Associate Provost Karent T. Comfort visits the University of El Paso to begin discussions to establish the National MSI/MSO Partnership. Pictured are, from left: John Wiebe, Provost and Vice President for Academic Affairs, Associate Provost Karen T. Comfort, Crystal Cherry, Assistant Director of the Dallas Ft. Worth Federal Executive Board, Callia Cox, Public Affairs Specialist, Dr. José O. Rivera, Founding Dean of the College of Pharmacy, and Louie Rodriguez, J.D., Vice Provost for Professional Development, Engagement and Strategic Initiatives.
Message from the Deputy Assistant Secretary for Equity, Diversity, and Inclusion and Chief Diversity Officer
My family has valued public service for as long as I can remember. As a child, I remember walking into the offices of the Department of Health, Education and Welfare (HEW), where my mother worked as a payroll technician. I admired her and all the women of color who worked alongside her. They were an inspiration because of her unwavering work ethic and dedication to service. My mother, Barbara, never finished her college degree because she and my father were determined to give my sister and me the best education so that we would be prepared to serve as positive, contributing members of society. Those sacrifices and values have stayed with me and deeply influenced my desire to enter public service.
I received my first introduction to the Department of Health and Human Services (HHS) as a child, when it was the Department of Health, Education, and Welfare (HEW) and I would visit my mother’s office in the HEW complex. Decades later, I walked through those same doors as the first Deputy Assistant Secretary for Equity, Diversity, and Inclusion and Chief Diversity Officer (CDO) for the Department of HHS. Life has come full circle for me.
Today I have the most rewarding job in the world. I create opportunities for members of marginalized and forgotten communities with exceptional potential. Just like my parents did for me, I am responsible for ensuring that Americans inside and outside the Department of Health and Human Services are set up for success and are instilled with the values my family taught me: hard work, dedication and passion. for public service.
The effective impact of my work is largely due to the emphasis HHS has placed on diversity, equity, inclusion, and accessibility (DEIA) for many years. HHS does more than support DEIA – it has ingrained DEIA principles into its own culture. From the introduction of Executive Order 14035 and the creation of the DEIA Strategic Plan in 2022 to the establishment of the Fiscal Year 2024 and 2025 Operations Plan and Roadmap last year, we have developed a strong foundation to ensure we remain aligned and focused on incorporating DEIA intentionally and systematically across HHS.
I am dedicated to caring for the most vulnerable populations in the United States of America and making a difference in the lives of as many people as possible. That promise starts within HHS. As one of the top five Best Places to Work for 8 (eight) years in a row, we at HHS understand the importance of DEIA in creating a valued and sought-after workplace. My responsibility as Deputy Assistant Secretary for Equity, Diversity, and Inclusion and Chief Business Development Officer is to lead DEIA efforts across HHS, from engaging leaders and attracting and retaining talent to creating a culture where everyone feels like they belong. I take that responsibility personally, and we have already made significant progress.
Last year, we established a strategy that focuses on developing partnerships with students and faculty through a Memorandum of Understanding (MOU) with minority-serving institutions and organizations. As of May 2024, we have signed 4 (four) MOUs and have 6 (six) more scheduled for the remainder of fiscal year 2024. I am very proud of this achievement because it lays the foundation for rekindling enthusiasm for public service in the next generation.
HHS has also seen a 16.1% (sixteen point one percent) increase in employees of color at the SES GS pay level from FY 2022 to FY 2023. Peer mentoring programs have been established to reach underserved and underrepresented employees, and our leadership-driven culture reform strategy gives leaders the tools and resources to share their DEIA story and speak to the importance of DEIA-related change across the Department.
HHS has come a long way, but our journey is far from over. We stand on the threshold of transformative change that starts from above. My fellow leaders and I are the torchbearers, lighting the way by breaking down obstacles and seizing every opportunity for growth. As we move forward, our commitment to DEIA remains unwavering, with each leader held to the highest standards of progress and purpose.
“As we move forward, our commitment to DEIA remains unwavering, with each leader held to the highest standards of progress and purpose. It is a collective effort, with every HHS employee embracing their critical role in fostering an environment where everyone feels valued and included.”
This is a collective effort, with each HHS employee taking on their critical role in creating an environment where everyone feels valued and included. Together, with deliberate actions, we will enrich our programs and services, ensuring that justice and equity are the foundation of everything we do.
DEIA is not just a concept, but the very essence of our identity at HHS, woven into the very core of our present and future.
Karen T. Comfort
Deputy Assistant Secretary for Equity, Diversity and Inclusion and Chief Diversity Officer Equal Employment Opportunity, Diversity and Inclusion Office of the Under Secretary for Administration U.S. Department of Health and Human Services
Continuing our DEIA journey
The path to DEIA is a continuous process of learning and improvement. Committing to the DEIA is not only doing the right thing, but also the smart thing to do. It makes HHS a stronger federal agency, a more effective leader and partner in promoting the nation’s health, and an attractive home for the nation’s best and brightest talent.
Leadership change stories will evolve as we collaborate across HHS and make shared progress. We will move forward by focusing on continuous improvement and addressing existing and emerging leadership needs.
If you have questions, resources or additional information, please email DEIAStrategicPlan@hhs.gov.
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