American FATE Act

Bill: 118-s-5581
Sponsor: full_name: Sen. Cardin, Benjamin L. [D-MD]
Introduced: 2024-12-18
Policy area: International Affairs
Latest action: action_date: 2024-12-18
text: Read twice and referred to the Committee on Foreign Relations. (Sponsor introductory remarks on measure: CR S7181)

Summaries:

tv_txt: II 118th CONGRESS 2d Session S. 5581 IN THE SENATE OF THE UNITED STATES December 18 (legislative day, December 16), 2024 Mr. Cardin introduced the following bill; which was read twice and referred to the Committee on Foreign Relations A BILL To strengthen and expand efforts to identify, include, and advance untapped potential in the United States’ international affairs workforce to strengthen national security, and for other purposes.

1. Short titles; table of contents (a) Short titles This Act may be cited as the American Foreign Affairs Talent Expansion Act: Diversity in Diplomacy and Development or the American FATE Act . (b) Table of contents The table of contents for this Act is as follows: Sec. 1. Short titles; table of contents. Sec. 2. Definitions. TITLE I—Transparency and accountability Sec. 101. Findings. Sec. 102. Statement of policy. Sec. 103. Diversity and inclusion offices. Sec. 104. Recruitment and retention of the international affairs workforce. Sec. 105. Agency workforce transparency and accountability. Sec. 106. Collection, analysis, and dissemination of workforce data. Sec. 107. Employee satisfaction and exit surveys. Sec. 108. Comprehensive policy on vetting and transparency. Sec. 109. Streamlining discrimination and harassment reporting. Sec. 110. Addressing host country discriminatory treatment. Sec. 111. Accountability in assignment restrictions and reviews. Sec. 112. Mitigating bias in artificial intelligence use. TITLE II—Personnel Sec. 201. Upholding merit system principles as key components in international affairs agencies. Sec. 202. Recruitment and retention of locally employed staff. Sec. 203. Personal service contractor compliance. Sec. 204. Patricia Roberts Harris and Valerie Dickson-Horton Mid-Career Mentorship Program. Sec. 205. Modification of lateral entry Foreign Service programs. Sec. 206. Foreign Service Reappointment Program. Sec. 207. Adjustment to promotion precepts. Sec. 208. Workplace flexibility and training. Sec. 209. Expanding fellowship programs. Sec. 210. Foreign Service Institute curriculum expansion. Sec. 211. Expansion of Department of State and USAID Diplomat-in-Residence programs. TITLE III—Global initiatives Sec. 301. Statement of policy on equity principals, policies, and action plans. Sec. 302. Department of State equity plans and measurement. Sec. 303. Strengthening public diplomacy efforts with geographically remote and underserved communities overseas. Sec. 304. Support for young leaders initiatives. Sec. 305. Office of Race and Ethnic Relations and Affairs. Sec. 306. Senior Advisor for Race and Ethnic Affairs. Sec. 307. United States policy to foster empowerment and inclusion and prevent and respond to racial and ethnic discrimination and violence. Sec. 308. Combating international racially and ethnically motivated extremism. Sec. 309. Commemorating the International Decade for People of African Descent. Sec. 310. Transatlantic slave trade transitional justice initiatives. Sec. 311. United States Institute of Peace Program for Global Race and Ethnic Relations and Peace. Sec. 312. Increasing the collaboration between the Department of State and the Smithsonian Institution with respect to education and cultural affairs. Sec. 313. Strengthening tolerance activities in the Organization for Security and Co-operation in Europe region. Sec. 314. Empowering Afro-descent and indigenous communities in international development and conservation. TITLE IV—Career pipeline initiatives Sec. 401. Expanding Department of State and USAID Hispanic Association of Colleges and Universities initiatives. Sec. 402. International affairs institutions at minority-serving institutions. Sec. 403. Establishing Centers of Excellence in foreign affairs and assistance. Sec. 404. Foreign Affairs Bridge Program. Sec. 405. International affairs graduate fellowship program. Sec. 406. Increasing employment opportunities at international organizations. Sec. 407. Extending paths to service for paid student interns in international affairs careers. Sec. 408. Foreign Service fellowships for graduate students and faculty. TITLE V—Minority business initiatives Sec. 501. Expanding United States minority-owned business procurement at international affairs agencies. Sec. 502. Small business consulting services and technical assistance. Sec. 503. Minority business international exposition participation. Sec. 504. Expanding United States business opportunities overseas. Sec. 505. Nondiscrimination in foreign assistance. Sec. 506. Nondiscrimination in foreign acquisitions. Sec. 507. Inclusive economic policies and practices. 2. Definitions In this Act: (1) Administrator The term Administrator means the Administrator of the United States Agency for International Development. (2) Applicant flow data The term applicant flow data means data tracking the rate of applications for job positions among demographic categories. (3) Appropriate congressional committees Except as otherwise provided, the term appropriate congressional committees means— (A) the Committee on Foreign Relations of the Senate ; and (B) the Committee on Foreign Affairs of the House of Representatives . (4) CDIO The term CDIO means the Chief Diversity and Inclusion Officer. (5) DEIA The term DEIA means diversity, equity, inclusion, and accessibility. (6) Demographic data The term demographic data means facts or statistics relating to the demographic categories specified in the Office of Management and Budget statistical policy directive titled Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity (81 Fed. Reg. 67398 ). (7) Diversity The term diversity means diversity of persons based on gender, race, ethnicity, disability status, age, sexual orientation, gender identity, national origin, or other demographic categories. (8) Equity The term equity means the consistent and systematic fair, just, and impartial treatment of all individuals, including individuals who are members of underserved communities that have been denied such treatment. (9) Hispanic-serving institution The term Hispanic-serving institution has the meaning given such term in section 502(a)(5) of the Higher Education Act of 1965 ( 20 U.S.C. 1101a(a)(1) ). (10) Historically Black college or university; HBCU The terms historically Black college or university and HBCU have the meaning given the term part B institution in section 322(2) of the Higher Education Act of 1965 ( 20 U.S.C. 1061(2) ). (11) International affairs agency; agency Except as otherwise provided, the terms international affairs agency and agency mean— (A) the Department of State; (B) the United States Agency for International Development; (C) the United States Agency for Global Media; (D) the Peace Corps; (E) the Millennium Challenge Corporation; (F) the United States International Development Finance Corporation; (G) the United States Trade and Development Agency; (H) the Export-Import Bank of the United States; and (I) any other Federal agency that receives appropriations under function 150 (international affairs) to the extent such funding is being used by the agency to carry out activities. (12) Minority The term minority has the meaning given such term in section 365(2) of the Higher Education Act of 1965 ( 20 U.S.C. 1067k(2) ). (13) Minority business The term minority business is a business that is not less than 51 percent-owned by 1 or more members of, or where the management and daily business operations are controlled by— (A) Blacks or African Americans; (B) Hispanics or Latino Americans; (C) American Indians; (D) Alaska Natives; (E) Asian Americans; or (F) Native Hawaiians or other Pacific Islanders. (14) Minority-serving institution; MSI The terms minority-serving institution and MSI mean an institution of higher education described in section 371(a) of the Higher Education Act of 1965 ( 20 U.S.C. 1067q(a) )— (A) that has an enrollment of at least 1,000 undergraduate students; and (B) at which more than 50 percent of the student population is African American, Hispanic American, Native American, or Asian American students, as verified by the Office for Civil Rights of the Department of Education. (15) Secretary The term Secretary means the Secretary of State. (16) Tribally controlled college or university The term tribally controlled college or university has the meaning given such term in the first section of the Tribally Controlled Community College Assistance Act of 1978 ( 25 U.S.C. 1801(a)(4) ). (17) Underrepresented group The term underrepresented group has the meaning given the term minority in section 365(2) of the Higher Education Act of 1965 ( 20 U.S.C. 1067k(2) ). (18) Underserved communities The term underserved communities means overseas populations sharing a particular characteristic or geographic communities that have been systematically denied a full opportunity to participate in any aspect of economic, social, or civic life. (19) USAID The term USAID means the United States Agency for International Development. (20) Workforce The term workforce means direct hires in the civil or foreign service, contractors, foreign service nationals, and others working under the authority of any Government agency. I Transparency and accountability 101. Findings Congress finds the following: (1) One of the United States’ greatest assets in protecting and advancing the interests of the United States abroad is the talent and diversity of the international affairs workforce. (2) The United States has made important progress towards utilizing the extraordinary range of backgrounds, cultures, perspectives, skills, and experiences of the population of the United States as a strategic asset for advancing United States national security, economic, and human rights interests abroad. (3) Despite such progress, international affairs agencies continue to face difficulties in recruiting, retaining, and promoting diverse talent, especially to mid- and senior-levels of leadership. (4) International affairs agencies would greatly benefit from continued efforts to strengthen and expand DEIA initiatives and principles in their workforces and domestic and overseas operations and programs. 102. Statement of policy It is the policy of the United States that— (1) in order to protect and advance the interests of the United States abroad, international affairs agencies must have a workforce that reflects the rich composition and talent of its citizenry; (2) the skills, knowledge, perspectives, ideas, and experiences of all members of the workforces of international affairs agencies contribute to the vitality and success of international diplomacy and development efforts; (3) promoting DEIA within the international affairs workforce must be a joint effort that requires— (A) engagement by senior leadership, managers, and the entire workforce; and (B) effective collaboration among those responsible for human resources, equal employment opportunity, and diversity and inclusion issues; and (4) as the United States becomes more diverse and faces more complex challenges, the United States must continue to invest in policies to recruit, retain, and develop the best and brightest from all segments of the population of the United States. 103. Diversity and inclusion offices (a) Sense of Congress It is the sense of Congress that diversity and inclusion offices are crucial in advancing transparency, accountability, and merit-based policies and practices that promote retention and efficiency. (b) Authorization of diversity and inclusion offices The headquarters of each international affairs agency may establish a Diversity and Inclusion Office (referred to in this section as the Office ). (c) Chief Diversity and Inclusion Officers Each Office shall be led by a Chief Diversity and Inclusion Officer, who shall— (1) hold the rank and status of ambassador, Senior Executive Service, or an equivalent position, if applicable; (2) report directly to the Secretary, the Administrator, or the head of any other international affairs agency to which such position is assigned; (3) be supported by senior and other personnel with expertise in DEIA; (4) act as the principal advisor for such agency on matters related to DEIA; and (5) be responsible for— (A) leading the development and strategic planning of proactive DEIA initiatives, including agency DEIA strategic plans or other agency strategic plans that support diverse workforces and advance fair and transparent human resources policies and practices; (B) advancing transparency, accountability, and meritocracy in the hiring, recruitment, and retention of a diverse workforce, including through collaboration with other offices, bureaus, units, and organizations within the agency to provide support in assessing potential barriers and developing hiring, recruitment, retention, and promotion strategies, including developing and utilizing entry-level and mid-career hiring authorities that facilitate linguistic, cultural, regional, functional, and other diverse expertise needed to address 21st century diplomacy and development challenges; (C) recommending relevant professional development and training initiatives for the agency workforce; (D) ensuring the agency complies with all relevant equal employment opportunity and other relevant laws and regulations, as applicable; (E) serving as a permanent voting member of any subagency, committee, or panel responsible for the selection of senior leadership positions within the agency, including Chiefs of Mission, Deputy Assistant Secretaries, Deputy Chiefs of Mission, Principal Officers, Deputy Administrators, Vice Presidents, Senior Executive Service positions (as defined in section 3132(a)(2) of title 5, United States Code), and Senior Foreign Service positions; (F) coordinating and engaging with the CDIOs at other agency and interagency offices, bureaus, and entities responsible for civil and human rights, employment discrimination, human resources, talent management, and other related issues, as necessary, including the Office of Personnel Management, to assess areas of improvement for hiring, recruitment, and retention within the agency; (G) working with relevant officials, including officials from human resources offices, civil rights offices, and the Foreign Service Institute, to provide all employees and persons working overseas under chief of mission authority country-specific training regarding— (i) fair and equitable employment practices and nondiscrimination and harassment policies; and (ii) underserved, vulnerable, and marginalized communities, including how country languages, economies, environments, health, education, cultural and religious practices, histories, norms, and practices may impact diverse United States personnel and their families; (H) coordinating and collaborating, as necessary and appropriate, with other bureaus and offices responsible for DEIA initiatives, including Ambassadors at-large, Special Representatives, Civil Rights Offices, Offices of Small and Disadvantaged Businesses, and entities with similar responsibilities at other agencies; (I) utilizing surveys, scorecards, dashboards, and other data collection tools and metrics to measure and review the implementation and effectiveness of agency efforts— (i) to promote workforce cohesion, transparency, efficiency, and merit-based policies and practices, including reviewing DEIA and other precepts and performance review processes and procedures; and (ii) implement accountability mechanisms in eliminating discrimination and harassment; and (J) engaging in any other activities that will assist in fulfilling the mission of the Office. 104. Recruitment and retention of the international affairs workforce (a) In general Section 5403(c)(1)(A) of the Department of State Authorization Act of 2021 ( 22 U.S.C. 2736a(c)(1)(A) ) is amended by striking Diversity and Inclusion Strategic Plan for 2016–2020 and inserting Diversity, Equity, Inclusion, and Accessibility Strategic Plan for 2022–2026 . (b) Applicability to other international affairs agencies The President shall ensure that the recruitment, retention, and training policies that the Department of State is required to carry out under section 5403 of the Department of State Authorization Act of 2021 ( 22 U.S.C. 2736a ) are similarly carried out by the heads of the other international affairs agencies. 105. Agency workforce transparency and accountability (a) Sense of Congress It is the sense of Congress that international affairs agencies should operate with comprehensive strategic plans that ensure coherent, effective, and measurable outcomes to advance fair and transparent processes in recruiting, training, promoting, and retaining a representative international affairs workforce. (b) In general Not later than 90 days after the date of the enactment of this Act, and every 4 years thereafter, the CDIO of each international affairs agency, or senior official designated by the head of the agency, shall develop or update and publish on the agency’s website an agency-wide strategic plan that— (1) highlights comprehensive, data-driven strategies to systematically and regularly examine employment policies and practices and identify and remove barriers to equal employment; (2) identifies appropriate practices to improve the transparency, accountability, and effectiveness of the efforts of the agency to formulate employment practices that are consistent with merit-based system principles; and (3) establishes metrics and a system for regular reporting on the progress in implementing the strategic plan, such as demographic baseline data, focus groups, surveys, scorecards, dashboards, and other data collection and reporting tools. (c) Annual reports Not later than 90 days after the date of the enactment of this Act, and annually thereafter, the Secretary, the Administrator, or the head of the relevant agency shall publish or update the public website of the respective agency to describe the agency’s efforts to implement the agency’s diversity, equity, inclusion, and accessibility strategic plan or any other comprehensive strategic plan that advances fair and transparent human resources policies and practices, including efforts involving— (1) workforce pay and compensation; (2) recruitment, hiring, promotions, and retention; (3) reasonable accommodations for disabilities; (4) reasonable accommodations for religious practices; (5) safe workplaces, including addressing bullying, harassment, and discrimination; and (6) working with employee resource groups. 106. Collection, analysis, and dissemination of workforce data (a) Initial report Not later than 180 days after the date of the enactment of this Act, and annually thereafter for the following 5 years, the head of each international affairs agency shall submit a report to the appropriate congressional committees that includes disaggregated demographic data and other information regarding the diversity of the workforce of the agency. (b) Data The report required under subsection (a) shall include, to the maximum extent the collection and dissemination of such data can be handled in a manner that protects the confidentiality of individuals and is otherwise permissible by law— (1) for the 3-year period ending on the date of the enactment of this Act, demographic data on each element of the workforce of the agency, disaggregated by rank and grade or grade-equivalent, with respect to— (A) individuals hired to join the workforce; (B) individuals promoted, including promotions to and within the Senior Executive Service or the Senior Foreign Service; (C) individuals serving as special assistants or senior advisors in any of the front offices of the head of agency; (D) individuals serving as detailees to the National Security Council; (E) individuals serving on selection boards; (F) members of any external advisory committee or board who are subject to appointment by individuals at senior positions in the agency; (G) individuals participating in professional development programs of the agency and the extent to which such participants have been placed into senior positions within the agency after such participation; (H) individuals participating in mentorship or retention programs; and (I) individuals who separated from the agency, including individuals in the Senior Executive Service or the Senior Foreign Service; and (2) data on the overall number of individuals who are part of the workforce, the percentages of such workforce corresponding to each element specified in paragraph (1), and the percentages corresponding to each rank, grade, or grade equivalent. (c) Effectiveness of agency efforts The report required under subsection (a) shall describe and assess the effectiveness of the agency's efforts— (1) to propagate fairness, impartiality, and inclusion in the work environment, both domestically and at overseas posts; (2) to enforce anti-harassment and anti-discrimination policies, both domestically and at overseas posts; (3) to refrain from engaging in unlawful discrimination in any phase of the employment process, including recruitment, hiring, evaluation, assignments, promotion, retention, and training; (4) to prevent retaliation against employees for participating in a protected equal employment opportunity activity or for reporting sexual harassment or sexual assault; (5) to provide reasonable accommodation for qualified employees and applicants with disabilities; and (6) to recruit a representative workforce by— (A) recruiting women, persons with disabilities, and minorities; (B) recruiting at women’s colleges, historically Black colleges and universities, minority-serving institutions, Hispanic-serving institutions, Tribal colleges and universities, and other institutions serving a significant percentage of minority students; (C) placing job advertisements in newspapers, magazines, and job sites oriented toward women and minorities; (D) sponsoring and recruiting at job fairs in urban and rural communities and at land-grant colleges or universities; (E) providing paid internship and other opportunities; (F) recruiting mid-level and senior-level professionals through programs designed to increase representation in international affairs of people belonging to traditionally underrepresented groups; and (G) offering the Foreign Service written and oral assessment examinations in several locations throughout the unit. (d) Annual report (1) In general Not later than 1 year after the publication of the report required under subsection (a), and annually thereafter for the following 5 years, the head of each agency shall submit a report to the appropriate congressional committees, and make such report available on the agency's website, that includes, without compromising the confidentiality of individuals and to the extent otherwise consistent with law— (A) disaggregated demographic data, to the maximum extent that collection of such data is permissible by law, relating to the workforce and information on the status of diversity and inclusion efforts of the agency; (B) an analysis of applicant flow data, to the maximum extent that collection of such data is permissible by law; and (C) disaggregated demographic data relating to participants in professional development programs of the agency and the rate of placement into senior positions for participants in such programs. (2) Combination with other annual report The report required under paragraph (1) may be combined with another annual report required by law, to the extent practicable. 107. Employee satisfaction and exit surveys (a) Sense of Congress It is the sense of Congress that employee surveys are useful tools to gather feedback on employee satisfaction, engagement, morale, perceptions of management and leadership, and other aspects of the workforce critical to retention and efficiency. (b) Required annual surveys (1) In general Not later than 180 days after the date of the enactment of this Act, and annually thereafter, the head of each international affairs agency shall conduct an annual employee satisfaction survey for domestic and overseas employees, including locally employed staff, as applicable, to assess the level of job satisfaction, work environment, and overall employee experience within the agency. (2) Open-ended responses The survey required under paragraph (1) shall include options for open-ended responses. (3) Survey questions The survey required under paragraph (1) shall include questions regarding— (A) work-life balance and workplace flexibility, such as telework and flex schedules; (B) compensation and benefits; (C) career development opportunities; (D) the performance evaluation and promotion process, including fairness and transparency; (E) communication channels and effectiveness; (F) leadership and management; (G) organizational culture; (H) awareness and effectiveness of complaint measures; (I) accessibility and accommodations; (J) availability of transportation to and from a work station; (K) information technology infrastructure functionality and accessibility; (L) the employee’s understanding of the agency’s structure, mission, and goals; (M) alignment and relevance of work to the agency’s mission; (N) sense of empowerment to affect positive change; and (O) experiences with harassment, discrimination, retaliation, and other events that contribute to attrition and negatively impact work culture and productivity. (c) Required exit surveys (1) In general Not later than 180 days after the date of the enactment of this Act, each international affairs agency shall develop and implement a standardized, confidential exit survey process that includes anonymous feedback and exit interviews with employees who voluntarily separate from the agency, whether through resignation, retirement, or other means. (2) Scope The exit surveys conducted pursuant to paragraph (1) shall— (A) be designed to gather insights and feedback from departing employees regarding— (i) their reasons for leaving, including caretaking responsibilities, career limitations for partner or spouse, and discrimination, harassment, or retaliation; (ii) their overall experience with the agency; and (iii) any suggestions for improvement; and (B) include questions related to— (i) the employee’s reasons for leaving; (ii) job satisfaction; (iii) work environment; (iv) professional growth opportunities; (v) leadership effectiveness; (vi) suggestions for enhancing the agency's performance; and (vii) if applicable, the name and industry of the employee’s future employer. (3) Compilation of results The head of each agency shall compile and analyze the anonymized exit survey data collected pursuant to paragraph (1) to identify trends, common themes, and areas needing improvement within the agency. (4) Combination with other annual report The report required under paragraph (1) may be combined with another annual report required by law, to the extent practicable. 108. Comprehensive policy on vetting and transparency (a) Comprehensive policy on vetting and transparency Not later than 1 year after the date of the enactment of this Act, the head of each international affairs agency shall develop a consistent and enhanced vetting process that takes into account individuals with substantiated claims of discrimination or harassment are not considered for promotions or assignments to senior positions at grade GS–14 equivalent and higher. (b) Elements of comprehensive vetting policy After any investigation into an allegation of discrimination, harassment, or bullying, the Office of Civil Rights, human resources offices, a Chief Diversity and Inclusion Officer, or another office with responsibilities related to such investigation reporting directly to the agency head shall jointly or individually submit a written summary of any findings of any substantiated allegations to the panel or individuals responsible for assignments to senior positions before rendering a recommendation for promotion. (c) Response The agency head shall develop a process for candidates to respond to any allegations that are substantiated and presented to the panel responsible for vetting such candidates. (d) Annual report Not later than 1 year after the date of the enactment of this Act, and annually thereafter for the following 5 years, the agency head shall submit a report to the agency workforce and the appropriate congressional committees that identifies the number of candidates confirmed for senior posts against whom there were allegations of discrimination, harassment, or bullying. 109. Streamlining discrimination and harassment reporting (a) Sense of Congress It is the sense of Congress that— (1) efficient and transparent complaint processes contribute to safe and professional workplaces and are critical to retaining talented and productive workforces; (2) processes to report allegations of discrimination, bullying, and harassment should be clearly explained and easily accessible to agency workforces; and (3) a single point of initial reporting streamlines the complaint process and ensures complaints will be addressed in a consistent and timely manner. (b) Streamlined reporting Not later than 1 year after the date of the enactment of this Act, the head of each international affairs agency, in consultation with the CDIO, the Office of Civil Rights, and other relevant officials, as appropriate, shall establish a single point of initial reporting for allegations of discrimination, bullying, and harassment that provides— (1) an initial review of the allegations; and (2) the ability to file multiple claims based upon a single complaint, if necessary. (c) Agency reports Not later than 1 year after the date of the enactment of this Act, and biennially thereafter for the following 5 years, the head of each international affairs agency shall submit a report that identifies the staffing, budget, and any other necessary resources to increase efficiency in addressing allegations of discrimination, bullying, and harassment within such agency. 110. Addressing host country discriminatory treatment (a) Sense of Congress It is the sense of Congress that, while serving overseas, Chiefs of Mission and embassy and consulate leadership are responsible for assisting employees and their families in addressing discriminatory treatment due to race, ethnicity, gender, age, sexual orientation, gender identity, religion or belief, disability, national origin, or other protected characteristics or factors even when— (1) such treatment is external to the embassy or mission; and (2) local country norms and laws do not provide the legal options available in the United States to address unjust treatment. (b) Policy to counter discriminatory treatment (1) In general The Secretary shall require each United States diplomatic mission to develop and convey to its employees a policy to counter discriminatory treatment against employees and their family members while serving in their assigned country by host government officials, security personnel, customs and immigration officials, and others working for businesses with contractual or grant relationships with the United States Government, including schools and educational institutions. (2) Elements The policy required under paragraph (1) shall— (A) include the complete range of available actions, such as calls to host government officials, letters of protest, and diplomatic notes emphasizing the importance of equitable treatment of all United States Government personnel; (B) require post leadership to inform employees and family members, upon their arrival at such post, of the leadership's willingness to address any incidents of discriminatory treatment, if necessary, especially in countries in which there is a historical precedent of host government or societal bias or discrimination towards persons based upon the characteristics referred to in subsection (a) or other factors; and (C) outline expectations regarding when employees will be provided updates or receive resolution following the report of an incident. 111. Accountability in assignment restrictions and reviews (a) Sense of Congress It is the sense of Congress that— (1) the use of policies to restrict personnel from serving in certain assignments based on race, ethnicity, national origin, or other demographic factors may undermine the United States Government’s ability to deploy relevant cultural, linguistic, and other important skills at diplomatic posts abroad if not applied judiciously; and (2) each agency should continuously track, evaluate, and report assignment restrictions demographic data to assist in addressing any bias in assignment processes. (b) Notification of status (1) In general Not later than 1 year after the date of the enactment of this Act, the Secretary, the Administrator, or the head of an international affairs agency, as appropriate, shall provide a status update for all personnel who, during the 2-year period immediately preceding such date of enactment, were subject to a prior assignment restriction, assignment review, or preclusion for whom a review or decision related to assignment is pending. (2) Standard operating procedures The head of each agency shall design standard operating procedures and implement improved training for security personnel and adjudicators responsible for determining eligibility assignments in order to prevent race, ethnicity, national origin, or other demographic factors from being utilized as proxies for adjudicating risk. 112. Mitigating bias in artificial intelligence use (a) Sense of Congress It is the sense of Congress that, with the integration of artificial intelligence into agency work and operations, measures should be taken to address bias in artificial intelligence models to reduce the likelihood of negative results or discriminatory outcomes. (b) Experts and technologists The head of each international affairs agency shall employ experts, including technologists, social scientists, and legal experts, and fellows from established programs, to support the development of a risk-mitigation framework that promotes trustworthy artificial intelligence systems, including testing and correcting for racial, ethnic, gender, age, national origin, geographic, and other bias in artificial intelligence training data and applications. (c) Reports Not later than 1 year after the date of the enactment of this Act, and every 2 years thereafter for the following 8 years, the head of each agency shall submit a report to the appropriate congressional committees that— (1) describes the agency's efforts to support the safe, secure, and trustworthy development and use of artificial intelligence; and (2) includes agency efforts to test and correct for any bias in artificial intelligence training data and applications, and any resources needed to improve the effectiveness of such efforts. II Personnel 201. Upholding merit system principles as key components in international affairs agencies It is the sense of Congress that the merit system principles for the Civil Service set forth in section 2301(b) of title 5, United States Code, should continue to be upheld as key components of international affairs agency recruitment, hiring, retention, promotion, and leadership human resources practices in accordance with the following standards: (1) Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a workforce from all segments of society, and selection and advancement should be determined on the basis of relative ability, knowledge and skills, after fair and open competition which assures that all receive equal opportunity. (2) All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, ethnicity, religion, national origin, sex, marital status, age, disability, sexual orientation or gender identity, and other demographic or social factors and with proper regard for their privacy and constitutional rights. (3) Equal pay should be provided for work of equal value, with appropriate consideration of both national and local rates paid by employers in the private sector, and appropriate incentives and recognition should be provided for excellence in performance. (4) All employees should maintain high standards of integrity, conduct, and concern for the public interest. (5) The Federal workforce should be efficient and effective. (6) Employees should be retained on the basis of their performance, inadequate performance should be corrected, and employees should be separated who cannot or will not improve their performance to meet required standards. (7) Employees should be provided effective education and training in cases in which such education and training would result in better organizational and individual performance. (8) Employees should be— (A) protected against arbitrary action, personal favoritism, or coercion for partisan political purposes, and (B) prohibited from using their official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for election. (9) Employees should be protected against reprisal for the lawful disclosure of information which the employees reasonably believe evidences— (A) a violation of any law, rule, or regulation, or (B) mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety. 202. Recruitment and retention of locally employed staff (a) Sense of Congress It is the sense of Congress that— (1) the effectiveness and stability of United States diplomatic missions are intrinsically linked to the dedication and expertise of locally employed staff; (2) providing comprehensive training and professional development opportunities for locally employed staff and offering competitive compensation packages that are benchmarked against the local market are essential practices that retain valuable talent and reflect the United States' commitment to fair and equitable employment practices worldwide. (b) Authorization The head of each international affairs agency shall maintain the prevailing wage rate goal for positions in the local compensation plan at or above the 75th percentile, to the extent practicable. (c) Authorization of appropriations (1) In general There is authorized to be appropriated to the Secretary, for each of fiscal years 2025 through 2030, $500,000, which shall be used— (A) to assist with overseas recruitment and retention, including addressing continuing staffing shortages at key posts; and (B) to conduct biannual regional workshops on human resource policies and processes, including logistics, finances, anti-discrimination, and DEIA, for United States citizens and locally employed staff at United States diplomatic missions. (2) Workshop participants Each workshop conducted pursuant to paragraph (1)(B) shall include at least 1 locally employed staff and 1 United States citizen staff member from the participating missions. 203. Personal service contractor compliance (a) In general Prime contractor and subcontractor recruiting initiatives for personal services contractors shall— (1) comply with Executive Order 11246 ( 42 U.S.C. 2000e note; relating to equal employment opportunity) and any other applicable nondiscrimination award regulations; and (2) when sourcing for positions of employment, include outreach to— (A) minorities and minority-serving institutions; (B) individuals with disabilities; (C) rural communities; and (D) other underrepresented groups. (b) Annual report Not later than 120 days after the date of the enactment of this Act, and annually thereafter for the following 5 years, the Secretary, the Administrator, and the head of each of the other international affairs agencies, as appropriate, shall submit a report to the appropriate congressional committees that includes, with respect to all personal services contractors hired during any of the 5 fiscal years immediately preceding the date on which the report is submitted, data on award allocations to prime contractors and any of their subcontractors, if applicable, disaggregated by demographic data, including State of residence at the time the application was filed. 204. Patricia Roberts Harris and Valerie Dickson-Horton Mid-Career Mentorship Program (a) Sense of Congress It is the sense of Congress that— (1) mid-career mentorship programs can assist in the retention of employees and decreased attrition of mid-career employees, including employees who have demonstrated potential for advancement and may be at risk of leaving the Department of State, such as African-American women and others identified by the Department; and (2) Patricia Roberts Harris, who was the first African American woman to serve as an Ambassador, and Valerie Dickson-Horton, who was among the first African American women to serve as a Mission Director and Assistant Administrator of the United States Agency for International Development, deserved to be recognized for their groundbreaking service in the Department of State and USAID. (b) Renaming the program Section 6205(a) of the Department of State Authorization Act of 2023 (division F of Public Law 118–31 ) is amended by striking establish a Mid-Career Mentoring Program and inserting establish the Patricia Roberts Harris and Valerie Dickson-Horton Mid-Career Mentoring Program . 205. Modification of lateral entry Foreign Service programs (a) Sense of Congress It is the sense of Congress that— (1) the Foreign Service should permit mid-career entry to qualified individuals who are willing to bring their talents and experience to the work of the Foreign Service; and (2) the lateral entry program authorized under this section should be used to address disparities in retention and promotion identified by data compiled by international affairs agencies and Government Accountability Office reports by identifying, attracting, and welcoming into the Foreign Service highly qualified mid-career professionals, including minorities. (b) Defined term In this section, the term mid-career professional means an individual who has the skills and experience to serve as a mid-level Foreign Service officer (class 3, 2, or 1) or in an equivalent position. (c) Establishment of program Each agency, as appropriate, is authorized to establish a program that fully complies with current Foreign Service intake procedures to encourage lateral entry into the Foreign Service by mid-career professionals with critical specialized skills, including individuals who belong to underrepresented groups. (d) Administration Each program established pursuant to subsection (c) shall be administered jointly by the respective agency’s personnel office head and the CDIO or another designated senior official with responsibilities for transparency and accountability in employment practices. (e) Program requirements The head of each agency, in implementing the program established pursuant to subsection (c), shall— (1) establish and publish eligibility criteria for candidates to participate in the program; (2) carry out national recruitment efforts to attract highly qualified, mid-career professionals from the civil service, private sector, academia, and other professions that would serve to enrich the Foreign Service workforce and empower it to perform more effectively, including recruiting from underrepresented groups; and (3) include mentorship and other career development opportunities as part of the program. (f) Annual report Not later than 1 year after the date of the enactment of this Act, and annually thereafter for the following 5 years, each agency shall submit a report to the appropriate congressional committees that— (1) describes the current status of the program established pursuant to subsection (c); and (2) includes disaggregated demographic data regarding program recruitment, acceptance, and placement rates. 206. Foreign Service Reappointment Program (a) Sense of Congress It is the sense of Congress that— (1) the Department of State, USAID, and other international affairs agencies, as appropriate, can benefit from the experience and expertise of former Foreign Service Officers who left the service mid-career and would be well served by options for Foreign Service Officers who have left the service to re-enter the service mid-career, subject to certain eligibility criteria and a review of their qualifications and experience; and (2) findings by the Department of State and the Government Accountability Office of greater attrition levels among African Americans and other underrepresented groups suggest the need for targeted programs to reappoint diverse talent at international affairs agencies. (b) In general Section 183(b) of the Foreign Relations Authorization Act, Fiscal Years 1988 and 1989 ( Public Law 100–204 ; 22 U.S.C. 3922a note) is amended— (1) in paragraph (1), by striking and at the end; (2) in paragraph (2), by striking the period at the end and inserting ; and ; and (3) by adding at the end the following: (3) shall establish, not later than 60 days after the date of the enactment of the American FATE Act , a reappointment program for the Department of State and USAID that specifically targets underrepresented groups with high rates of attrition from the Foreign Service, as determined by the Department of State, USAID, the Government Accountability Office, or other official government data, including mid-career alumni of the Charles B. Rangel Graduate Fellowship Program and the Thomas R. Pickering Foreign Affairs Graduate Fellowship Program. . 207. Adjustment to promotion precepts (a) Sense of Congress It is the sense of Congress that integrating precept principles regarding DEIA into Department of State promotions criteria— (1) underscores the United States commitment to transparency and accountability in implementing merit-based recruitment, hiring, retention, and promotion policies; (2) fosters a culture that values the richness of diverse perspectives and ensures equal opportunity; and (3) should continue to be included or referenced in the Foreign Affairs Manual, Foreign Service Precepts, and the Foreign Service Employee Evaluation Report. (b) Basis for selection board review Section 603(b) of the Foreign Service Act of 1980 ( 22 U.S.C. 4003(b) ) is amended— (1) by redesignating paragraphs (7), (8), and (9) as paragraphs (8), (9), and (10), respectively; and (2) by inserting after paragraph (6) the following: (7) a tangible commitment to the promotion of diversity, equity, inclusion, and accessibility with colleagues and external interlocutors; . 208. Workplace flexibility and training (a) Sense of Congress It is the sense of Congress that flexible operations policies, such as telework and job sharing— (1) help international affairs agencies to efficiently— (A) accomplish their missions; (B) manage their operations; and (C) promote work-life balance for employees; and (2) can be a useful recruitment and retention tool, including for employees with specialized skillsets, or for those employees requiring accommodations, that improves organization health and performance when appropriately planned, monitored, and assessed. (b) Workplace flexibility training The head of each agency shall incorporate training on workplace flexibility options and operations policies into employee onboarding and every level of supervisory training. (c) Annual report Not later than 1 year after the date of the enactment of this Act, and annually thereafter for the following 5 years, the head of each agency shall submit a report to the appropriate congressional committees regarding workplace flexibility that includes a summary of flexibility options and agency performance. 209. Expanding fellowship programs (a) Rangel, Pickering, and Payne Fellowships Section 5306 of the Department of State Authorization Act of 2021 (division E of Public Law 117–81 ) is amended— (1) in the section heading, by inserting ; authorization of appropriations after programs ; (2) by striking It is the sense and inserting the following: (a) Sense of congress It is the sense ; and (3) by adding at the end the following: (b) Authorization of appropriations There is authorized to be appropriated to the Department of State, for each of the fiscal years 2025 through 2029, $20,000,000 for operations and administrative costs and stipends for program participants. . (b) Diplomatic security and other fellowships programs; USAID Civil Service Fellowship expansion Section 47 of the State Department Basic Authorities Act of 1956 ( 22 U.S.C. 2719 ) is amended— (1) in subsection (a)— (A) by striking The Secretary of State may make grants to postsecondary educational institutions or students and inserting The Secretary of State and the USAID Administrator shall make grants to minority-serving institutions, postsecondary education institutions, or minority and other students ; (B) by striking the Secretary shall and inserting the Secretary and the USAID Administrator shall ; and (C) by inserting or by the USAID Administrator after by the Secretary of State ; and (2) in subsection (b)(1), by inserting minorities who are before United States nationals . 210. Foreign Service Institute curriculum expansion (a) Training of United States personnel The Secretary, in coordination with the heads of other relevant Federal agencies, shall provide personnel serving in the United States or outside the United States under Chief of Mission authority with training regarding— (1) United States history, including a focus on the United States Constitution; (2) United States Government, including a focus on the functions of the 3 branches of Government and their respective roles in foreign policy; and (3) cultural norms, practices, and protocol for each service country, including country-specific training regarding— (A) past and present United States relations with such country; and (B) underserved, vulnerable, and marginalized communities, including historical and contemporary knowledge about race and ethnic relations, to complement existing training regarding religious communities. (b) Training of Foreign Service Officers and Presidential appointees Section 708(a)(1) of the Foreign Service Act of 1980 ( 22 U.S.C. 4028(a)(1) ) is amended— (1) in subparagraph (C), by striking and at the end; (2) in subparagraph (D), by striking the period at the end and inserting ; and ; and (3) by adding at the end the following: (E) for Foreign Service Officers and Presidential appointees, including Chiefs of Mission, in missions abroad whose responsibilities include political, economic, public diplomacy, security, or development issues, a dedicated module of instruction on— (i) United States history, including a focus on the United States Constitution; (ii) United States Government, including a focus on the functions of the 3 branches of government and their respective roles in foreign policy; and (iii) cultural norms, practices, and protocol for each service country, including country-specific training regarding— (I) past and present United States relations with such country; and (II) underserved, vulnerable, and marginalized communities, including historical and contemporary knowledge about race and ethnic relations, to complement existing trainings on religious communities. . 211. Expansion of Department of State and USAID Diplomat-in-Residence programs (a) Sense of Congress It is the sense of Congress that the Diplomats-in-Residence Program of the Department of State and the Development Diplomats in Residence Program of USAID increase awareness of international careers in the Foreign Service and the Civil Service. (b) Authorization The Secretary and the Administrator are authorized to support up to 60 Diplomat in Residence or Development Diplomat in Residence positions throughout the United States, including at minority-serving institutions and in urban and rural areas. (c) Reporting requirements (1) Initial report Not later than 90 days after receiving an assignment under the program, each Diplomat in Residence or Development Diplomat in Residence shall submit a report to the official who made such assignment that includes a plan for carrying out activities that are specifically tailored for the region, educational institution, and surrounding communities to which the diplomat was assigned. (2) Final report After completing their assignment, the Diplomats in Residence and the Development Diplomats in Residence shall submit a report to the head of human resources that describes any accomplishments, including how the diplomat increased awareness of international career opportunities to new and diverse populations. III Global initiatives 301. Statement of policy on equity principals, policies, and action plans It is the policy of the United States to continue— (1) pursuing a comprehensive global approach to advancing equity for all; (2) the important work of monitoring and addressing human rights issues related to vulnerable, marginalized, or underserved populations, including codifying in statute the critical functions of the Department of State’s— (A) Under Secretary of State for Civilian Security, Democracy, and Human Rights; (B) Ambassador-at-Large for International Religious Freedom; (C) Ambassador-at-Large for Global Women’s Issues; (D) Special Envoy to Monitor and Combat Antisemitism; (E) Special Envoy to Advance the Human Rights of Lesbian, Gay, Bisexual, Transgender, Queer and Intersex (LGBTQI+) Persons; (F) Special Advisor on International Disability Rights; and (G) Special Representative for Racial Equity and Justice; (3) advancing and strengthening policies related to vulnerable, marginalized, and underserved populations that are critical to United States human rights, economic, and national security interests and a key aspect of United States diplomacy and development efforts, including by— (A) better harmonizing Department of State and USAID human rights and equity policy goals and objectives; (B) providing agencies with dedicated staffing and robust funding resources; and (C) explicitly including a focus on race and ethnicity in all work to complement existing religion, gender, and disability policies; and (4) supporting the goals and intent of Executive Order 13985 ( 5 U.S.C. 601 note; relating to advancing racial equity and support for underserved communities through the Federal Government), including by establishing Agency Equity Teams, comprised of senior officials from the office of the head of each international affairs agency, the agency’s CDIO, and the agency’s program, policy, civil rights, regulatory, science, technology, service delivery, financial assistance and grants, data, budget, procurement, public engagement, legal, and evaluation offices, as appropriate— (A) to support continued equity training and equity leadership development for staff across all levels of the agency’s workforce; (B) to develop and implement the agency's Equity Action Plan, which shall include a comprehensive equity strategy that uses the agency’s policy, budgetary, programmatic, service-delivery, procurement, data-collection processes, grantmaking, public engagement, research and evaluation, and regulatory functions to enable the agency’s mission domestically and overseas; (C) to annually publish an update regarding— (i) the progress made by the agency on the actions, performance measures, and milestones highlighted in the preceding year’s Equity Action Plan; and (ii) any potential barriers that underserved communities may face in accessing and benefitting from the agency’s policies, programs, and activities, including procurement, contracting, and grant opportunities; and (D) to develop budgets and spending plans to ensure the Agency Equity Team has sufficient resources, including staffing and data collection capacity, to implement the agency’s Equity Action Plan and advance equity goals. 302. Department of State equity plans and measurement (a) Appointment The Secretary shall appoint, within the immediate office of the Under Secretary of State for Civilian Security, Democracy, and Human Rights, a Deputy Assistant Secretary (referred to in this section as the DAS ), who shall advance United States national security through equity and support for underserved communities in the development and conduct of policies and programs outside the United States. (b) Duties The DAS shall— (1) report directly to the Under Secretary of State for Civilian Security, Democracy, and Human Rights and the Under Secretary of State for Management; (2) manage the Department of State’s equity infrastructure, such as assistance programs, diplomatic engagements, procurement and contracts, and public diplomacy programs and initiatives; (3) integrate equity and support for underserved communities as a cross-cutting policy priority across strategic planning and documents, tools, and guidance, and stakeholder engagement at the Department of State by— (A) leading the Department of State’s Agency Equity Team, which includes representatives from— (i) the Office of Foreign Assistance; (ii) the Bureau of Educational and Cultural Affairs; (iii) the Bureau of Global Public Affairs; (iv) the Under Secretary of State for Management; (v) the Bureau of Democracy, Human Rights, and Labor; (vi) the Bureau of International Organization Affairs; (vii) the Office of Small and Disadvantaged Business Utilization; and (viii) the Office of the Procurement Executive; (B) developing, monitoring, and reporting on equity assessment tools and country-specific baselines, measurements, and reporting mechanisms, including a social inclusion analysis tool, or other relevant metrics; (C) developing an annual budget to implement annual agency-wide equity action plans; (D) increasing transparency and accountability in the management of procurement, contracts, and grants, including for small and disadvantaged businesses and minority-led organizations; (E) expanding overseas outreach and engagement with underserved communities, including providing programs in languages used by minority and indigenous communities, and utilizing live captioning services for the deaf and hard of hearing; and (F) working with the Director of the Foreign Service Institute to develop and provide for all employees and persons under Chief of Mission authority country-specific trainings on issues related to underserved communities, such as language, economy, environment, health, education, and cultural and religious practices; (4) (A) support the activities of the Department of State’s Equity Principals, including Department of State officials responsible for leading Department-wide policies and strategies for— (i) racial, ethnic, and Indigenous communities; (ii) women and girls; (iii) persons with disabilities; (iv) refugees and internally displaced persons; (v) members of religious minority groups; and (vi) LGBTQI+ persons; (B) coordinate activities, policies, and programs between Equity Principals, as applicable; and (C) consult regarding the development and implementation of annual budgets, equity action plans, and a uniform set of indicators and standards for monitoring and evaluating the efforts of their offices; and (5) review and implement recommendations from the July 2022 Government Accountability Office report to the Chairman of the Committee on Foreign Relations of the Senate , entitled, FOREIGN ASSISTANCE: State and USAID Are Taking Actions to Advance Equity Abroad and Mitigate Challenges (GAO-22-105112). (c) Personnel The DAS shall be classified at not lower than GS–15 of the General Schedule and shall be supported by senior staff with relevant expertise. 303. Strengthening public diplomacy efforts with geographically remote and underserved communities overseas (a) Strategy requirement Not later than 60 days after the date of the enactment of this Act, the Under Secretary of State for Public Diplomacy and Public Affairs shall develop a strategy for updating the annual Public Diplomacy Implementation Plan that— (1) increases overseas outreach and engagement with geographically remote and underserved populations, with the goal of increasing participants from remote regions and underserved populations in United States programs; (2) increases direct funding to enable public diplomacy officers and locally employed staff to expand travel to geographically remote and underserved regions in foreign countries to support expanded outreach; (3) provides additional support for program candidates and applicants from remote areas to attend interviews and participate in application processes; (4) provides additional funding for translation, subtitling, and interpretation services to expand audience participation in embassy program and outreach events, such as lectures, films, and cultural events; (5) improves physical accessibility and incorporates other accessibility tools at established and future American Spaces for individuals with disabilities; (6) increases access to English language training for potential and current program applicants to increase opportunities for participation in United States-based educational or professional training programs; (7) develops and standardizes grant proposal development skills training programs for new implementing partners in hard-to-reach and underserved communities; and (8) increases diverse representation in mid-career and senior public diplomacy officers and locally employed staff. (b) Distribution The Under Secretary shall— (1) submit the strategy developed pursuant to subsection (a) to the appropriate congressional committees; and (2) make such strategy available to the public, to the extent practicable. 304. Support for young leaders initiatives (a) Defined term The term eligible young leader means an individual who— (1) is between 18 and 35 years of age; (2) has demonstrated strong capabilities in entrepreneurship, innovation, public service, or leadership; (3) has positively impacted a community, organization, or institution; and (4) may be a member of an underserved, marginalized, or underrepresented population in his or her home country. (b) In general The Secretary is authorized to establish regional young leaders initiatives to build the capacity of eligible young leaders in areas that may include business, social entrepreneurship, civic leadership, public administration, energy and environment, science and technology, education, global health, peacebuilding and co-existence, good governance, anti-corruption, promotion of democracy, and other areas by— (1) offering professional development, training, and networking opportunities; (2) providing training to promote economic growth and improve capacity in strategic sectors; and (3) identifying additional ways to connect alumni of these initiatives to United States public and private resources and institutions and strengthen ties with the United States. (c) Fellowships (1) In general The Secretary is authorized to award fellowships to eligible young leaders under programs established pursuant to subsection (b). Not fewer than 25 percent of fellowships awarded under this subsection shall be allocated to members of an underserved, marginalized, or underrepresented population in the relevant country. (2) Young leaders academic fellows program (A) Establishment There is established in the Department of State a Young Leaders Academic Fellows Program, through which students from partner countries shall be brought to the United States to build practical expertise, leadership skills, and professional networks. (B) Eligibility criteria The Secretary may award fellowships under the program established under subparagraph (A) to eligible individuals based on— (i) citizenship and residency in a partner country; (ii) status as a full-time undergraduate student or a recent graduate of a college, university, or other institution of higher learning; and (iii) any other criteria that the Secretary considers appropriate. (3) Young leaders professional fellows program (A) Establishment There is established in the Department of State a Young Leaders Professional Fellows Program, through which professionals from partner countries shall be brought to the United States to build practical expertise, leadership skills, and professional networks. (B) Eligibility criteria The Secretary may award fellowships under the program established under subparagraph (A) to eligible individuals based on— (i) citizenship and residency in a partner country; (ii) status as an emerging leader in government, civil society, or the private sector; (iii) current employment and 2 or more years of professional work experience; and (iv) any other criteria that the Secretary considers appropriate. (d) Regional leadership centers and networks The Secretary or the Administrator shall establish regional leadership centers to offer training to eligible young leaders. Such centers shall be established in South Asia, the Middle East, and in any other region that the Secretary considers appropriate. (e) United States-based activities The Secretary or the Administrator shall oversee all United States-based activities carried out under any of the programs established under this section. (f) Support for existing programs The Secretary shall continue supporting young leaders programs operating as of the date of the enactment of this Act, including— (1) the Young African Leaders Initiative; (2) the Young Leaders of the Americas Initiative; (3) the Young Pacific Leaders; (4) the Young Southeast Asian Leaders Initiative; and (5) the Young Transatlantic Innovation Leaders Initiative. (g) Implementation plan Not later than 1 year after the date of the enactment of this Act, the Secretary or the Administrator shall submit a plan to the appropriate congressional committees for the implementation of each of the programs authorized under subsection (b) or (c), which shall include— (1) a description of clearly defined program goals, targets, and planned outcomes for each year and for the duration of the program; (2) a strategy for monitoring and evaluating the program and progress made toward achieving such goals, targets, and planned outcomes; and (3) a strategy for ensuring the program— (A) is promoting United States foreign policy goals in each respective region; (B) is clearly branded; and (C) is paired with robust public diplomacy efforts. (h) Public-Private partnerships The Secretary and the Administrator, in coordination with the heads of other relevant Federal departments and agencies, may carry out this section by partnering with the private sector— (1) to pursue public-private partnerships; (2) to leverage private sector expertise; (3) to expand networking opportunities; and (4) to identify funding opportunities and fellowship and employment opportunities. (i) Burden sharing Assistance agreements entered into by the Secretary or the Administrator to carry out this section shall include provisions to promote domestic resource mobilization and cost-sharing, as determined necessary and appropriate by the Secretary or the Administrator, as appropriate. 305. Office of Race and Ethnic Relations and Affairs (a) Establishment Not later than 30 days after the date of the enactment of this Act, the Secretary shall address continuing national security and humanitarian concerns emanating from racial and ethnic divisions and tensions by establishing, within the Office of the Secretary, the Office of Race and Ethnic Relations and Affairs (referred to in this section as the Office ). (b) Head The head of the Office shall— (1) be an individual with recognized distinction on international issues of racial and ethnic equality and empowerment, including possessing expertise on African descent, indigenous, and Roma populations; (2) hold the rank and status of ambassador, or an equivalent position; (3) be appointed by, and report directly to, the Secretary; and (4) shall hold the title of Special Representative for Race and Ethnic Relations and Affairs (referred to in this section as the Special Representative ). (c) Support staff The Office shall be staffed by not fewer than 12 full-time personnel, including senior Foreign Service Officers, Senior Civil Service Officers, and support staff with relevant expertise. (d) Functions The Office shall— (1) advise the Secretary and direct and coordinate activities, policies, programs, action plans, public diplomacy, and funding for all bureaus and offices of the Department relating to the improvement of race and ethnic relations, human rights, protection, and empowerment of members of marginalized or underserved racial, ethnic, indigenous, Roma, and African descent populations; (2) represent the United States— (A) in diplomatic matters relevant to the human rights of marginalized or underserved racial, ethnic, indigenous, Roma, and African descent populations in contacts with foreign governments, intergovernmental organizations, and specialized agencies; and (B) at relevant multilateral conferences and meetings, including United Nations permanent forums; (3) lead the coordination, monitoring, and evaluation of international policies and programs relating to the issues described in paragraph (1) for all other Federal agencies, including multilateral and bilateral initiatives and agreements; (4) lead efforts to promote an international focus on racial equality, equity, inclusion, and empowerment for marginalized or underserved racial, ethnic, indigenous, Roma, and African descent populations, including through— (A) diplomatic initiatives with other countries; (B) partnerships and regular and enhanced coordination with international and nongovernmental organizations and the private sector; and (C) technical assistance to United States missions and foreign governments; (5) develop and manage a global fund for race and ethnic relations that will invest in efficient and innovative solutions for members of marginalized or underserved racial, ethnic, indigenous, Roma, and African descent populations— (A) to combat racial bias and discrimination; (B) to support inclusive economic growth and entrepreneurship; (C) to support physical and mental health, including support for victims of racially or ethnically motivated crimes; (D) to protect and manage natural resources, and combat activities causing environmental harm in communities; and (E) to promote international research and scholarship; (6) develop a uniform set of indicators and standards for monitoring and evaluating United States and global foreign policy assistance for racial equity in Federal agencies; (7) direct, as appropriate, the use of United States Government resources to respond to needs for protection, integration, resettlement, and empowerment of members of marginalized or underserved racial, ethnic, indigenous, Roma, and African descent populations, in carrying out United States Government policies and international programs, including programs designed to prevent and respond to discrimination and violence internationally; (8) lead the development and coordination of United States Government international efforts related to the implementation of the International Decade for People of African Descent and follow on activities, including by submitting annual reports to Congress summarizing such efforts; (9) lead the development and coordination of Department of State racial equity strategies, action plans, policies, public diplomacy, and other activities to fulfill the duties of the Office, including— (A) presenting deserving individuals awards for anti-racism work; and (B) establishing and supporting a global network of experts and youth leaders; (10) coordinate and collaborate, as appropriate and necessary, with other bureaus and offices responsible for diversity, discrimination, and equity initiatives, including Ambassadors at-large, Special Representatives, Civil Rights Offices, Offices of Diversity and Inclusion, Offices of Small and Disadvantaged Businesses, and entities with similar responsibilities at other agencies; (11) collaborate with the Director of the Foreign Service Institute to develop and provide, for all employees and persons under Chief of Mission authority, country-specific training regarding underserved, vulnerable, or marginalized racial and ethnic communities, including in the areas of economics, environment, health, education, cultural and religious practices, and United States foreign policy and assistance objectives; and (12) coordinate and measure global strategies and initiatives to educate and recruit professionals, including those who are members of underserved racial, ethnic, indigenous, Roma, or African descent populations, in international careers that focus on race and ethnic relations. (e) Authorization of appropriations (1) In general There is authorized to be appropriated to the Secretary, to carry out this section in fiscal year 2025 and in each subsequent fiscal year, $10,000,000, of which— (A) $2,000,000 shall be allocated to support the implementation of racial equality agreements between the United States and other countries; and (B) the remaining amount shall be expended to support operations of the Office and the development and implementation of a strategy with each regional bureau and any targeted regional initiatives or units involving race, ethnicity, or social inclusion. (2) Private contributions Notwithstanding any other provision of law, the Secretary of State is authorized to accept private contributions to carry out this section. (f) Fund for Global Racial Equity and Equality (1) Establishment Not later than 90 days after the date of the enactment of this Act, the Secretary shall establish a fund, which shall be known as the Fund for Global Racial Equity and Equality . Amounts deposited into the Fund shall be invested in efficient and innovative solutions for members of marginalized or underserved racial, ethnic, indigenous, Roma, and African descent populations— (A) to combat racial bias and discrimination; (B) to support inclusive economic growth and entrepreneurship; (C) to support physical and mental health, including support for victims of racially or ethnically motivated crimes; (D) to protect and manage natural resources, and combat activities causing environmental harm in communities; and (E) to promote international research and scholarship. (2) Authorization of appropriations There is authorized to be appropriated, for fiscal year 2025 and each subsequent fiscal year, $2,500,000 to carry out this paragraph (1). (3) Private contributions Notwithstanding any other provision of law, the Secretary of State is authorized to accept private contributions to carry out paragraph (1). 306. Senior Advisor for Race and Ethnic Affairs (a) Appointment The Administrator shall appoint, within the immediate office of the Administrator, a Senior Advisor for Race and Ethnic Affairs (referred to in this section as the Senior Advisor ), who shall— (1) be classified at not lower than GS–15 of the General Schedule; (2) report directly to the Administrator; and (3) be supported by not fewer than 5 staff who have expertise in racial and ethnic affairs. (b) Duties The Senior Advisor shall— (1) advise the Administrator and direct and coordinate activities, policies, programs, and funding relating to international development issues impacting members of marginalized or underserved racial, ethnic, Roma, and African descent populations internationally for all USAID bureaus and offices; (2) develop, in consultation with civil society, a racial and ethnic equity, equality, and empowerment policy, strategy, and action plan for USAID that includes a focus on members of marginalized or underserved racial, ethnic, Roma, and African descent populations; (3) serve as the USAID liaison to the Office of Race and Ethnic Relations and Affairs of the Department of State and offices responsible for racial and ethnic communities at other international affairs agencies; (4) develop a uniform set of indicators and standards for monitoring and evaluating foreign assistance for racial equity in Federal agencies; and (5) develop and manage the Action Fund for Global Racial Equity and Equality established pursuant to subsection (d), and seek opportunities to collaborate with the USAID Gender Equity and Equality Action Fund. (c) Authorization of appropriations There is authorized to be appropriated to the Administrator, for fiscal year 2025 and each subsequent fiscal year, $10,000,000, which shall be used to carry out this section. (d) Action Fund for Global Racial Equity and Equality (1) Establishment Not later than 90 days after the date of the enactment of this Act, the Administrator shall establish a fund, which shall be known as the Action Fund for Global Racial Equity and Equality . (2) Authorization of appropriations There is authorized to be appropriated to the fund established pursuant to paragraph (1), for fiscal year 2025 and each subsequent fiscal year, $15,000,000. (3) Private contributions Notwithstanding any other provision of law, the Administrator is authorized to accept private contributions to the fund established pursuant to paragraph (1). 307. United States policy to foster empowerment and inclusion and prevent and respond to racial and ethnic discrimination and violence (a) Global strategy requirement Not later than 180 days after the date of the enactment of this Act, and annually thereafter, the Special Representative for Race and Ethnic Relations and Affairs appointed pursuant to section 305(b) or another Department of State official designated by the Secretary, after consultation with the Senior Advisor for Racial and Ethnic Affairs appointed pursuant to section 306(a) or another USAID official designated by the Administrator, shall— (1) develop or update a United States global strategy— (A) to foster inclusion and empowerment; and (B) to prevent and respond to discrimination and violence against racial and ethnic populations, including people of African descent; (2) submit the strategy referred to in paragraph (1) to the appropriate congressional committees; and (3) make such strategy available to the public, to the extent practicable. (b) Collaboration and coordination In developing or updating the strategy referred to in subsection (a)(1), the Special Representative for Race and Ethnic Relations and Affairs or another Department of State official designated by the Secretary shall consult with— (1) the Under Secretary of State for Public Diplomacy and Public Affairs; (2) the Under Secretary of State for Civilian Security, Democracy, and Human Rights; (3) the Under Secretary of State for Political Affairs; (4) the National Security Council; (5) representatives of— (A) the Department of Education; (B) the Department of Justice; (C) the Department of Commerce; (D) the Department of Agriculture; (E) the Environmental Protection Agency; (F) the Department of Labor; and (G) other relevant Federal agencies; and (6) representatives of civil society, multilateral, and private sector organizations. (c) Implementation of the global strategy The strategy referred to in subsection (a)(1) shall include guidance for providing foreign assistance— (1) to develop civil society leadership programs that will foster global collaboration and knowledge sharing; (2) to support capacity building for the development and enforcement of laws that— (A) protect and empower racial and ethnic populations; and (B) prevent racial and ethnic discrimination; (3) to promote diplomatic initiatives with other countries and partnerships and regular and enhanced coordination with international and nongovernmental organizations and the private sector; (4) to support inclusive economic growth, entrepreneurship, and empowerment; (5) to support physical and mental health, including support for victims of racially or ethnically motivated crimes; (6) to protect and manage natural resources and combat activities causing environmental harm in communities; and (7) to promote international research and scholarship. 308. Combating international racially and ethnically motivated extremism (a) Findings Congress finds the following: (1) There has been a rise in the number and lethality of racially and ethnically motivated terrorist incidents globally during the 10-year period immediately preceding the date of the enactment of this Act. (2) There is evidence that adherents of racially and ethnically motivated extremism communicate internationally and take part in cross border travel, including for overseas combat training in conflict zones. (b) Authorization of appropriations There is authorized to be appropriated to the Secretary such funds as may be necessary for the Bureau of Counterterrorism to address racially and ethnically motivated extremism by— (1) countering terrorist narratives and messaging; (2) building the capacity of civil society, communities, and governments to prevent and counter racially and ethnically motivated extremism and respond to the needs of victims and vulnerable communities; (3) strengthening the capacity of governments and civil society to intervene during the radicalization process; (4) working with diverse communities to build unity and resilience and strengthen measures that protect communities and assist victims; (5) providing consultation to, and working in coordination with, the Bureau of Intelligence and Research, regional bureaus, the Bureau of Democracy, Human Rights, and Labor, the Office of International Religious Freedom, and special representatives and other offices or other entities to strengthen their efforts to address racially and ethnically motivated extremism against vulnerable or marginalized groups; and (6) increasing staff with expertise in identifying, monitoring, or countering racial and ethnic extremism. (c) Reporting Not later than 180 days after the date of the enactment of this Act, and annually thereafter, the Coordinator for Counterterrorism, in coordination with Bureau of Intelligence and Research, shall— (1) provide a briefing to the appropriate congressional committees that— (A) describes the status of programs and response strategies to address international racially and ethnically motivated extremism; and (B) includes an assessment of global racially and ethnically motivated extremism and geographic or country prioritization based on the assessed threat to the United States; (2) describe the coordination mechanisms between relevant bureaus and offices within the Department of State, including United States diplomatic and consular posts, for developing and implementing efforts to counter racially and ethnically motivated extremism; and (3) provide an assessment of the human and financial resources that are necessary to fulfill the purposes and duties under this title. 309. Commemorating the International Decade for People of African Descent (a) In general The Secretary shall— (1) support the establishment of a second United Nations International Decade for People of African Descent, which would cover the period from 2025 to 2034; (2) proactively support and advance the United Nations declaration on the promotion and full respect of the human rights of people of African descent; (3) support the United Nations Expert Mechanism to Advance Racial Justice and Equality in Law Enforcement and funding to combat racial discrimination worldwide; (4) support the expansion of current efforts by the United Nations, the Organization for Security and Co-operation in Europe, the Organization of American States, and other international organizations to address the human rights situation of people of African descent by supporting efforts to uphold their human dignity and equality and promoting societal reconciliation and healing; and (5) in cooperation with civil society, including African-descent communities, academics, activists, businesses, and philanthropic organizations, develop and implement domestic and global strategies to execute the goals and ideals of the second International Decade for People of African Descent and combat racism, including by expanding the transformative work of the Department of State’s Race, Ethnicity, and Social Inclusion Unit. (b) Authorization of appropriations (1) In general There is authorized to be appropriated to the Secretary, for each of the fiscal years 2025 through 2034, $1,500,000 for the development of activities, including grants, to commemorate the second International Decade for People of African Descent for the 10-year period beginning on January 1, 2025. (2) Activities Not later than 90 days after the date of the enactment of this Act, the Secretary shall establish— (A) the People of African Descent Fund, to which private donations may be accepted from sources approved by the Secretary for the purposes of providing United States civil society grants for innovative empowerment initiatives for African descent populations focused on economic growth, entrepreneurship, education, science and technology, health, human rights, and preservation and management of natural resources; and (B) an international scholars program to research, archive, and exhibit the contributions of African Americans in international affairs, including the contributions of Members of Congress, utilizing the Ralph J. Bunche Library and other reputable archives and resources, including the Smithsonian Institution, the Library of Congress, the Moorland-Spingarn Research Center at Howard University, the Schomburg Center for Research in Black Culture at the New York Public Library, and libraries and archives at Historically Black Colleges and Universities. (c) Eligibility In selecting grant recipients pursuant to subsection (b)(2), the Secretary shall give special emphasis, to the extent possible, to initiatives led by members of African descent populations in the United States, including providing technical assistance and capacity-building measures to Historically Black Colleges and Universities to secure and implement grants under this section. (d) Annual report Not later than 1 year after the date of the enactment of this Act, and annually thereafter for the following 11 years, the Secretary shall submit a report to the appropriate congressional committees that describes the activities undertaken to implement subsection (a). 310. Transatlantic slave trade transitional justice initiatives (a) Sense of Congress It is the sense of Congress that the Department of State, through the Office of Global Criminal Justice, the Office of the Special Envoy for Holocaust Issues, and similar offices, has developed expertise in assisting countries in their transitional justice efforts, including measures that are judicial and non-judicial, formal and informal, retributive and restorative, to redress atrocities with the goal of promoting long-term, sustainable peace and security. (b) Authorization of appropriations There is authorized to be appropriated to the Secretary such sums as may be necessary— (1) to appoint a Special Envoy to assist African descendants of the transatlantic slave trade to seek restitution and support remembrance; (2) to establish an intergovernmental working group on transatlantic slave trade transitional justice strategies, including reparative justice strategies; and (3) to create policy and research exchange programs for established and emerging United States and international leaders, scholars, and practitioners focused on transatlantic slave trade transitional justice strategies and advocacy, including reparative justice strategies. 311. United States Institute of Peace Program for Global Race and Ethnic Relations and Peace (a) In general Section 1705(b) of the United States Institute of Peace Act (title XVII of Public Law 98–525 ; 22 U.S.C. 4604(b) ) is amended— (1) in paragraph (9), by striking and at the end; (2) in paragraph (10), by striking the period at the end and inserting ; and ; and (3) by adding at the end the following: (11) establish the James S. Jackson and Robert L. Green Program for Global Race and Ethnic Relations and Peace, which shall— (A) support scholars, research, and education regarding the role of race and ethnicity in addressing national and regional conflicts, societal tensions, and peace building; (B) include the appointment, for up to 2 years, of scholars and leaders from the United States and abroad, including from Historically Black Colleges and Universities, Tribal Colleges, Hispanic Serving Institutions, and other Minority-Serving Institutions, to research race and ethnic relations and conflict resolution with the support of stipends, grants, fellowships, and other support; (C) develop educational programs and materials for government and nongovernment actors, including practitioners and policymakers, regarding historical and contemporary knowledge about race and ethnic relations and conflict resolution; and (D) provide scholarships and educational programs, with a focus on international careers, for secondary and post-secondary school students, who shall be referred to as James S. Jackson-Robert L. Green Race and Peace Scholars . . (b) Authorization of appropriations There is authorized to be appropriated, for each of the fiscal years 2025 through 2035, $2,000,000, which shall be expended to carry out section 1705(b)(11) of the United States Institute of Peace Act, as added by subsection (a)(3). 312. Increasing the collaboration between the Department of State and the Smithsonian Institution with respect to education and cultural affairs There is authorized to be appropriated to the Secretary, for each of the fiscal years 2025 through 2030, $1,000,000, which shall be used to expand collaboration between the Department of State and the Smithsonian Institution by— (1) developing an international exchange program for experts to develop and share best practices regarding ethical cultural heritage stewardship for museum professionals and community-based cultural heritage practitioners; and (2) establishing the Dorothy Raiford Honoring Heritage Program, which shall— (A) celebrate the legacy of Dorothy Raiford, a public school kindergarten teacher who self-funded world travel and became the first African-American docent at the Detroit Institute of Art; and (B) bring international museum professionals and community-based cultural heritage practitioners to the United States to conduct workshops with United States public schools with significant minority student populations. 313. Strengthening tolerance activities in the Organization for Security and Co-operation in Europe region (a) Authorization of appropriations To carry out goals set forth in section 419 of the Department of State Authorities Act, Fiscal Year 2017 ( Public Law 114–323 ), including addressing antisemitism, racism, and other forms of intolerance, there are authorized to be appropriated to the Secretary, for each of the fiscal years 2025 through 2030— (1) $1,000,000, which shall be used by the Office of International Religious Freedom to combat anti-Semitism and Islamophobia in Europe, including in the European Union; (2) $1,000,000, which shall be used by Assistance to Europe, Eurasia, and Central Asia programs to address racism and xenophobia in Europe, including in the European Union; (3) $500,000 to support the activities of the Organization for Security and Co-operation in Europe (referred to in this section as OSCE ) to combat hate crimes, support the 3 tolerance personal representatives, and assist the OSCE Parliamentary Assembly's Special Representative on Anti-Semitism, Racism, and Intolerance; and (4) $100,000 to support annual regional trainings for human rights officers at posts in Europe, including in the European Union regarding— (A) Roma rights and empowerment; and (B) countering racial and ethnic discrimination and fostering empowerment in countries that are members of the OSCE or of the European Union through programs that include a focus on African descent populations. (b) Report Not later than 1 year after the date of the enactment of this Act, and annually thereafter for the following 5 years, the Secretary, in consultation with the Administrator, shall submit a report to the appropriate congressional committees and the Commission on Security and Cooperation in Europe (the Helsinki Commission ) that describes the activities and use of funds authorized under subsection (a). 314. Empowering Afro-descent and indigenous communities in international development and conservation (a) Department of State The Secretary, in coordination with the Administrator and the heads of other relevant Federal departments and agencies, as appropriate, shall develop and implement a strategy and related programs that— (1) supports the empowerment and inclusive economic development of Afro-descendant and indigenous communities around the world; (2) focuses on the Western Hemisphere and island nations; (3) increases the participation of individuals from Afro-descendant and indigenous communities in existing bilateral initiatives and in educational and cultural exchange programs of the Department of State and USAID; (4) increases access to finance, credit, and grants for small- and medium-sized businesses owned by Afro-descendant and indigenous entrepreneurs, organizations, and communities; (5) provides technical assistance to local governments to formulate and enact local development plans that invest in indigenous and Afro-descendant communities; (6) connects rural agricultural, fishing, forestry, and other environmental networks, including indigenous and Afro-descendant networks, to consumers in urban centers and export markets, including through infrastructure construction and maintenance programs that are subject to audits and carefully designed to minimize potential environmental harm; and (7) partners with local governments, the private sector, and local civil society organizations, including organizations representing marginalized communities, to provide skills training and investment in economically viable initiatives. (b) USAID The Administrator, in coordination with the Secretary and the heads of other relevant Federal departments and agencies, shall develop and implement programs and enhance existing programs, to the extent necessary and appropriate, that— (1) improve ecosystem conservation and enhance the effective stewardship of natural resources by Afro-descendant and indigenous communities; (2) provide technical assistance to governments to safeguard national parks and protected forests and protected species, while promoting the participation of Afro-descendent and indigenous communities in such process, as applicable; (3) strengthen the capacity of Afro-descendent and indigenous communities to access the right to prior consultation encoded in laws, executive decrees, administrative acts, and ministerial regulations; (4) support indigenous and Afro-descendant communities as they raise awareness of threats to biodiverse ancestral lands, including through support for local media in such communities and technical assistance to monitor illicit activities; (5) partner with governments and Afro-descendant and indigenous communities to support reforestation and improving river, lake, and coastal water quality; (6) provide assistance to communities affected by mining and deforestation; and (7) foster mechanisms for cooperation on emergency preparedness and rapid recovery from natural disasters, that include Afro-descendant and indigenous communities in planning, establishing, and staffing regional preparedness, recovery, and emergency management centers to facilitate rapid response to survey and help maintain planning on regional disaster anticipated needs and possible resources. IV Career pipeline initiatives 401. Expanding Department of State and USAID Hispanic Association of Colleges and Universities initiatives (a) Sense of Congress It is the sense of Congress that the Department of State Memorandum of Understanding with the Hispanic Association of Colleges and Universities (referred to in this section as HACU ) and the USAID Partnership Agreement with HACU continue a valued partnership initiated by former Secretary of State Colin Powell in 2001, which has assisted a range of diverse recruitment, retention, and partnership efforts, including international student exchanges, short-term faculty fellowships, and research partnerships. (b) Report and plan of action Not later than 90 days after the date of the enactment of this Act, the Secretary and the Administrator shall submit to the appropriate congressional committees— (1) a report on the activities of, and funds expended to implement, the Memorandum of Understanding and Partnership Agreement with HACU; and (2) an annual plan of action and spending plan to carry out such activities during fiscal years 2025 through 2030, including any resources needed to execute such plans. 402. International affairs institutions at minority-serving institutions (a) Findings Congress makes the following findings: (1) Representative Alcee L. Hastings of Florida served his State and country with distinction as a public servant for more than 4 decades, including nearly 3 decades of service in the House of Representatives, and a decade as the first African-American appointed judge on the United States District Court for the Southern District of Florida. (2) Representative Hastings’ distinguished record as a congressman includes— (A) service as the first African-American Chairman of the Commission on Security and Cooperation in Europe (commonly known as the Helsinki Commission ); and (B) membership on— (i) the Committee on Foreign Affairs of the House of Representatives ; (ii) the Permanent Select Committee on Intelligence of the House of Representatives ; and (iii) the Committee on Rules of the House of Representatives . (3) Representative Hastings has long maintained a special interest in international affairs, global security, and democracy and human rights, as demonstrated by— (A) his service as the only United States citizen American to serve as the President of the Parliamentary Assembly of the Organization for Security and Co-operation in Europe (OSCEPA); and (B) leading OSCEPA election observation efforts across 57 countries, including securing the first OSCE international election observation mission in 2002 to the United States. (4) Representative Hastings has— (A) pioneered domestic and global initiatives, beginning with his desegregation efforts as a civil rights lawyer; (B) championed numerous bills in Congress in support of Native American rights; (C) led legislative efforts to increase representation in the United States diplomatic and intelligence corps; and (D) founded international political participation initiatives, such as the Black European Summit, the Transatlantic Minority Political Leadership Conference, and Transatlantic Inclusion Leaders Network, in cooperation with European officials and organizations, people of African descent, Roma, and other stakeholders. (5) Representative Hastings attended Fisk University, Howard University, and Florida A&M University, which are all Historically Black Colleges and Universities, and has avidly supported the excellence of minority-serving institutions and their roles in preparing outstanding scholars to pursue international public service careers. (6) It is a fitting tribute to Representative Hastings’ years of devoted public service to establish, in his name, international affairs institutes, extension campuses, and other programs at minority-serving institutions in the United States and overseas that support excellence in international public service careers and the development of diverse global leaders. (b) Alcee L. Hastings International Affairs Institutions Program The Secretary shall establish the Alcee L. Hastings International Affairs Institutions Program (referred to in this section as the Program ). Under the Program, the Secretary shall award grants to not fewer than 5 Historically Black Colleges and Universities and other minority-serving institutions that the Secretary determines are able to prepare the next generation of diverse international affairs professionals with the core skills necessary to meet the United States’ global diplomatic and development imperatives. (c) Uses of funds A grant under this section may be used for— (1) the purchase, rent, lease, or construction of institutional facilities; (2) administrative management, and the acquisition of equipment, including computers, office supplies, software licensing and agreements, and other materials; (3) scholarships, fellowships, and other financial assistance for students and scholars; (4) the development of curricula and other instructional materials; and (5) other related activities proposed in the grant application and approved by the Secretary. (d) Application Any eligible institution seeking a grant under this section, including the institutions listed under subsection (e), may submit an application to the Secretary that demonstrates how grant funds awarded pursuant to this section will be used— (1) to improve graduate educational opportunities for low-income African Americans, Latinos, Hispanics, or Native Americans students and lead such students to greater financial independence; (2) to provide at least 3 weeks of immersive foreign language instruction; (3) to support at least 1 summer or semester study abroad opportunity; and (4) to provide instruction on the history and work of international organizations, including the Organization for Security and Co-operation in Europe, the Organization for American States, the African Union, the Council of Europe, the European Union, and the United Nations. (e) Eligibility Institutions and programs eligible for grants under this subsection shall include— (1) the International Affairs Program of the Department of Interdisciplinary Studies and the Ralph J. Bunche International Affairs Center at Howard University; (2) Delaware State University; (3) Fisk University; (4) Morgan State University; and (5) South Carolina State University. (f) Institutional choice The president or chancellor of the institution applying for a grant under this section may select which graduate or professional school will receive funds received under such grant in any fiscal year, if the allocation of grant funds among the schools or programs is delineated in the application submitted to the Secretary. (g) Authorization of appropriations There is authorized to be appropriated, for each of the fiscal years 2025 through 2034, $100,000,000, which shall be expended to carry out the Program. (h) Funding rule Any of the institutions listed under subsection (e) that receives a grant in a fiscal year and is eligible to receive another grant in a subsequent fiscal year shall receive, in the subsequent fiscal year, an amount in grant funds that is not less than the amount in grant funds received in any previous fiscal year unless the amount appropriated for the Program by Congress is insufficient to provide such level of grant funding to all eligible institutions in such fiscal year. (i) Alcee L. Hastings Leadership Institute for Transatlantic Engagement Section 6709 of the Department of State Authorization Act of 2023 ( 22 U.S.C. 8201 note) is amended— (1) in subsection (a), by inserting Alcee L. Hastings Leadership before Institute for Transatlantic Engagement ; (2) by striking subsections (f) and (i); and (3) by redesignating subsections (g) and (h) as subsections (f) and (g), respectively; and (4) in subsection (g), as redesignated, by striking for fiscal years 2024 and 2025 and inserting for each fiscal year . (j) Alcee L. Hastings OSCE Internship Program Section 9201(a) of Public Law 117–263 ( 22 U.S.C. 2737 ) is amended— (1) in the subsection header, by striking In general and inserting Establishment ; (2) by striking The Secretary and inserting the following: (1) Student internship program The Secretary ; and (3) by adding at the end the following: (2) Alcee L. Hastings OSCE internship program There is established within the Program, the Alcee L. Hastings OSCE Internship Program (referred to in this section as the Hastings Internship ), which shall— (A) support not fewer than 57 paid internships overseas in participating states of the Organization for Security and Co-operation in Europe (referred to in this section as OSCE , and OSCE partners for co-operation, including the United States OSCE mission in Vienna, Austria, and the OSCE Parliamentary Assembly in Copenhagen, Denmark, for undergraduate students from Historically Black Colleges and Universities and other minority-serving institutions; and (B) convene all Hastings Internship participants for a 1-day program in Vienna on the history and work of the OSCE, including international election observations. . 403. Establishing Centers of Excellence in foreign affairs and assistance (a) Authority The Administrator, in coordination with the Secretary, is authorized to designate up to 6 Centers of Excellence in foreign affairs and assistance at HBCUs and other MSIs (referred to in this section as the Centers of Excellence ) to receive grants and enter into public-private partnerships to develop professional development, certification, research, and consulting programs that strengthen United States diplomacy and international development efforts. (b) Technical assistance The Administrator shall provide technical assistance to institutions selected to be Centers of Excellence to assist in fulfilling the goals of this section, including in developing contracts, operating agreements, legal documents, and related infrastructure. (c) Authorization of appropriations There is authorized to be appropriated $25,000,000 for each of the fiscal years 2025 through 2030 to carry out this section. 404. Foreign Affairs Bridge Program (a) Defined term In this section, the term eligible recipient means an institution— (1) that is— (A) a Historically Black College or University; (B) a Hispanic-serving institution; (C) a tribally controlled college or university; (D) an Alaska Native or Native Hawaiian-serving institution; or (E) an institution of higher education, including community colleges and trade schools, that serves populations that are underrepresented in the Department of State or USAID; and (2) where the majority of its student population are members of a population that is underrepresented in the Department of State or USAID. (b) Authorization The Secretary and the Administrator are authorized to award up to 6 grants, on a competitive basis, to eligible recipients to establish a Foreign Affairs Bridge Program (referred to in this section as the Program ) to enhance the international competitiveness of the United States by expanding international affairs’ talent pipelines and recruitment cohorts for individuals between 18 and 26 years of age from throughout the United States. (c) Purposes The purposes of the Program shall be— (1) to recruit and select a cohort of not fewer than 50 post-secondary school students at eligible institutions to interact with and learn from experienced United States foreign affairs practitioners; (2) to inform Program participants of various internship, fellowship, language training, international exchange, and employment opportunities at the Department of State, USAID, and other international affairs agencies; (3) to deepen Program participants’ knowledge of foreign affairs and United States foreign policy and relevant educational and language training, including for specific languages and skillsets; and (4) to include plans for comprehensive 3- to 5-year programs that include support for— (A) scholars to study abroad for a semester or a year; (B) paid internships during the summer or during an academic semester; (C) intensive academic or language training programs, such as summer institutes or other programs that support entry into an international affairs career; and (D) paid fellowships or stipends for graduate study, including law school and doctoral degree programs, upon completion of post-secondary education or certification. (d) Application Each eligible recipient desiring a grant under this section shall submit an application at such time, in such manner, and accompanied by such information as the Secretary may reasonably require. (e) Stipends authorized (1) Larry Palmer stipends Eligible recipients receiving a grant under this section may provide stipends of up to $5,000 to low-income students enrolled in the institution to defray the cost of their participation in the Program, including travel, living, and educational expenses necessary for such participation. (2) Alcee L. Hastings stipends Eligible recipients receiving a grant under this section may provide stipends of up to $5,000 to low-income students attending law school at the institution, including students enrolled in dual degree programs, to defray the cost of participation in the Program, including travel, living, and educational expenses necessary for such participation. (f) Annual report Not later than 18 months after the date of the enactment of this Act, and annually thereafter for the following 5 years, the Secretary shall submit a report to the appropriate congressional committees that describes the activities of the Program during the most recent academic year, including— (1) disaggregated demographic data of the individuals participating in the Program, including— (A) the State in which the participant graduated from high school; and (B) the institution of higher education in which the individual is enrolled at the time of such participation; and (2) the number of individuals who are considering careers in the Department of State, USAID, the Peace Corps, or other international affairs agencies after participation in the Program. (g) Authorization of appropriations There is authorized to be appropriated, for each of the fiscal years 2025 through 2035, $2,000,000 for grants authorized under this section. 405. International Affairs Graduate Fellowship Program (a) Defined term In this section, the term excepted service has the meaning given such term in section 2103 of title 5, United States Code. (b) Program Building upon the success of the Charles B. Rangel Graduate Fellowship Program, the Thomas R. Pickering Foreign Affairs Graduate Fellowship Program, and the USAID Donald M. Payne International Development Graduate Fellowship Program in strengthening career pipelines at the Department of State and USAID, the head of each agency (except the Secretary and the Administrator) shall establish an International Affairs Graduate Fellowship Program (referred to in this section as the Program ) under which an eligible individual may— (1) participate in seminars on international career opportunities and a paid fellowship at the respective agency in the United States or at an overseas mission, including the United States mission to the United Nations or other international organizations; (2) receive tuition assistance from the agency for graduate studies, including law school and doctorate degrees; (3) receive an allowance that is equal to the amount needed for— (A) the fellow’s reasonable costs during the period of the Program; and (B) domestic and international travel and lodging expenses related to attending all aspects of the Program, including interviews and orientation; and (4) upon completion of graduate studies from an institution of higher education and successful completion of the Program, as determined by the head of the agency, receive an offer of employment to work in the agency that is in the excepted service. (c) Eligibility An individual is eligible to participate in the Program if the individual is— (1) classified as a junior or senior at a minority-serving institution; (2) a member of an underrepresented racial or ethnic group; or (3) a resident of a United States territory. (d) Direct hire authority If an individual accepts an offer of employment under subsection (b)(4), the head of the agency shall appoint, without regard to provisions of subchapter I of chapter 33 of title 5, United States Code, (except for section 3328 of such title) such individual to the position specified in such offer. (e) Annual report Not later than 1 year after the date of the enactment of this Act, and annually thereafter for the following 5 years, the head of the agency shall submit a report to the appropriate congressional committees that includes— (1) the number of individuals participating in the Program, disaggregated by— (A) demographic data; (B) the institution of higher education in which the individual is enrolled at the time of such participation; and (C) the State in which the individual graduated from high school; and (2) the number of individuals who accepted an offer of employment under the Program, the positions to which each individual was appointed, and the number of individuals who applied for security clearances and successfully received security clearances. (f) Authorization of appropriations There is authorized to be appropriated to each international affairs agency such sums as may be necessary to carry out the Program. 406. Increasing employment opportunities at international organizations (a) Minority employment Section 9701(b) of the Department of State Authorization Act of 2022 (division I of Public Law 117–263 ; 22 U.S.C. 276c-6 ) is amended— (1) in the matter preceding paragraph (1), by inserting and secure after promote ; (2) by redesignating paragraphs (1) and (2) as paragraphs (2) and (3), respectively; (3) by inserting before paragraph (2), as redesignated, the following: (1) developing junior professional and other programs that target underrepresented groups; ; and (4) in paragraph (3), as redesignated, by inserting , including to Historically Black Colleges and Universities and other minority-serving institutions before the period at the end. (b) In general Section 6701 of the Department of State Authorization Act of 2023 (division F of Public Law 118–31 ; 22 U.S.C. 276c-7 ), is amended— (1) in subsection (a), by inserting , including by increasing the number of minorities, after citizens ; and (2) by amending subsection (d) to read as follows: (d) Authorization of appropriations There is authorized to be appropriated to the Department such sums as may be necessary to carry out the grant program authorized under subsection (a). . 407. Extending paths to service for paid student interns in international affairs careers (a) Sense of Congress It is the sense of Congress that— (1) paid internships offer a strategic avenue for expanding agency recruitment; and (2) socioeconomic factors, such as financial need, have prevented participation in internships from geographically diverse areas of the United States, including overseas territories and racially and ethnically diverse communities, resulting in untapped talent pools for international affairs careers. (b) In general Section 9201(c) of the Department of State Authorization Act of 2022 ( 22 U.S.C. 2737(c) ) is amended— (1) by striking that includes and inserting the following: “that— (1) includes ; and (2) by striking the period at the end and inserting the following: ”; and (2) ensures that at least 40 percent of paid interns belong to a racial or ethnic group that has experienced the effects of past government regulations or socioeconomic factors, such as financial need, which have made it difficult to secure internships or other employment at a foreign affairs agency; and (3) ensures that at least 5 percent of paid interns are from United States territories. . 408. Foreign Service fellowships for graduate students and faculty The heads of each international affairs agency shall establish a Foreign Service fellowship program at their respective agency to provide a fellowship, for a period of not shorter than 4 months, for minority students enrolled in an accredited graduate studies program and faculty members at institutions of higher education that serve significant numbers of students who are from a racial or ethnic group that is underrepresented in the Foreign Service. V Minority business initiatives 501. Expanding United States minority-owned business procurement at international affairs agencies (a) Sense of Congress It is the sense of Congress that the involvement of minority-owned businesses in procurement mutually benefits international affairs agencies and the United States economy by— (1) providing such agencies with needed services and commodities that advance United States interests abroad; and (2) increasing economic opportunities for United States businesses, organizations, and communities. (b) Definition In this title, the terms minority-owned business and section 8(a) business mean a small business concern owned by African Americans, Hispanic or Latino Americans, Native Americans, Asian Pacific Americans, other United States minorities, or any other individuals found to be socially and economically disadvantaged pursuant to section 8(a)(4) of the Small Business Act ( 15 U.S.C. 637(a)(4) ). (c) Authorization of appropriations There is authorized to be appropriated to each international affairs agency such sums as may be necessary to develop programs that expand the total number and dollar amount of contracts and subcontracts awarded to minority-owned businesses, including small, minority-owned businesses, by utilizing set asides, technical assistance, support services, and other methods. (d) Annual report Not later than 90 days after the last day of the first fiscal year beginning after the date of the enactment of this Act, and annually thereafter for the following 5 years, the head of each international affairs agency shall submit a report to the appropriate congressional committees that describes the activities carried out pursuant to subsection (c), including— (1) with respect to contracts awarded by the agency to minority-owned businesses— (A) the total number of minority-owned business receiving such contracts during the reporting period; (B) the percentage of all contracts entered into by such agency that involve minority-owned businesses; and (C) the aggregate dollar amount of such contracts; and (2) with respect to subcontracts awarded by contractors to minority-owned businesses— (A) the total number of minority-owned business receiving such subcontracts during the reporting period; (B) the percentage of all subcontracts entered into by such contractors that involve minority-owned businesses; and (C) the aggregate dollar amount of such subcontracts. (e) Spending plan Not later than 90 days after the date of the enactment of this Act, the head of each agency shall submit a plan to the appropriate congressional committees that describes how amounts made available to carry out this section will be used to achieve the purposes of this section. 502. Small business consulting services and technical assistance (a) Authorization of appropriations There is authorized to be appropriated, for each of the fiscal years 2025 through 2030, $1,000,000 to provide legal and financial consulting services, technical assistance, training, and other support at Small Business Development Centers and Women’s Business Centers located at HBCUs and other MSIs, and in rural communities for the purposes of assisting businesses and new audiences seeking to contract with the Department of State or USAID. (b) Allocation Of the amount appropriated pursuant to subsection (a) for each fiscal year— (1) $500,000 shall be allocated to the Secretary; and (2) $500,000 shall be allocated to the Administrator. 503. Minority business international exposition participation There are authorized to be appropriated to the Secretary such sums as may be necessary to support the travel and participation of at least 50 United States minority-owned businesses in international expositions, including Expo 2025 in Osaka, Japan, with a focus on section 8(a) businesses and HUBZone small business concerns (as defined in section 31(b) of the Small Business Act ( 15 U.S.C. 657a(b) ), which may be planned in coordination with— (1) the Global Diversity Export Initiative of the International Trade Administration; (2) the Small Business Division of the Export-Import Bank of the United States; or (3) any other program for small- and minority-owned businesses carried out by an international affairs agency. 504. Expanding United States business opportunities overseas It is the sense of Congress that the Secretary and the Administrator should continue to support the Global Diversity Export Initiative of the United States Commercial Service, which works to bolster exports from United States businesses founded, owned, or led by African Americans, Asian Americans, Hispanic Americans, Native Americans, veteran and service-disabled veterans, women, and LGBTQI+ individuals. 505. Nondiscrimination in foreign assistance (a) Sense of Congress It is the sense of Congress that terms for the acceptance of Federal awards that are subsidized, in whole or in part, by foreign assistance funds administered by USAID or other international affairs agencies prohibits recipients and subrecipients from— (1) discriminating against beneficiaries or potential beneficiaries of foreign assistance; or (2) discriminating in relation to employment decisions to support performance of the award. (b) Contract terms The Administrator shall include, in each contract through which Federal funding is provided to a non-Federal entity or a foreign public entity, a provision that authorizes USAID to reduce or terminate such funding, without penalty, if the recipient or a subrecipient of such funding discriminates (and fails to remedy such discrimination) against— (1) any beneficiary or potential beneficiary of such funding provided in performance of such contract, including by withholding, adversely impacting, or denying equitable access to the benefits of such funding; or (2) any employee, agent, or candidate for a position who is or will be engaged directly in the performance of such contract and whose work will be subsidized, in whole or in part, by such funding, unless such discrimination is expressly permitted by applicable Federal law. 506. Nondiscrimination in foreign acquisitions (a) In general Unless expressly authorized in the applicable contract with USAID, a contractor or subcontractor receiving Federal funding from USAID may not discriminate against— (1) any end user, prospective end user, or beneficiary of the supplies or services provided as a result of such contract, including discrimination by withholding, denying, or adversely impacting equitable access to such supplies or services; or (2) any employee, agent, or candidate for a position who is or will be directly engaged in the performance of such contract and whose work will be funded, in whole or in part, with funding provided through such contract, unless such discrimination is expressly permitted by applicable United States law. (b) Required actions Each contractor and subcontractor described in subsection (a) shall take appropriate action, up to and including termination, against any employee, agent, or subcontractor that violates the prohibition set forth in subsection (a). (c) Reporting requirements Each contractor and subcontractor described in subsection (a) shall inform the appropriate contracting officer and the USAID Office of Inspector General— (1) immediately after the receipt of any credible information from any source (including host country law enforcement) that alleges conduct that violates subsection (a) by any employee or agent of the contractor or subcontractor; and (2) of any actions taken by such contractor or subcontractor against such employee or agent. 507. Inclusive economic policies and practices It is the sense of Congress that— (1) inclusive trade and economic practices aim to expand meaningful access to, and improved participation in the economy for all segments of society, including women and other gender marginalized groups, youth, persons with disabilities, the African Diaspora, indigenous peoples, local communities, rural and remote communities, and other traditionally underserved or marginalized communities; (2) inclusive trade and economic practices include making strategic, policy, programmatic, and budgetary decisions with insight from local and varied stakeholders and providing technical assistance to communities; (3) promoting an inclusive approach to trade and investment is essential to promoting sustainable economic growth and development in bilateral relations; and (4) international affairs agencies should work to support and implement inclusive trade, investment, and other economic practices, such as those outlined in the Office of the United States Trade Representative’s Kenya chapter on inclusivity.