Mission: DIA believes in strengthening national security by: growing a workforce of diverse perspectives; developing officers to have the attributes and abilities to meet today's requirements and tomorrow's challenges; and engaging every officer in mission accomplishment to enhance all-source intelligence operations around the globe.

A diverse workforce is critical to improving and maintaining a competitive advantage. Focusing on diversity and looking for ways to achieve an inclusive environment is not just a “nice to have” objective; it makes good business sense. Diversity improves the quality of DIA’s workforce and offers a higher return on investment in human capital. DIA’s future depends on the quality of employees we recruit today.

DIA’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.

DIA’s senior leaders are expected to take an active role in creating and sustaining a non-hostile/non-discriminatory environment. Each officer is important to our mission, and we stand in unity as we face the challenges of protecting our freedoms.

DIA 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:

  • Diversity Management: DIA reaffirms the importance of attracting, developing, and retaining diverse officers who possess a thorough understanding of other societies, cultures, and languages. The Agency is committed to implementing diversity as a powerful tool to build a workforce equipped to deal with current world challenges.
  • Equal Employment Opportunity: DIA provides equal employment opportunity regardless of race, religion, color, sex, national origin, age, disability (physical/mental), and/or sexual orientation. Employees, former employees, and applicants for employment may file a discrimination complaint in accordance with 29th Code of Federal Regulation, Part 1614.

  • Reasonable Accommodations in the Workplace: The Agency is committed to being a model employer of people with disabilities. Personnel are required to attend annual diversity training that address policies, procedures, practices, and assistive technology. Reasonable accommodation requests are made in accordance with the Rehabilitation Act of 1973, Title I of the Americans with Disabilities Act, and 29th Code of Federal Regulation, Part 1614.

  • Personal Assistant Services (PAS): On January 3, 2017, The Equal Employment Opportunity Commission (EEOC) issued a final ruling amending the regulations implementing Section 501 of the Rehabilitation Act of 1973. The amended regulations require federal agencies, as an affirmative obligation, to provide Personal Assistance Services (PAS), absent undue hardship, to individuals who need them because of their targeted disability, such as Traumatic Brain Injury and paralysis. PAS provides assistance with performing activities of daily living that individuals would typically perform if they did not have a disability, such as eating and using the restroom. Agencies are only required to provide PAS when the individual is working or on work-related travel. Employees requesting PAS shall notify their supervisor and/or the Equal Opportunity and Diversity Office, Reasonable Accommodation team @ 202-231-8178 to initiate the process.

  • Equal Opportunity Training: Employees are required to complete diversity training during their first year of employment. Each year thereafter, they are required to attend a refresher course to reinforce awareness of equal opportunity in the workplace.

  • Workplace Harassment: Employees are guaranteed the right to work in an environment free from unlawful workplace harassment and retaliation. Reported incidents shall be investigated and resolved promptly at the lowest appropriate level.

  • Military Equal Opportunity: Military members have an equal opportunity to attain the highest level their ability will allow, without regard to race, color, sex, religion, or national origin. They are also protected against reprisal for filing discrimination complaints or otherwise participating in the complaint process.
  • Special Emphasis Programs: Special Emphasis Programs are an integral part of the 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. They 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. DIA’s Special Emphasis Programs include: Asian American and Pacific Islander Program; African American Program; Federal Women’s Program; Hispanic Empowerment Program; Lesbian, Gay, Bisexual, Transgender Employment Program; Native American Program; and People with Disabilities Program. 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;
    • Identify systemic causes of discrimination against minorities, women, and people with disabilities;
    • Seek ways to help minorities, women, and people with disabilities to advance by using their skills fully;
    • Monitor the Agency's progress in eliminating discrimination and adverse impact on minorities, women, and people with disabilities in employment and programs; and
    • Educate employees and managers about the extent of various forms of discrimination within the Federal service, and their role in creating an environment that is free of discrimination and harassment.