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Memo 13583MemorandumObama · D Quiet signal

Presidential Memorandum 13583

Promoting Diversity and Inclusion in the National Security Workforce

This memorandum directs national security agencies to improve diversity and inclusion through data transparency, expanded demographic tracking, professional development programs, and leadership accountability measures. It requires annual public reporting on workforce demographics and inclusion metrics, with initial reports due within 90 days.

Federal Register Open PDF 81 FR 69993

Impact dates

  1. Annual public data updates and workforce reports

  2. Assistant to President for National Security Affairs reports to President on implementation progress

  3. Agencies provide workforce diversity reports to senior leadership

  4. Agencies submit determinations on additional voluntary demographic data collection to OMB/OPM/EEOC/Labor

Key directives

  • Make aggregate demographic data publicly available, updated at least annually (Sec. 1(a))
  • Provide workforce diversity reports to senior leadership within 90 days, then annually (Sec. 1(a))
  • Develop systems to collect and analyze voluntary applicant flow data (Sec. 1(b))
  • Determine recommendations for additional voluntary demographic data collection within 90 days (Sec. 1(c))
  • Conduct stay and exit interviews/surveys with demographic analysis (Sec. 2(a))
  • Expand professional development and SES Candidate Development Programs with demographic tracking (Sec. 2(b))
  • Institute review process for security-based assignment restrictions (Sec. 2(c))
  • Make unconscious bias training mandatory for senior leaders, managers, and HR/security personnel (Sec. 3(c))
  • Provide additional training to units with below-average inclusion scores for 3+ years (Sec. 3(c))
  • Report to President on implementation progress within 120 days, then annually (Sec. 4)

Who is ordered

Timeline

Immediate

  • Agencies must begin preparing demographic reports for senior leadership
  • Agencies must start assessing voluntary data collection for additional demographic categories

Near term (90d)

  • Agencies must submit workforce diversity reports to senior leadership (Sec. 1(a))
  • Agencies must determine recommendations for additional voluntary demographic data collection and submit to OMB/OPM/EEOC/Labor (Sec. 1(c))
  • First presidential progress report due from National Security Advisor (Sec. 4 - actually 120 days)

Long term

  • Annual public reporting on diversity and inclusion metrics
  • Annual evaluation of professional development program demographics and placement rates
  • Ongoing expansion of unconscious bias training
  • Phased implementation of applicant flow data collection

Risks & tensions

  • Voluntary data collection for sexual orientation and gender identity may face participation and privacy concerns
  • Classification concerns may limit transparency of intelligence community data
  • Phased implementation 'commensurate with agency resources' may delay enforcement
  • Mandatory training requirements depend on appropriations availability (Sec. 5(b))
  • Memorandum explicitly disclaims creating enforceable legal rights (Sec. 5(c))
Presidential Memorandum 13583: Promoting Diversity and Inclusion in the National Security Workforce · Executive Orders