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Transcripts For CSPAN2 House Intelligence Committee Hearing
Transcripts For CSPAN2 House Intelligence Committee Hearing
CSPAN2 House Intelligence Committee Hearing On Diversity Part 1 July 14, 2024
Hosted this event. The committee will come to order. Before we get our termite all members we are in an open session and as such will discuss unclassified matters only. Without objection, the chair may declare in recess at any time. I welcome our members and witnesses to todays hearing. Im grateful you have joined us today to discuss admission imperative in the
Intelligence Community
, significant improvement of diversity and inclusion at all levels, from entrylevel to
Senior Leadership
and within all disciplines. While there has been some improvement in recent years, the demographic profile of the ic workforce still does not mirror that of the
Wider Population
and is lagging in attracting the best and the brightest from all walks of life. Fully taking advantage of the diverse intellect, innovation, and experiences here at home better prepares the ic, and our nation, to address tomorrows most pressing challenges and analyze an increasingly complicated and integrated world. In holding this hearing, the committee hopes to learn how the ic is pursuing increased hiring and retention of people that represent varied economic, religious, cultural, ethnic, gender identity, and regional backgrounds. Outreach to these groups must occur early and often, so i applaud your initial plan to provide insight into ic disciplines and career paths to young minds at middle and high schools across the nation. Rest assured, the committee is committed to partnering with the community to foster heightened awareness about ic
Employment Opportunities
through initiatives, education sessions, and recruiting programs outside of the traditional applicant pools on the east coast. To retain its highquality talent, the
Community Must
also ensure that accomplished and consummate tenured professionals of all backgrounds know that they are valued and integrated members of the team. Too many employees of diverse backgrounds feel marginalized, even invisible, in the middle to later years of their careers. All ideas should be earnestly considered when determining solutions for mission requirements. Studies have shown that in teams with similar ability levels, heterogeneous teams are more creative than their homogeneous counterparts. Inclusion of heterogeneous endeavors will serve to strengthen finished products, technical capabilities, services, and relationships domestically and with allies worldwide. It is recognized that significant improvement in diversity and inclusion in the ic is not a small task. It will take considerable forethought, attention to layered cultural nuances, remaining cognizant of the delicate balance between emphasizing the important tangible and intangible advantages of a
Diverse Workforce
vice the impression that the solution is merely creating new quota systems. We look forward to hearing about your best practices, highlights of accomplishments, and strategic plans to address these challenges. And with that i never recognize the ranking them for any
Opening Statement
he wishes to make. Thank you, mr. Chairman. Id like to thank our witnesses, and agreed to appear. The odni 2019
National Intelligence
strategy highlights diversity in one of its seven enterprise objectives in order to provide the foundation for integrated, effective, and efficient management of
Mission Capabilities
across the
Intelligence Community
. This committee for many years has focused on this issue, and as the ic competes to employ the brightest individuals from diverse backgrounds, experiences come and intellectual perspectives, im glad we can hold this hearing in public today. He will have votes coming up soon and so because of that i will yield back. Once again, thank you. I think the
Ranking Member
. I want today to welcome a distinguished panel of witnesses to discuss different facets of our hearing today. First, honorable kari bingen an apologist for making the introduction briefed so we can get to the testimony. Principal deputy undersecretary of defense for intelligence. The honorable kari bingen was bounded by
President Trump
as
Principal Deputy
and unions confirm in may 2012. Were also joined by ms. Rita sampson cochief of equal opportunity and
Diversity Office
of the director of
National Intelligence
, the principal advisor to the director of
National Intelligence
, all matters related to diversity within the ic. And finally mr. Harry coker, executive director for national, for the
National Security
agency. In this capacity mr. Coker works with industry director and
Deputy Director
to comply with leadership in all areas of enterprise and represent in a safe interest both internally and externally. Each of your statements will be made a part of the record in their entirety, and ask you to summarize your testimony in five minutes or less. We will begin with the honorable kari bingen. Thank you, mr. Chairman, chairman schiff,
Ranking Member
nunes and establishment of the committee. It is a privilege to testify today alongside with my dni and nsa collects. On the current status of diversity in the chancy. If its okay with you i would propose ms. Sampson start with an overview and that i would follow up with some specific remarks on defense, if thats okay. Thank you. Ranking member nunes and members of the committee, thank you for the opportunity to appear before you this morning to discuss diversity and inclusion within the
United States
Intelligence Community
. I am rita sampson can use
Intelligence Community
chief
Diversity Office
r and director of equal
Employment Opportunity
within the office of the director of
National Intelligence
. In my role i believe the icy enterprise approach to increasing diversity, creating a culture of inclusion and proactively preventing workplace discrimination. As you indicate unjointed by the honorable kari bingen and mr. Harry coker. Dni codes and gordon what the committee to know that as the leaders of the u. S. Intelligence community they are personally committed to advancing a more diverse and inclusive workforce. Within the ic we define diversity broadly come to encompass the full range of experiences, perspective and affiliations that individuals share. Diversity includes characteristics such as
National Origin
, language, race, color, sex, mental or physical buildings, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, family structure, multiple dimensions that make individuals unique and make america whole. Inclusion describes the culture that connects each employee to the organization. It encourages collaboration, flexibility, and fairness, and leverages diversity throughout the organization so that all individuals are able to participate and contribute to their full potential. The ic is diversity and inclusion is
Mission Critical
priorities. Earlier this year director coats released the 2019
National Intelligence
strategy. It lays out a number of
National Security
priorities including counterterrorism, combating
Cyber Threats
and it also includes an imperative that the ic will forage and retain a diverse inclusive, an expert workforce to address and during an emerging requirements at an able mission success. The mission case for diversity and inclusion is clear in the
Intelligence Community
. In order to solve the complex and difficult challenges we face, we must leverage the first perspectives. For the fourth consecutive year, the odni obloquy shared the ics 10 data. I see data reveals that the ic is making progress. Overall diversity has steadily increased over the last several years. While my range of diversity data and trends is been shared, id like to point out that a few highlights exist regarding worse for workforce representation. The representation of minorities in the ic workforce increased to 26. 2 . A train that has been continuing over time. The representation of women in the ic workforce increased to 38. 8 , and women continue to see gains a promotion rate within the ic with the percentage of women being promoted exceeding the representation and the overall workforce. The representation a person with this those increased to 10. 7 . Within the ic, leaders at all levels have implemented stronger
Accountability Measures
for creating and sustaining a culture that draws inclusion and connects all ic professionals to the mission. Best practices include mandatory unconscious by straining along with performance objectives that measure, support for diversity and inclusion activity. Employees are empowered to advocate for and create organizational change through
Resource Groups
and
Affinity Networks
that educate the workforce, raise awareness of employee concerns, and create solutions that improve
Mission Capabilities
. Three ic wide
Affinity Network
organizations have been established, ic pride, the ic deaf and hard of hearing network, and the ic latino network. We are building more relationships with schools, professional organizations and nonprofit sectors. We are increasing our visibility and promoting awareness to include language, cultural expertise, cyber skills in all fields within science and technology, engineering and math. Understanding that technology cannot substitute for critical relationship building. We are increasing outreach and working across the whole of government in the white house conditioinitiatives in the
Asian American
Pacific Islander
initiative. We continue to invest in the educational program. A highly
Competitive Program
for undergraduates and graduate students interested in
Public Service
. In fiscal year 2018, minorities made up 73point to percent and women made up 39. 3 of the students employed in the i see. Within the agencys department and organization that come up with until this community, much work has been done to inclusion of missioncritical imperative. As noted, we have more work to do. Our nearterm priorities include increasing the number of private and
Public Sector
partnerships to expand the outreach to a more
Diverse Talent
pool including nontraditional schools in k12 education. Expanding the
Geographic Reach
outside of the washington, d. C. Area and leveraging the gray authorities to invest in
Innovative Program
that will enhance recruitment and intention of a more
Diverse Workforce
. The critical capabilities needed for the
National Security
interest of the
United States
. Members of the committee, thank you for your time. We look forward to the committee question. Thank you for the opportunity to discuss this across enterprise. This is an issue of importance of the defense for intelligence and
Initiative Im
personally passionate about. It demands the
Diverse Workforce
. After all its to understand other countries, cultures and ways of thinking. Our human sources must understand and the foreign environment. The analysis must appreciate the foreign dialogue and cultural norms to understand. We have excessive intelligence relationships with a broad array of foreign partners and coalition. The diversity and background at the city genders and other risk across the thinking is vitally important and has been for decades as a ready. No one demographic on the brainpower,
Critical Thinking
and hard work necessary to address this challenge. The
National Defense
strategy states that we must have a motivated, diverse and highly skilled civilian workforce. It emphasizes the talent management, education and training and the need for new skills and exploring pathways when the community has consistently collected general
Workforce Data
. The representation of women in the first time in the last four years. A number percentage of women hires have increased. Minority representation of the military department matching the benchmark. However, during the same. There are still trends of concern particularly when we compare ourselves to benchmarks for the private sector. In fy 18 the inclusion of women and minorities in pw d with the recruit of minorities in peter beebe into the workforce. Specifically in the military department. Despite the increase in representation from fy 17 to fy 18 the minority women continue to be less represented at the higher pay grade from the gw 13 at the senior pay levels. The defense recognizes the challenges and are taking proactive steps to understand the
Drivers Behind
them in the strategies in target of initiatives to address them. In parallel we are working across the icy in the
Defense Intelligence
enterprise to collect more comprehensive
Workforce Data
with reporting metrics and develop assessment tools to measure the impact of specific initiatives. The more
Diverse Workforce
star for the recruitment across the nation university. We want to bring in and cultivate employees that become the
Mission Experts
and supervisors and
Senior Leaders
. As noted in the ndf, the dod had a greater need for stem talent including information experts over there basic science researchers and engineers. Expanding their
Internship Program
and also implement the work targeted and direct campus recruiting efforts to attract higher
Diverse Talent
or were going now. And be more competitive in compensation. Recruitment of diverse civilian professionals for the military intelligence component means a challenge, particularly in the army. Despite increased outreach to universities and
Industry Groups
discover applicant pools. Greater use of social media and other incentive tools. The examination of the data where does exist is underway so we understand key drivers in developing the right solutions to the right problems. But recruitment efforts are alone are not sufficient to sustain across the enterprise. At all levels it is truly reflected of america. We must actively support and build a pipeline talent, training education and
Career Opportunities
are necessary to keep her workforce challenged and engaged to set them up for promotion and a competitive private sector and organization. Talent of alma is a consistent theme in our annual workforce climate. The component of active
Career Management
and veltman programs. Joint duty credit has been expanded across the
Defense Intelligence
and price to private incentive to pursue running opportunities. Components continue to expand offerings of
Higher Education
intuition assistant programs. Professional
Development Course
courses in the certification. Several of the components of increased
Diversity Inclusion
training and diversity in criteria are included in all of these annual performance evaluation. Promotion for minorities and women remain a concern, particularly at the higher rate levels from seniors. We continue to analyze what barriers to take action to remove the barriers. For example we have instituted measures to increase the diversity provide training and experience programs. This challenge is a leader of attention and we will continue with proactive efforts to develop pools and the skills necessary for seniorlevel positions. Beyond the onboarding and talent development. Include initiatives that promote greater work influx ability and a better worklife balance. All the agencies in a play resources, the health of the representative groups providing mentoring and
Networking Opportunities
on professional development and representative organization. The dod has expanded the bullies that work from home and designated telework centers. We are also seeking ways to increase flexibly for working mothers and new parents. If you could wrap it up. And there are also a number of enabling capabilities that will help the vulnerable
Management Practices
to attract implants reform to get faster onboarding using technology in bringing individuals in the clearances providing the constitutional if you can get them in the door. We are also streamlining the
Government Application
process and working on
Intelligence Community<\/a>, significant improvement of diversity and inclusion at all levels, from entrylevel to
Senior Leadership<\/a> and within all disciplines. While there has been some improvement in recent years, the demographic profile of the ic workforce still does not mirror that of the
Wider Population<\/a> and is lagging in attracting the best and the brightest from all walks of life. Fully taking advantage of the diverse intellect, innovation, and experiences here at home better prepares the ic, and our nation, to address tomorrows most pressing challenges and analyze an increasingly complicated and integrated world. In holding this hearing, the committee hopes to learn how the ic is pursuing increased hiring and retention of people that represent varied economic, religious, cultural, ethnic, gender identity, and regional backgrounds. Outreach to these groups must occur early and often, so i applaud your initial plan to provide insight into ic disciplines and career paths to young minds at middle and high schools across the nation. Rest assured, the committee is committed to partnering with the community to foster heightened awareness about ic
Employment Opportunities<\/a> through initiatives, education sessions, and recruiting programs outside of the traditional applicant pools on the east coast. To retain its highquality talent, the
Community Must<\/a> also ensure that accomplished and consummate tenured professionals of all backgrounds know that they are valued and integrated members of the team. Too many employees of diverse backgrounds feel marginalized, even invisible, in the middle to later years of their careers. All ideas should be earnestly considered when determining solutions for mission requirements. Studies have shown that in teams with similar ability levels, heterogeneous teams are more creative than their homogeneous counterparts. Inclusion of heterogeneous endeavors will serve to strengthen finished products, technical capabilities, services, and relationships domestically and with allies worldwide. It is recognized that significant improvement in diversity and inclusion in the ic is not a small task. It will take considerable forethought, attention to layered cultural nuances, remaining cognizant of the delicate balance between emphasizing the important tangible and intangible advantages of a
Diverse Workforce<\/a> vice the impression that the solution is merely creating new quota systems. We look forward to hearing about your best practices, highlights of accomplishments, and strategic plans to address these challenges. And with that i never recognize the ranking them for any
Opening Statement<\/a> he wishes to make. Thank you, mr. Chairman. Id like to thank our witnesses, and agreed to appear. The odni 2019
National Intelligence<\/a> strategy highlights diversity in one of its seven enterprise objectives in order to provide the foundation for integrated, effective, and efficient management of
Mission Capabilities<\/a> across the
Intelligence Community<\/a>. This committee for many years has focused on this issue, and as the ic competes to employ the brightest individuals from diverse backgrounds, experiences come and intellectual perspectives, im glad we can hold this hearing in public today. He will have votes coming up soon and so because of that i will yield back. Once again, thank you. I think the
Ranking Member<\/a>. I want today to welcome a distinguished panel of witnesses to discuss different facets of our hearing today. First, honorable kari bingen an apologist for making the introduction briefed so we can get to the testimony. Principal deputy undersecretary of defense for intelligence. The honorable kari bingen was bounded by
President Trump<\/a> as
Principal Deputy<\/a> and unions confirm in may 2012. Were also joined by ms. Rita sampson cochief of equal opportunity and
Diversity Office<\/a> of the director of
National Intelligence<\/a>, the principal advisor to the director of
National Intelligence<\/a>, all matters related to diversity within the ic. And finally mr. Harry coker, executive director for national, for the
National Security<\/a> agency. In this capacity mr. Coker works with industry director and
Deputy Director<\/a> to comply with leadership in all areas of enterprise and represent in a safe interest both internally and externally. Each of your statements will be made a part of the record in their entirety, and ask you to summarize your testimony in five minutes or less. We will begin with the honorable kari bingen. Thank you, mr. Chairman, chairman schiff,
Ranking Member<\/a> nunes and establishment of the committee. It is a privilege to testify today alongside with my dni and nsa collects. On the current status of diversity in the chancy. If its okay with you i would propose ms. Sampson start with an overview and that i would follow up with some specific remarks on defense, if thats okay. Thank you. Ranking member nunes and members of the committee, thank you for the opportunity to appear before you this morning to discuss diversity and inclusion within the
United States<\/a>
Intelligence Community<\/a>. I am rita sampson can use
Intelligence Community<\/a> chief
Diversity Office<\/a>r and director of equal
Employment Opportunity<\/a> within the office of the director of
National Intelligence<\/a>. In my role i believe the icy enterprise approach to increasing diversity, creating a culture of inclusion and proactively preventing workplace discrimination. As you indicate unjointed by the honorable kari bingen and mr. Harry coker. Dni codes and gordon what the committee to know that as the leaders of the u. S. Intelligence community they are personally committed to advancing a more diverse and inclusive workforce. Within the ic we define diversity broadly come to encompass the full range of experiences, perspective and affiliations that individuals share. Diversity includes characteristics such as
National Origin<\/a>, language, race, color, sex, mental or physical buildings, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, family structure, multiple dimensions that make individuals unique and make america whole. Inclusion describes the culture that connects each employee to the organization. It encourages collaboration, flexibility, and fairness, and leverages diversity throughout the organization so that all individuals are able to participate and contribute to their full potential. The ic is diversity and inclusion is
Mission Critical<\/a> priorities. Earlier this year director coats released the 2019
National Intelligence<\/a> strategy. It lays out a number of
National Security<\/a> priorities including counterterrorism, combating
Cyber Threats<\/a> and it also includes an imperative that the ic will forage and retain a diverse inclusive, an expert workforce to address and during an emerging requirements at an able mission success. The mission case for diversity and inclusion is clear in the
Intelligence Community<\/a>. In order to solve the complex and difficult challenges we face, we must leverage the first perspectives. For the fourth consecutive year, the odni obloquy shared the ics 10 data. I see data reveals that the ic is making progress. Overall diversity has steadily increased over the last several years. While my range of diversity data and trends is been shared, id like to point out that a few highlights exist regarding worse for workforce representation. The representation of minorities in the ic workforce increased to 26. 2 . A train that has been continuing over time. The representation of women in the ic workforce increased to 38. 8 , and women continue to see gains a promotion rate within the ic with the percentage of women being promoted exceeding the representation and the overall workforce. The representation a person with this those increased to 10. 7 . Within the ic, leaders at all levels have implemented stronger
Accountability Measures<\/a> for creating and sustaining a culture that draws inclusion and connects all ic professionals to the mission. Best practices include mandatory unconscious by straining along with performance objectives that measure, support for diversity and inclusion activity. Employees are empowered to advocate for and create organizational change through
Resource Groups<\/a> and
Affinity Networks<\/a> that educate the workforce, raise awareness of employee concerns, and create solutions that improve
Mission Capabilities<\/a>. Three ic wide
Affinity Network<\/a> organizations have been established, ic pride, the ic deaf and hard of hearing network, and the ic latino network. We are building more relationships with schools, professional organizations and nonprofit sectors. We are increasing our visibility and promoting awareness to include language, cultural expertise, cyber skills in all fields within science and technology, engineering and math. Understanding that technology cannot substitute for critical relationship building. We are increasing outreach and working across the whole of government in the white house conditioinitiatives in the
Asian American<\/a>
Pacific Islander<\/a> initiative. We continue to invest in the educational program. A highly
Competitive Program<\/a> for undergraduates and graduate students interested in
Public Service<\/a>. In fiscal year 2018, minorities made up 73point to percent and women made up 39. 3 of the students employed in the i see. Within the agencys department and organization that come up with until this community, much work has been done to inclusion of missioncritical imperative. As noted, we have more work to do. Our nearterm priorities include increasing the number of private and
Public Sector<\/a> partnerships to expand the outreach to a more
Diverse Talent<\/a> pool including nontraditional schools in k12 education. Expanding the
Geographic Reach<\/a> outside of the washington, d. C. Area and leveraging the gray authorities to invest in
Innovative Program<\/a> that will enhance recruitment and intention of a more
Diverse Workforce<\/a>. The critical capabilities needed for the
National Security<\/a> interest of the
United States<\/a>. Members of the committee, thank you for your time. We look forward to the committee question. Thank you for the opportunity to discuss this across enterprise. This is an issue of importance of the defense for intelligence and
Initiative Im<\/a> personally passionate about. It demands the
Diverse Workforce<\/a>. After all its to understand other countries, cultures and ways of thinking. Our human sources must understand and the foreign environment. The analysis must appreciate the foreign dialogue and cultural norms to understand. We have excessive intelligence relationships with a broad array of foreign partners and coalition. The diversity and background at the city genders and other risk across the thinking is vitally important and has been for decades as a ready. No one demographic on the brainpower,
Critical Thinking<\/a> and hard work necessary to address this challenge. The
National Defense<\/a> strategy states that we must have a motivated, diverse and highly skilled civilian workforce. It emphasizes the talent management, education and training and the need for new skills and exploring pathways when the community has consistently collected general
Workforce Data<\/a>. The representation of women in the first time in the last four years. A number percentage of women hires have increased. Minority representation of the military department matching the benchmark. However, during the same. There are still trends of concern particularly when we compare ourselves to benchmarks for the private sector. In fy 18 the inclusion of women and minorities in pw d with the recruit of minorities in peter beebe into the workforce. Specifically in the military department. Despite the increase in representation from fy 17 to fy 18 the minority women continue to be less represented at the higher pay grade from the gw 13 at the senior pay levels. The defense recognizes the challenges and are taking proactive steps to understand the
Drivers Behind<\/a> them in the strategies in target of initiatives to address them. In parallel we are working across the icy in the
Defense Intelligence<\/a> enterprise to collect more comprehensive
Workforce Data<\/a> with reporting metrics and develop assessment tools to measure the impact of specific initiatives. The more
Diverse Workforce<\/a> star for the recruitment across the nation university. We want to bring in and cultivate employees that become the
Mission Experts<\/a> and supervisors and
Senior Leaders<\/a>. As noted in the ndf, the dod had a greater need for stem talent including information experts over there basic science researchers and engineers. Expanding their
Internship Program<\/a> and also implement the work targeted and direct campus recruiting efforts to attract higher
Diverse Talent<\/a> or were going now. And be more competitive in compensation. Recruitment of diverse civilian professionals for the military intelligence component means a challenge, particularly in the army. Despite increased outreach to universities and
Industry Groups<\/a> discover applicant pools. Greater use of social media and other incentive tools. The examination of the data where does exist is underway so we understand key drivers in developing the right solutions to the right problems. But recruitment efforts are alone are not sufficient to sustain across the enterprise. At all levels it is truly reflected of america. We must actively support and build a pipeline talent, training education and
Career Opportunities<\/a> are necessary to keep her workforce challenged and engaged to set them up for promotion and a competitive private sector and organization. Talent of alma is a consistent theme in our annual workforce climate. The component of active
Career Management<\/a> and veltman programs. Joint duty credit has been expanded across the
Defense Intelligence<\/a> and price to private incentive to pursue running opportunities. Components continue to expand offerings of
Higher Education<\/a> intuition assistant programs. Professional
Development Course<\/a> courses in the certification. Several of the components of increased
Diversity Inclusion<\/a> training and diversity in criteria are included in all of these annual performance evaluation. Promotion for minorities and women remain a concern, particularly at the higher rate levels from seniors. We continue to analyze what barriers to take action to remove the barriers. For example we have instituted measures to increase the diversity provide training and experience programs. This challenge is a leader of attention and we will continue with proactive efforts to develop pools and the skills necessary for seniorlevel positions. Beyond the onboarding and talent development. Include initiatives that promote greater work influx ability and a better worklife balance. All the agencies in a play resources, the health of the representative groups providing mentoring and
Networking Opportunities<\/a> on professional development and representative organization. The dod has expanded the bullies that work from home and designated telework centers. We are also seeking ways to increase flexibly for working mothers and new parents. If you could wrap it up. And there are also a number of enabling capabilities that will help the vulnerable
Management Practices<\/a> to attract implants reform to get faster onboarding using technology in bringing individuals in the clearances providing the constitutional if you can get them in the door. We are also streamlining the
Government Application<\/a> process and working on
Getting Better<\/a> data and metrics. In conclusion, thank you for holding this hearing in bringing this to the forefront. The success of the field and the policymakers at home rest on intelligence information capabilities which in turn depend on the most important asset, our people and diversity of our people. Thank you. Did you have an
Opening Statement<\/a> or cement for the record . All does that that were delighted to be here and we appreciate your focus on diversity and inclusion and especially the connection to mission outcomes. When we tie these, the worse enter workforce and when he came on board he gave us three imperatives, number one is talent and that includes recruitment and intention and development which is not just the traditional trade but also
Leadership Development<\/a> which includes aspects of
Diversity Inclusion<\/a> in the last one is the environment which is the inclusiveness. That is the focus area for the agency, a champion by seniors with the practices across the enterprise and
Senior Leadership<\/a> accountability which are missing your champion, ability of facilities thats not just brickandmortar thats capabilities as well, recruiting and hiring a
Diverse Workforce<\/a> onboarding and entering the foundation from day one and lastly in terms of the big six of developing a pipeline of diverse. We know we have made progress and we know we have a ways to go so thats why we appreciate this hearing and focus your putting on this
Initiative Im<\/a>perative. I thank you. We will not proceed with questions and i recognize myself for five minutes. Can you share the thoughts of the u. S. Population, which companies are most unrepresented and which of the agencies, which agency has made which has made the most progress in terms of diversity . Well look at the trends, what we see, we do not mirror the federal workforce or the u. S. Population sidebyside. But when we also look we do not capture all demographics so we capture the demographics relating to risks,
National Origin<\/a> and disabilities. Those are the captured official government matrix that we have. So there are other efforts on the way to identify to what degree can we discern what is the full population of the icy demographics. When we look at minorities and we break that down because as i mentioned were about 26point to percent minorities, the largest minority within the icy are africanamerican icy professionals followed by hispanics and african wiccans are 12. 1 and he and hispanic employees make up 6. 8 in
Asian American<\/a>s were. 3 . Two or more races which is a demographic is at 2. 3, we have a very small number of
American Indian<\/a> and alaska native professionals as. 5 in hawaiians at point to. When we look at disabilities, there are challenges with identifying the full range of disabilities and disabilities are acquired after entry on duty and its very difficult to capture those metrics which are initially captured when people enter on duty their personnel records so we have ongoing efforts to have people self identify when in life they develop disabilities or hidden disabilities there more comfortable with sharing so we can provide the resources and support. If i can follow up, i know theres certain categories we havent followed up and were looking at that but among the communities that we do collect data, which are the most unrepresented in the icy as a percentage of their population . In among the elements of the i see, which is the least diverse element today . That would be the hispanic population, at 6. 8 . That trend is a concern across the whole of government including icy because a hispanic population is former 6. 8 in the u. S. Its very difficult to answer which i see element is the least diverse, a number of factors could go into that what we like to do is look at the diversity by grade and across all elements and we are finding less diversity in the more pay grade which is most concerning to us. Why is it difficult to assess each element compared to the other . I would think it would be possible to identify within the icprogram if you have a lack of diversity in terms of those mexicanamerican heritage, why is it difficult to determine whether the cia is doing a better job than the industry which may be doing a worse job, why is that difficult . In this setting and this level, that would be so you owe and unfortunately i get that information to you and im happy to do so. Okay. I will follow up, i dont understand why that would be the case but im sure theres a reason for that. Im happy to provide that to you after words. What metrics can be used to measure weather were making progress, with the appropriate metric. The challenge of diversity and inclusion cannot be reduced to a simple metric, there have been in about people who have tried to come up with the scorecard numeric, one through ten scale. I think you begin by looking at the demographics that is one major, there are quotients that we have developed using the
Employee Climate<\/a> surveys consistently the
Intelligence Community<\/a> ranks higher on the inclusion then most other agencies. So we do have metrics that we look at, how are people experiencing their time in the profession of intelligence. How strongly are supervisors and management connecting them to the mission and those are based on selfreported through climate surveys. Theres also a number of diversity best practices benchmark and we are partnering with a company that has a number of diversities practices indexed indices so we do plan on entering into those external benchmarks to see how we fair in comparison to the private sector primarily. Thank you, mr. Chairman. You heard us talk about the challenges were having with the clearance problem. Is there any indication that minorities are more at a disadvantage in security across the board and i dont know if we can get into the also. But should we be aware of any challenges or minority groups that we are having with the clearance problem, worse than others for simple . I think its a fact of the waiting period. It might not be financially capable for many underrepresented groups whether or not there minority or on minority but they may not be financially able to wait the duration of time that it waits to have a security clearance, studies have shown, we have said this internally, that there are no inherent disadvantages that we have been able to pinpoint based on minority status. I think its a waiting period. It does take a while to get a security clearance, the i see is focused on the, trying to improve that very much so. Russo process. A can be. Are you involved in your role or the security clearance process at all . I work with
Human Capital<\/a> and therefore we are working closely in that regard because we do know that it will take a very diverse set of team to fix that problem. Do you see anything on the horizon with a security clearance problem . Part of the reason dni was crated in the first place to create a transfer in process that everyone could use but it seems like the wait time have gotten longer not shorter. I will highlight the nga we are piloting a program where once an offer of employment is offered, that the candidate does not have to wait for the full duration of the adjudication process to begin work. That there is work that is not at the top secret level, that way they can at least begin to be gainfully employed while they wait for the full adjudication of the clearance. We think that has some promise in the community because its a wait time that we tend to lose candidates who may not have prepared to be in the process for so long. Mr. Coker i know we did not get to your testimony. What do you think the priorities lie in terms of adding diversity to the workforce but also to the question i asked mr. Gamso sampn have a security process is handling the ability to recruit talented
Diverse Workforce<\/a>. The diversity of the workforce, diversity creates activity in the better awful b. On our recruiting at nsa for this year, we have a goal of 33 for minority hiring and 40 for women hiring and to pay for th that, we are comfortable in reaching that goal on the
Minority Side<\/a> and on the woman side is just under 40 and were comfortable there. That is good news, how security clearance issues hampering you in that search at all . It is not hampering us with the exception of the delays in some individuals cannot afford the
Economic Impact<\/a> of the delay. But we are applying more resources to certain skill sets that can improve the secured reprocessing and timeliness and also taking a look at business processes that need to be updated. Also, we realize that folks need to be current on their status in the process. We are making a focused effort at be more in touch with the candidates as they go through the investigation process letting them know where they are. It also has the attention of our
Senior Leadership<\/a> and we are getting regular status checks on the workforce activity which includes security and an hr of how individuals are moving to the pipeline. By shining the light we are able to get the attention of the right people to make progress. Do you have any comment on that . I would agree with you, we do have pretty significant backlog and its taken a while for clearances to get through which is affecting her ability to get brought on almost immediately in the private sector with competitive salaries. What were doing about that and the department of defense working with opm is they have reduced the backlog, ill just talk to you with these statistics, they reduce the backlog, over 200,000 in the timelines are starting to curve. They have been in the hundreds of days for top secret clearances. The current backlog today is about 292,000, over a year ago it was over 500,000. What is average time . I do not have the top off my head but i would say several hundred days for secret and topsecret, that is based on there was an executive order recently signed that would transfer the
Background Investigation<\/a> from opms and we are working to the transfer steps right now, the opportunity we have in front of us is to modernize the process with the
Industrial Age<\/a> process and much more we can bring with technology and
Artificial Intelligence<\/a> in the federal benchmark on timeline is 40 days for each group and 80 days for topsecret. We are not reading that today but as he did more technology and access more dates we can do a lot more in real time. I yield back. Thank you, mr. Chairman and thank you for being here. I have two categories of questions. I want to focus on the retention and promotion piece. As much as there is a challenge, the truth is probably after and what the challenges, its probably with behaviors of people who leave, people who are promoted and not promoted and people making the promotion decisions. Im not sure who to direct this question to but specifically the analysis being done across that group of people to determine what the challenges. We do an analysis, it took several years across the
Intelligence Community<\/a> to understand the perception of the workforce, it requires focus groups, looking at the
Empirical Data<\/a> and also looking at external
Research Industry<\/a> best practices. What we found was, a perception of information was not transparent so that was at the core of question of transparenc i dont understand what you mean. The employees did not understand the process. Of being promoted . Yes. And so much more work has been done to help them understand what the processes are. There has also been questions about perceptions of bias, so we have really taken a doubling down effort to make sure individuals who are working on recruitment efforts, who have the responsibility for hiring and promoting and that all of them undergo bise training. We want to wai raise awareness t these biases have a perception of entering into the decisionmaking process can. We are very proactive in that regard as well. I think you understand the bise peacbias piece. To get promoted yet to do your job really well. Does that mean perhaps theres afford diverse populations with a lack of understanding of job descriptions and what success looks like . We have a very competitive promotion process in the
Intelligence Community<\/a>. It is not based necessarily on tenyear job or is based on a competitive process, one employee relative to his or her peers and therefore in that competitive review, a senior board meet and make decisions regarding particular candidates, and readiness for performance at the next level. And certainly, when each candidate is reviewed, there are only a limited number of people who will have opportunities for promotions. In many, many excellent or outstanding officers but not everyone can be promoted who is deserving of such promotion. So as a person who may not have been promoted you want to know why. I think that is a fair question. How can i improve. People are indicating when theyre not promoted, they are not giving a plan to address whatever issues were made. Yes in the sense that the process itself, build in a feedback loop, everyone who is considered in everyone is given feedback but some feedback is more effective than other feedback and so what we want to do that and what we have been doing is giving supervising training and how to get feedback. So feedback is a critical part of how you can apply directions and changes and improvements to your own professional development. We are very focused on helping improve feedback for all communications. I appreciate that. One lost question if i touch, the president announced trans gender ban band in the military environment. Consummate a reflect on the effect that is had internally in terms of trying to gain lb gt q recruitment . I can address that. Our personnel and readiness handle the military uniform policies so i would have a tough time talking about that. But on the civilian side which we oversee the civilian policies, to considered a protective class we very much take a hiring talent, antidiscrimination policies in our general view, we need the brainpower and whatever form it comes in and we also across the civilian side have increased the support groups. The pride in
Navy Intelligence<\/a> participate in some of those events as well. Thank you. Thank you, mr. Chairman and thank you all for being here. In va health we have some of the same problems where we have physicians who want to be va physicians in the way is too long so they go on to something else. So i have a full understanding of what youre talking about and i do like your idea that we can get you into an apprenticeship in your getting a job and youre getting paid or we speed up the process or maybe a little bit of both, that would be nice. In my mind and the
Intelligence Committee<\/a>, it is a wonderful tool its in the its a necessary tool that can be a big asset to a mission outcome. And so you mentioned that frequentlbriefly. It makes complete sense with the job at hand. The more diverse we are the more capabilities we have. Personal experience, i was working at a program a handful of year ago, we were doing analysis and westerners did not have sufficient insight into information that we had in hand. It just so happened that there was an officer available who had a cultural background that was similar to the hard target country. And that individual was literally able to take the information and understand some of the flame and give us a better understanding of meaning and that was due to the cultural upbringing and insight of the individual officer had. So that is a personal experience i had on that front. I agree. Bottom line unless youre native american, we all came from somewhere else. For intelligence gathering is usually somewhere else. I would be in favor of first and second generations that can bring their cultural knowledge to the table as we go about our business it, year when you said that and i agree with you. 100 . Its a more diverse than the more capabilities we have. I yield back. Thank you, mr. Chairman, i want to thank you for hosting this hearing on diversity in the workforce in the ic. Its the first time weve had an open hearing in a decade. I want to commend your leadership and doing that. Love happy the committee will discuss the issues at hand, im disappointed that none of the
Intelligence Community<\/a>
Agency Directors<\/a> are here to testify today. In 1995 in 2001 in 2003 they hold similar hearings on the diversity tha ic hearing. The
Central Intelligence<\/a> agency participated as witnesses. It is frustrating to me as a member of this committee who is dedicated a lot of her time to promoting what i consider to be the greatest asset that we have in the ic and that is the workforce, the people. I think all of us know that vision starts from the top and commitment starts from the top, that starts with appearing before a committee that has oversight over the workforce. I would like to submit for the record that we did give an invitation to the director of thnsa, the palmetto sony, we extended an invitation to lester amodei and i, seeing eye director gina as well as the secretary of defense of intelligence. It is frustrating to me because i know this is quickly important in that we as taxpayers deserve to understand how our taxpayer money is being spent. This committee authorizes and classified and unclassified budget to all 17 committees and billions and billions of dollars. That means that we should have direct oversight on how that money is being spent. Diversity in this country is what makes us exceptional. I dont have to tell you all sitting before me, and i thank you for being here and representing your principles. But i would also have liked to have the principles sitting here. I would also like to indicate for the record several reports. Nothing tells better the lack of diversity in the
Intel Community<\/a> in your own report. That are unclassified. I direct you to the cia, unclassified diversity and leadership study that was done in 2015 and commission by director brandon and performed by others. In that particular study it said unequivocally that minorities make up a quarter of the intelligence workforce despite making up nearly 40 of the u. S. Population, according to that report, diversity is much higher in other sectors. Minority comprised 30 of the civilian labor force in roughly 5 of all federal employees. Even within our own federal workforce, we have much higher participation in the workforce then we do in the ic. Hispanics make up 6. 6 of them hold and multiracial people 1. 8 . American indians native americans. 6 . I just want to say, in order for us to do better, we not have to do only document that we have to measure progress. My question to you, ms. Sampson, really over the years you been nothing but gracious in your time and excellent in your responsiveness to the questions that i have asked over the years. In the cia author report they came up with diversity and inclusion strategies. Can you provide an assessment of the progress that is been made on the three goals i identified in the document . Without looking at the document itself, what i tell you about the dls study, it was implemented with the support of the
Senior Leadership<\/a> of the cia. That all of the recommendations in the dls study as well as recommendations that we have made as a community and our workforce concern study are being implement it. Why is it that were not seen increment in progress but dismal progress when it comes to promotion. I would also like to submit for the record, the mga report out of their own promotion in the
National Intelligence<\/a> agency. That report came about because there was a year in which not one africanamerican was promoted in the nda. While it is great to have selfexamination its better to have forwardlooking. So i would like you to submit for the record, if you dont know the answer or cannot give it to me in the timely fashion, i would really like for the record to be put in the record, what has been done to implement the strategies and the findings that all of these reports have consistently had an against my other question to you into ms. Bingham, in terms of the military i understand that you are over the civilian force, it is mindboggling to me that we could have such higher minorities in the military and low interest in the ic and i really want to understand what you are doing within the department of defense and the subcommittee to implement matrix that are measurable yeartoyear. Its great that you all give us a report and hard to decipher but never goes back and gives us to how your implement team these strategies. I have looked at the data across for most women and minorities, their lower numbers. Consistently. And that was very eyeopening as i was going through all the data but to actually take a hard look at the data, because weve had a not a good job of bringing it together. It has been consistently low im going to reclaim my time. I just want to end my reading with the sub snobs was in the report of the 2005 diversity in the cia leadership report. In the supervisors do not prioritize diversity and leadership. Sadly mr. Chairman, by the fact that we dont have an agency sitting before us, i can only conclude that diversity was a priority, i yield back my time. I want to think our panels for being good today and im going to start by saying, if i asked question and you have a concern that the answer may have an intelligence issue, please let us know. Im a little hesitant to ask the question because when it comes to hiring and the hiring practices, this is an area that our adversaries are interested in in the counterintelligence concern. This is a pipeline problem in the first question for all three of you all, have we seen an increase in minority applicants yeartoyear for the various positions that you all oversee . Ms. Sampson do you want to start . Again, data, analytics is a key priority for us moving forward. The capturing of
Applicant Information<\/a> is now being enabled through the technology we are using called applicant gateway. There are many agencies when did this start . About three years now. To have any indication on the threeyear. Are we seeing an increase or decrease or static change with the number of applicants . We are seeing a stud steady increase. I think it is voluntarily disclose information, you have to look at both the effort behind it as well as who enters on duty at the end of the process. But to your point, we need to know who is applying within the ic, we need to know the demographics and be able to measure are we targeting the right recruitment and so those are the priorities that we have as a community. We are having a much stronger return on relationships that we are making with the organizations that funnel candidates. I will tell you that educating on what the
Intelligence Community<\/a> does is probably our number one cross cutting priority. Because many underserved communities do not have an object about a various career and opportunity and talent that we need within the
Intelligence Committee<\/a>. As a former black case officer, im aware. So, i have a second question. Are we keeping track of the number of minority candidates that get a conditional offer thats leaves somewhere in the process . I am not collecting that as a ic community as a whole but they have the capability of collecting applicant flow and consistently i think we have perhaps four elements that are able to do that. I think that is something that we can drill down a lot further. Do we as a
Congress Need<\/a> to do something to make sure that they are collecting that commission . I wouldnt say it requires your partnership on that front. I think that the technology is being enabled through the intelligence careers in the ic gateway which is our
Information Technology<\/a> gathering tool. Im going to jump over to you, same two questions again, if you feel comfortable answering. Call now have you seen increase yearoveryear and are you keeping track on the information and what is your understanding of the number of people that leave the pipeline because its between the conditional offer and final offer . I dont have the number of applicants yeartoyear, i tell you the number of minority in terms of a percentage of the overall workforce has been increasing steadily from 2010 to 2018. And given our goal of the 33 minority hiring for fy 19th, were already at 31 and we expect that to continue that in a positive direction. That improvement is vital and what we do to retain is at least important and we are focusing on that as well. And with the time that i do not have, my final question, when is the hiring pipeline begin . Turnaround now. Middle school and k12. Right answer. I think that is something that we need to get out of his mindset in going to need to share because if we dont tell the story about the awesome careers that are available to folks and how we need a diverse population in order to keep this country safe we will not be able to continue to keep this country safe. I apologize for going over my time. Mr. Carson. Thank you, chairman. Diversity that is explicitly reprimanded our failed to enact change on the culture of the workplace. Organizational change and change to the culture is critical and as you know this is far more difficult and can be approached in different ways. So experts have recommended things like employees through different specialties and increasing employee contact with a diverse set of colleagues, giving more autonomy to
Team Managers<\/a> especially in the self managed team. My question is, are there restrictions or obstacles to that type of organizational change because of the sense of nature of the icy community work. In providing a more diverse contact with employees . That is right at our immediate campaign, following the recommendations of the workforce concerns report, we looked at keys of research, what is actually going to be enabled. We are launching a campaign that is the
Education Campaign<\/a> called the small steps approach there is no single cause for the diversity challenges that we face and there will be no single solution. There is a multifaceted approach that we are taking in the steps are awareness, you have to be aware that there is a challenge, you have to be aware that each individual harbors a way of thinking that needs to be raised including the biased and take a proactive measure to understand the need. The second step is exposure, we have to expose herself, whether or not through joint duty assignments, straddling opportunities, closer contact, developing structure teams with diversity in mind and instructions. If we seek that there is a challenge that no action is being done then you will not have the ability to overcome the law so you have to put this into motion. The most
Sticking Point<\/a> is accountability. There has to be a level of accountability. What we found is the. To. Accountability that raising the visibility and the progress in comparing one organization to another, one agency to another, and your point which agency is not in the lead and which agency is at the bottom, these are valid considerations because
Research Shows<\/a> that people are influenced and once we combine all of these steps, with the deliberate and
Continuous Education<\/a> and awareness campaign, we are hoping to shape the
Organizational Culture<\/a> in such a way that the recruitment and onboarding and develop mental effort will really accelerate. Thank you, madam. If i add, i think your point is very well taken and that we are working on how we better integrate diversity into our hr process and they must come together so were working on the joint duty assignments. We issue policy last year they gives joint duty credit to individuals that go outside their comfort zone for commands and other areas which make them more attractive as they go through the promotion process. Were also doing more work on proactive talent development, not just signing off on education and having the seniors work down and pulled them up and provide them different opportunities out there. Performance objectives and evaluation include diversity and inclusion. And then youre absolutely right, it is leadership in the private sector programs are successful all followup with the leadership accountability and exposure my colleagues talk to. Theres two ways, we need to have underrepresented minorities expose the community but also to the
Leadership Team<\/a> and then the leadership needs to be exposed to the talent they may not have otherwise been exposed to. Something that we have done bimonthly, we meet with our
Employee Research<\/a> group
Leadership Team<\/a>s. To understand from the front with their concerns or with diversity and inclusion the point that was was to leadership in the erg leadership told me that they have no doubt about the commitment for the
Inclusion Mission<\/a> outcomes of the
Senior Leaders<\/a>. Its a culture that we need to continue to work on and the point was well taken and we know the leadership assess the values and the values will impact behaviors that flows to the culture and the performance. What we are focusing on now is to ensure that we take positions from the top ranks in throughout the agency. Exposure and really talk to them about knowing what it takes to get promoted. Sometimes there are key jobs that people need to be aware of and take advantage of. We implemented exchange that will allow some of our entire workforce to apply for special assignments that we are seeking members of. That gives people members who may not have otherwise been considered the opportunity to compete for the high visibility highimpact positions. That means a lot and thank you for your service. Thank you, mr. Chairman and thank you all for your leadership. I would like to start with you and you may have to repeat the numbers again. I just looked up what the percentage of the population in the
United States<\/a> is africanamerican, can you give us that figure again for those serving in the intelligence africanamericans. Now africanamericans are 12. 1 . So that equals the population of 12 . Latinos are 80 of the u. S. Population and i think you said they were 6 6. 8 . As you pointed out latinos are exceedingly low in representation. Asians americans represent 5 of the
United States<\/a>. And 4. 3 of ic professionals. This chart is really disturbing. Because it shows that from 2010 to 2018, the number of women serving in the civilian personnel in the defense
Intelligence Community<\/a> has gone down. So that would suggest we have a serious problem there. How do you expect to fix it . I think that is largely going to lead into the military department, the percentage of women in the military is lower in making the numbers lower. Thats where i go back to the data, analysis and metrics. We do not have good data, we do not do a good job of exit surveys. Is out responsibly for the department of defense . Is that what youre suggesting . For the
Defense Intelligence<\/a> enterprise the overseas, absolutely. So in terms of what you would be recommending, you want exit interviews. Correct. What we do to increase the number of women that have dropped . We would like for intens defe intelligence work directly with the services and we board he begun those discussions on
Getting Better<\/a>
Data Collections<\/a> that can pinpoint. I cannot sit here and tell you now what is driving the one area that we see in some of the numbers in a look at the army for example, the armies recruitment model largely draw from the current force that is getting out. The demographics of the current force, women for example represent 50 of the population. If that translates to the intelligence field, there is a lot less to draw from. I think we also have to look the numbers are going down, not up. Weve had more women serving in the defense
Intelligence Community<\/a> then you do today. The numbers of women serving in the military is going up so that does not quite compute for me. Let me move on. Ms. Sampson, do all the elements conduct
Employee Climate<\/a> surveys . Yes they do. And in those surveys, do they ask questions about your satisfaction with your work, whether you been harassed or feel discriminated against an ardent and ominous . These surveys are confidential surveys. What does that mean . With a great degree of effort you could discern as a new level what the organization of where that person comes from and to some degree you could identify a person. They allow you to go to hr system and cross tabulate the race, gender so you can do a better
Trend Analysis<\/a> on the responses. Can you make available the examples of the climate surveys for each of the 17 different agencies. Yes, maam. Because i think what we found in the department of defense, that is a key measurement of success or failure as it relates particularly to
Sexual Assault<\/a> and i think as we look at the fact that the
National Security<\/a> letter was sent in november 2017, 223 women in the
National Security<\/a> field, double mat, civil service, involving workers, find on the me too problem within the
National Security<\/a> but i dont know that we have even looked at how serious of a problem it is or what we can do about it. I am hoping in the next year or so we will be able to do that. Giving these surveys will give us an opportunity to share what we think some of the questions should be so we can evaluate. Thank you i yield back. There were a number of questions of harassment including the odeon i that we put in additional questions so we could try to get a better post in response to the letter that was race. There was a pledge signed by all of the leaders of the u. S. Intelligence community that went out to the entire workforce to detect and prevent to prevent harassment across sectors. As we move out, we have the absolute endorsement of our ic leaders. Im going to recognize him for his questions under the conclusion we will recess during votes and we will resume as soon as both have concluded. Thank you, mr. Chairman and thank you for convening this and i want to think you guys for caring so deeply about this issue as long as they been on the committee and before. Would you agree when it comes to diversity in the
Intelligence Community<\/a> leadership has to start at the top if the workforce does not see the leaders of the community prioritizing that it wont make its way down . I do believe that leadership plays a
Critical Role<\/a> in setting the talent organization. I also believe that managers play a
Critical Role<\/a> in setting the tone that most impact the most employees. So we are really very focused on the competencies. We often hear about the 17th
Intelligence Community<\/a> agencies across the board from different departments, agencies within the military and when i looked today at who leads those departments or agencies or branches of the military the oversee intelligence, by my count, there are some in here, we have 12 white males, two white females, one africanamerican male, one
Indian American<\/a> male and one
Asian American<\/a> male, accounting for 70 of the
Intelligence Committee<\/a> is overseen by white men, 12 by white women, 5 by africanamerican men, 5 by an
Indian American<\/a> man and 1 by an
Asian American<\/a> man. Would you agree thats out of balance with the workforce, just out of balance with the diversity that we have in america and the workforce . I would say is certainly does not mirror the demographics. How does
Student Loan Debt<\/a> play into the responsibly to come into the
Intelligence Community<\/a>. I asked that because an africanamerican on average has 7000 or more of student debt in a white pure and we have a
Public Loan Forgiveness Program<\/a> that was created in 2007, the first eligible class able to receive under the program was 2017 and the idea if you work ten years in
Public Service<\/a> at your tenth year, any federal loans that you had would be forgiven, 70000 plus applications were sent to the department of education in 2017. The first class that was eligible only 864 have been processed. As that is something you have seen in the
Intelligence Community<\/a> . I think it is difficult to have an entry level position in government and carry
Student Loans<\/a> at the same time. I think there are some promising loan forgiveness programs that exist in many of agencies but if youre asking question are
Student Loans<\/a> a factor, yes a third economic factor. We are competing with the private sector. Do agree the
Student Loans<\/a> are disproportionally affecting communities of color more than an effects accommodation applicants. I dont have actual statistics. Now my computer. If there are any concrete pieces of legislation, legislation that is out there and recommendations you can make to improve access, employment and
Career Advancement<\/a> for the future of the workforces is there anything you would recommend that we could do, we have pledged to
Work Together<\/a> under the chair of the intelligence subcommittee, the
Ranking Member<\/a> andy of any concrete ideas of access for us . I think as mr. Hurd pointed out, the pipeline is a tickle pipeline because we need to make sure we have the right skills both now and in the future to sustain the
Intelligence Community<\/a>. I think that having clear authorities inability to invest and partner across public and private sectors would be very useful. Ic my time is about to expire in all yield back and that will be our recess. [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] we will come back into session. Thank you so much mr. Chairman and thank you to all of our witnesses for joining us today as we discussed this very important issue and determine where we need to go in terms of diversity and inclusion, this is a question that i have for all witnesses, please discuss the great profile, a person of diverse backgrounds within your organization and then for the record the dedication of great years of service and crew category to the annual be added to the annual demographic repo report. Mr. Coker why dont you beg begin. We took a look at our great profile and has recently required and we noticed there was a gap there between minority and nonminority. It triggered further analysis that we are in the midst of a study that we began in march this year end expect to complete this fall, september 2019 to take a look at why the gap and promotion rate exists. I would like to have one particular item in nonetheless will have data to support some understanding of the gap. In terms of specifics, i can tell you that our senior profile, our senior officers, 32 female was just quite good in our minority representation of the senior ranks, 15 and for people with disabilities and 7 at the senior ranks. We recently elevated c1, nsa and employees of the senior rank are relatively consistent in the most recent elevation cycle, 28 women, 6 people with disabilities and 50 minorities. You have an opportunity to brief and if so how often at the top on the numbers, the gaps of why you believe those gaps are there, how often do you have opportunities to discuss those numbers with persons at the top . We talk regularly of these numbers and the important of this refund in america. Back to the big six, two of the six items were
National Security<\/a> agencies in the pipeline in place for seniors and
Senior Leadership<\/a> accountability for
Diversity Inclusion<\/a> and the latter one on the champion board. I speak with the director on a regular basis just as important our board of directors which is another very senior level at the
National Security<\/a> agency, we have our monthly report from the support activity that talks about the metrics and demographics at the various rates. Thank you. If i can make three general trends. Although progress for percentage of women have been stagnating or declining in the last eight years, we are seeing a promotion of women to the gs 13 and above levels, generally at a higher percentage than we are with men. However, minority promotions from the gs 13 level in the senior level to remain a challenge in a work in progress. Im one of the seniors that oversee this information and i knew we had several initiatives in multiple dimensions of the challenge, it was not until recently that the data have been presented in part of the reason we are here today to be transparent and candid about where we have challenges and i was at the military department side with women and minorities in recruiting and promotion retention we have significant challenges that we have to work at
Getting Better<\/a> we would like to work in partnership with you to get there. Ms. Samson . Thank you. I look at minority women in disabilities across the communities. And we are seeing the same trends that were seen that mr. Coker referenced both individually that affect the elements and individually across the enterprise. All 60 minorities are between tween pay grades and those numbers that have decreased, over the higher pay grades. Women are promoted at a rate that is higher than the overall representation. We are seeing promising areas there. In comparison to the overall representation of the population, as you go to the senior rank. Some of the things that were doing to address that include mentoring,
Sponsorship Program<\/a>s and what we call summits where we get the workplace together around these issues, this issue we had over 500 women attending the i se ic summit, expanding or networks to include personal branding, the effect of sponsorship in the full range skills that women can acquire internal to be more competitive and i think the more important thing is to enlist the bills ability of our allies and not just problem setting that looks exactly the same but exposing the entire workforce and providing opportunities to one another. May continue. You spoke earlier about the impact of having to wait for africans who might be qualified and ready to go to work with the exception of passing the back on check insecurity and you talked about the possibility of bringing them in and jobs that dont necessarily require that level of security but to hold onto them. Is that something you implement and or is that something you are working on doing . Is a
Pilot Program<\/a> that nga has begun and as you imagine the buildings in which we work are highly secure so finding the appropriate assignments that can keep a person fully employed at that level will be one of the challenges and being able to give them access to space will l be another challenge. These are the things we can address. On the front end, we are tempted to be far more transparent with communities to help them understand what the security clearance processes to begin with and what is entailed in the process. And to also encourage them that dont illuminate yourself from the process. Because it really is just that. You can get a security clearance. [crowd boos] can you believe that minority communities are even aware of the opportunities within the ic community, i have been a part of
College Fairs<\/a> and job fairs at all levels and there is a lot of organizations in different careers and professions represented. But never do i remember the
Intelligence Community<\/a> opportunities being introduced at the community level. Would you say that is a challenge, minority communities dont necessarily understand the opportunities that exist . If you agree with that how can we work to improve and educate and increase our awareness within the community. Our culture has been secretive and we been far more transparent. With that of transparency weve had a far in terms of
Community Access<\/a> so i think thats what we have to continue to do. This year we were involved in a number of large stem conferences and we presented at those conferences, we were not just in the recruitment but part of the subsequence. We brought officers a very diverse programs to talk about their experience in a range of careers that are offered within the community. It is a barrier to access information for underserved communities. I have also no clue there was such a thing of the intelligence created. But there was a place for you. Absolutely. And there really is, these are the kind of things that we have to be able to tell our stories that i am a member of the
Intelligence Community<\/a> and have been for ten years and the people i see and meet all and every career field that you can think of exist within this community and its global, 365 days of the year, 24 7. There is something in the community for everyone and if they know about it, then they can do that, they can be a part of it. We have realized that we cannot be everywhere, there are opportunities through virtual crew first, we have one next week
Intelligence Committee<\/a> virtual fair and that can reach anybody who has a computer or cell phone that can plug in and chat with people in the
Intelligence Community<\/a>. That is a big plus, technology is not going to do it. We have to have stronger and better relationships with every
Academic Institution<\/a> professional organization et cetera. Thank you. It really is important for us to get out to the communities and one reason we want to get out is because we need to get to those parts of the nation all ge. I was able to go out to the society of this hispanic engineers they are and have to and we had a recruiting booth but more portly they acknowledged an essay effort and how outreach to the community. The hispanic and play research is very active and realized that the nation to do that. I also have the opportunity to go to the
Elementary School<\/a> in
Baltimore City<\/a> to teach controversy 101 to a school. I was delighted that i got to go there because it was energizing those young fourth and fifth graders to pick the information a. It excited them and demonstrated myself in the colleagues that were with me that we have a talent pool and were not optimized and go along with, later today we have a prep session to get down to
Baltimore City<\/a> and meet the superintendents closer to talk about how we can foster a strong relationship between an essay in
Baltimore City<\/a>. Dont leave out the rest of the country. [laughter] thank you all so much. I yield back. I just want to say, that story of year yours is so wonde. We may have a genius photographer but will have some inspiring kids. I am going to yield my time to the person who has been a leader on this and that is of course representative school so thank you very much for all that youve done. Thank you all for being here. I want to fall in the same lines of questioning that my colleagues did. Your outreach is definitely critically important, not only in creating a pipeline of
Diverse Talent<\/a> to come into the workforce but also just what is been continuous feelings in the
Minority Community<\/a> with government generally in the cia and fbi in particular in an essay in particular. We would be remiss if we dont think that would happen in the 1960s and 70s and 80s in terms of targeting civil rights organizations by the fbi and cia so rightfully how that has coined tilled and all of that is a story and history. We have to overcome and i would like to encourage all of us to do our part to have more outreach in that regard. I wanted to ask a question about how the i see deals with managers who at a minimum do not get promoted, managers who do not promote an inclusive workforce, what happens to those managers within ic. I dont know if you could talk to us about creating a more inclusive environment. Recently we have incorporated performance objectives into the
Senior Executives<\/a> in many agencies and all management objectives, included dimension where it is clear that the responsibility of managers and supervisors to promote a more diverse and inclusive workforce. Have you seen cases in which managers have engaged in unacceptable conduct but have not been adversely affected anyway, does that happen and if so what are we doing to mitigate that . Part of my role is also equal implement opportunities so compliance and investigation fall within the umbrella of the workforce. We thin take those matters very fiercely. There is a challenge of underreporting both those things that we are made aware of we address immediately. Is not the most popular thing for person to be disciplined, but it is what has to happen for the workforce to have confidence in the system. In 2018, how many ceos investigations took place . I dont have a number. Can you get that break it down in terms of protected class . Yes. Can you assure an underrepresented minority or physical challenge applicant that they will work on a level
Playing Field<\/a> of harassment and discrimination can we make those assurances now what is agency doing on the ground to make that right . I would like my personal commitment to it, i say across the board were as strong as we need to be and we are seeing positive trends of disabilities in the
Defense Intelligence<\/a> and we are seeing recruitment and retention of those rates that are tracking pretty well to what we are seeing across the federal workforce. But i say in all areas and this goes back to having the data, i dont have a lot of the data on these protected classes to prevent that to you. Its an area that im committed to but i would need to have more data to provide the picture and let you know. The adjudication of these, what proportion of them goes to the claim versus agency, do you know that christmas. We were looking at some, i dont have it off the top of my head, the majority of cases are not in favor of the complaint because of our legal system resides with the complainant, that is not to say that we have not had cases that clearly they have prevailed in the matters, but my philosophy is, lets not wait until we get all the way to trial, lets focus in on early conflict and intervention because they take years to come to, we dont want those issues within the workplace to permeate that long. My focus is more on the proactive prevention and being prompt of findings from adjudicated light. If we can within our power to make change at the early stage, then that is what we need to do. I had a briefing recently at the cia and their eoc, manager and they had 18 cases that had more cases but 18 that were being investigated in previous years and the indication of those agencies not been at fault. That is one of make sure that the reporting goes on and i think when you have results that show the completed is not heard or heard but never at fault, and the eight with people wanting to bring eoc claims, we can create an environment on the front end, were more receptive but also need to drive down on those numbers to see if we are getting to the heart of the problem from the scrum nation. Thank you. Thank you. Thank you, mr. Chairman. I want to go back to one of the favorite topics, security clearances. I want to make sure that i heard this correctly. It was exchanged with the raking member. We all know and can stipulate to the fact of the security clearances are taking way too long to complete. But what i think i heard, that our efforts to recruit diverse candidates are disproportionately negatively impacted by the protracted process. Would that be your prospective customer. I would not go that far, what i did say is in relation to having to wait financially for a security clearance for anyone whether you fall with a minority or other groups . So you do not believe that is true. We have a general problem not a specific problem with respect to recruit diverse candidates. Before i can make that, i would need to look at the specifics of what i did say, there are i would have to say, there is a general problem, i dont have the data to give you. I think its more social economics, whether the individual can afford to wait. We have a disproportional problem with respect to people who have been socially economically were challenge . Would it not stand to reason that that would more apply to diverse candidates . Im not able to make that connection, if you cannot afford to wait is a problem we need to fix. I dont believe we can achieve the dimmer graphic if we dont take into account geographic diversity. My perspective is, strongly held but based only on evidence that there seems to be a bit of a biased east of the mississippi or east of the rockies and that our efforts to have people within the i see reflect the geographic diversity of this country are falling short. Why that relates to todays topic, we have incredible candidates in the left as well. I dont think we can afford to turn a blind eye and further in the shared goal of increased diversity, you have given me a lot of affirming head nods. I absolutely agree. A couple of initiatives that we are participating in to get outside, they include the jen cyber, these counts that we have targeted early try middle school and
High Schoolers<\/a> in more than 40 states plus the district of clement and puerto rico. That gets to geographic the left. Were out there past the mississippi but in addition to the geographic, it also helps with the recruitment of women and thats not the intent of the program but what were exposing the capabilities of the mission in the 80 of
Computer Science<\/a> students are women and jen cyber were the important of the participants are girls. Likewise for the 40 of the participants are minorities and we partnered with the girl scouts and jen cyber from their parents has been their daughters are more excited about technology and more excited about college. So were pressing on that as well. And then ill add on the centers for
Academic Excellence<\/a> the cyber dysfunction under defense of the security agencies partners with dhs. We are in every state plus d. C. And puerto rico those colleges and universities have the opportunity to be exposed to our mission and develop expertise. We are very confident. I think the data suggests with respect to the diversity you had notable success in particular, are there any efforts, one or two efforts that contribute to that above and beyond what you mentioned to me just now in terms of the outreach . What is acknowledged and best practices. How would you compare the poem recruitment to the problem of retention clip we see a greater patrician of people of color from agencies than we do the general population of the agencies and you conduct a preview to find out why and what can you show us about that . Mr. Chairman on the department of
Defense Intelligence<\/a> areas one of the things that was eyeopening to me in this data is for women in particular although they are showing up the hiring numbers are increasing they are also leaving at a higher rate as well so we have a problem there that we need to dig into. We are seeing across support agencies a better trend where we are starting to recruit more women into the workforce and we are retaining them better that we have an issue. What do you attribute the higher, the increase i guess in the rate of attrition among women in the icy . I dont have exit survey so thats one area gone back to argue that we should start implementing that and
Getting Better<\/a> data using the i. T. Climate surveys that those individuals participate in every year. We are seeing everything from challenges and work place flexibility to the promotion and there are things that we have undertaken acrosstheboard there. The air force pilots to provide greater flexibility for pregnant mothers working parents more flexible schedules. Its the end challenge in the entire committee but we make it work in the public option in things like that i mentioned earlier on areas like the army when you are drawing from a talent pool where only 10 to 15 are women to begin with, 75 of your intake is army that represents that, that is challenging. You dont have a big pool to draw from so that is a challenge to some of our retention numbers. That same point in time that was coming out of service have skills and knowledge of the service and the missionaries that we have a balance value in those veterans that knowing things our future command and where we are going at ai. We need to change that model so we may not be necessarily 75 coming out of the workforce and the civilian workforce. I would just probably say that theres an onset between hiring and attrition that gets you to a point of overall representation. The overall representation is steadily increasing for minorities and women and persons with disabilities. We are a always concerned about the reason behind the departure of employees. We dont have consistent exit survey data. There are some entities that offer more protected these for exit surveys. We also look at the climate surveys and we are beginning to have discussions with industry that practices poll surveying people to really find out what is your current experience right now. So the concern is that we dont want to lose our talent but we realize that when we are in a competitive environment with the many
Job Opportunities<\/a> that are out there that we have to make sure that our experience internal the people at opportunities for growth and that attrition is not because they couldnt grow. Its all related to how we shape our culture and we hope that its not related to things such as a negative workplace environment. So how we focus on it is as a culture level making sure people come into the
Intelligence Community<\/a> you dont have to leave to go back to school to get a graduate degree because we offer the degree programs internal to the ics so you can stay or if you need to move geographically we have locations all around the country so we can support you. We can make sure that you know. We have a very mobile workforce in the younger players that we have then you will see trends usually within three to four year window. These employees are looking for different opportunities and some may or may not be within the ic icy. I really want to have the flexibility so that when those individuals to leave that they know they can come back with better skills having worked in a different environment in a different sector and come in announced by the federal government over the course of their career. Its not a adore do you go auto then you can ever come back. We want people to have diverse experiences and their careers as well. The improvement he mentioned the overall compositional workforce, is that a function of increased hiring, better retention, combination of oath in terms of for acquiring better retention . Which is the area that you take needs more work . I think we cant put our eggs in any one basket. We have to do better hiring. Thereve been years let me put it this way then. Is the attrition rate going up or down . He over the course of years we have seen different trends so this past year from the 2017 to 20 t. Minority attrition increased from 23. 8 to 24. 5 . The question is were these reflective or of retirement, of resignations or to choose other career paths etc. . For women between 2017 and 2018 in 2017 women were 37. 3 attrition and 37. 4 in 2018. Again, some elements experience more attrition than others but for women we are looking at a. 1 difference for attrition from last year from this year. In what would that look like for the overall workforce . The actual numbers . Im just trying to compare the attrition rates for women and people of color are higher than for the general population of the agencies . It sounds like attrition rates are going the wrong direction for people of color and the rates in of the last year have remained fairly flat for women but if you look at the
Broader Workforce<\/a> is that reflective of attrition rates by the workforce or does that stand out as high among other elements of the workforce . I think its actually on par. In the
Intelligence Community<\/a> attrition is fairly low compared to other sectors. I think, and id have to give you the exact number somewhere, run 4 so once or workforce gets in they generally are. Can you explain then if the overall rate what you refer to when you say 27 attrition rate . Thank you are asking the overall number . Thank you mission the attrition rates for women and people of color. Those are markedly different attrition rates in the overall rate of 4 so are we comparing applestoapples are referring to different kinds . This is a minority and disability the people who departed from the icy. If you will i will provide that information to you anymore fulsome presentation. At me see, let me ask it this way. Is the rate of attrition for people of color within the icy higher than the rate of attrition for people not up color . Without that information front of me i can answer but i do believe that it is slightly highly or. But i cant give you any degree of certainty. If you could follow up with us on that. And finally is there also a delta in the offers made to people of color and offers accepted and i guess of those offers accepted people who actually show up for the first day of work. That implicates something and its part of what mr. Heck asked about who gets to the clearance process but also how long people can afford to wait. I have a colleague who has applied and been accepted into the icy and has been waiting endlessly to be clear. Not everyone has the luxury of waiting that long to the weird so can you break it down for us in terms of what the acceptance rate of offers and what the success rate is of people showing up when the process is complete . Unfortunately i dont have that. You it would be helpful for us to know the data exists and what it tells us about the disproportionate impact. For example its the case that its more difficult because of the economic circumstances for people of color to wait during the clearance process and maybe that means we need to speed up the clearance process as a means of increasing diversity within the agencies. Ms. Sewell. Along those same lines id like to know if we have the numbers for minorities in the core mission versus support. The experience writ large with diversity has been that if theres a pipeline its entrylevel and as itd dance is we lose folks as they get midlevel and then those that actually advance are promoted at the very top levels where the numbers are really low. I was wondering if you could get to the data with respect to numbers of minorities, minorities, the disabled and you can break it down to whatever you have it. Might those groups in the core mission have support . I can tell you overall but there are fewer minorities in core mission areas, call core mission and that overall minorities make up a greater share of what is termed to bury termed to be supports a patients but by support it can be any number of still highly
Technical Skills<\/a> but just not collection and analysis. Are there special efforts to really try to get that promotion ability and mobility within the icy once you get them in the door . There are some really good on boarding programs within the
Counterterrorism Center<\/a> the ncpc theres a twoyear on boarding program where people like given experiential learning through different parts of the directorate and organizations i think thats a promising practice in that way. Really promoting more mentorship and more involvement in employee
Resource Groups<\/a> because those are the peertopeer type of mentoring that can occur and also to make sure that people are connect it to the missions through those groups. If i can add one example, we are working with the air force on the pilot where we are testid promotion process over example rather than someone coming in with one specific management skill set and you only compete within that stovepipe we are working to them look at across all the pools of candidates and then regardless of that stovepipe to be able to promote writ large so you are not inhibited or limited by a particular skill set. And can you talk a little bit about your experience and do how you have moved up to number three . He to put your personal experience of both coming and and durability to be promoted to the icy. Yes maam. The key for me is we all need to be competent and we all need to be of high character. Exposure, me being exposed to other opportunities in
Senior Leaders<\/a> being exposed to my capability. Thats why we do focus on having our folks move around in various directors in different venues with what i tell folks we are all expected to be confident. And starting as a baseline for folks coming through the door as they get midlevel art confident and capable. We are still saying not as many get promoted to the upper levels. Right. They are at the point where its not simply what i call a tradecraft. It becomes what i referred to earlier as leadership expertise and interpersonal skills and being aware of opportunities and needs. Does unconscious bias sometimes play role in that . At the end of the day we are not devoid of the
Larger Population<\/a> in the world that we live in. I whats assume unconscious bias is a part of the toolkit of exposing your
Senior Leadership<\/a> to make them aware of their unconscious bias. It requires a training segment for unconscious bias to be aware and actually to be selfaware so we do require that of our managers. How important is mentoring to your elevation . Its absolutely important. Folks who are making decisions that im not aware of in the room need to have an people aware of individuals capabilities and have a trusting relationship and the trust really is developed by getting to know people different than we are getting those folks comfortable where they are comfortable advocating on their behalf. Without mentorship and sponsorship i would not have been able to take advantage of the opportunities. What did they say and is the
Biggest Barriers<\/a> in terms of promotion . Thats a tough one. Ive been in the job for about two years and spent time on the hill and in the private sector before that. I think you have hit on a lot of it, its the awareness and the training including the unbiased training in making sure we do our wards and complete the submissions but we have a diversity candidate on the board so we are not just looking at there are several things that we are doing and just leadership. We have a monthly h. R. Board that ive started attending to let them know leadership believes this is absolutely important and we have to do more in this area. Youve had a broad career in the h. R. Profession what would you say are the biggest pair years to promotion ability clicks you can get an entry level and you may lose folks to attrition but then you get to midlevel and some feel they are stuck at midlevel and cant seem to get elevated to the likeminded skill sets and im assuming excellence. That is obviously the top criteria. Absolutely. I think that has to do with the diversity of an
Individuals Network<\/a> and having mentors and sponsors that look like you and do not look like you, having a
Multicultural Network<\/a> is critical. It gives you greater access to information. Oftentimes people fall into patterns. So do we have formal
Networking Opportunities<\/a>, formal mentoring opportunities within the icy . I know there are definitely groups and i have spoken to several of those that are more informal but formal, formalize mentoring . Yes and we are really exploring the idea of formalize crosscultural mentoring. To be a ti has really started out very strong in that area and establishing matching programs where you are making sure you were not putting people in a room with someone who looks exact like you are has the same
Life Experience<\/a> as you because from that its less likely that you will grow from different perspectives. So taking mentoring and taking it up several notches and also focusing on making sure when we talk about people that we are sponsoring people that might not look like you and that and sponsorship and then i want to get to mr. Heck but i think sponsorship is being in the room and being given opportunities to show once skill set and trade when it comes to the core mission in moving from entry level to senior level. You have to be given an opportunity to develop those skill sets and then be given missions that will give you a chance to show your ability to do that. Are there efforts like that that are documented that are part of the review process for
Senior Management<\/a> . I think for me formalized
Sponsorship Program<\/a> i am not seeing that in any large scale across the community. Our senior managers in their evaluations on their ability to promote diversity in their units yes they are. They are held to creating the standard of culture where it can shadowing opportunities very formal shadowing opportunities. Certain seniors have taken the responsibility for making sure when they are going to meetings that they are bringing people along with them so that these people cannot only see what is actually happening at the meeting so they understand the
Corporate Culture<\/a> but the people of the table can then say who are the people that you problem with you and give them that opportunity for that second line exposure and really teaching seniors that you have to create purposefully a crosscultural team and look at the diversity of your team. I think more needs to be intentional. Thank you. Mr. Heck. Madam chair. What i didnt hear here today was any notion of a strategic lan of action. What i heard was a strong commitment. Explicit recognition of the overall problem. I guess what i want to ask is moving beyond the acknowledged meant we have an overall challenge here i would argue an opportunity. Not all the elements of the problem mark equally egregious and often in frankly a dialog like this between members of the legislative ranch and executive branches kind of like we are for everything. You know what, it never works. What i want to ask you is what are the components of this that you think are the priorities for attacking it and i dont want to bias you but for example heres heres what i heard my could be wrong. I heard for example women had modestly declined in this percentage over the last many years. Its pretty egregious. I heard hispanics were vastly underrepresented and i heard that all diverse categories were significantly underrepresented among
Senior Leadership<\/a>. I would get up and walk out of retaking wake you dont crack me boy if i were in charge to be focusing on them, those elements of the problem. Am i missing any or do you disagree with what i said and in any event what are your priorities . Thank you for that question. We actually do have an
Intelligence Community<\/a> enterprise strategy on diversity and inclusion. It is in very large goal areas. We look at leadership and accountability which i think we all agree is critical. Leadership of the very top, leadership of the midlevel and those who are acting as leaders in shaping
Organizational Culture<\/a>. The second is
Workforce Development<\/a> for fresno planning. We have to develop our workforce so that everyone is on an equal
Playing Field<\/a>. We are only hiring highly qualified candidates so we have to make sure that we are giving everyone the opportunity to succeed equally. We have to focus on the recruitment requiring attrition. Predevelopment and advancement is also critical and then removing the barriers to equal
Employment Opportunity<\/a> that ms. Sewell spoke about. You cant address and enterprise change initiative by hope daish hyper focusing on the area. All of these areas are critical in order to shape
Organizational Culture<\/a> and to effect change. With all due respect without disagreeing with you i would also argue that you cant make meaningful progress if you focus on everything at the same time. Thats why you decide you are going to champion one aspect so one person, youre absolutely correct cannot focus on all five of these areas. It takes strategic target ships. You have to have a strategic framework and a strategic partner. You have to have your
Mission Partner<\/a> and i will give an example of increasing
Technology Access<\/a> for persons with disabilities. Would not make sense for us to take that on as a heavy lift when we have a i see cio john sherman who has stepped into this space to create more accessible
Information Technology<\/a> for all persons. I see him as a champion and the goal to execute on parts of this strategy. With each of these areas for example our human
Capitol Office<\/a> , its critical that we work in tandem with them and we are doing a lot more of merging of our diversity outreach in our recruitment efforts. When did you adopt the fiveyear plan . 2016. It doesnt seem to be working that well. One could argue that it isnt an effective framework. I dont know im looking at the numbers, maam. The numbers can tell the whole story with all due respect and i would argue that every enterprise. They had better tell an important part of the story. If we are not measuring progress than i would suggest you need to take a second look at your framework. Mr. Coker want to get back to the priorities is because frankly and completely dissatisfied with that approach. Its not how i would frankly manage my business. We have challenges like this as well. Literally yesterday afternoon the board of directors working on our strategy and a component of our strategy is talent. The three bullets were now under their retention, hiring, retention hiring is one of development is to an environment is three. That is going to be part of an emerging strategy. That strategy is going to be use to prioritize to include our resources. I also would like to go vaxxer to the directors inclusion in focus area that we implemented for calendar year 19. Its the first one to implement their personnel practices. Our senior champion and thats one of the most senior colleagues directive or workforce support, thats number one. Number two
Senior Leader<\/a> accountability and im the senior champion on that one. Not just words but turned that into action and holding her most
Senior Leaders<\/a> accountable. The third of the six focus areas are accessibility of facilities, usability of services and the champions for that locus area is the capability responsible for developing the system that we use in our mission but also our facilities who are responsible for the brickandmortar making sure theres access to them. The fourth of the six is recruiting and hiring a
Diverse Workforce<\/a> and the senior champion for that is the chief. The fifth is on boarding and mentoring. The senior champion for that areas are stacked rector of
Workforce Development<\/a> at the last of the big six, this is an essay focus area developing a pipeline of a diverse senior candidate. We are confident that we have got the right priorities and focus areas and the
Senior Leaders<\/a> that we expect to deliver in each of those areas. My time is up obviously madam chairwoman just want to reinforce an infant chair did say earlier and expressing disappointment that the most
Senior Leadership<\/a> isnt here because it strikes me as we look at the elements of the problem and underrepresentation among
Senior Leadership<\/a> being one for all of the good work for this. You do with your respective agencies, the issue of
Senior Leadership<\/a> in particular is one if we have the director zero be difficult as i dont know an indepth conversation. We need to have happened here especially for that so i want to add my voice of disappointment to the chair. Im way over my time. You are very in indulgent and thank you. If i want to thank you all for being here. I hope that your take away is twofold to what we do want our top leadership to be accountable for the priorities and should teach it
Planning Efforts<\/a> and most importantly results, getting to the results. I want to thank you all for your time. I know this has been broken up. I will also want to thank the three of you for your expertise in your leadership and your various areas. A did you know this committee stands as a partner in this endeavor. This is not only oversight. We truly believe that the strength of the ic is diversity exceptionalism and if we are continued to be as exceptional as we are especially given her goal we need to make sure we are not leaving talent on the sidelines and that talent comes in lots of different shades, colors, abilities, thought and so the spectrum of diversity is what we are interested and, making sure we get geographical thought ratio, disability. We wanted all and i know that you do too. The second thing that i think is a take away is that we have got to figure out ways to get, to see that the best practices that you guys have identified as a part of your strategy are actually working and figuring out a matrix that will actually be able to help us determine how are we getting more women into that attrition and how were we getting more minorities to get to that attrition level . Those are very specific goals that your matrix, figured data is indicating that we should be focused on. So i look forward to working with you on that issue and i want to thank all of our april men and women in the ic everyday to take care of our
National Security<\/a>. I know its a tough job and i know that we are better for it and we have the diversity and beautiful tapestry of diversity within this nation representative in our workforce but i want to thank you all. This hearing stands adjourned. [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] i had never heard of her. I had never met her and she, we got emails recently that were sealed. They tried to seal them. We subpoenaed the emails that the lawyers said they didnt have money but we finally got them and in the emails she admits that in 2000 by then which is nine years after she claimed seven different times and places i never was asked airplanes in front of my own house she said. And then she came into my house. She said we had video surveillance. And in the event in 2011 she writes an email proving she never heard of me. She had to be told oh dershowitz hes the guy who representative claus von below. He is famous. You should put them in your look. You should put him in your book because he will help you sell the book. So then she puts me in the book has some and she did not have sex with. She said she had sex with professor stephen she said she had sex with george mitchell. She said she had sex with
Bill Richardson<\/a> and she had sex with you name it but she said she did not have sex with me. Then when she meets her lawyers a few years later that night she remembers. She is woken. She remembers yeah, yeah that gaia never heard of i had sex with him seven times. And how can anybody could believe this is remarkable to me. I hired the former head of the fbi louis freeh and i sit here you do this. Im not even going to be involved with you. Here are all of my travel records. You do an investigation but he did an investigation he said there was absolutely no truth to the charges. That was just a short portion of remarks from retired harvard law professor alan dershowitz. See the entire program tonight. The u. S. Senate comes back into session on monday, september 9 with 2 important issues on their important agenda avoiding the
Government Shutdown<\/a> in antigun violence legislation before senators return to washington get a behindthescenes look with cspans
History Program<\/a> this sunday, conflict and compromise. Heres a preview. Some of the government in which we live was created in the. Of compromise. Thomas jefferson questioned the need for senate. The framers established the senate to protect people from their rulers and as a check on the house. There it lies in the hands of congress in the
United States<\/a> senate. The senate, conflict and compromise. Cspan city archives in unique access to the
Summit Chamber<\/a> could we look at the history positions and roles of u. S. Senate. Sunday at 9 00 p. M. Eastern and pacific on cspan. A hearing now examining
Bipartisan Legislation<\/a> aimed at lowering the cost of health care witnesses agree to
Lower Health Care<\/a> costs that was the right approach in lowering premiums and drug prices, improving access to health care and ensuring patients are not surprised by medical bills. They also told lawmakers the more oversight was needed of hospitals and drug companies. Other topics include modernizing
Telemedicine Technology<\/a> in rural areas, the increase in","publisher":{"@type":"Organization","name":"archive.org","logo":{"@type":"ImageObject","width":"800","height":"600","url":"\/\/ia801003.us.archive.org\/31\/items\/CSPAN2_20190827_191900_House_Intelligence_Committee_Hearing_on_Diversity_Part_1\/CSPAN2_20190827_191900_House_Intelligence_Committee_Hearing_on_Diversity_Part_1.thumbs\/CSPAN2_20190827_191900_House_Intelligence_Committee_Hearing_on_Diversity_Part_1_000001.jpg"}},"autauthor":{"@type":"Organization"},"author":{"sameAs":"archive.org","name":"archive.org"}}],"coverageEndTime":"20240716T12:35:10+00:00"}