Sec. 7. Leadership engagement and accountability
380 words·~2 min read·
/bill/116/s/497/is/section-7A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
Each national security agency shall implement performance and advancement requirements that reward and recognize the efforts of individuals in senior positions and supervisors in the national security agency in fostering an inclusive environment and cultivating talent consistent with merit system principles, such as through participation in mentoring programs or sponsorship initiatives, recruitment events, and other similar opportunities. Each national security agency shall create opportunities for individuals in senior positions and supervisors in the national security agency to participate in outreach events and to discuss issues relating to diversity and inclusion with the workforce on a regular basis, including with employee resource groups.
Each national security agency that has an external advisory committee or board to which individuals in senior positions in the national security agency appoint members is strongly encouraged by Congress to— collect voluntary demographic data from the members of committee or board; and ensure the external advisory committee or board is developed, reviewed, and carried out by teams that represent the diversity of the organization. Each national security agency shall— expand the provision of training on bias, including implicit or unconscious bias, micro-inequities, inclusion, and flexible work policies to the workforce of the national security agency; and make micro-inequities and bias training, including on implicit or unconscious bias, mandatory for— individuals in senior positions in the national security agency; other individuals holding management positions in the national security agency; and individuals in positions at the national security agency having responsibilities relating to outreach, recruitment, hiring, career development, promotion, or security clearance adjudication.
The provision of training required under paragraph
(1)may be implemented in a phased approach commensurate with the resources of the national security agency. Each national security agency shall make available training on implicit or unconscious bias for members of the workforce of a bureau, directorate, division, office, or other component of the national security agency the inclusion scores of which, such as those measured by the New Inclusion Quotient index score, rank below the average for the national security agency for a period of 3 years or longer. Each national security agency shall give special attention to ensuring the continuous incorporation of research-based best practices in training provided under this subsection, including best practices relating to addressing the intersection between certain demographics and job positions.