Presenting Federal Data on Race and Ethnicity’’ 
(81 Fed. Reg. 67398). 
(3) DIVERSITY.—The term ‘‘diversity’’ means— 
(A) those classes of persons protected 
under the Civil Rights Act of 1964 (42 U.S.C. 
2000a et seq.) and the Americans with Disabil-
ities Act of 1990 (42 U.S.C. 12101 et seq.); 
and 
(B) veterans (as defined in section 3.1(d) 
of title 38, Code of Federal Regulations). 
(4) FOREIGN
SERVICE.—The term ‘‘Foreign 
Service’’ has the meaning given that term in section 
102 of the Foreign Service Act of 1980 (22 U.S.C. 
3902). 
(5) 
WORKFORCE.—The 
term 
‘‘workforce’’ 
means all individuals serving in a position in the 
civil service (as defined in section 2101 of title 5, 
United States Code). 
SEC. 402. COLLECTION, ANALYSIS, AND DISSEMINATION OF 
WORKFORCE DATA. 
(a) INITIAL REPORT.—Not later than 180 days after 
the date of the enactment of this Act, the Secretary shall 
provide a report to the public that includes disaggregated 
demographic data and other information regarding the di-
versity of the workforce of the Department. 
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(b) DATA.—The report under subsection (a)— 
(1) shall include disaggregated demographic 
data— 
(A) for applicants to the Foreign Service; 
(B) for applicants to the civil service; 
(C) by segment of the workforce of the De-
partment and grade or rank; 
(D) by Foreign Service and civil service; 
(E) for those who have separated from the 
Department’s workforce; 
(F) for those members of the workforce 
who have received a promotion in the last 24 
months; 
(G) that addresses Department compliance 
with diversity and inclusion metrics; 
(H) for those members of the workforce 
serving on selection boards; 
(I) on the employment of veterans within 
the workforce, including— 
(i) the number hired through direct 
hires, internships, and fellowship pro-
grams; 
(ii) the number promoted to the Sen-
ior Executive Service or in the Senior For-
eign Service; and 
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(iii) attrition rates by grade, in the 
civil service and foreign service, and in the 
senior positions described in clause (ii); 
and 
(J) for mentorship and retention pro-
grams; 
(2) shall include any disaggregated demo-
graphic data relating to participants in professional 
development programs of the Department, and the 
rate of placement into senior positions for partici-
pants in such programs; 
(3) shall include any disaggregated demo-
graphic data relating to the membership of any ex-
ternal advisory committee or board to which individ-
uals in senior positions in the Department appoint 
members; 
(4) shall be organized in terms of real numbers 
and percentages at all levels; and 
(5) should be made available in a searchable 
database format. 
(c) RECOMMENDATION.—The Secretary may submit 
a recommendation to the Office of Management and 
Budget and to the appropriate congressional committees 
regarding whether the Department should collect more de-
tailed data on demographic categories in addition to the 
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race and ethnicity categories specified in the Office of 
Management and Budget statistical policy directive enti-
tled ‘‘Standards for Maintaining, Collecting, and Pre-
senting Federal Data on Race and Ethnicity’’ (81 Fed. 
Reg. 67398). 
(d) OTHER CONTENTS.—The report under sub-
section (a) shall describe the efforts of the Department— 
(1) to propagate fairness, impartiality, and in-
clusion in the work environment domestically and 
abroad; 
(2) to ensure that harassment, intolerance, and 
discrimination are not tolerated; 
(3) to refrain from engaging in unlawful dis-
crimination in any phase of the employment process, 
including recruitment, hiring, evaluation, assign-
ments, promotion, retention, and training; 
(4) to prevent illegal retaliation against employ-
ees for participating in a protected equal employ-
ment opportunity activity; 
(5) to provide reasonable accommodation for 
qualified employees and applicants with disabilities; 
(6) to recruit a diverse workforce by— 
(A) recruiting women, minorities, veterans, 
and undergraduate and graduate students; 
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(B) recruiting at historically Black colleges 
and universities, Hispanic serving institutions, 
women’s colleges, and colleges that typically 
serve majority minority populations; 
(C) sponsoring and recruiting at job fairs 
in urban and rural communities; 
(D) placing job advertisements in news-
papers, magazines, and job sites oriented to-
ward women and people of color; 
(E) providing opportunities through the 
Foreign Service Internship Program and other 
hiring initiatives; 
(F) recruiting mid-level and senior-level 
professionals through programs designed to in-
crease minority and veteran representation in 
international affairs; and 
(G) offering the Foreign Service written 
and oral assessment examinations in several lo-
cations throughout the United States to reduce 
the burden of applicants having to travel at 
their own expense to take either or both of such 
examinations; and 
(7) provide opportunities through— 
(A) the Charles B. Rangel International 
Affairs Fellowship Program; 
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(B) the Thomas R. Pickering Foreign Af-
fairs Fellowship Program; and 
(C) the Donald M. Payne International 
Development Fellowship Program. 
(e) ANNUAL UPDATES.—Not later than one year 
after the publication of the report under subsection (a) 
and annually thereafter for the next five years, the Sec-
retary shall provide a report to the public and which shall 
be made available online, which may be included in an-
other annual report required under another provision of 
law, that includes— 
(1) disaggregated demographic data relating to 
the workforce and information on the status of di-
versity and inclusion efforts of the Department; 
(2) an analysis of applicant flow data; 
(3) disaggregated demographic data relating to 
participants in professional development programs of 
the Department and the rate of placement into sen-
ior positions for participants in such programs; and 
(4) data related to the employment of minority 
and service-disabled veterans. 
SEC. 403. EXIT INTERVIEWS OR SURVEYS. 
(a) RETAINED MEMBERS.—The Director General of 
the Foreign Service should conduct periodic interviews or 
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surveys with a representative and diverse cross-section of 
the workforce of the Department— 
(1) to understand the reasons of the members 
for remaining in a position in the Department; and 
(2) to receive feedback on workplace policies, 
professional development opportunities, and other 
issues affecting the decision of the members to re-
main in the Department. 
(b) DEPARTING MEMBERS.—The Director General of 
the Foreign Service shall provide an opportunity for an 
exit interview or survey to each member of the workforce 
of the Department who separates from service with the 
Department to better understand the member’s reasons 
for leaving such service. 
(c) USE OF ANALYSIS FROM INTERVIEWS AND SUR-
VEYS.—The Director General of the Foreign Service shall 
analyze demographic data and other information obtained 
through interviews and surveys under subsections (a) and 
(b) to determine— 
(1) if and how the diversity of those partici-
pating in such interviews and surveys impacts the 
results; and 
(2) whether to implement any policy changes or 
make any recommendations as part of the reports 
required under subsection (a) and (e) of section 402. 
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(d) TRACKING DATA.—The Department shall— 
(1) track demographic data relating to partici-
pants in professional development programs and the 
rate of placement into senior positions for partici-
pants in such programs; 
(2) annually evaluate such data— 
(A) to identify ways to improve outreach 
and recruitment for such programs, consistent 
with merit system principles; and 
(B) to understand how participation in any 
program offered or sponsored by the Depart-
ment under paragraph (1) differs among the 
demographic categories of the workforce; and 
(3) actively encourage participation from a 
range of demographic categories, especially from cat-
egories with consistently low participation. 
SEC. 404. RECRUITMENT. 
(a) IN GENERAL.—The Secretary should— 
(1) continue to seek a diverse and talented pool 
of applicants; and 
(2) instruct the Director of Human Resources 
to have a diversity recruitment plan of action, which 
should include outreach at appropriate colleges, uni-
versities, diversity organizations, and professional 
associations. 
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(b) SCOPE.—The diversity recruitment initiatives de-
scribed in subsection (a) should include— 
(1) recruiting at historically Black colleges and 
universities, Hispanic-serving institutions, women’s 
colleges, and colleges that typically serve majority 
minority populations, and engaging with affinity 
groups at colleges and universities; 
(2) sponsoring and recruiting at job fairs in 
urban and rural communities; 
(3) placing job advertisements in newspapers, 
magazines, and job sites oriented toward diverse 
groups; 
(4) providing opportunities through highly re-
spected, international leadership programs, that 
focus on diversity recruitment and retention; and 
(5) cultivating partnerships with organizations 
dedicated to the advancement of the profession of 
international affairs and national security to advance 
shared diversity goals. 
SEC. 405. VETERAN RECRUITMENT FOR THE FOREIGN 
SERVICE. 
(a) SENSE OF CONGRESS.—It is the sense of Con-
gress that the Department should offer both the Foreign 
Service written examination and oral assessment in di-
verse locations throughout the United States, in addition 
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to the District of Columbia and San Francisco. Doing so 
would ease the financial burden on potential candidates 
who do not currently reside in and must travel at their 
own expense to these two cities, particularly veterans and 
military members transitioning to civilian life. 
(b) FOREIGN SERVICE EXAMINATIONS.—Subsection 
(b) of section 301 of the Foreign Service Act of 1980 (22 
U.S.C. 3941) is amended— 
(1) by inserting ‘‘(1)’’ before ‘‘The Secretary’’; 
and 
(2) by adding at the end the following new 
paragraph: 
‘‘(2) The Secretary shall ensure that the Board of 
Examiners for the Foreign Service shall offer the oral as-
sessment examinations described in paragraph (1) in at 
least three of the time zones in the United States in a 
calendar year to facilitate the participation and examina-
tion of a more diverse array of candidates.’’. 
SEC. 406. PAYNE FELLOWSHIP AUTHORIZATION. 
(a) IN GENERAL.—Undergraduate and graduate 
components of the Donald M. Payne International Devel-
opment Fellowship Program may conduct outreach to at-
tract outstanding students with an interest in pursuing 
a Foreign Service career who represent diverse ethnic and 
socioeconomic backgrounds. 
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(b) REVIEW OF PAST PROGRAMS.—The Secretary 
shall review past programs designed to increase minority 
representation in international affairs positions. 
SEC. 407. VOLUNTARY PARTICIPATION. 
(a) IN GENERAL.—Nothing in this title should be 
construed so as to compel any employee to participate in 
the collection of the data or divulge any personal informa-
tion. Department employees shall be informed that their 
participation in the data collection contemplated by this 
title is voluntary. 
(b) PRIVACY
PROTECTION.—Any data collected 
under this title shall be subject to the relevant privacy pro-
tection statutes and regulations applicable to Federal em-
ployees. 
TITLE V—INFORMATION 
SECURITY 
SEC. 501. DEFINITIONS. 
In this title: 
(1) INFORMATION SYSTEM.—The term ‘‘infor-
mation system’’ has the meaning given such term in 
section 3502 of title 44, United States Code. 
(2) INTELLIGENCE
COMMUNITY.—The term 
‘‘intelligence community’’ has the meaning given 
such term in section 3(4) of the National Security 
Act of 1947 (50 U.S.C. 3003(4)). 
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SEC. 502. INFORMATION SYSTEM SECURITY. 
(a) DEFINITIONS.—In this section: 
(1) INCIDENT.—The term ‘‘incident’’ has the 
meaning given such term in section 3552(b) of title 
44, United States Code. 
(2) PENETRATION TEST.—The term ‘‘penetra-
tion test’’ means a test methodology in which asses-
sors attempt to circumvent or defeat the security 
features of an information system. 
(b) CONSULTATIONS PROCESS.—Not later than 60 
days after the date of the enactment of this Act, the Sec-
retary shall establish a process for conducting semiannual 
consultations with the Secretary of Defense, the Director 
of National Intelligence, the Secretary of Homeland Secu-
rity, and any other department or agency representative 
that the Secretary determines to be appropriate regarding 
the security of United States Government and nongovern-
mental information systems used or operated by the De-
partment, a contractor of the Department, or another or-
ganization on behalf of the Department, including any 
such systems or networks facilitating the use of sensitive 
or classified information. 
(c) INDEPENDENT PENETRATION TESTING OF IN-
FORMATION SYSTEMS.—In coordination with the consulta-
tions under subsection (b), the Secretary shall commission 
independent, semiannual penetration tests, which shall be 
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carried out by an appropriate Federal agency other than 
the Department, such as the Department of Homeland Se-
curity or the National Security Agency, to ensure that 
adequate policies and protections are implemented to de-
tect and prevent penetrations or compromises of such in-
formation systems, including malicious intrusions by any 
unauthorized individual, state actor, or other entity. 
(d) WAIVER.—The Secretary may waive the require-
ment under subsection (c) for up to 180 days if the Sec-
retary— 
(1) determines that such requirement would 
have adverse effects on national security or the dip-
lomatic mission of the Department; and 
(2) not later than 30 days after the commence-
ment of such a waiver, submits a written justifica-
tion to the relevant congressional committees that 
describes how such penetration tests would under-
mine national security or the diplomatic mission of 
the Department. 
(e) INCIDENT REPORTING.—Not later than 180 days 
after the date of the enactment of this Act, and every 180 
days thereafter for five years, the Secretary, in consulta-
tion with the Secretary of Defense, the Director of the 
National Intelligence, the Secretary of Homeland Security, 
and any other department or agency representative that 
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the Secretary determines to be appropriate, shall securely 
submit a classified report to the relevant congressional 
committees that describes in detail— 
(1) for the first reporting period, all known and 
suspected incidents of the information systems speci-
fied in subsection (b) that occurred during the 180- 
day period immediately preceding the date of the en-
actment of this Act; and 
(2) for all subsequent reporting periods, all 
known and suspected incidents of the information 
systems specified in subsection (b) that occurred 
since the submission of the most recent report. 
(f) CONTENTS.—Each report under subsection (e) 
shall include, for the relevant reporting period— 
(1) a description of the relevant information 
system, as specified in subsection (b), that experi-
enced a known or suspected incident; 
(2) an assessment of the date and time each 
such incident occurred; 
(3) an assessment of the duration over which 
each such incident took place, including whether 
such incident is ongoing; 
(4) an assessment of the volume and sensitivity 
of information accessed, compromised, or potentially 
compromised by each incident, including any such 
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information 
contained 
on 
information 
systems 
owned, operated, managed, or utilized by any other 
Federal department or agency; 
(5) an assessment of whether such information 
system was compromised by a malicious intrusion, 
including an assessment of— 
(A) the known or suspected perpetrators, 
including state actors; 
(B) the methods used to carry out the inci-
dent; and 
(C) the known or suspected intent of the 
actors in accessing the information system; and 
(6) a description of the actions the Department 
has taken or plans to take, including timelines and 
descriptions of any progress on plans described in 
prior reports, to prevent future, similar incidents of 
such information systems. 
(g) INSPECTOR GENERAL OVERSIGHT.—The Sec-
retary shall— 
(1) notify the Inspector General for the Depart-
ment of State and the Broadcasting Board of Gov-
ernors about all planned penetration tests required 
under subsection (c); and 
(2) provide the Inspector General for the De-
partment of State and the Broadcasting Board of 
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Governors with any reports, conclusions, or analyses 
that are a result of such testing. 
SEC. 503. IMPROVING FOIA PROCESS. 
(a) REFORM PLAN.—Not later than 90 days after the 
date of the enactment of this Act, the Secretary shall sub-
mit to the relevant congressional committees a plan that 
describes the reforms specified in subsection (b). 
(b) REFORMS.—The Secretary, in consultation with 
the Director of National Intelligence, shall develop, imple-
ment, and complete by the date that is one year after the 
date of the enactment of this Act a cost-effective plan for 
training and maintaining an appropriate number of offi-
cials of the Department in— 
(1) the identification of marked or unmarked 
classified information in documents or media subject 
to requests under section 552 of title 5, United 
States Code (commonly referred to as the ‘‘Freedom 
of Information Act’’), including information origi-
nating with the intelligence community; and 
(2) appropriate procedures for coordinating 
with intelligence officials to ensure that such offi-
cials have an opportunity to make a classification 
determination regarding the classification status and 
level, if any, of any information potentially origi-
nating with the intelligence community. 
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