The CIA’s recent push to center Diversity, Equity and Inclusion (DEI) within its operations has drawn criticism from former intelligence officials who argue that the emphasis on DEI could compromise the agency’s core mission. The 2024-2027 DEI strategy, outlined in internal documents and presentations, aims to embed DEI into hiring and promotions, with an eye toward making these programs long-lasting.
Jerry Laurienti, the CIA’s Chief Diversity and Inclusion Officer, provided insights into this strategy at a Defense Advisory Committee meeting in May. Laurienti highlighted how the CIA’s promotion panels now require candidates to demonstrate DEI commitments, evaluating leaders on mission performance, corporate alignment and contributions to an inclusive workplace.
Documents from Laurienti’s presentation suggest that CIA employees want DEI policies to persist regardless of changes in the White House. One internal slide noted the desire for DEI initiatives that are “not easily shaken” by new administrations. Critics argue this focus on permanence risks overshadowing mission-critical objectives, especially as the CIA diverts resources to support these initiatives.
Fred Fleitz, a former national security official, expressed concerns that DEI priorities might distract the CIA from its intelligence work. Fleitz noted that foreign adversaries could benefit from the agency’s shift toward inclusivity at the expense of security. “We’re not hiring the best and brightest for the job,” Fleitz stated, pointing to quotas he claims are now used in place of merit-based hiring.
The CIA’s DEI strategy also aims to create a “psychologically safe” environment for all employees, with a focus on reducing barriers for underrepresented groups. While supporters see this as an inclusive move, critics argue that an emphasis on social priorities could reduce the agency’s effectiveness in its mission to safeguard national security.
