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@StateDept Apologizes For Past Discrimination Against #LGBTI Employees/Applicants

Posted: 1:32 pm ET

 

The 68th Secretary of State, John F. Kerry, today, apologized on behalf of the State Department for the discrimination of employees and applicants based on sexual orientation.  Below is his statement:

Throughout my career, including as Secretary of State, I have stood strongly in support of the LGBTI community, recognizing that respect for human rights must include respect for all individuals. LGBTI employees serve as proud members of the State Department and valued colleagues dedicated to the service of our country. For the past several years, the Department has pressed for the families of LGBTI officers to have the same protections overseas as families of other officers. In 2015, to further promote LGBTI rights throughout the world, I appointed the first ever Special Envoy for the Human Rights of LGBTI Persons.

In the past – as far back as the 1940s, but continuing for decades – the Department of State was among many public and private employers that discriminated against employees and job applicants on the basis of perceived sexual orientation, forcing some employees to resign or refusing to hire certain applicants in the first place. These actions were wrong then, just as they would be wrong today.

On behalf of the Department, I apologize to those who were impacted by the practices of the past and reaffirm the Department’s steadfast commitment to diversity and inclusion for all our employees, including members of the LGBTI community.

For the historical discrimination that spanned decades, this has been a long time coming. We are pleased to see this public apology. ADST’s Oral History notes that in the 1950s and 60s, “security within the U.S. government, including the State Department, was on high alert for internal risks, particularly Communists and what were considered to be sexual deviants—homosexuals and promiscuous individuals. Investigating homosexuality became a core function of the Department’s Office of Security, which ferreted out more people for homosexuality than for being a Communist.”

In 1950, a subcommittee chaired by Maryland Senator Millard Tydings convened to investigate Joseph McCarthy’s notorious list of “205 known communists.” Tydings worked to discredit McCarthy’s claim, but, in the process, the subcommittee concluded that the State Department was overrun with “sexual perverts,” part of the so-called “Lavender Scare.” 

During the hearings, Nebraska Senator Kenneth Wherry memorably claimed that as many as 3,000 homosexuals were employed at State. By the end of 1950, 600 people had been dismissed from positions at the State Department on morals charges. In 1973 a federal judge ruled that a person’s sexual orientation alone could not be the sole reason for termination from federal employment; two years later, the Civil Service Commission announced that it would consider applications by gays and lesbians on a case-by-case basis.

Read more here: Being Gay in the Foreign Service and The “Lavender Scare”: Homosexuals at the State Department

 

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Diplomatic Security Highlights History, and More in 100th Anniversary Video

Posted: 12:22 am ET

 

We’ve previously blogged about diversity and harassment issues at the Bureau of Diplomatic Security (See Dear @JohnKerry: One of Your Foggy Bottom Folks Is Asking — Is This Diversity?POTUS Issues Memo Promoting Diversity and Inclusion, and @StateDept Sounds Like Baghdad BobPDAS Miller Issues Sexual Harassment Message to Diplomatic Security Employees, What’s Missing?).

DS recently released a video celebrating the 100th anniversary of the Diplomatic Security Service.  The original investigative office was called the Bureau of Secret Intelligence. Later, the organization evolved into the Office of the Chief Special Agent, then the Office of Security (SY), then became the Diplomatic Security Service. Click here to view the newly released “DSS Then & Now – The First Century of the Diplomatic Security Service” photo history book (PDF).

The video below includes the Principal Deputy Assistant Secretary and  Director of the Diplomatic Security Service Bill MillerVictor Dikeos, former Director of Security (1974-1978), and the following DS employees in order of their appearance: Wendy Bashnan, Special Agent in Charge; Steven Antoine, Asst Special Agent in Charge; Mark Baker, Special Agent; Shane Morris, Diplomatic Courier; Kendall Beels, Special Agent; and Luis Matus, Deputy Regional Director, High Threat Program.

The DS video featured nine former and current employees including two female DS agents and one female DS courier.  DS has previously used Agent Bashnan in another PR brochure, A Global Force: Agent Profile.  Shane Morris was the Diplomatic Courier of the Year for 2011. Kendall Beels was one of the two DS agents who shut down a massive U.S. visa fraud ring operating in the tri-state area of New York City and was awarded the Federal Law Enforcement Foundation (FLEF) Investigators of the Year Award in 2006.

1916 – 2016

By the way, A Global Force: Agent Profile brochure says that “For women who choose Diplomatic Security as a career, there are no limits to how far you can go.”  Also that “Diversity is one of the greatest strengths of Diplomatic Security.”  

Folks who want to rate this in Pinocchios are welcome to do so in the comment space.

 

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Dear @JohnKerry: One of Your Foggy Bottom Folks Is Asking — Is This Diversity?

Posted: 1:25 pm ET
Note: In an ideal, healthy organization, this letter would be signed by the author and you’d be reading this and discussing creative solutions on the Secretary’s Sounding Board.  What is clear to us is that the fears of reprisal/retaliation are real. This anonymous letter is one more proof of that.  Except for the four active hyperlinks we’ve added to help readers, the text and photo below are published below as received —

 

From an anonymous DS Employee: Is This Diversity?

A poignant piece in the President’s Memorandum on Promoting Diversity and Inclusion in the National Security Workforce was the conclusion that “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.”  Unfortunately, when it comes to the highest levels of the Bureau of Diplomatic Security (DS) diversity is not only less than the average – – it is nonexistent!

ds-top-ranks

A review of the facts.

DS senior leadership is composed of an Assistant Secretary, a Principal Deputy Assistant Secretary, seven Deputy Assistant Secretaries, an Executive Director, and a Coordinator for Security Infrastructure.  Four years ago all of these positions with the exception of the AS were held by active Senior Foreign Service and Senior Executive Service officers.  Two positions were held by female officers and one by a African-American officer.  In the past three years, all three minority members either retired or moved into other positions outside of DS.  Eight of the ten senior leadership positions have become vacant during that time, some more than once, and the current PDAS – Bill Miller, who became subject to Time-in-Class (TIC) restrictions and left active service – was appointed into the PDAS role.

Of the ten opportunities that DS has had to select officers to fill vacancies at the Bureau’s senior-most positions it has consistently selected Caucasian male officers. DS went from a Bureau that from a diversity standpoint was about where the rest of the government is now – less diverse than the average – to one that is now all white, all male, all the time.

We have witnessed the cleansing of DS over the past three years.  It is troubling, and, it should be raising alarm bells throughout the Department.

But is it not.

Instead, the Department is preparing to reward DSS Director Miller with a third appointment year as PDAS of DS.  Furthermore, DS is now expanding the practice of appointing officers subject to TIC up or out restrictions into positions formerly held exclusively by active SFS officers with the appointment of the outgoing Overseas Security Advisory Council Office Director into his own position, as an appointee. This was accomplished quietly, with the Department’s concurrence, devoid of any semblance of transparency.

The lack diversity is not limited to the FE-MC/OC and SES level officers who make up DS’s Senior Leadership.  It also extends to the subordinate staffs.  Unlike the Assistant Secretary’s DS Front Office, which to Gregory Starr’s credit has consistent been composed of a highly qualified and richly diverse staff, the PDAS’ DSS FO has been anything but.  To this day, the DSS FO staff with the exception of the Office Manager consists of…all white males.  One DS Senior sets a model for the Bureau to emulate, the other projects a do as I say not as I do standard.

In May, PDAS Miller brought most of the DS leadership from around the globe to the Department for a two-day leadership forum.  On day two he showcased his all-white, all-male team of seniors on the dais for a full day of Q&As. The one area the PDAS and the rest in the dais were unprepared to discuss were the stream of questions on the topic of diversity that were raised throughout the day and which went largely unaddressed.

It is difficult to reconcile Director General Arnold Chacon’s statements about Department values and principles, and ensuring that the Department’s workforce reflect the nation’s richness and diversity, when matched against the reality of the past three years within DS.  Even more difficult considering that all senior-most assignments in DS require the approval of Department Seniors.

In response, the Department should:

  • first and foremost, acknowledge that there is an appalling lack of diversity in the senior-most ranks of DS that should jar the Department’s Leadership into action to identity immediate steps to rectify the issue;
  • either instill a sense of urgency in current DS Leadership on the topic or allow the next set of leaders to rise to the top positions, with a renewed sense of purpose and focus that truly embraces the ideals that the Department publishes;
  • if the current PDAS is to remain in place for another year, an officer from the Office of Civil Rights should be permanently assigned to his Front Office to help guide him on matters of inclusivity and diversity;
  • mandate that DS develop and publicly publish a comprehensive diversity strategy;
  • understand that it shares in the responsibility for the current state within DS;
  • also, understand the likelihood that this letter will evoke a backlash from those who have been criticized and take steps to guard against the potential for retribution.
A series of conscious decisions led to the current state of DS. This is written in part as a call for accountability. It is also written in the hope that it will trigger action and a sense among the increasingly disenfranchised segment of DS that it is ok to voice concern even when aimed at our most senior leadership.
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POTUS Issues Memo Promoting Diversity and Inclusion, and @StateDept Sounds Like Baghdad Bob

Posted: 1:47 am ET

 

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?

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