5 U.S.C. 306 and the agency performance planning described 

in 31 U.S.C. 1115. 

Sec. 5. Data Collection. (a) The head of each agency shall take a datadriven approach to advancing policies that promote diversity, equity, inclusion, and accessibility within the agency’s workforce, while protecting the 

privacy of employees and safeguarding all personally identifiable information 

and protected health information. 

(b) Using Federal standards governing the collection, use, and analysis 

of demographic data (such as OMB Directive No. 15 (Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity) and 

OMB Memorandum M–14–06 (Guidance for Providing and Using Administrative Data for Statistical Purposes)), the head of each agency shall measure 

demographic representation and trends related to diversity in the agency’s 

overall workforce composition, senior workforce composition, employment 

applications, hiring decisions, promotions, pay and compensation, professional development programs, and attrition rates. 

(c) The Director of OPM, the Chair of the EEOC, and the Deputy Director 

for Management of OMB shall review existing guidance, regulations, policies, 

and practices (for purposes of this section, ‘‘guidance’’) that govern agency 

collection of demographic data about Federal employees, and consider 

issuing, modifying, or revoking such guidance in order to expand the collection of such voluntarily self-reported data and more effectively measure 

the representation of underserved communities in the Federal workforce. 

In revisiting or issuing any such guidance, the Director of OPM, the Chair 

of the EEOC, and the Deputy Director for Management of OMB shall take 

steps to promote the protection of privacy and to safeguard personally identifiable information; facilitate intersectional analysis; and reduce duplicative 

reporting requirements. In considering whether to revisit or issue such guidance, the Director of OPM, the Chair of the EEOC, and the Deputy Director 

for Management of OMB shall consult with the Chief Statistician of the 

United States, the Chair of the Chief Data Officers Council, and the CoChairs of the Interagency Working Group on Equitable Data established 

in section 9 of Executive Order 13985. 

(d) The head of each agency shall implement any such revised guidance 

issued pursuant to subsection (c) of this section to expand the collection 

of voluntarily self-reported demographic data. The head of each agency 

shall also take steps to ensure that data collection and analysis practices 

allow for the capture or presence of multiple attributes and identities to 

ensure an intersectional analysis. 

(e) The head of each agency shall collect and analyze voluntarily selfreported demographic data regarding the membership of advisory committees, 

commissions, and boards in a manner consistent with applicable law, including privacy and confidentiality protections, and with statistical standards 

where applicable. For agencies that have external advisory committees, commissions, or boards to which agencies appoint members, agency heads shall 


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pursue opportunities to increase diversity, equity, inclusion, and accessibility 

on such committees, commissions, and boards. 

Sec. 6. Promoting Paid Internships. (a) The Director of OPM and the Deputy 

Director for Management of OMB shall issue guidance to agencies and the 

Executive Office of the President with respect to internships and similar 

programs within the Federal Government, including guidance on how to: 

(i) increase the availability of paid internships, fellowships, and apprenticeships, and reduce the practice of hiring interns, fellows, and apprentices 

who are unpaid; 

(ii) ensure that internships, fellowships, and apprenticeships serve as a 

supplement to, and not a substitute for, the competitive hiring process; 

(iii) ensure that internships, fellowships, and apprenticeships serve to 

develop individuals’ talent, knowledge, and skills for careers in government 

service; 

(iv) improve outreach to and recruitment of individuals from underserved 

communities for internship, fellowship, and apprenticeship programs; and 

(v) ensure all interns, fellows, and apprentices with disabilities, including 

applicants and candidates, have a process for requesting and obtaining 

reasonable accommodations to support their work in the Federal Government, without regard to whether such individuals are covered by the 

Rehabilitation Act of 1973, Public Law 93–112. 

(b) The head of each agency shall, as part of the annual reporting process 

described in section 4(c) of this order, measure and report on the agency’s 

progress with respect to the matters described in subsection (a) of this 

section. 

Sec. 7. Partnerships and Recruitment. (a) The Director of the Office of 

Science and Technology Policy (OSTP), the Director of OPM, and the Deputy 

Director for Management of OMB, in consultation with the Chair of the 

EEOC, shall coordinate a Government-wide initiative to strengthen partnerships (Partnerships Initiative) to facilitate recruitment for Federal employment opportunities of individuals who are members of underserved communities. To carry out the Partnerships Initiative, the Director of OSTP, the 

Director of OPM, and the Deputy Director for Management of OMB shall 

take steps to increase diversity in the Federal employment pipeline by 

supporting and guiding agencies in building or strengthening partnerships 

with Historically Black Colleges and Universities, including Historically 

Black Graduate Institutions; Hispanic-Serving Institutions; Tribal Colleges 

and Universities; Native American-serving, nontribal institutions; Asian 

American and Pacific Islander-serving institutions; Tribally controlled colleges and universities; Alaska Native-serving and Native Hawaiian-serving 

institutions; Predominantly Black Institutions; women’s colleges and universities; State vocational rehabilitation agencies that serve individuals with 

disabilities; disability services offices at institutions of higher education; 

organizations dedicated to serving veterans; public and non-profit private 

universities serving a high percentage of economically disadvantaged students 

or first-generation college or graduate students; community colleges and 

technical schools; and community-based organizations that are dedicated 

to serving and working with underserved communities, including returnto-work programs, programs that provide training and support for older 

adults seeking employment, programs serving formerly incarcerated individuals, centers for independent living, disability rights organizations, and organizations dedicated to serving LGBTQ+ individuals. 

(b) The head of each agency shall work with the Director of OSTP, the 

Director of OPM, and the Deputy Director for Management of OMB to 

make employment, internship, fellowship, and apprenticeship opportunities 

available through the Partnerships Initiative, and shall take steps to enhance 

recruitment efforts through the Partnerships Initiative, as part of the agency’s 

overall recruitment efforts. The head of each agency shall, as part of the 

reporting processes described in sections 3(c) and 4(c) of this order, measure 

and report on the agency’s progress on carrying out this subsection. 


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Sec. 8. Professional Development and Advancement. (a) The Director of 

OPM, in consultation with the Deputy Director for Management of OMB, 

shall issue detailed guidance to agencies for tracking demographic data 

relating to participation in leadership and professional development programs 

and development opportunities offered or sponsored by agencies and the 

rate of the placement of participating employees into senior positions in 

agencies, in a manner consistent with privacy and confidentiality protections 

and statistical limitations. 

(b) The head of each agency shall implement the guidance issued pursuant 

to subsection (a) of this section, and shall use demographic data relating 

to participation in professional development programs to identify ways to 

improve outreach and recruitment for professional development programs 

offered or sponsored by the agency, consistent with merit system principles. 

The head of each agency shall also address any barriers to access to or 

participation in such programs faced by members of underserved communities. 

Sec. 9. Training and Learning. (a) The head of each agency shall take 

steps to implement or increase the availability and use of diversity, equity, 

inclusion, and accessibility training programs for employees, managers, and 

leadership. Such training programs should enable Federal employees, managers, and leaders to have knowledge of systemic and institutional racism 

and bias against underserved communities, be supported in building skillsets 

to promote respectful and inclusive workplaces and eliminate workplace 

harassment, have knowledge of agency accessibility practices, and have increased understanding of implicit and unconscious bias. 

(b) The Director of OPM and the Chair of the EEOC shall issue guidance 

and serve as a resource and repository for best practices for agencies to 

develop or enhance existing diversity, equity, inclusion, and accessibility 

training programs. 

Sec. 10. Advancing Equity for Employees with Disabilities. (a) As established 

in Executive Order 13548 of July 26, 2010 (Increasing Federal Employment 

of Individuals with Disabilities), the Federal Government must become a 

model for the employment of individuals with disabilities. Because a workforce that includes people with disabilities is a stronger and more effective 

workforce, agencies must provide an equitable, accessible, and inclusive 

environment for employees with disabilities. In order for Federal employees 

and applicants with disabilities to be assessed on their merits, accessible 

information technologies must be provided and, where needed, reasonable 

accommodations must be available that will allow qualified individuals 

with disabilities to perform the essential functions of their positions and 

access advancement opportunities. To that end, the relevant agencies shall 

take the actions set forth in this section. 

(b) The Secretary of Labor, the Director of OPM, the Chair of the EEOC, 

the Deputy Director for Management of OMB, and the Executive Director 

of the Architectural and Transportation Barriers Compliance Board (Access 

Board), in consultation with the Administrator of General Services, as appropriate, shall coordinate with agencies to: 

(i) support the Federal Government’s effort to provide people with disabilities equal employment opportunities and take affirmative actions within 

the Federal Government to ensure that agencies fully comply with applicable laws, including sections 501, 504, and 508 of the Rehabilitation Act 

of 1973, as amended (29 U.S.C. 791, 794, 794d); 

(ii) assess current practices in using Schedule A hiring authority to employ 

people with disabilities in the Federal Government, and evaluate opportunities to enhance equity in employment opportunities and financial security for employees with disabilities through different practices or guidance 

on the use of Schedule A hiring authority; and 

(iii) ensure that: 

(A) applicants and employees with disabilities have access to information 

about and understand their rights regarding disability self-identification; 


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(B) applicants and employees with disabilities have access to information 

about Schedule A hiring authority for individuals with disabilities; 

(C) applicants and employees with disabilities have access to information 

about, understand their rights to, and may easily request reasonable accommodations, workplace personal assistance services, and accessible information and communication technology; 

(D) the process of responding to reasonable accommodation requests 

is timely and efficient; 

(E) the processes and procedures for appealing the denial of a reasonable 

accommodation request are timely and efficient; and 

(F) all information and communication technology and products developed, procured, maintained, or used by Federal agencies are accessible 

and usable by employees with disabilities consistent with all standards 

and technical requirements of the Rehabilitation Act of 1973. 

(c) To ensure that all Federal office buildings and workplaces are accessible 

to employees with disabilities, the Administrator of General Services, the 

Director of OPM, the Deputy Director for Management of OMB, and the 

Executive Director of the Access Board shall work with Federal agencies 

to ensure that Federal buildings and leased facilities comply with the accessibility standards of the Architectural Barriers Act of 1968, Public Law 90– 

480, and related standards. 

(d) Beyond existing duties to comply with the Architectural Barriers Act 

of 1968 and related standards, the head of each agency shall maximize 

the accessibility of the physical environment of the agency’s workplaces, 

consistent with applicable law and the availability of appropriations, so 

as to reduce the need for reasonable accommodations, and provide periodic 

notice to all employees that complaints concerning accessibility barriers 

in Federal buildings can be filed with the Access Board. 

(e) The Secretary of Defense and the Secretary of Labor shall review 

the use of the Workforce Recruitment Program (WRP) for college students 

and recent graduates with disabilities and take steps, as appropriate and 

consistent with applicable law, to expand the WRP. The Secretaries shall 

submit a report to the APDP describing any steps taken pursuant to this 

subsection and providing recommendations for any Presidential, administrative, or congressional actions to further expand and strengthen the program 

and expand job opportunities. 

Sec. 11. Advancing Equity for LGBTQ+ Employees. (a) As established in 

Executive Order 13988, it is the policy of my Administration to prevent 

and combat discrimination on the basis of gender identity or sexual orientation. Each Federal employee should be able to openly express their sexual 

orientation, gender identity, and gender expression, and have these identities 

affirmed and respected, without fear of discrimination, retribution, or disadvantage. To that end, the relevant agencies shall take the actions set 

forth in this section. 

(b) The head of each agency shall, in coordination with the Director 

of OPM, ensure that existing employee support services equitably serve 

LGBTQ+ employees, including, as appropriate, through the provision of 

supportive services for transgender and gender non-conforming and nonbinary employees who wish to legally, medically, or socially transition. 

(c) To ensure that LGBTQ+ employees (including their beneficiaries and 

their eligible dependents), as well as LGBTQ+ beneficiaries and LGBTQ+ 

eligible dependents of all Federal employees, have equitable access to 

healthcare and health insurance coverage: 

(i) the Director of OPM shall take actions to promote equitable healthcare 

coverage and services for enrolled LGBTQ+ employees (including their 

beneficiaries and their eligible dependents), LGBTQ+ beneficiaries, and 

LGBTQ+ eligible dependents, including coverage of comprehensive genderaffirming care, through the Federal Employees Health Benefits Program; 

and 


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(ii) the Secretary of Defense shall take actions to promote equitable 

healthcare coverage and services for LGBTQ+ members of the uniformed 

services (including their beneficiaries and their eligible dependents), 

LGBTQ+ beneficiaries, and LGBTQ+ eligible dependents, including coverage of comprehensive gender-affirming care, through the Military Health 

System. 

(d) To ensure that LGBTQ+ employees (including their beneficiaries and 

their eligible dependents), LGBTQ+ beneficiaries, and LGBTQ+ eligible dependents have equitable access to all other insurance coverage and employee 

benefits, the head of each agency shall, in coordination with the Director 

of OPM, ensure that the Federal Government equitably provides insurance 

coverage options and employee benefits for LGBTQ+ employees (including 

their beneficiaries and their eligible dependents), LGBTQ+ beneficiaries, and 

LGBTQ+ eligible dependents, including long-term care insurance, sick leave, 

and life insurance. This includes ensuring that Federal benefits, programs, 

and services recognize the diversity of family structures. 

(e) To ensure that all Federal employees have their respective gender 

identities accurately reflected and identified in the workplace: 

(i) the head of each agency shall, in coordination with the Director of 

OPM, take steps to foster an inclusive environment where all employees’ 

gender identities are respected, such as by including, where applicable, 

non-binary gender marker and pronoun options in Federal hiring, employment, and benefits enrollment forms; 

(ii) the Secretary of Commerce, acting through the Director of the National 

Institute of Standards and Technology, shall update, as appropriate and 

in consultation with any other relevant agencies, any relevant Federal 

employee identification standards to ensure that Federal systems for issuing 

employee identity credentials account for the needs of transgender and 

gender non-conforming and non-binary employees. The Secretary, in coordination with any other relevant agencies, shall take steps to reduce 

any unnecessary administrative burden for transgender and gender nonconforming and non-binary employees to update their names, photographs, 

gender markers, and pronouns on federally issued employee identity credentials, where applicable; and 

(iii) the head of each agency shall, in consultation with the Director 

of OPM, update Federal employee identification standards to include nonbinary gender markers where gender markers are required in employee 

systems and profiles, and shall take steps to reduce any unnecessary 

administrative burden for transgender and gender non-conforming and 

non-binary employees to update their gender markers and pronouns in 

employee systems and profiles, where applicable. 

(f) To support all Federal employees in accessing workplace facilities 

aligned with their gender identities, the head of each agency shall explore 

opportunities to expand the availability of gender non-binary facilities and 

restrooms in federally owned and leased workplaces. 

(g) The Director of National Intelligence, in consultation with the Director 

of OPM and the heads of agencies, shall take steps to mitigate any barriers 

in security clearance and background investigation processes for LGBTQ+ 

employees and applicants, in particular transgender and gender non-conforming and non-binary employees and applicants. 

(h) The Director of OPM shall review and update, if necessary, OPM’s 

2017 Guidance Regarding the Employment of Transgender Individuals in 

the Federal Workplace. 

Sec. 12. Pay Equity. Many workers continue to face racial and gender pay 

gaps, and pay inequity disproportionately affects women of color. Accordingly: 

(a) The Director of OPM shall review Government-wide regulations and 

guidance and, as appropriate and consistent with applicable law, in order 


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to address any pay inequities and advance equal pay, consider whether 

to: 

(i) work with agencies to review, and revise if necessary, job classification 

and compensation practices; and 

(ii) prohibit agencies from seeking or relying on an applicant’s salary 

history during the hiring process to set pay or when setting pay for 

a current employee, unless salary history is raised without prompting 

by the applicant or employee. 

(b) The head of each agency that administers a pay system other than 

one established under title 5 of the United States Code shall review the 

agency’s regulations and guidance and, as appropriate and consistent with 

applicable law, revise compensation practices in order to address any pay 

inequities and advance equal pay. Agencies should report to OPM any 

revisions to compensation practices made to implement this direction. 

(c) The Director of OPM shall submit a report to the President describing 

any changes to Government-wide and agency-specific compensation practices 

recommended and adopted pursuant to this order. 

Sec. 13. Expanding Employment Opportunities for Formerly Incarcerated 

Individuals. To support equal opportunity for formerly incarcerated individuals who have served their terms of incarceration and to support their 

ability to fully reintegrate into society and make meaningful contributions 

to our Nation, the Director of OPM shall evaluate the existence of any 

barriers that formerly incarcerated individuals face in accessing Federal employment opportunities and any effect of those barriers on the civil service. 

As appropriate, the Director of OPM shall also evaluate possible actions 

to expand Federal employment opportunities for formerly incarcerated individuals, including the establishment of a new hiring authority, and shall 

submit a report to the President containing the results of OPM’s evaluation 

within 120 days of the date of this order. 

Sec. 14. Delegation of Authority. The Director of OPM is hereby delegated 

the authority of the President under sections 3301 and 3302 of title 5, 

United States Code, for purposes of carrying out the Director’s responsibilities 

under this order. 

Sec. 15. General Provisions. (a) Nothing in this order shall be construed 

to impair or otherwise affect: 

(i) authority granted by law to an executive department or agency, or 

the head thereof; or 

(ii) functions of the Director of the Office of Management and Budget 

relating to budgetary, administrative, or legislative proposals. 

(b) This order shall be implemented consistent with applicable law and 

subject to the availability of appropriations. 

(c) Independent agencies are strongly encouraged to comply with the 

provisions of this order. 


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Federal Register / Vol. 86, No. 123 / Wednesday, June 30, 2021 / Presidential Documents 34603 

(d) This order is not intended to, and does not, create any right or 

benefit, substantive or procedural, enforceable at law or in equity by any 

party against the United States, its departments, agencies, or entities, its 

officers, employees, or agents, or any other person. 

THE WHITE HOUSE, 

June 25, 2021. 

[FR Doc. 2021–14127 

Filed 6–29–21; 8:45 am] 

Billing code 3295–F1–P 


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