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Unearthed Strategic Plan Unveils Army Corps Of Engineers’ Goal To Force DEI Onto Service Members

The 27-page document obtained by The Federalist outlines how the Army Corps of Engineers plans to inject DEIA into the branch over the next three years.


A strategic plan produced by the U.S. Army Corps of Engineers (USACE) reveals how the branch intends to force neo-Marxism onto its members over the next three fiscal years.

Titled “USACE Diversity, Equity, Inclusion & Accessibility (DEIA) Strategic Plan,” the 27-page document obtained by The Federalist outlines how USACE plans to inject DEIA into the branch over the next three years (2023-2026). According to Lt. Gen. Scott Spellmon, USACE’s commanding general, the plan was crafted to comply with Executive Order 14035, a directive issued by President Joe Biden in June 2021 mandating federal agencies adopt DEI throughout their respective workforces.

For context, DEIA, or DEI, is a divisive ideology that dismisses merit and discriminates based on features such as skin color and sexual orientation. Individuals who qualify for a certain position due to their merits but don’t meet the discriminating entity’s goal of being more “diverse” are passed over in favor of those who meet institutionally preferred identitarian standards.

“One of my top priorities is ensuring that USACE serves as a model for diversity, equity, inclusion, and accessibility, where all employees are treated with dignity and respect,” Spellmon wrote in the plan’s opening pages. Integrating DEIA “into our daily activities … allows USACE to retain its focus on our greatest asset — THE PEOPLE.”

The strategic plan provides insight into how USACE intends to implement these concepts throughout its ranks over the next several years. Without offering specifics, the branch claims under a section labeled “DEIA Governance” that it will “build and sustain” a so-called “diverse and talented workforce” beginning with USACE’s leadership “and cascading down to all levels across the enterprise.” The branch also aims to “cultivate” and “nurture” an allegedly “inclusive culture,” according to the plan.

The 27-page document also includes a “DEIA Maturity Model,” which USACE will use to “map its DEIA actions” and determine the most effective “standards of measurement” and “performance indicators” to use in gauging the branch’s “progress in advancing DEIA.” In order to acquire “the right data” to achieve this goal, USACE lists a series of questions it aims to answer over the next three years to advance DEIA throughout the service. Among the listed questions are “Does equity apply the same for all groups across the board? If not, why might that be?” and “Does everyone feel included and a sense of belonging?”

Also enclosed in the plan are a series of “DEIA Goals and Objectives” guiding USACE’s three-year mission. In a subsection titled “USACE Workforce,” the branch lists as a goal its desire to identify so-called “underrepresented groups” and collaborate with agency offices to “develop staffing plans to ensure diversity is addressed in their staffing plans.”

“A higher proportion of female, racial, and ethnic minorities in leadership positions has a significant influence on the opportunities available to diverse talent, which has implications for the talent pipeline,” the plan reads. “DEIA efforts partially because there are fewer role models and mentors to encourage younger generations of women and minority talent to pursue employment opportunities with their organizations, especially leadership positions.”

Another subsection, titled “Expansion of Equity,” takes USACE’s adoption of neo-Marxist ideology a step further. In an apparent effort to “mitigate barriers” for so-called “underserved populations,” the branch says it is expanding its definition of “underserved” beyond characteristics such as race and sex to include identifiers like sexual orientation and whether an individual identifies as “transgender” or any other “gender identities” covered by the LGBT alphabet.

The USACE strategic plan is hardly the only example showcasing Marxism’s infiltration into the U.S. military. In the lead up to and during June, the Pentagon went all out to host “pride month” activities on military installations across the country, with branches such as the Air Force authorizing the use of U.S. taxpayer money to fly service members to these “rainbow” parties.

In addition to promoting DEI-pushing officials to the highest ranks of the service, Biden has also sought to make abortion a major focal point of the military’s overall mission. Nearly a year ago, Defense Secretary Lloyd Austin authorized Pentagon funds to be used to pay for female service members’ travel expenses to kill their unborn child across state lines. To protest this illegal policy, Alabama Sen. Tommy Tuberville began using his position on the Senate Armed Services Committee earlier this year to slow-walk military personnel moves requiring Senate confirmation.

Despite possessing the power to bring these nominations to the Senate floor for a confirmation vote, Senate Majority Leader Chuck Schumer has spent months attacking Tuberville and pushing baseless claims the Republican senator’s protest was placing “American security in jeopardy.” Schumer ultimately caved last week, bringing several of Biden’s nominees to the floor for confirmation votes.

Meanwhile, Tuberville has indicated he will continue his protest until the Pentagon revokes its abortion policy.

USACE’s public affairs office did not respond to The Federalist’s request at the time of publication.

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