Newly uncovered documents reveal that the CIA has placed Diversity, Equity, Inclusion and Accessibility (DEI) at the forefront of its hiring and promotion processes, a strategy that critics argue could be distracting the agency from its core intelligence mission. According to internal files and presentations, the CIA has embedded DEI initiatives into its operations, a move aimed at cementing these programs regardless of future political changes.
Jerry Laurienti, the CIA’s Chief Diversity and Inclusion Officer, highlighted the role DEI now plays in promotions at a May meeting of the Defense Advisory Committee on Diversity and Inclusion. He described DEI as a “core mission” of the CIA, explaining that leadership candidates are assessed not only on mission performance but also on their commitment to fostering a diverse, inclusive workplace.
The agency’s promotion criteria include mission effectiveness, corporate mindset and DEI performance, according to Laurienti. Candidates must show how they’ve created inclusive environments within their teams, a mandate he said goes beyond performative measures. “I want to hear that it’s something they’re doing all day every day,” he noted.
Critics, including former CIA official Fred Fleitz, warn that prioritizing DEI could weaken the agency’s intelligence-gathering abilities. Fleitz argued that focusing resources on DEI initiatives undermines the CIA’s core mission and that America’s adversaries may be benefiting from these distractions. He cited what he called “risk aversion” at the agency, suggesting that over-cautiousness and careerism are already hurting its effectiveness.
The CIA’s latest DEI strategy extends to preserving these programs beyond the current administration. One internal slide emphasized a desire for programs that “endure despite changes in leadership.” Fleitz contends that it will take a future administration’s commitment to reverse what he calls “social engineering” at the CIA and he urged a refocus on national security priorities.
