DEIA NOFO Doc_Fall2023_final_231010.docx

Supplemental DEIA Plans for FY2024 Applications

Summary In furtherance of the policies set forth in Executive Orders 13985, 14020, and 14035, ISN/NP invites FY24 applicants to supplement their applications with brief descriptions of how, to the extent feasible, their proposals would advance ISN/NP’s diversity, equity, inclusion, and accessibility (DEIA) objectives, as described below. The submission of this supplemental information, referred to as a DEIA Plan, is a voluntary component of the proposal process.

ISN/NP DEIA Lines of Effort/Objectives DEIA Plans should address the following categories, the pursuit of which should not take precedence over a proposal’s core goals. See Appendix A for definitions of key concepts.

· Support staff DEIA: Consider a diverse pool of potential implementers and sub-implementers to afford employment opportunities to as diverse and inclusive a population as is feasible

· SME DEIA: To the extent possible, consider a diverse population of subject matter experts to deliver training, lead discussions, and present technical information. This may include engaging local and regional experts as trainers. (Note: applicants should not discuss proposals directly with local partners without the explicit approval of ISN.)

· Audience DEIA: Consider how to engage a diverse, representative cross-section of the target-audience population while taking into account the objectives of the engagement. This might include considering local representation disparities that are not immediately apparent to those from another culture.

· Accessibility: Consider how to actively reduce or eliminate obstacles that would impede participation by people with disabilities.

Plan contents and submission Applicants may use DEIA Plans to describe how proposals will achieve one or more of the DEIA objectives identified above. Plans need not include specific performance targets, but they should outline any concrete steps or key partners the implementer would leverage to achieve the objectives. Plans may also include information about the applicant’s past performance on DEIA-related metrics, both as an employer and as an implementer, and any country specific gender analysis to be conducted. Plans may consist of two separate elements as noted below; implementers can submit one or both elements as part of their proposal. The first element is the project-specific DEIA statement, and the second element is the standalone DEIA summary document.

The first element is project specific language to be integrated into their project proposal consistent with the objectives above. This could consist of actions to be completed as part of the project, demographic targets for participants, key partners that will assist with delivery/implementation, and outside any organization to be engaged if the project is funded. Integrated DEIA Plans should be no more 250 words per project. If the applicant chooses to integrate DEIA Plans into their proposals, they should do so in accordance with the template provided as part of the Notice for Funding Opportunity.

The other element is a standalone document (one per proposal). The standalone DEIA Plan should identify proposal-wide actions, highlight past performance, highlight staffing information that will impact the performance of the projects, or articulate examples of previous steps taken consistent with the objectives above. Standalone document should be no longer than one page on standard letter paper with one-inch margins and 12-point Times New Roman font.

Rating The DEIA Plan is an optional proposal document, evaluated separately from the overall project. Any points earned from the DEIA Plan will be added to the base evaluation as a bonus points.

Reviewers will award points using the following scale:

0. Plan is either not submitted or the reviewers deem it unlikely to achieve any of the targeted objectives.

1. Reviewers assess that the submitted Plan has a moderate chance of achieving one or more of the targeted objectives.

2. Reviewers assess that the submitted Plan has a high chance of achieving one or more of the objectives.

If an implementer submits both elements noted above, it may be possible for an implementer to receive a total of four bonus points.

Appendix A: Definitions (from Executive Order 14035):

The term “diversity” means the practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people, including underserved communities.

The term “equity” means the consistent and systematic fair, just, and impartial treatment of all individuals, including individuals who belong to underserved communities that have been denied such treatment.

The term “inclusion” means the recognition, appreciation, and use of the talents and skills of employees of all backgrounds.

The term “accessibility” means the design, construction, development, and maintenance of facilities, information and communication technology, programs, and services so that all people, including people with disabilities, can fully and independently use them.

The term “underserved communities” refers to populations sharing a particular characteristic, as well as geographic communities, who have been systematically denied a full opportunity to participate in aspects of economic, social, and civic life.

Gender, Equity, and Inclusion: (from Public Law 115-68)

Consistent with DEIA policy guidance, program managers and leadership seek opportunities to include practitioners of unrepresented groups, including women, who the host government has employed to carry out core functions that further the mission. When members of underrepresented groups are 1) employed in the area targeted for improvement and 2) available and selected by their government to receive training that improves their core function, programs strive to include them. Note: Pursuant to the Women, Peace, and Security Act of 2017, sex-disaggregated reporting is required on all activities.