Bill Overview
Title: Expanding Representation at HHS Act of 2022
Description: This bill requires certain agencies and offices within the Department of Health and Human Services to address diversity in their procurement activities and workforce. The bill specifically covers offices and agencies that are authorized to award grants or other financial assistance, such as the Centers for Medicare & Medicaid Services and the Centers for Disease Control and Prevention. Each covered entity must establish an Office of Minority and Women Inclusion that is responsible for managing diversity within the entity and with respect to the entity's activities. This new office is not, however, responsible for enforcing civil rights statutes, regulations, or executive orders. In addition, an entity subject to the bill's requirements must modify its evaluation, award, and termination of grants and contracts to ensure, to the maximum extent feasible, the inclusion of minorities; women; and minority-led and women-led grantees, contractors, subgrantees, and subcontractors. Each entity must also undertake actions to increase diversity in its workforce, including by recruiting at institutions of higher education where the majority of the students are members of minority populations.
Sponsors: Rep. DeLauro, Rosa L. [D-CT-3]
Target Audience
Population: Individuals from minority and women-led organizations and those employed or seeking employment within HHS agencies and offices globally
Estimated Size: 100000000
- The bill affects organizations and agencies within the Department of Health and Human Services, specifically those that award grants and financial assistance like the CMS and CDC.
- The bill's focus on diversity in procurement activities will impact minorities, women, and minority-led and women-led businesses that could become grantees and contractors.
- By establishing Offices of Minority and Women Inclusion, this bill aims to increase the inclusion and representation of minorities and women within these agencies and their grantees.
- Changes in workforce recruitment to focus on minority-serving institutions will affect current and future students at these institutions, potentially increasing their employment opportunities.
Reasoning
- The main affected groups include minority and women-led organizations, as well as students and individuals seeking employment within HHS and affiliated sectors.
- The policy will broaden opportunities for employment and financial grants for the target groups, potentially improving their economic and social wellbeing.
- The impact will vary: those directly involved with HHS or benefiting from its grants will likely see benefits, while others, particularly those unrelated to these fields, will experience negligible changes.
- Considering the policy's budget constraints and the wide scope of target groups, individual impacts may vary from low to medium.
Simulated Interviews
Healthcare consultant (Atlanta, GA)
Age: 45 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 4/20
Statement of Opinion:
- This policy could open new opportunities for my business to secure contracts with the HHS.
- I hope the increased diversity will lead to more innovative solutions in healthcare.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 8 | 6 |
Public health researcher (Houston, TX)
Age: 32 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- If the policy increases access to funding for minority researchers, it could accelerate my career progression.
- There remain concerns regarding actual implementation at local offices.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 9 | 7 |
| Year 20 | 9 | 8 |
Civil engineer (New York, NY)
Age: 28 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 10/20
Statement of Opinion:
- My company may benefit slightly from this policy, but the direct impact on my role seems minimal.
- I support the effort to diversify, though.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Hospital administrator (Los Angeles, CA)
Age: 52 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- This policy could influence which vendors and service providers we work with due to new qualifications on contracts.
- Changes in grant distribution processes may also impact hospital funding streams.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 8 |
| Year 20 | 9 | 8 |
Graduate student (Chicago, IL)
Age: 23 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 7.0 years
Commonness: 6/20
Statement of Opinion:
- The policy might improve job prospects as diversity efforts increase in HHS.
- I'm hopeful this will lead to real career opportunities if implemented effectively.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 7 |
| Year 10 | 9 | 8 |
| Year 20 | 9 | 8 |
Small business owner (Seattle, WA)
Age: 40 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- I'm excited about the potential access to new contracts that this policy might create for my business.
- There's a question about whether changes will be enforced effectively.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
Retired nurse (Miami, FL)
Age: 60 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 0.0 years
Commonness: 12/20
Statement of Opinion:
- I appreciate the policy's goals, as increased diversity in health services can lead to better patient care.
- However, the direct impact on my life is limited as I'm retired.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Medical equipment supplier (Austin, TX)
Age: 38 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 4/20
Statement of Opinion:
- The policy could help my business by increasing opportunities for minority suppliers to gain contracts.
- The need for diversity in federal contracts is beyond overdue.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 9 | 7 |
HR manager at a healthcare non-profit (San Francisco, CA)
Age: 50 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 6.0 years
Commonness: 7/20
Statement of Opinion:
- This policy will require adjustments in our recruitment and contract strategies, probably demanding more resources.
- It aligns with our organizational values, so I'm supportive overall.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 8 | 6 |
Software developer (Raleigh, NC)
Age: 25 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 3.0 years
Commonness: 9/20
Statement of Opinion:
- This policy might indirectly provide more government contracts to my firm, benefiting my career growth.
- I'm skeptical about how quickly it will be reflected in contract awards.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 8 |
Cost Estimates
Year 1: $65000000 (Low: $50000000, High: $80000000)
Year 2: $67000000 (Low: $52000000, High: $82000000)
Year 3: $68000000 (Low: $53000000, High: $84000000)
Year 5: $70000000 (Low: $55000000, High: $86000000)
Year 10: $75000000 (Low: $60000000, High: $92000000)
Year 100: $0 (Low: $0, High: $0)
Key Considerations
- The ability of each entity to establish and operate an Office of Minority and Women Inclusion effectively.
- The potential administrative burden of changing grant and procurement processes to ensure diversity.
- The reaction and adaptability of minority and women-led organizations to new opportunities.