I 
112TH CONGRESS 
1ST SESSION H. R. 2186 
To amend title 10, United States Code, to enhance the security of the 
United States and the readiness of the Armed Forces by increasing 
diversity within the leadership ranks of the Armed Forces. 
IN THE HOUSE OF REPRESENTATIVES 
JUNE 15, 2011 
Mr. CUMMINGS introduced the following bill; which was referred to the Com-
mittee on Armed Services, and in addition to the Committee on Trans-
portation and Infrastructure, for a period to be subsequently determined 
by the Speaker, in each case for consideration of such provisions as fall 
within the jurisdiction of the committee concerned 
A BILL 
To amend title 10, United States Code, to enhance the 
security of the United States and the readiness of the 
Armed Forces by increasing diversity within the leader-
ship ranks of the Armed Forces. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘Military Leaders En-
hancement Act’’. 
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SEC. 2. SENSE OF CONGRESS ON DIVERSITY IN MILITARY 
LEADERSHIP. 
(a) DEFINITION OF DIVERSITY.—It is the sense of 
Congress that the Secretary of Defense and the Secretary 
of Homeland Security (in the case of the Coast Guard) 
should develop a uniform definition of diversity that— 
(1) encompasses all the different characteristics 
and attributes of members of the Armed Forces; and 
(2) is consistent with the core values of the 
Armed Forces, integral to overall readiness and mis-
sion accomplishment, and reflective of the diverse 
population of the United States. 
(b) DIVERSITY AS A NATIONAL SECURITY ISSUE.— 
It is the sense of Congress that— 
(1) diversity is a national security issue and a 
force multiplier for the Armed Forces and the 
United States; 
(2) diversity within the Armed Forces is vitally 
important, not only with respect to promoting inno-
vation and creativity, but also with respect to devel-
oping a more inclusive workforce for a fair and just 
America; 
(3) diversity is a necessity to mission readiness 
and excellence; 
(4) attracting and employing a diverse and tal-
ented team of officers and senior enlisted personnel 
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ultimately enables the Armed Forces to better per-
form their national security missions and, in the 
case of the Coast Guard, its essential regulatory 
missions; and 
(5) in preparing the Nation for future national 
security needs, it is important to identify regional 
and cultural expertise, relevant reserve component 
civilian expertise, and language expertise upon mili-
tary accession and throughout the careers of mem-
bers of the Armed Forces in order to better manage 
personnel with mission critical skill sets and to lever-
age that expertise in service to the United States. 
SEC. 3. DIVERSITY IN MILITARY LEADERSHIP AND RE-
LATED REPORTING REQUIREMENTS. 
(a) PLAN TO ACHIEVE MILITARY LEADERSHIP RE-
FLECTING
DIVERSITY
OF
UNITED
STATES
POPU-
LATION.— 
(1) IN
GENERAL.—Chapter 37 of title 10, 
United States Code, is amended by adding at the 
end the following new section: 
‘‘§ 656. Diversity in military leadership: plan 
‘‘(a) PLAN.—The Secretary of Defense (and the Sec-
retary of Homeland Security in the case of the Coast 
Guard) shall prepare and implement a plan to achieve, be-
tween 2031 and 2041, a dynamic, sustainable level of 
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members of the armed forces (including reserve compo-
nents thereof) that, among both commissioned officers and 
senior enlisted personnel of each armed force, will reflect 
the diverse population of the United States eligible to 
serve in the armed forces, including gender specific, racial, 
or ethnic populations and diversified language and cultural 
skills so as to preserve and enhance the all-volunteer force. 
‘‘(b) METRICS TO MEASURE PROGRESS IN DEVEL-
OPING AND IMPLEMENTING PLAN.—The Secretary of De-
fense (and the Secretary of Homeland Security in the case 
of the Coast Guard) shall develop a standard set of 
metrics and collection procedures that are uniform across 
the armed forces, including reserve components thereof, 
in furtherance of developing and implementing the plan 
established under subsection (a). The metrics required by 
this subsection shall be designed— 
‘‘(1) to accurately capture the inclusion and ca-
pability aspects of the armed forces broader diversity 
plans; and 
‘‘(2) to be verifiable and systematically linked 
to strategic plans that will drive improvements. 
‘‘(c) CONSULTATION.—Not less than biannually, the 
Secretary of Defense and the Secretary of Homeland Se-
curity shall meet with the Secretaries of the military de-
partments, the Joint Chiefs of Staff, the Commandant of 
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the Coast Guard, and senior enlisted members of the 
armed forces to discuss the progress being made toward 
developing and implementing the plan established under 
subsection (a). 
‘‘(d) COOPERATION WITH STATES.—The Secretary 
of Defense shall coordinate with the National Guard Bu-
reau and States in tracking the progress of the National 
Guard toward developing and implementing the plan es-
tablished under subsection (a).’’. 
(2) CLERICAL AMENDMENT.—The table of sec-
tions at the beginning of such chapter is amended 
by adding at the end the following new item: 
‘‘656. Diversity in military leadership: plan.’’. 
(b) REPORTING REQUIREMENTS.— 
(1) INCLUSION IN DOD MANPOWER REQUIRE-
MENTS REPORT.—Section 115a(c) of such title is 
amended by adding at the end the following new 
paragraph: 
‘‘(4) The progress made in implementing the 
plan required by section 656 of this title to achieve 
a dynamic, sustainable armed forces that has a 
membership that will, among both commissioned of-
ficers and senior enlisted personnel of each armed 
force, including reserve components thereof, reflect 
the diverse population of the United States eligible 
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to serve in the armed forces while still being able 
to— 
‘‘(A) prevail in any war, prevent and deter 
any conflict, defeat any adversary, and succeed 
in a wide range of contingencies; and 
‘‘(B) preserve and enhance the all-volun-
teer force. 
‘‘(5) The available pool of qualified candidates 
for the general officer grades of general and lieuten-
ant general and the flag officer grades of admiral 
and vice admiral, including an assessment of the 
qualified racial or ethnic minority and female can-
didates.’’. 
(2) COAST GUARD REPORT.— 
(A) ANNUAL
REPORT
REQUIRED.—The 
Secretary of Homeland Security shall prepare 
an annual report addressing diversity among 
commissioned officers of the Coast Guard and 
Coast Guard Reserve and among enlisted per-
sonnel of the Coast Guard and Coast Guard 
Reserve in the pay grades E–7 through E–9. 
The report shall include an assessment of the 
available pool of qualified candidates for the 
flag officer grades of admiral and vice admiral, 
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including an assessment of the qualified racial 
or ethnic minority and female candidates. 
(B) SUBMISSION.—The report shall be 
submitted each year not later than 45 days 
after the date on which the President submits 
to Congress the budget for the next fiscal year 
under section 1105 of title 31, United States 
Code. Each report shall be submitted to the 
President, the Committee on Armed Services, 
the Committee on Transportation and Infra-
structure, and the Committee on Homeland Se-
curity of the House of Representatives, and the 
Committee on Armed Services and the Com-
mittee on Commerce, Science, and Transpor-
tation of the Senate. 
Æ 
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