At the Department of Commerce, we recognize that America’s diversity has always been our greatest strength. We are committed to creating an economy that works for all Americans and a workplace that is diverse, equitable, inclusive, and accessible to every employee.

Learn more about the Administration’s Equity Agenda 

Learn more about government-wide equity efforts

Since day one, in partnership with the Biden-Harris Administration, Secretary Raimondo and Deputy Secretary Graves have made equity core to the work of Commerce. Our pursuit of equity can be broken down into four pillars: building an equitable economy, fostering a diverse, equitable, inclusive, and accessible workplace, measuring progress, and institutionalizing equity.

Building an equitable economy

We are developing and implementing policies and programs that will empower underserved communities, businesses, and individuals. This work is centered on three broad goals

• Building innovation ecosystems in historically underserved communities;
• Growing businesses in underserved communities; and
• Making the Department of Commerce services, science, and data more accessible.

To learn more about these efforts, read our Equity Action Plan

Fostering a diverse, equitable, inclusive, and accessible workplace

The COVID-19 pandemic fundamentally changed how and where work is performed. At the same time, competition to attract and retain top talent has become fierce. Now is the time to cultivate a more flexible work environment that demonstrates empathy, inclusiveness, and responsiveness. The Department must continue to foster a diverse workforce that reflects the Nation’s diversity and relates to the needs of different communities.

The Department’s Diversity, Equity, Inclusion, and Accessibility Strategic Plan directs specific actions to foster a more innovative and productive work environment including

• The creation and expansion of existing professional development programs to help create a talent pipeline, to help build leadership experience for individuals who are members of underserved communities.
• Examining the reasons employees, including those from underserved communities, either stay or leave the agency and taking concrete steps to address or enhance those factors. 
• Strengthening its anti-harassment program and ensuring it is fully resourced.

To learn more about these efforts, read our DEIA Strategic Plan.

Measuring progress

By rigorously collecting quantitative and qualitative metrics on our internal culture, the composition of our workforce, the impact of funding in underserved communities, customer experience, and more we ensure we are making meaningful progress on our equity goals.

Institutionalizing equity

We are building the infrastructure to institutionalize our commitment to equity for years to come. This includes key hires at the senior level, such as our Chief Diversity Officer and standing up our Equity (DEIA) Council, chaired by Deputy Secretary Graves. The Department is committed to devoting the necessary resources, creating new systems, and embedding an equity lens into all we do.  

Comments? Questions? Send us an email at [email protected]

Learn more about our Equity (DEIA) Council