Change Story: Karen T. Comfort

DAS Karent T. Comfort visits the University of El Paso to begin talks to establish the MSI/MSO National Association. People pictured from left to right: John Wiebe, Provost and Vice President for Academic Affairs, DAS Karen T. Comfort, Crystal Cherry, Assistant Principal of Dallas Ft. Worth Federal Executive Board, Callia Cox, Public Affairs Specialist, Dr. José O. Rivera, Founding Dean – College of Pharmacy, Louie Rodriguez, JD, Vice Chancellor for Professional Development, Engagement and Strategic Initiatives

A 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 young girl, I remember walking into the offices of the Department of Health, Education, and Welfare (HEW), where my mother worked as a payroll technician. I looked up to her and all the women of color who worked alongside her. They were an inspiration for their 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 Years 2024 and 2025 Operations Plan and Roadmap last year, we have developed a strong foundation to ensure that 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 begins within HHS. As a top five best place to work for 8 (eight) years in a row, at HHS we 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 CDO is to lead DEIA efforts across HHS, from engaging leadership and attracting and retaining talent, to creating a culture where everyone feels like they belong. I take on that role 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 accomplishment because it lays the groundwork 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 cultural reform strategy provides leaders with the tools and resources to share their DEIA story and discuss 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 at the top. My fellow leaders and I are the torchbearers, lighting the way by knocking 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, and each leader is held to the highest standards of progress and purpose. It is a collective effort, with each HHS employee taking on their critical role in fostering an environment in which that everyone feels valued and included.

It is a collective effort, with each HHS employee taking on their critical role in fostering an environment where everyone feels valued and included. Together, with deliberate action, we will enrich our programs and services, ensuring that justice and equity are at the center 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 DEIA journey is a continuous process of learning and improvement. Engaging with DEIA is not just the right thing to do—it’s the smart thing to do. It makes HHS a stronger federal agency, a more effective leader and partner in advancing the nation’s health, and an attractive home for the country’s best and brightest talent.

Stories of leadership change will evolve as we collaborate across HHS and make shared progress. We will move forward with a focus on continuous improvement and addressing existing and emerging leadership needs.

For questions, resources, or additional information, please email DEIAStrategicPlan@hhs.gov.

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