Merge branch 'main' into DjemilaM-patch-1

CODEOWNERS

@@ -43,11 +43,6 @@ 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
 
 ###########################################################################

_data/navigation.yml

@@ -11,9 +11,6 @@ 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
@@ -76,6 +73,9 @@ primary:
       - text: GitHub 101
         url: training-and-development/intro-to-github/
         internal: true
+      - text: PRA for User Research
+        url: training-and-development/pra-for-user-research/
+        internal: true
       - text: Individual development plans
         url: training-and-development/idp/
         internal: true
@@ -222,20 +222,6 @@ 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

cSpell.json

@@ -36,7 +36,6 @@
     "CSRA",
     "CTO's",
     "Cubano",
-    "DEIA",
     "detailee",
     "detailees",
     "diems",

package.json

@@ -31,7 +31,7 @@
     "jsdom": "^21.1.2",
     "markdown-it": "^13.0.2",
     "markdown-it-anchor": "^8.6.7",
-    "postcss": "^8.4.49",
+    "postcss": "^8.5.1",
     "markdown-it-attrs": "^4.3.1",
     "postcss-cli": "^10.0.0"
   },

pages/18f/chapters/engineering.md

@@ -93,8 +93,7 @@ Director represents the chapter on the Senior Management Team of 18F, is
 responsible for the strategic planning of the chapter including hiring approach,
 capacity planning, and expanding the impact of the chapter and engineers’ work.
 The Director guides the work of the Engineering Practices guild (which
-encompasses backend, frontend, and data) and the diversity, equity, and
-inclusion (DE&I) leads to ensure alignment with strategy and each other. The
+encompasses backend, frontend, and data) leads to ensure alignment with strategy and each other. The
 Director has as direct reports the Engineering Supervisors, and acts as mentor,
 coach, and guide to their work. The Director is ultimately responsible for the
 success of the chapter in the context of the 18F mission and organizational
@@ -104,16 +103,6 @@ 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

pages/18f/history-and-values.md

@@ -103,7 +103,7 @@ grew 10x in the following 18 months! :bow: to
 channels for funding our work:
 
 GSA funds 18F through the
-[Acquisition Services Fund](https://www.gsa.gov/portal/content/182815) (ASF),
+[Acquisition Services Fund](https://www.gsa.gov/reference/reports/budget-and-performance/annual-reports/2021-agency-financial-report/managements-discussion-and-analysis/analysis-of-financial-statement-and-stewardship-info/acquisition-services-fund) (ASF),
 which allows for investment in the development and delivery of products and
 tools that will be used by other agencies on a reimbursable basis.
 

pages/18f/how-18f-works/client-accounts.md

@@ -14,7 +14,7 @@ _This control document outlines how 18F conducts business._
 
 18F provides digital and digital-related services to federal agencies. 18F is
 funded by the
-[Acquisition Services Fund](https://www.gsa.gov/portal/content/150047), which
+[Acquisition Services Fund](https://www.gsa.gov/reference/reports/budget-and-performance/annual-reports/2021-agency-financial-report/managements-discussion-and-analysis/analysis-of-financial-statement-and-stewardship-info/acquisition-services-fund), which
 requires reimbursement in full. We therefore charge our clients — the federal
 agencies who engage us for project work — for our actual time and material
 costs, plus a fixed overhead amount. To do so, we enter into an [interagency

pages/18f/how-18f-works/contractors.md

@@ -16,7 +16,7 @@ are acquisition-sensitive.
 > Contractors with system access must utilize a gsa.gov email account to conduct
 > business with GSA.
 
-[GSA Information Technology (IT) Security Policy](https://www.gsa.gov/cdnstatic/CIO_2100.1J_CHGE_1_GSA_Information_Technology_%28IT%29_Security_Policy_%28Posted_Version_4-28-2016%29.pdf#page=65)
+[GSA Information Technology (IT) Security Policy](hhttps://www.gsa.gov/directives-library/gsa-information-technology-it-security-policy-16)
 
 > Authorized users are employees of GSA and other Government organizations and
 > those contractors, consultants, or other third parties who are specifically
@@ -29,15 +29,15 @@ are acquisition-sensitive.
 > All…authorized users are expected to utilize standard equipment unless an
 > exception has been approved by appropriate authorities.
 
-[Provisioning of Information Technology (IT) Devices](<https://www.gsa.gov/directive/provisioning-of-information-technology-(it)-devices>)
+[Provisioning of Information Technology (IT) Devices](https://www.gsa.gov/directives-library/provisioning-of-information-technology-it-devices-2)
 
 > [Homeland Security Presidential Directive 12 (HSPD-12)](https://www.dhs.gov/homeland-security-presidential-directive-12)…requires
 > all Federal Executive departments and agencies to conduct personnel
 > investigations, adjudicate the results, and issue identity credentials to all
 > Federal employees and contractors who require routine access to their building
 > facilities and information technology (IT) systems.
 
-[GSA HSPD-12 Personal Identity Verification and Credentialing Handbook](https://www.gsa.gov/cdnstatic/CIO_P_2181.1_Homeland_Security_Presidential_Directive-12_Personal_Identity_Verification_and_Credentialing_-_10-20-08%29_%28Revised_10-5-2015%29.pdf#page=5)
+[GSA HSPD-12 Personal Identity Verification and Credentialing Handbook](https://www.gsa.gov/directives-library/homeland-security-presidential-directive12-personal-identity-verification-and-credentialing-and-background-investigations-for-contractors)
 
 ## GSA Access Card
 
@@ -70,4 +70,4 @@ and select the equipment that is needed.
   - [Office of Acquisitions' onboarding and offboarding checklist](https://docs.google.com/spreadsheets/d/1-RHrM2K-oupQ-wdQp5dhU6M1UtbiM2fj9kY3fGikQSg/edit#gid=0)
 - [Region 10's information on Contractor Onboarding](https://insite.gsa.gov/locations/region-10/about-us/regional-staff-offices/office-of-mission-assurance-oma/contractor-hspd12-processing/contractor-onboarding-oma-r10)
 - [Requesting Officials Roles & Responsibilities](https://insite.gsa.gov/employee-resources/safety-and-security/background-investigation-access-card-process/requesting-officials-roles-responsibilities)
-- [How Contractors Obtain a GSA Access Card](https://www.gsa.gov/technology/government-it-initiatives/identity-credentials-and-access-manage/how-contractors-obtain-a-gsa-access-card)
+- [How Contractors Obtain a GSA Access Card](https://www.gsa.gov/resources/for-federal-employees/process-to-get-a-gsa-access-card)

pages/18f/how-18f-works/one-on-ones.md

@@ -229,14 +229,6 @@ discussing:
   helping them learn or work on new skills, your weekly 1:1 is a great time to
   check in on goals, discuss progress, provide pointers on direction, etc.
 
-- **Conversations about Diversity and Inclusion**: TTS highly values diversity
-  and inclusion, but talking about these topics can be difficult -- especially
-  for those to whom these are new topics. For example, some people new to TTS
-  are confused by the “guysbot” in Slack, but may not feel comfortable asking
-  about it publicly. Once you’ve spent some time building the relationship,
-  your 1:1 can become an excellent place to talk with people about diversity and
-  inclusion in a friendly, non-judgemental way.
-
 - **Question of the Week**: some managers like to have prepare a “question of
   the week” that they ask in all their 1:1s. Sometimes this can help with the
   “data collection” part of management, or it can just prompt discussion. There

pages/18f/how-18f-works/research-guidelines.md

@@ -166,7 +166,7 @@ participant, which means that the total cost for a moderated session would be
 about $195 per person.
 
 In 2022, TTS considers $75/hour as a starting point for compensation. Teams
-should consider factors of equity and complexity of the research when
+should consider other factors or complexity of the research when
 determining compensation for participants on their project.
 
 ### How do I actually distribute the compensation to research participants?

pages/about-us/code-of-conduct.md

@@ -8,10 +8,7 @@ cSpell: ignore neuro
 ## Introduction
 
 TTS is committed to building a safe, welcoming, harassment-free culture for
-everyone. We do not merely want a work environment that is free from hostility;
-we want one that is actively welcoming and inclusive. We want our team and our
-workplace culture to reflect and celebrate the diversity of the communities we
-serve.
+everyone.
 
 This Code of Conduct summarizes federal anti-harassment law and General Services
 Administration policy. We intend the plain-language approach to promote a
@@ -129,17 +126,17 @@ TTS is greatly appreciative of the multiple sources that we drew from to build
 this Code of Conduct, including:
 
 - [Code for America Code of Conduct](https://github.com/codeforamerica/codeofconduct)
-- [Ada Initiative: HOWTO design a code of conduct for your community](https://adainitiative.org/2014/02/howto-design-a-code-of-conduct-for-your-community/)
+- [Ada Initiative: HOWTO design a code of conduct for your community](https://adainitiative.org/about-us/)
 - [Geek Feminism Code of Conduct](https://geekfeminism.org/about/code-of-conduct/)
 
 Laws and Policies Concerning Workplace Harassment:
 
 - [GSA's Policy Statement on Sexual and Non-Sexual Harassment](https://www.gsa.gov/directives/files?file=2023-08/CC047930_%20directive_ADM%202325.8A,%20GSA%20Policy%20Statement%20on%20Harassment.pdf)
-- [Laws enforced by the Equal Employment Opportunity Commission](https://www.eeoc.gov/laws/statutes/index.cfm)
-- [Types of Discrimination prohibited by law](https://www.eeoc.gov/laws/types/)
-- [New and proposed regulations](https://www.eeoc.gov/laws/regulations/index.cfm)
+- [Laws enforced by the Equal Employment Opportunity Commission](https://www.eeoc.gov/eeoc-legal-resources)
+- [Types of Discrimination prohibited by law](https://www.eeoc.gov/prohibited-employment-policiespractices)
+- [New and proposed regulations](https://www.eeoc.gov/regulatory-process-proposed-rules-final-rules-and-regulatory-agenda)
 
 ## Version
 
-Approved May 1, 2018  
+Approved May 1, 2018
 Published May 7, 2018