The Federal Inclusivity Index Tool (FIIT)

The Federal Inclusivity Index Tool (FIIT) offers policy makers, management professionals and researchers the capability to assess the state of diversity, equity and inclusion (DEI) in a given workforce. The FIIT was designed to address challenges with existing data sources, accelerate evidence-based decision making about DEI strategies, and identify solutions that address barriers preventing the achievement of DEI goals. Decision-makers can use FIIT to answer several questions, including: • Relative to agency benchmarks, how inclusive is my organization? • What workforce barriers do I need to address in my agency? • What strategies could I put in place to eliminate the barriers?


What is the FIIT? 

The FIIT addresses DEI issues by layering analytic tools over publicly available data from the Office of Personnel Management (OPM). In addition, agencies can easily upload their own data into the tool. This mix of features provides agencies with both government-wide and component-level views of workforce programs so they can identify areas of strength, understand barriers, and make informed decisions that support strategic workforce diversity, equity and inclusion goals and objectives.

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Using Data for Evidence Based Decision Making

The FIIT provides agencies an evidence-based, data-driven approach for assessing the extent to which their practices may produce inequitable outcomes. It also provides practical actions for overcoming systemic organizational barriers to DEI. In addition, the FIIT can help agencies respond to the directives found in recent White House Executive Order 14035, Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, issued on June 25th. The FIIT enables agencies to use OPM’s publicly available data to view the index rankings and conduct comparative analysis associated with the New Inclusion Quotient Index (New IQ) and the FOCSE (Fair, Open, Cooperative, Supportive, Empowering) categories used from 2017-2020. The FIIT also helps agencies prioritize actions based on the five habits of inclusion. For example, agencies can use the FIIT to answer the following questions: • Fair: Are all employees treated fairly? • Open: Is there support for diversity in all ways? • Cooperative: Does management encourage communication and collaboration?
• Supportive: Do supervisors value employees?
• Empowering: Do employees have the resources and the support needed to excel?

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The FIIT provides a deeper understanding of DEI barriers and offers solutions for overcoming those barriers

The FIIT provides dashboards and analytics based on OPM’s publicly sourced and subagency level Federal Employee Viewpoint Survey (FEVS) data. A FIIT analysis can give agencies a deep understanding of their barriers to DEI and can create targeted workforce strategies to overcome those barriers.

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The FIIT accelerates agency analysis, prioritization and decision making about organizational barriers and workforce strategies

The FIIT incorporates MITRE’s Equity in Workforce Strategy Framework. The framework was created to provide an evidence-based, systems-thinking approach to workforce strategy and transformation. The framework provides analytics that prioritize equitable decision making about human resource practices and policies, including: recruitment, hiring, promotion, retention, professional development, performance evaluations, pay and compensation policies, reasonable accommodations access, and training. Thus, FIIT enables agencies to develop comprehensive and data-driven DEI strategies that can support their specific goals as well as respond to White House guidance.

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Make a difference

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