The Foreign Service Journal, December 2020

THE FOREIGN SERVICE JOURNAL | DECEMBER 2020 73 AFSA NEWS USAID 2020 Promotion Boards: Concerns on Diversity, Inclusion and Transparency BY JASON SINGER, AFSA USAID VICE PRESIDENT The following was shared with the membership as an AFSAnet on Sept. 21. On Aug. 3, USAID published a notice outlining its new promotion board selection process. It stated: “All potential appointees will be randomly selected from the group of SFS and FS-1s currently occupying Senior Leadership Group positions.” This is an extremely small pool of candidates, one that actively excludes all FS-2s, as well as all FS-1s and above not currently in SLG positions, denying them opportunities to contribute and participate in a critical agency arrangement. Drawing from the small set of active SLG colleagues is statistically more likely to yield a less diverse board than drawing from the larger pool of candidates declared eligible in the Automated Directives System, including those at the FS-2 level and above. This is not a matter of opinion. It is a matter of math affirmed by the Office of Civil Rights and Diversity. In addition, the agency’s unilateral imposition of a new process contravenes recently negotiated ADS 463 on the promotion process and runs counter to the agency’s Core Values, including, most notably, inclusion. AFSA is concerned that the agency’s unilateral decision will undermine the hard work and trust that the Community of Stakeholders put into development of the still-new Foreign Service promotion process, jeopardizing its credibility. AFSA has engaged in discussions with the agency to try to understand its position and to convey member concerns. The agency’s stated rationale— that Office of Human Capital and Talent Management’s “goal is to cultivate a Board of senior-most FSOs that includes a rich combination of leadership experience and technical expertise that is representative of the Agency”—flies in the face of the ADS requirement to ensure diverse representation. The requirement reads: “The Agency strives to ensure diverse representation on the Promotion Boards in terms of backstops, background and experience, in Washington and in the field, in addition to race, ethnicity/national origin, sex and disability pursuant to Section 602(b) of the Foreign Service Act.” Despite discussions and a written request for clarifi- cation, the agency is forging ahead with its apparently random selection process and has already appointed the 2020 promotion boards. I would like to be clear: I am confident that board members will carry out their duties with the highest profes- sionalism and integrity. But I am equally confident that the agency’s lack of transparency and disregard for diversity and inclusion concerns are a step backward. This is a unique and invaluable learning moment in our nation’s history and for the Foreign Service. The recent Government Accountability Office report on USAID and diversity made clear that lack of attention from senior leadership was a key cause of diversity challenges at USAID. To its credit, the agency acknowledged the need to redouble efforts to achieve greater diversity and inclu- sion. Unfortunately, the recent notice and its pro- posed approach to promo- tion board composition only seem to reaffirm the GAO finding. As a next step in the for- mal Labor Management pro- cess, AFSA has requested diversity data on current and past promotion boards, including by backstop. AFSA will continue to engage with members, the agency and other stakeholders. I encourage you to convey your own concerns and thoughts to HCTM and discuss and share ideas on improving diversity and inclusion. And, as always, please feel free to reach out to AFSA at member@afsa. org or to me at singer@afsa. org. Thank you. n As a next step in the formal Labor Management process, AFSA has requested diversity data on current and past promotion boards, including by backstop. AFSA will continue to engage with members, the agency and other stakeholders.