Skip to main content
U.S. flag

An official website of the United States government

Dot gov

Official websites use .gov
A .gov website belongs to an official government organization in the United States.

Https

Secure .gov websites use HTTPS
A lock ( ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites.

Inclusive Behaviors

We believe there are four sources of inclusiveness at every organization, and we work to align our organization to these principles.

1. Organizational level: Practices and activities that contribute to, or detract from, an inclusive organization.

  • The organization’s formal communications (mission statement, strategy, annual reports, etc.) reflect a commitment to diversity, equity and inclusion.
  • DEIA are part of the core values of senior leadership, are treated as priorities, and are given enough resources.
  • There are transparent and equitable processes around interviews, hiring, promotions, salaries, training approvals, and evaluations. Additionally, there are systems in place to regularly re-examine and remove any potential bias in these processes.
  • There are clearly-communicated ways to support individual employees, including mentorship, development plans, and advancement opportunities.
  • There is accountability and action when issues arise.

2. Management: The support you receive from your managers - this includes program managers, leads, and/or supervisors.

  • Your manager is reliable, ethical, and transparent.
  • Your manager includes you in discussions, and you feel like an invaluable member of the team.
  • Your manager models the importance of creating strong, supportive teams and regularly meets with every person 1-on-1.
  • Your manager acknowledges the power dynamics that are created with managerial titles and does their best to make interactions more fair and balanced.
  • Your manager creates an environment that feels safe for you to bring your whole self to work and upholds strong expectations that everyone else does the same.
  • Your manager serves as an advocate and supports you in your professional growth.
  • Your manager has challenging conversations when needed and approaches them with respect and empathy.
  • Your manager is open to feedback.
  • Your manager demonstrates that they care about diversity, equity, inclusion, and accessibility through words and actions.

3. Work-group level: Day-to-day interpersonal relationships and the team climate.

  • Your coworkers treat you as an insider to decision-making, respect your opinions, value you, and emphasize that you belong on the team.
  • Your uniqueness is celebrated, and you do not feel the need to assimilate in order to fit in.
  • You are treated as a valued participant to interpersonal and group learning.
  • All roles and skill sets are valued, including “non-technical” ones.
  • Space is intentionally made so that all voices are heard.
  • Different ways of working and differing viewpoints are treated with respect.

4. Individual level: The contributions you make that affect inclusion and awareness of diversity.

  • You share decision making and power with your colleagues.
  • You take the time to build relationships with colleagues on a personal level.
  • You are mindful of your actions and words and take responsibility for the impact they have on others.
  • You put in the work to educate yourself around subjects you are unfamiliar with before asking someone to educate you.
  • You acknowledge your privilege and balance listening and supporting colleagues.
  • You are an ally and use your voice to advocate for those who are overlooked or interrupted.
  • You practice empathy and approach situations with curiosity rather than defensiveness — you try to understand where someone else is coming from.
  • You recognize that it’s ok to disagree with others, and you practice respectful discourse.
  • You treat yourself with kindness. Mistakes happen; you apologize and grow from them.

Questions?