DOE's guidance for CBPs encourages the inclusion of diverse and underserved groups such as: individuals from groups historically underrepresented in science, technology, engineering, and mathematics (STEM) fields and/or applicable workforces on their project teams. This portion of the CBP should describe the applicant's plan to partner with businesses, educational institutions, and training organizations that support community members who are likely to be underrepresented in the community or that have been historically marginalized. The project team should not only describe how the development of the project technology will offer inclusive opportunities for community growth (such as job opportunities on the Wind River Reservation), but the CBP should also describe how the team itself will encompass diverse viewpoints. Like the community engagement plan, this component of the CBP may also ask applicants to set forth specific S.M.A.R.T. milestones to help measure the team's progress.
General Guidance Documents Regarding DEIA |
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DOE Office of Fossil Energy and Carbon Management - Guidance for Project Teams on Diversity, Equity, Inclusion, and Accessibility Plans |
This resources addresses frequently asked questions, guidance and steps for incorporating a DEIA plan into a project, and outlines the 4-step process for creating the plan. |
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| McKinsey & Company - Diversity Wins Series | Report series by leading consultancy firm providing general business guidance on incorporating DEIA, including how DEIA operates within an organization to improve business outcomes, foster job growth, and increase revenue. | |
DEIA in Wyoming Communities |
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| Coal Mining and Power Plant Communities (Priority Energy Communities) | An interagency working group has been formed at the federal agency level to identify energy communities at risk from the projected decline in demand for coal and other carbon-intensive energy sources. Project teams may wish to highlight the need for workers from these communities, whose livelihoods may be threatened by changes in energy demand, to be represented in the new energy economy. | Priority Energy Communities |
| Wind River Reservation (Eastern Shoshone and Northern Arapaho) | The Eastern Shoshone and Northern Arapaho Tribes should be considered potential partners in all of Wyoming's emerging energy industries. In the proposal phase and throughout the award period, the project team should actively seek to identify opportunities for Tribal engagement and inclusion. Tribal liaisons in Governor Gordon's Office (Anita Roman - Northern Arapaho) (Lee Tendore- Eastern Shoshone), as well as other organizations, should be considered key contacts to help initiate collaborations and develop a mutual basis of trust between the Tribes and the project team. The project team may also consider the feasibility of engaging with Tribes whose ancestral lands may be affected by the project. | Wind River Reservation |
| Women | Women are an underrepresented group in STEM. Further, Wyoming has the largest gender wage gap of any state. | Gender Wage Gap |
| Racial or ethnic minorities | Project applicants should study Census data in Wyoming to identify populations of racial or ethnic minorities, low-income communities, or rural communities that stand to benefit from deployment of the project technology. The project team should also consider opportunities to incorporate personnel from these groups on the project team. | |
| Low-income communities | ||
| Rural communities who may have limited access to some resources | ||
Executive and Administrative Orders and Memoranda Related to DEIA |
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| Executive Order 14035: Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce | This executive order seeks to create a government-wide initiative to promote diversity, equity, inclusion, and accessibility (DEIA). | Executive Order 14035 |
| Executive Order 13985: Advancing Racial Equity and Support for Underserved Communities Through the Federal Government | Directs federal agencies to evaluate whether their policies produce racially inequitable results when implemented, and to make the necessary changes to ensure underserved communities are properly supported. | Executive Order 13985 |
| Executive Order 14031: Advancing Equity, Justice, and Opportunity for Asian Americans, Native Hawaiians, and Pacific Islanders | Establishes a White House initiative on Asian Americans, Native Hawaiians, and Pacific Islanders, as well as a Presidential Advisory Commission, both of which aim to advance equity, justice, and opportunity among these groups. | Executive Order 14031 |
| Executive Order 13988: Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation | Expands the discrimination protections previously offered solely on the basis of sex into the categories of gender identity and sexual orientation. | Executive Order 13988 |
| Memorandum Condemning and Combating Racism, Xenophobia, and Intolerance Against Asian Americans and Pacific Islanders in the United States | Condemns prejudice against AAPI populations in the wake of the COVID-19 pandemic. | Memorandum Condemning Racism |
| Memorandum on Advancing the Human Rights of Lesbian, Gay, Bisexual, Transgender, Queer, and Intersex Persons Around the World | Reaffirms direction for executive departments and agencies engaged abroad to ensure that United States diplomacy and foreign assistance promote and protect the human rights of lesbian, gay, bisexual, and transgender persons everywhere. | Memo on Advancing Human Rights |
Minority-Serving Institutions in Wyoming |
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| Central Wyoming College | CWC is considered a minority-serving institution (MSI) due to the large number of Tribal members enrolled as students. | Central Wyoming College |
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| U.S. Census Bureau | Data about people and the economy. | Wyoming Census Data |
