Sec. 106. Collection, analysis, and dissemination of workforce data
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Not later than 180 days after the date of the enactment of this Act, and annually thereafter for the following 5 years, the head of each international affairs agency shall submit a report to the appropriate congressional committees that includes disaggregated demographic data and other information regarding the diversity of the workforce of the agency. The report required under subsection
(a)shall include, to the maximum extent the collection and dissemination of such data can be handled in a manner that protects the confidentiality of individuals and is otherwise permissible by law— for the 3-year period ending on the date of the enactment of this Act, demographic data on each element of the workforce of the agency, disaggregated by rank and grade or grade-equivalent, with respect to— individuals hired to join the workforce; individuals promoted, including promotions to and within the Senior Executive Service or the Senior Foreign Service; individuals serving as special assistants or senior advisors in any of the front offices of the head of agency; individuals serving as detailees to the National Security Council; individuals serving on selection boards; members of any external advisory committee or board who are subject to appointment by individuals at senior positions in the agency; individuals participating in professional development programs of the agency and the extent to which such participants have been placed into senior positions within the agency after such participation; individuals participating in mentorship or retention programs; and individuals who separated from the agency, including individuals in the Senior Executive Service or the Senior Foreign Service; and data on the overall number of individuals who are part of the workforce, the percentages of such workforce corresponding to each element specified in paragraph (1), and the percentages corresponding to each rank, grade, or grade equivalent. The report required under subsection
(a)shall describe and assess the effectiveness of the agency's efforts— to propagate fairness, impartiality, and inclusion in the work environment, both domestically and at overseas posts; to enforce anti-harassment and anti-discrimination policies, both domestically and at overseas posts; to refrain from engaging in unlawful discrimination in any phase of the employment process, including recruitment, hiring, evaluation, assignments, promotion, retention, and training; to prevent retaliation against employees for participating in a protected equal employment opportunity activity or for reporting sexual harassment or sexual assault; to provide reasonable accommodation for qualified employees and applicants with disabilities; and to recruit a representative workforce by— recruiting women, persons with disabilities, and minorities; recruiting at women’s colleges, historically Black colleges and universities, minority-serving institutions, Hispanic-serving institutions, Tribal colleges and universities, and other institutions serving a significant percentage of minority students; placing job advertisements in newspapers, magazines, and job sites oriented toward women and minorities; sponsoring and recruiting at job fairs in urban and rural communities and at land-grant colleges or universities; providing paid internship and other opportunities; recruiting mid-level and senior-level professionals through programs designed to increase representation in international affairs of people belonging to traditionally underrepresented groups; and offering the Foreign Service written and oral assessment examinations in several locations throughout the unit. Not later than 1 year after the publication of the report required under subsection (a), and annually thereafter for the following 5 years, the head of each agency shall submit a report to the appropriate congressional committees, and make such report available on the agency's website, that includes, without compromising the confidentiality of individuals and to the extent otherwise consistent with law— disaggregated demographic data, to the maximum extent that collection of such data is permissible by law, relating to the workforce and information on the status of diversity and inclusion efforts of the agency; an analysis of applicant flow data, to the maximum extent that collection of such data is permissible by law; and disaggregated demographic data relating to participants in professional development programs of the agency and the rate of placement into senior positions for participants in such programs. The report required under paragraph
(1)may be combined with another annual report required by law, to the extent practicable.