Newly surfaced CIA documents and presentations reveal a push to make Diversity, Equity and Inclusion (DEI) a central factor in agency promotions and hiring, a move some intelligence experts believe may hinder the CIA’s effectiveness. Under the new DEI strategy, promotion panels evaluate candidates based not only on mission performance but also on their DEI contributions.
CIA Chief Diversity and Inclusion Officer Jerry Laurienti shared details of the DEI-centric strategy during a Defense Advisory Committee meeting in May, explaining that leaders are now assessed on their efforts to create inclusive environments. Laurienti stated that this emphasis on DEI is not optional and extends to all levels of CIA leadership.
The CIA’s approach aims to establish DEI criteria that can withstand changes in the White House. Internal documents reveal that employees want DEI policies to “endure despite changes in leadership,” signaling a shift toward permanency. Laurienti’s presentation also highlighted feedback from CIA staff who want these initiatives to go beyond “performative” actions.
Former CIA official Fred Fleitz criticized this focus, calling it a distraction from the agency’s primary mission. Fleitz argued that while the CIA should be prioritizing national security, it’s instead shifting resources to DEI initiatives that may not serve its core objectives. He believes that America’s adversaries stand to benefit from an intelligence agency focused on inclusivity rather than capability.
The CIA’s DEI strategy, covering 2024-2027, also calls for reducing barriers for underrepresented groups in hiring and promotions. Fleitz suggested that a future administration might need to overhaul these initiatives to restore a focus on merit and mission-critical work, voicing concerns that DEI priorities could lead to compromised intelligence capabilities.
