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diff --git a/CODEOWNERS b/CODEOWNERS
@@ -43,6 +43,11 @@ pages/centers-of-excellence/*                                            @18F/co
 ###########################################################################
 # Guilds, working groups, and councils
 ###########################################################################
+pages/about-us/diversity.md                                              @18F/guild-deia
+pages/about-us/code-of-conduct.md                                        @18F/guild-deia
+pages/general-information-and-resources/deia-resources.md                @18F/guild-deia
+pages/general-information-and-resources/inclusive-behaviors.md           @18F/guild-deia
+pages/general-information-and-resources/inclusion-bot.md                 @18F/guild-deia
 pages/about-us/digital-council.md                                        @18F/digital-council
 
 ###########################################################################

diff --git a/_data/navigation.yml b/_data/navigation.yml
@@ -11,6 +11,9 @@ primary:
       - text: Mission, history, and values
         url: about-us/tts-history/
         internal: true
+      - text: Diversity, equity, inclusion, and accessibility
+        url: about-us/deia/
+        internal: true
       - text: Code of conduct
         url: about-us/code-of-conduct/
         internal: true
@@ -222,6 +225,20 @@ primary:
           - text: Records management
             url: records-management/
             internal: true
+      - text: Diversity, equity, inclusion, and accessibility
+        children:
+          - text: DEIA resources
+            url: general-information-and-resources/deia-resources/
+            internal: true
+          - text: Healthy conflict and constructive feedback
+            url: general-information-and-resources/conflict-feedback-intro/
+            internal: true
+          - text: Inclusive behaviors
+            url: general-information-and-resources/inclusive-behaviors/
+            internal: true
+          - text: Inclusion bot
+            url: general-information-and-resources/inclusion-bot/
+            internal: true
       - text: TTS locations
         children:
           - text: Distributed

diff --git a/cSpell.json b/cSpell.json
@@ -36,6 +36,7 @@
     "CSRA",
     "CTO's",
     "Cubano",
+    "DEIA",
     "detailee",
     "detailees",
     "diems",

diff --git a/pages/18f/chapters/engineering.md b/pages/18f/chapters/engineering.md
@@ -103,6 +103,16 @@ The Director is selected through nominations and interviews. While there is no
 additional compensation for being a director, it’s an opportunity to help make
 team members’ time at 18F great.
 
+### DE&I Leads
+
+The DE&I Leads lead efforts to foster a diverse and inclusive environment for
+engineers. Their mission includes building a strong culture and setting an
+inclusive tone even before a new engineer comes on board. Anyone who has issues
+or concerns related to inclusion or equity in the 18F engineering chapter should
+feel empowered to reach out to the DE&I Leads. If you have access to the TTS
+Slack, you can reach us at @amymok and @alexsoble. You can also reach us by
+email at: eng-dei@gsa.gov.
+
 ### Leadership
 
 See

diff --git a/pages/about-us/deia.md b/pages/about-us/deia.md
@@ -0,0 +1,218 @@
+---
+title: Diversity, Equity, Inclusion, and Accessibility at TTS
+redirect_from:
+  - /intro-to-the-diversity-guild/
+  - /diversity/
+  - /about-us/diversity/
+questions:
+  - g-diversity
+  - g-accessibility
+---
+
+At TTS, [our mission]({% page "/tts-history/" %}) is to design and deliver a
+digital government with and for the American public.
+
+To ensure that the products we build and services we offer truly serve everyone,
+we center our work on diversity, equity, inclusion, and accessibility (also
+known as DEIA).
+
+In particular, we align our efforts with recent Executive Orders on
+[DEIA in the federal workforce](https://www.whitehouse.gov/briefing-room/presidential-actions/2021/06/25/executive-order-on-diversity-equity-inclusion-and-accessibility-in-the-federal-workforce/)
+and
+[advancing racial equity through government services](https://www.whitehouse.gov/briefing-room/presidential-actions/2021/01/20/executive-order-advancing-racial-equity-and-support-for-underserved-communities-through-the-federal-government/).
+
+## Our approach to DEIA
+
+We believe that diversity is vital to a successful organization and that we must
+reflect the diversity of the public we serve. We also believe in transforming
+our strategies to meaningful action and have outlined our DEIA initiatives here.
+
+### Diversity
+
+_Our definition_: Diversity is the presence of different identities,
+perspectives, and experiences. Does our team reflect the diversity of our
+country?
+
+_Our efforts_:
+
+- Internally publishing
+  [demographic data](https://docs.google.com/spreadsheets/u/0/d/1eYqMhVBRvjCjnJpq_51h_MgLcXZQNN8wacWQC9XdzMw/edit)
+  on a quarterly basis. For those outside of TTS,
+  [FedScope](https://www.fedscope.opm.gov/) is the most detailed public-facing
+  website for federal employee demographic data.
+- Partnering with organizations that focus on recruitment and hiring for
+  underrepresented groups.
+- Supporting all employees to join an [affinity
+  group]({% page "/training-and-development/working-groups-and-guilds-101/" %})
+  and/or create new groups. Our affinity groups are spaces where employees of
+  similar identities come together in community.
+- Coordinating with GSA’s Senior Advisor for Diversity, Equity, Inclusion, and
+  Accessibility who provides oversight and professional advice to TTS
+  leadership, guilds and affinity groups.
+- Investing in DEIA with dedicated funding and support for employees who work on
+  DEIA-focused internal projects. In FY23, there will be a $500,000 DEIA budget.
+
+### Equity
+
+_Our definition_: Equity implores us to examine the impacts of the structures
+and systems that govern our policies, processes, and decision-making. Are
+outcomes and opportunities different, depending on someone’s identities?
+
+_Our efforts_:
+
+- Holding quarterly feedback sessions between affinity groups and the TTS
+  Executive Director.
+- Providing [unconscious bias training]({% page "/getting-started/classes/" %})
+  to all new employees during onboarding.
+- Leading regular [information sessions](https://join.tts.gsa.gov/) for
+  candidates that focus on demystifying the federal hiring process.
+- Reviewing interview guides for bias.
+- Training hiring managers and interviewers on how to identify and reduce bias.
+- Sending interview questions to candidates ahead of time.
+
+### Inclusion
+
+_Our definition_: Inclusion and belonging focus on our workplace environment. Do
+our colleagues feel included, valued, welcomed, and respected?
+
+_Our efforts_:
+
+- Conducting an annual Inclusion and Belonging Survey.
+- Delivering a [DEIA onboarding class]({% page "/getting-started/classes/" %})
+  to all new employees.
+- Writing content and building products externally which follow
+  [inclusive language principles](https://content-guide.18f.gov/our-style/inclusive-language/).
+- Maintaining an [Inclusion
+  Bot]({% page "/general-information-and-resources/inclusion-bot/" %}) that
+  nudges Slack users about exclusionary language and hurtful phrases.
+- Maintaining a [list of inclusive
+  behaviors]({% page "/general-information-and-resources/inclusive-behaviors/" %})
+  and a [list of
+  resources]({% page "/general-information-and-resources/deia-resources/" %}) to
+  help our employees understand and advance DEIA through their work.
+
+### Accessibility
+
+_Our definition_: Accessibility focuses on access to tools and capabilities that
+foster equal and full participation. Does everyone in our organization have what
+they need to fully engage? Can everyone in the public use the products and
+services we deliver?
+
+_Our examples_:
+
+- Training for best practices and manual testing, along with developing and
+  procuring accessible software, supporting the
+  [Section 508](https://www.section508.gov/content/about-us) team and their
+  responsibilities.
+- Maintaining an
+  [Accessibility for Teams guide](https://accessibility.digital.gov/), equipping
+  people across disciplines with the skills needed to successfully run an
+  accessibility audit.
+- Sharing our learnings by publishing
+  [writing guides](https://accessibility.18f.gov/),
+  [holding talks](https://www.youtube.com/watch?v=CL6lOwJEMGQ),
+  [writing blogs](https://digital.gov/2015/06/05/using-section-508-guidance-to-improve-the-accessibility-of-government-services/),
+  and speaking at conferences.
+- Ensuring our products and services satisfy all the
+  [Web Content Accessibility Guidelines](https://www.w3.org/WAI/standards-guidelines/wcag/)
+  (WCAG) 2.0 AA. We offer a
+  [checklist](https://accessibility.18f.gov/checklist/) to make sure we’re
+  meeting all the guidelines.
+- Promoting inclusive design by including people of all abilities in user
+  experience testing. This means adopting a “Solve for one, extend to many”
+  methodology.
+- Ensuring all new supervisors meet with our GSA reasonable accommodation
+  coordinator.
+
+## How we learn
+
+As an organization, TTS is committed to learning from its DEIA efforts. We
+strive to collect and publish data, and use these results to reflect honestly
+and critically about our progress. We have a number of channels through which we
+regularly collect feedback from employees.
+
+- The Inclusion and Belonging Survey: In 2019, the Diversity Guild released the
+  first-ever TTS Inclusion and Belonging survey as a benchmark for measuring how
+  TTS is doing in the areas of diversity, equity, inclusion, and belonging. The
+  responses inform the work of the Diversity Guild, both in guiding TTS-wide
+  action items and in planning weekly Guild Office Hours. View results from
+  [2019](https://docs.google.com/presentation/d/11acPBMr02thj8f9SIcvO9iqlzBff-MCTG8C3dL7LFqs/edit),
+  [2020](https://docs.google.com/presentation/d/1Hhha6qPCCogu0UiufYJZ5YuhaRIfHK8zAFeeUgE1bR4/edit#),
+  and
+  [2021](https://docs.google.com/presentation/d/1tETeRLOydDLhMHFl1e2A5BzNhdWB9wxt4cH-yW1Qw0o/edit#).
+- Affinity Groups Listening Tour: We work with TTS affinity groups to understand
+  colleagues’ unique experiences, perspectives, expertise, and needs, and
+  advocate for visibility, sponsorship, and accountability with leaders across
+  our organization. The TTS Executive Director and the Diversity Guild Co-Leads
+  hold quarterly listening sessions with each Affinity Group. Guild Co-Leads
+  work with senior leadership, Talent, our People Ops team, and other internal
+  partners to map feedback into meaningful action.
+- [Federal Employee Viewpoint Survey](https://www.opm.gov/fevs/): The Office of
+  Personnel Management (OPM) sends an annual, quantitative survey to federal
+  employees across the government.
+
+## DEIA Guilds
+
+TTS has two
+[Guilds]({% page "/training-and-development/working-groups-and-guilds-101/#guilds-in-tts" %})
+that support our DEIA efforts: Diversity Guild and Accessibility Guild.
+
+### Diversity Guild
+
+Founded in 2014, the Diversity Guild advances TTS’s diversity, equity, and
+inclusion goals. Its purpose is to help make TTS a great place to work for
+people of all backgrounds.
+
+#### Getting involved
+
+There are a number of ways you can get involved or support the Guild’s
+grassroots DEIA efforts.
+
+1. Attend Guild programming: The Diversity Guild Co-Leads host weekly sessions
+   (“Office Hours) focused on a variety of DEIA topics. Office Hours are held
+   every Friday at 12:30-1pm EST. The meetings show up on the
+   [TTS Working Groups and Guilds Calendar](https://www.google.com/calendar/embed?src=gsa.gov_o1aqcv28k1f0nmca5bkch8los4%40group.calendar.google.com).
+   If you would like to be added to the invites directly, message one of the
+   [Diversity Guild
+   Co-Leads]({% page "/training-and-development/working-groups-and-guilds-101/#current-guilds" %}).
+2. Join the (Slack) conversation. TTSers regularly share articles, ask
+   questions, and celebrate milestones via the {% slack_channel "g-diversity" %}
+   Slack channel. To promote a healthy and respectful environment, there are
+   [special guidelines for #g-diversity](https://docs.google.com/document/d/1IP0GERswH8t5nQxH0VyYPidj5TrkNtfJEmaPz3_y-go/edit).
+3. Reach out with questions: the [Diversity Guild
+   Co-Leads]({% page "/training-and-development/working-groups-and-guilds-101/#current-guilds" %})
+   are available to chat with you.
+4. Become a DEI representative (Rep): These are volunteers across TTS that help
+   teams create a diverse, equitable, inclusive, and welcoming TTS. While
+   everyone on a team has a responsibility to advocate for diversity, equity,
+   and inclusion, the DEI rep role is to make sure that DEI concerns are always
+   on the table for their team. And, they use their team-specific knowledge to
+   inform Guild efforts and initiatives which are typically focused
+   organization-wide. TTS staff can become DEI reps by reaching out to their
+   team lead, current DEIA rep, or the Diversity Guild leads. For more
+   information, see the
+   [DEIA rep internal listing](https://docs.google.com/document/d/1g7bpwFBfpHMy0guu5nUaF0HhBLvu42pF0nCiBdb92M4/edit).
+
+### Accessibility Guild
+
+Our Accessibility Guild aims to empower TTS staff to center accessibility in
+their work. In particular, this guild’s mission is to help TTS procure and
+develop accessible products to provide an excellent user experience for
+everyone. This includes thinking about accessibility in every step of a project:
+vendor management and procurement, inclusive usability testing, universal design
+principles in visual design and prototypes and software engineering best
+practices. The guild provides training and awareness to make accessibility
+everyone’s responsibility.
+
+For more information, see the [Accessibility Handbook
+page]({% page "/accessibility/" %}),
+[Accessibility Guide](https://accessibility.18f.gov/), or join the
+{% slack_channel "g-accessibility" %} Slack channel.
+
+## Affinity Groups
+
+Affinity groups are spaces where employees of similar identities can talk freely
+amongst themselves. Depending on the group, it may be open or invite-only. Visit
+the [affinity groups, working groups, guilds, and other communities Handbook
+page]({% page "/training-and-development/working-groups-and-guilds-101/" %}) for
+more information.
diff --git a/pages/about-us/tts-consulting/operations/collaboration.md b/pages/about-us/tts-consulting/operations/collaboration.md
@@ -3,7 +3,7 @@ title: How we collaborate
 cspell: ignore facemute
 ---
 
-TTSC relies on various practices and tools to enable positive and productive collaboration. These help us get to know each other, foster community, and support respectful collaboration.
+TTSC relies on various practices and tools to enable positive and productive collaboration. These help us get to know each other, foster community, and support respectful and inclusive collaboration.
 
 ## Virtual coffees
 
@@ -15,14 +15,14 @@ Personal READMEs are a way for folks to better get to know each other before we
 
 ## Guilds and collectives
 
-[TTS’s working groups, and guilds]({% page "/training-and-development/working-groups-and-guilds-101/" %}) formed in the early days of 18F as a way to share best practices and learn from each other. These groups and guilds have expanded and now welcome people from across TTS.
+[TTS’s affinity groups, working groups, and guilds]({% page "/training-and-development/working-groups-and-guilds-101/" %}) formed in the early days of 18F as a way to share best practices and learn from each other. These groups and guilds have expanded and now welcome people from across TTS.
 
 A couple groups particularly focused on TTSC work and practices are:
 
 - Consulting Guild (Join the Slack channel [#g-consulting](https://gsa-tts.slack.com/channels/g-consulting))
 - Project Leadership Collective (Join the Slack channel [#c-18f-project-leadership](https://gsa-tts.slack.com/channels/c-18f-project-leadership))
 
-## Practices for remote meetings
+## Inclusive practices for remote meetings
 
 - Work from a quiet space without much background noise. If you need to discuss sensitive topics, present to partners or stakeholders, or handle personnel issues, make sure you have privacy.
 - Default to using video so colleagues can see your face and gestures. Nonverbal feedback and cues help keep the conversation moving while building empathy and trust. If you do “facemute” (for instance, because you’re eating), turn the video back on when you can. For more about our video conferencing tool, see [meetings and meeting tools]({% page "/meetings-and-meeting-tools/" %}).

diff --git a/pages/about-us/tts-consulting/operations/conduct-and-norms.md b/pages/about-us/tts-consulting/operations/conduct-and-norms.md
@@ -3,7 +3,7 @@ title: Conduct and norms
 cspell: ignore backchannel, Gchat, backchanneling
 ---
 
-At TTSC, we follow various policies and practices. In everything we do, we strive to create a work environment that encourages collaboration — both with our partners and each other.
+At TTSC, we follow various policies and practices to foster an open and inclusive community. In everything we do as a distributed team, we strive to create a work environment that encourages collaboration — both with our partners and each other.
 
 In general, err on the side of over-communication, such as by asking clarifying questions and restating information to confirm understanding.
 

diff --git a/pages/about-us/tts-consulting/operations/welcome.md b/pages/about-us/tts-consulting/operations/welcome.md
@@ -22,6 +22,8 @@ Other important things to know as a new employee:
   - [San Francisco (United Nations Plaza)]({% page "san-francisco/" %})
   - [New York City (One World Trade Center)]({% page "new-york-city/" %})
 
+- **Pronouns:** At TTSC, it’s common for people to include their pronouns when introducing themselves, but it’s not required.
+
 - **Slack:** [Slack]({% page "tools/slack/" %}) is a primary communication space across TTS. 18F uses Slack extensively, whereas CoE has tended to use gChat a bit more. Talk to your team about their preferences. Using Slack at TTS is different from using Slack at other workplaces, so make sure to review the [Slack code of conduct]({% page "about-us/tts-consulting/operations/conduct-and-norms/#interacting-on-slack" %}).
 
 - **Self-care:** The work we do is rewarding, but it’s also challenging and demanding. Setting boundaries around your time and energy will be helpful as you begin to develop your work routine and habits.

diff --git a/pages/career-progression-framework/overview.md b/pages/career-progression-framework/overview.md
@@ -11,6 +11,7 @@ TTS develops CPFs in order to support:
 
 - **Career development and planning**: As an employee, what do I need to do if I
   want to advance or change roles?
+- **Equity**: Are our expectations consistent?
 - **Onboarding**: What will I do? What do others on my team do? In TTS?
 - **Performance plans**: What will I be measured on?
 - **Reuse**: Where can I find written information about a role, that I can adapt