Internal CIA documents and presentation show an attempt to place DEI at the center of the intelligence agency.

The Central Intelligence Agency’s newly revised Diversity, Equity, Inclusion and Accessibility (DEI) strategy promises to put diversity at the center of promotion decisions and try to strengthen programs to withstand changing administrations, according to internal documents and public appearances by senior leaders. Diversity agency official.

“We view this as core to our mission,” CIA Director of Diversity and Inclusion Jerry Laurienti said of DEI in a presentation earlier this year. He made his remarks at the Department of Defense Advisory Committee on Diversity and Inclusion (DACODAI) biannual business meeting in May.

Fred Fleitz, a former CIA agent and national security official in the Trump administration, spoke about this. Just news that DEI initiatives are “pretty deep-rooted” in the agency and warns that they are detrimental to mission accomplishment.

“And this DEI philosophy is ingrained quite deeply in our government, including the Central Intelligence Agency. They do not promote or hire employees, but rather give bonuses based on merit. They use quotas. They use DEI to advance policy outcomes,” Fleitz said.John Solomon Reports» podcast.

Laurienti described the presentation as demonstrating how DEI is used as a key filter for candidates for promotion to leadership positions at the intelligence agency and that DEI training is integrated at all levels of leadership, according to a recording of his presentation, meeting minutes and minutes of the meeting. CIA slide presentation reviewed Just news.

recording of a live performance was published on video streaming site Rumble. The content matches published CIA documents and meeting minutes from the presentation.

“Right now, we already have the necessary training for leaders at different levels,” Laurienti said. Additionally, “when you’re on the executive promotion panel and especially the senior leadership team…those panels include our head of talent, then the heads of each department, and then me.”

Productivity, Enterprise Thinking and DEI

According to Laurienti, the promotion committee evaluates each candidate on three criteria: mission accomplishment, corporate mindset and DEI.

“And in the third, they must demonstrate not only their corporate contributions, but also the impact of their efforts on DEIA,” he said.

According to Laurienti, this means “they create an equitable and inclusive environment within their teams to achieve the mission, every day, all day long.”

“I don’t want to hear that they do something after work or that they just do it collectively, I want to hear that they do it every day all day so that every person in their department can come work on it at work, and don’t try to fit in,” he added.

He also confirmed that DEI has impacted the agency’s progress. “I can tell you that over the last two years of commissions, we have moved people up and down based on these meetings.”

CIA officials are also committed to making DEI programs permanent, regardless of which administration occupies the White House.

One of the slides in Laurienti’s presentation listed the findings his office made based on employee feedback about the agency’s DEI programs. One conclusion is that workers want programs to continue despite changes in leadership in the White House, even though the president has direct control over all executive branches under the Constitution.

“It cannot be easily shaken or collapsed by changes in the executive administration,” the slide reads.

Agency staff also want DEI programs to “help create a sense of psychological safety for everyone” and “move away from perceived ‘performative’ activities.”

You can read the presentation and meeting minutes below:

The CIA’s Diversity, Equity, Inclusion, and Accessibility Strategy 2024–2027 emphasizes the importance of reinforcing DEI criteria in hiring and promotions, corporate communications, and training courses.

“When equity and inclusion are built into processes and procedures, the CIA is better positioned to create and maintain a workplace where all officers can safely contribute to mission success,” the strategy states.

Redirecting resources to DEI initiatives

The goals also state that the CIA should work to “reduce barriers that may impact hiring, promotion, and/or advancement opportunities for individuals from underrepresented groups.”

You can read the strategy below:

Fleitz warns that America’s “mortal enemies” are happy to see the agency diverting resources to DEI initiatives rather than its core intelligence capabilities, which he says are suffering.

Our enemies are “quite pleased to see the former major intelligence agency spending all this time and energy going after people who don’t support this philosophy,” he said.

He diagnosed the problem as a combination of risk aversion resulting from bad calls during the War on Terror and the infiltration of DEI into the hiring and promotion process.

“(F)e first of all, (the CIA) suffers from risk aversion and careerism. “They’ve made the cost of error too high, and analysts are encouraged to keep their heads down, not to make bold predictions or conclusions, and when you read the top score, there might be 12 pages of key judgments, and they’re worded in a way that means nothing,” he said. Fleitz.

“So there were already problems with the analysis, and now it is undermined by the fact that we are not hiring the best and brightest people to do this analysis,” he added.

Agent says ‘dressing up improved his skills’

Earlier this year, ahead of the presentation, the broader intelligence community came under scrutiny to emphasize DEI after an internal newsletter featuring a cross-dressing agent also highlighted several progressive topics, such as gender identity and a focus on problematic or offensive language.

The guest agent wrote that cross-dressing improved his skills in “understanding hidden assets” and overcoming his own “biases and identity-based thinking patterns.”

“I am an intelligence officer and a man who likes to sometimes wear women’s clothing,” the agent wrote. “I think my cross-dressing experience has honed the skills I use as an intelligence officer, especially critical thinking and situational awareness.”

Fleitz said a future administration will have to fight back against efforts to perpetuate the practice. “There is no place for social engineering in a mission-critical organization,” he said. “But if you listen to … this briefing, read these slides, you will see that they have pushed DEI from top to bottom throughout the organization.

“Now I think a future administration may change this, but you can see the DEI and CIA bureaucrats are digging in,” he added.

“The entire culture of the agency needs to be changed to focus on the fact that, by law, their mandate is to support the president, to help him make good national security decisions. And I think the president will have to choose someone who understands the complexity of the problems that have been building up for decades at the CIA,” Fleitz said. “This is deep and very serious, and it will be a difficult problem to solve.”