I 
117TH CONGRESS 
1ST SESSION H. R. 1136 
To establish a Government-wide initiative to promote diversity and inclusion 
in the Federal workforce, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
FEBRUARY 18, 2021 
Mr. HASTINGS (for himself, Ms. JACKSON LEE, Ms. MOORE of Wisconsin, and 
Mr. MEEKS) introduced the following bill; which was referred to the Com-
mittee on Oversight and Reform, and in addition to the Committees on 
House Administration, and the Judiciary, for a period to be subsequently 
determined by the Speaker, in each case for consideration of such provi-
sions as fall within the jurisdiction of the committee concerned 
A BILL 
To establish a Government-wide initiative to promote diver-
sity and inclusion in the Federal workforce, and for 
other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE; DEFINITIONS. 
(a) SHORT TITLE.—This Act may be cited as the 
‘‘Federal Jobs Act’’. 
(b) DEFINITIONS.—In this Act: 
(1) AGENCY.—The term ‘‘agency’’ has the 
meaning given the term ‘‘Executive agency’’ in sec-
VerDate Sep 11 2014 
16:14 Mar 13, 2021
Jkt 019200
PO 00000
Frm 00001
Fmt 6652
Sfmt 6201
E:\BILLS\H1136.IH
H1136
khammond on DSKJM1Z7X2PROD with BILLS
Chair of the Equal Employment Opportunity Commission, 
shall— 
(1) establish a coordinated initiative to promote 
diversity and inclusion in the executive branch work-
force that includes historically underrepresented ra-
cial, ethnic, and other groups; 
(2) not later than 90 days after the date of the 
enactment of this Act— 
(A) develop and issue a Diversity and In-
clusion Strategic Plan applicable to the execu-
tive branch, to be updated at a minimum every 
4 years, that— 
(i) focuses on workforce diversity, 
workplace inclusion, and agency account-
ability and leadership; and 
(ii) highlights comprehensive strate-
gies for agencies to identify and remove 
barriers to equal employment opportunity 
that may exist in recruitment, hiring, pro-
motion, retention, professional develop-
ment, and training policies and practices; 
(B) review applicable directives to agencies 
related to the development or submission of Ex-
ecutive agency human capital and other work-
force plans and reports in connection with re-
VerDate Sep 11 2014 
16:14 Mar 13, 2021
Jkt 019200
PO 00000
Frm 00003
Fmt 6652
Sfmt 6201
E:\BILLS\H1136.IH
H1136
khammond on DSKJM1Z7X2PROD with BILLS
cruitment, hiring, promotion, retention, profes-
sional development, and training policies and 
practices, and develop a strategy for consoli-
dating such agency plans and reports where ap-
propriate and permitted by law; and 
(C) provide guidance to agencies con-
cerning formulation of agency-specific plans 
under section 3 to carry out the Diversity Plan; 
(3) identify appropriate practices to improve 
the effectiveness of each agency’s efforts to recruit, 
hire, promote, retain, develop, and train a diverse 
and inclusive workforce, consistent with merit sys-
tem principles; and 
(4) establish a system for regular reporting on 
agencies’ progress in implementing any Executive 
agency-specific plan to carry out the Diversity Plan. 
(b) APPLICATION.—For purposes of carrying out this 
section— 
(1) the term ‘‘diversity’’ includes characteristics 
such as national origin, language, race, color, dis-
ability, ethnicity, gender, age, religion, sexual ori-
entation, gender identity, socioeconomic status, and 
family structures; and 
(2) recruitment should be from qualified indi-
viduals from appropriate sources in an endeavor to 
VerDate Sep 11 2014 
16:14 Mar 13, 2021
Jkt 019200
PO 00000
Frm 00004
Fmt 6652
Sfmt 6201
E:\BILLS\H1136.IH
H1136
khammond on DSKJM1Z7X2PROD with BILLS
achieve a workforce from all segments of society 
while avoiding discrimination for or against any em-
ployee or applicant on the basis of race, color, reli-
gion, sex (including pregnancy or gender identity), 
national origin, age, disability, sexual orientation or 
any other prohibited basis. 
SEC. 3. RESPONSIBILITIES OF AGENCIES. 
(a) IN GENERAL.—The head of each agency shall— 
(1) designate the agency’s Chief Human Capital 
Officer, Director of Equal Employment Opportunity, 
and Chief Diversity Officer (if any) to be responsible 
for enhancing employment and promotion opportuni-
ties within the agency, including development and 
implementation of the agency plan; 
(2) not later than 120 days after the date the 
Diversity Plan is issued or updated under section 1, 
develop or update (as the case may be) and submit 
for review to the Director and the Deputy Director 
an agency plan for recruiting, hiring, training, devel-
oping, advancing, promoting, and retaining a diverse 
workforce consistent with merit system principles, 
the agency’s overall strategic plan, its human capital 
operating plan prepared pursuant to part 250 of 
title 5, Code of Federal Regulations, and any other 
VerDate Sep 11 2014 
16:14 Mar 13, 2021
Jkt 019200
PO 00000
Frm 00005
Fmt 6652
Sfmt 6201
E:\BILLS\H1136.IH
H1136
khammond on DSKJM1Z7X2PROD with BILLS
applicable workforce planning strategies and initia-
tives; 
(3) implement the agency plan after incor-
porating the plan into the agency’s human capital 
operating plan; and 
(4) provide information as specified by the re-
porting requirements developed under paragraph (4) 
of section 1. 
(b) ANNUAL UPDATES.—Not later than 90 days after 
the date of the enactment of this Act and every six months 
thereafter, the head of each agency, in consultation with 
the Director and the Deputy Director, shall publish a re-
port on the agency’s public Internet website that in-
cludes— 
(1) disaggregated demographic data that in-
cludes historically underrepresented racial, ethnic, 
and other groups; 
(2) an analysis of applicant flow data, as avail-
able; 
(3) disaggregated demographic data relating to 
participants in professional development programs of 
the agency and the rate of placement into senior po-
sitions for participants in such programs; and 
(4) data related to employment, retention, and 
promotion. 
VerDate Sep 11 2014 
16:14 Mar 13, 2021
Jkt 019200
PO 00000
Frm 00006
Fmt 6652
Sfmt 6201
E:\BILLS\H1136.IH
H1136
khammond on DSKJM1Z7X2PROD with BILLS
(c) RETENTION
AND EXIT INTERVIEWS
OR SUR-
VEYS.— 
(1) DEPARTING
EMPLOYEES.—The head of 
each agency shall provide an opportunity for an exit 
interview or survey to each agency employee who 
separates from service with the agency to better un-
derstand the employee’s reasons for leaving such 
service. 
(2) USE OF ANALYSIS FROM INTERVIEWS AND 
SURVEYS.—The head of each agency shall analyze 
demographic data and other information obtained 
through interviews and surveys under paragraphs 
(1) and (2) to determine— 
(A) if and how the diversity of those par-
ticipating in such interviews and surveys im-
pacts the results; and 
(B) whether to implement any policy 
changes or make any recommendations. 
(3) TRACKING DATA.—The head of each agency 
shall— 
(A) track demographic data relating to 
participants in professional development pro-
grams and the rate of placement into senior po-
sitions for participants in such programs; 
(B) annually evaluate such data— 
VerDate Sep 11 2014 
16:14 Mar 13, 2021
Jkt 019200
PO 00000
Frm 00007
Fmt 6652
Sfmt 6201
E:\BILLS\H1136.IH
H1136
khammond on DSKJM1Z7X2PROD with BILLS