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Mission: To strengthen our National security by growing a workforce of diverse perspectives, by developing a workforce that has the attributes and abilities to meet today’s requirements and tomorrow’s challenges, and by engaging every employee in mission accomplishment, to enhance all-source intelligence operations around the globe.
The Defense Intelligence Agency’s success depends on the skills of its diverse workforce and a shared commitment to executing the defense intelligence mission. The Agency believes that every member of the workforce must have an equal opportunity to excel in their career through improved training, mentoring, and access to challenging work opportunities. DIA also recognizes that a richly diverse workforce, with a broad range of skills, capabilities and perspectives is only achieved through thoughtful recruitment, development, and retention activities. Discrimination, of any kind, based on race, color, religion, sex, national origin, age, disability (physical/mental), and/or sexual orientation, is prohibited.
The Defense Intelligence Agency’s leadership is expected to take an active role in creating a sustaining a non-hostile/non-discriminatory environment. Each person is important to our mission, and we stand in unity as we face the challenges of protecting our freedoms.
The Defense Intelligence Agency is committed to establishing and maintaining a productive work environment based on inclusion, equality, team building, and the efficient use of employees’ experiences, perspectives, and talents. Following is an overview of Agency diversity policies.
Special Emphasis Programs (SEPs) are an integral part of the Defense Intelligence Agency’s (DIA) Equal Opportunity Program. The Programs ensure that Federal agencies take affirmative steps to provide equal opportunity to women, minorities, and people with disabilities in all areas of employment. The term, Special Emphasis Programs, refers specifically to employment-related programs, which focus special attention on groups that historically have been conspicuously absent or underrepresented in a specific occupational category or grade level in the Agency’s workforce. These Programs serve as a channel to management officials and their goals are to: Improve employment and advancement opportunities for minorities, women, and people with disabilities in the Federal service;
The following is a list of DIA’s Special Emphasis Programs: