The Foreign Service Journal, January-February 2019

THE FOREIGN SERVICE JOURNAL | JANUARY-FEBRUARY 2019 15 energy-draining and mission-eroding prejudice or sexual harassment. • Entry-level officers who are “digital natives” may have insights more senior supervisors do not that could have significant benefits, for example, for eco- nomic sections that deal with technol- ogy sectors and products, or for political and PD sections seeking to address the “youth bulge” in some countries. More experienced officers may have a broader historical context and deeper institu- tional knowledge that would be useful for junior colleagues seeking to understand and respond to developments in their host countries. • Engagement on human rights by employees of color enhances these efforts by providing additional and potentially different points of view that make such engagement more authentic and thus more effective at confronting anti-U.S. propaganda. • Diversity and inclusion are how we walk the talk of American values. Female FSOs publicly representing U.S. policy in male-dominated societies or a chief of mission with a same-sex spouse can be a powerful symbol of American values. I recall the powerful statement President Ronald Reagan made when he appointed an African-American ambassador to South Africa during the apartheid era. The bottom line: “Diversity” is for and about all employees, not a particular demographic group or groups. Through energetic and intentional diversity and inclusion efforts—e.g., by fighting uncon- scious bias and seeking to eradicate sexual harassment—we aim to ensure that all employees feel included and empowered to contribute to our mission. One team, one mission, one future. An inviting, inclusive workplace is a rising tide that lifts all boats. n Share your thoughts about this month’s issue. Submit letters to the editor: journal@afsa.org