The CIA has put Diversity, Equity and Inclusion (DEI) at the core of its promotion and hiring criteria, according to internal documents and statements from agency officials. Critics argue that the agency’s focus on DEI initiatives could be detrimental to national security, as resources shift away from mission-oriented goals.
Chief Diversity and Inclusion Officer Jerry Laurienti explained the agency’s DEI approach in a presentation to the Defense Advisory Committee on Diversity and Inclusion in May. Laurienti stated that DEI criteria are now required in all promotion panels, which assess leaders on mission performance, corporate values and DEI. He emphasized that candidates must show how their DEI efforts benefit their teams.
Laurienti’s presentation highlighted the agency’s goal of making DEI initiatives resilient to political changes, with one slide indicating a desire for programs that “endure despite changes in leadership.” The CIA’s DEI strategy from 2024-2027 stresses the importance of embedding these values permanently within the agency’s structure.
Fred Fleitz, a former CIA officer, warned that prioritizing DEI could compromise intelligence work. He believes that America’s adversaries could capitalize on what he describes as a “distracted” CIA. “They’re using quotas rather than merit-based decisions, which impacts the agency’s effectiveness,” Fleitz said, expressing concerns that top talent may be overlooked.
The DEI program’s goals include reducing barriers for underrepresented groups in hiring and advancement, aiming to promote a supportive work environment. Fleitz argues that the agency’s DEI commitment goes beyond what is necessary, cautioning that restoring a merit-focused approach may require significant efforts from future leaders.
