Workforce diversity and inclusion is also the

Workforce diversity and inclusion is also the responsibility of the line and function leaders
(executives, managers and supervisors) and employees (Diversity & Inclusion, 2012).
Promoting a culture of diversity and inclusion through continual learning will be the main effort
towards achieving a culture change.
The Department of Energy has a goal to recruit and hire from a diverse, qualified group
of potential applicants to secure a high-performing workforce drawn from all segments of
American society. One way the Department of Energy plans to achieve this is to proactively
identify and eliminate barriers in recruitment and selection practices that tend to limit
opportunities for groups or individuals for reasons unrelated to merit. Another goal of the
Department of Energy is to use strategic hiring initiatives for people with disabilities and for
veterans, conduct barrier analysis, and support special emphasis programs, to promote diversity
within the workforce. To do this, the Department of Energy will need to promote and market
student internship and fellowship programs to diverse groups, organizations and universities in
order to attract candidates from all segments of society (Mission, n.d.).
The Department of Energy also has a goal to use ongoing dialogue and feedback to
understand employee satisfaction and commitment to diversity and inclusion. The leaders of the
department hold “town halls” at various locations in the Department of Energy complex to
address employee satisfaction with workplace policies and practices, work environment, and

AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE, PART 3 5
effectiveness of diversity and inclusion initiatives. The Department of Energy also wants to
cultivate a supportive, welcoming, inclusive and equitable work environment. They also involve
managers and employees as participants and responsible agents of diversity, mutual respect and
inclusion (Mission, n.d.). Finally, the Department of Energy promotes diversity, inclusion and
equity in leadership development programs. These leadership programs are regularly reviewed
to determine if the programs are marketed to all segments of the workforce and develop
strategies to eliminate barriers to participation where they exist. Existing training on mentoring
and coaching is also reviewed to ensure the materials include mentoring and coaching a diverse
workforce (Diversity & Inclusion, 2012).