The Foreign Service Journal, June 2022

THE FOREIGN SERVICE JOURNAL | JUNE 2022 31 We’re trying to bring some more transparency here that follows the law and regulations, because it’s needed. AFSA: Thank you. Disabilities were briefly mentioned, and the person asking the question would like more detail on the efforts to ensure that people with disabilities are included in the Foreign Service. CDIO: Absolutely. We’re working to ensure that our col- leagues with disabilities are not only welcomed at posts or in offices, but that the right things are in place so that they can fully contribute. Let me be honest. All of these things, microaggres- sions or worrying about whether you’re going to have somebody with a disability, whether you’re going to be able to support them properly, these concerns, these issues are with all of us. You can go to our SharePoint site to get information. Things are in place to help us ensure that our colleagues are able to do their jobs like everyone else. We need to hear from you. We’re working with our partners in the Office of Accountability and Accommoda- tions. They do amazing work and have been full partners with us and GTM in other places, as well. But we’ve got more to do. AFSA: Are there any things that can be quickly implemented to advance demographic changes in the Foreign Service mid- and senior-level ranks that are not tied to recruitment and entry-level positions? CDIO: Well, we’ve had mid-level programs before with vary- ing degrees of success. There’s interest on the Hill for another one. GTM has the lead on that. We have certainly discussed it, but I have not been in any discussions recently on that. It’s a chal- lenge. Legislation was being advanced when I first came to the job a year ago that talked about a mid-level program, and one of the challenges is distinguishing between a mid-level program and entry-level FSOs. Let’s be honest. With the typical mid-level program, some- body might have five to seven years of experience and/or an advanced degree and/or something like that. But we come in with that as entry-level officers. So how would you make a dis- tinction between mid-level versus entry-level when many entry- level officers come in with so much experience? I certainly believe such a program needs to be examined, because I don’t believe we can wait for numbers to work their way up. When I came in over 30 years ago, that’s what we said would happen: “Oh, we’re increasing the numbers at the bottom. They’ll work their way up.” But we need to find out what’s happening to people. My office is supporting GTMwith our survey to find out what makes people leave, women as well as underrepresented groups. We want to make sure that we don’t lose anyone that we don’t have to lose. How do we make sure that they believe they can make it to the senior ranks? I remember hearing a senior-level officer say, because somebody briefed him on this, that he understood that minorities and women don’t raise their hands for the senior positions. I was silently groaning and ready to pull my hair out, because I was thinking, “No, we want those positions!” But I have been in touch with women, in particular, who say they’re not sure they’re going to go for a DCM job because they don’t think they have a chance. And for sure you don’t have a chance if you don’t put your hand up. My mom always said, “Make them tell you no. Don’t pull yourself out if you want it.” Knock on those doors. Make them tell you no. b Amb. Rubin: Thank you for this terrific discussion. I hope we can continue this dialogue on a set of issues that we are committed to. I want to share that I heard from one member who said, “I know this is important, but in the middle of this crisis with Ukraine and Russia, should we really be stepping back and talking about this?” I replied, “If not now, when?” I mean, we’re always in a crisis. CDIO Abercrombie-Winstanley: We can walk and chew gum. Rubin: We can walk and chew gum, and we need to strengthen our Foreign Service, strengthen our diplomatic capabilities for the American people. And we’ve got to work on that all the time. I’m really glad we have had the opportunity to do that today. Abercrombie-Winstanley: Thank you for this opportunity to shed some light, shine some light. We appreciate our part- nership with you, and we expect you, colleagues, to hold us to account. Okay? Ask us questions: “What have you done? Where is this?” We need you to press us because that’s how we press forward. Again, it’s for everybody, and I’m privileged to be a part of this with my incredible, incredible team. Thank you. n Our favorite line is recruit for diversity and hire for merit.