Posted: 1:47 am ET
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On October 5, President Obama issued a Presidential Memorandum on Promoting Diversity and Inclusion in the National Security Workforce. Below is an excerpt:
Currently, more than three million military and civilian personnel in the U.S. Government are engaged in protecting the country and advancing our interests abroad, through diplomacy, development, defense, intelligence, law enforcement, and homeland security. In broad comparison with the wider Federal Government, the federal workforce dedicated to our national security and foreign policy is – on average – less diverse, including at the highest levels.
While this data does not necessarily indicate the existence of barriers to equal employment opportunity, the Presidential Memorandum outlines a number of actions that will allow departments and agencies to better leverage the diversity and inclusion of the federal workforce, consistent with the existing merit system and applicable law, including:
#Collection, analysis, and dissemination of workforce data: Data is an essential tool to help departments and agencies identify workforce talent gaps, assess the efficiency and effectiveness of their diversity and inclusion efforts, and promote transparency and accountability. The memorandum provides guidance for departments and agencies to make key workforce data available to the general public, provide an annual report to their leadership and workforce on the status of diversity and inclusion efforts, expand the use of applicant flow data to assess the fairness and inclusiveness of their recruitment efforts, and identify any additional demographic categories they recommend for voluntary data collection.
#Provision of professional development opportunities and tools consistent with merit system principles: Providing access to professional development opportunities consistent with merit system principles is a key element to retaining and developing a diverse and inclusive workforce. The memorandum directs departments and agencies to engage their workforce through regular interviews to understand their views on workplace policies and why they choose to stay or leave, prioritize the expansion of professional development opportunities including programs specifically designed to develop the next generation of career senior executives, and implement a review process for decisions related to certain assignment or geographic restrictions.
# Strengthening of leadership engagement and accountability: The memorandum recognizes the critical role that senior leadership and supervisors play in fostering a diverse and inclusive workforce and cultivating talent consistent with merit system principles. It encourages departments and agencies to reward and recognize efforts by senior leaders and supervisors to participate in mentorship, sponsorship, and recruitment; to disseminate voluntary demographic data for external committee and boards that advise the leadership of an agency; and to expand the provision of training on implicit or unconscious bias, inclusion, and flexible work policies.
The full text of the memo is available here.
The State Department’s top HR person Arnold Chacon forwarded President Obama’s message to agency employees encouraging them to read the memo and learn of government-wide efforts:
Today the President issued a new Presidential Memorandum providing guidance on the implementation of policies to promote diversity and inclusion in the national security workforce. Under the leadership of Deputy Secretary Higginbottom the Department has been an integral part of this effort. It’s consistent with our values and the principles enshrined in the Foreign Service Act of 1980 and other legislation. As outlined in the QDDR under Secretary Kerry’s leadership, we’ll continue to work to promote a diverse, capable, agile workforce that can advance America’s interests and values in the 21st century.
I believe strongly that we have no greater resource than our people. As the face of America to the world, we have a responsibility to ensure the Department’s workforce reflects our nation’s richness and diversity. I encourage you to read the White House fact sheet below and the Presidential Memorandum to learn more about government-wide efforts to strengthen diversity and inclusion at all levels.
Waaaaa! When the State Department sounds like Baghdad Bob!
The statement says, this has been so “consistent with our values and the principles enshrined in the Foreign Service Act of 1980” that it was impossible to pry the gender and diversity data from the State Department (a 2013 stats was made available to AFSA). For years we’re been looking at the State Department to make available publicly its diversity statistics, most particularly the gender and race component of its promotion statistics (see related posts below). Somebody from Secretary Kerry’s office once told us he would look into it and then we never heard anything back despite periodic reminders. Data is available annually, just not available publicly.
Last April 2016, the Senate passed a bill (introduced in June 2015) that would require the State Department to report on diversity recruitment, employment, retention, and promotion. That same month, just days before the Senate passed S.1635, the State Department dumped online its promotion data for 2015 (see @StateDept Dumps Online the 2015 FS Promotion Statistics Including Diversity Data, Have a Look!). The way HR presented this data –particularly the one on diversity and cone — is enough to give you migraine. But what happened to the previous years’ data? Is the State Department going to wait until Congress forces it to publish promotion data going back three fiscal years?
Patricia Kushlish of WhirledView wrote two posts Lies, Damned lies and non-comparable statistics: reporting diversity at the State Department and More than Undiplomatic Moments: State’s Diversity Record Remains Behind a Hard Line that are both worth a read.
Talking the Talk, But Where’s the Walk?
The DGHR cites “the leadership of Deputy Secretary Higginbottom” his boss’s boss and the State Department as “an integral part of this effort.” He further cites “the QDDR under Secretary Kerry’s leadership” as the State Department “continue to work to promote a diverse, capable, agile workforce that can advance America’s interests and values in the 21st century.”
Look, first — remember back in 2014 we posted about FSO Margot Carrington’s paper on Advancement for Women at State: Learning From Best Practices? That report was written during a sabbatical sponsored by the Una Chapman Cox (UCC) Foundation and the State Department (see Advancement for Women at the State Department: Learning From Best Practices). The paper includes multiple recommendations including the collection of detailed attrition data and exit interviews to better understand the factors leading to attrition/retention; training and other assistance to women to help them learn to network more effectively and solicit sponsors to help them in their career development and advancement; mitigating unconscious bias; mentoring requirement for all SFS officers and making them accountable for their performance as mentors, to cite a few. Wasn’t the State Department’s “integral” participation in this WH effort informed by the report done by Ms. Carrington? Yes? No? Never heard of it?
WhirledView once asked, “Why is it that Foreign Service recruitment is able to recruit entry level classes that are far more representative of the American population as a whole but the further an individual advances up the career ladder the fewer the women and minorities are found.” That is a really good question and top officials at State should be able to answer that. And what would have been most useful in that DGHR statement? Had DGHR included information on what the State Department has done or is planning to do in support of promoting diversity and inclusion. What programs and accommodations is it doing to improved D&I at the agency? Since the State Department was an “integral” part of President Obama’s effort why not talk about what is the State Department doing in terms of collection, analysis, and dissemination of workforce data? What is it doing in support of strengthening leadership engagement and accountability? What is it doing in support of professional development to improve opportunities for women and promote a more diverse leadership?
Because after reading and admiring the government-wide D&I efforts– then what?