Sec. 103. Diversity and inclusion offices
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/bill/118/s/5581/is/section-103·A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
It is the sense of Congress that diversity and inclusion offices are crucial in advancing transparency, accountability, and merit-based policies and practices that promote retention and efficiency. The headquarters of each international affairs agency may establish a Diversity and Inclusion Office (referred to in this section as the Office ). Each Office shall be led by a Chief Diversity and Inclusion Officer, who shall— hold the rank and status of ambassador, Senior Executive Service, or an equivalent position, if applicable; report directly to the Secretary, the Administrator, or the head of any other international affairs agency to which such position is assigned; be supported by senior and other personnel with expertise in DEIA; act as the principal advisor for such agency on matters related to DEIA; and be responsible for— leading the development and strategic planning of proactive DEIA initiatives, including agency DEIA strategic plans or other agency strategic plans that support diverse workforces and advance fair and transparent human resources policies and practices; advancing transparency, accountability, and meritocracy in the hiring, recruitment, and retention of a diverse workforce, including through collaboration with other offices, bureaus, units, and organizations within the agency to provide support in assessing potential barriers and developing hiring, recruitment, retention, and promotion strategies, including developing and utilizing entry-level and mid-career hiring authorities that facilitate linguistic, cultural, regional, functional, and other diverse expertise needed to address 21st century diplomacy and development challenges; recommending relevant professional development and training initiatives for the agency workforce; ensuring the agency complies with all relevant equal employment opportunity and other relevant laws and regulations, as applicable; serving as a permanent voting member of any subagency, committee, or panel responsible for the selection of senior leadership positions within the agency, including Chiefs of Mission, Deputy Assistant Secretaries, Deputy Chiefs of Mission, Principal Officers, Deputy Administrators, Vice Presidents, Senior Executive Service positions (as defined in section 3132(a)(2) of title 5, United States Code), and Senior Foreign Service positions; coordinating and engaging with the CDIOs at other agency and interagency offices, bureaus, and entities responsible for civil and human rights, employment discrimination, human resources, talent management, and other related issues, as necessary, including the Office of Personnel Management, to assess areas of improvement for hiring, recruitment, and retention within the agency; working with relevant officials, including officials from human resources offices, civil rights offices, and the Foreign Service Institute, to provide all employees and persons working overseas under chief of mission authority country-specific training regarding— fair and equitable employment practices and nondiscrimination and harassment policies; and underserved, vulnerable, and marginalized communities, including how country languages, economies, environments, health, education, cultural and religious practices, histories, norms, and practices may impact diverse United States personnel and their families; coordinating and collaborating, as necessary and appropriate, with other bureaus and offices responsible for DEIA initiatives, including Ambassadors at-large, Special Representatives, Civil Rights Offices, Offices of Small and Disadvantaged Businesses, and entities with similar responsibilities at other agencies; utilizing surveys, scorecards, dashboards, and other data collection tools and metrics to measure and review the implementation and effectiveness of agency efforts— to promote workforce cohesion, transparency, efficiency, and merit-based policies and practices, including reviewing DEIA and other precepts and performance review processes and procedures; and implement accountability mechanisms in eliminating discrimination and harassment; and engaging in any other activities that will assist in fulfilling the mission of the Office.