Different Backgrounds. One Mission.
To effectively accomplish our mission, the FBI needs people from different backgrounds, with varying experiences and perspectives. We know a more diverse workforce allows us to connect with and maintain the trust of the American people.
In 2013, former FBI Director James Comey observed a major problem within the FBI’s special agent workforce, 83 percent of the special agent ranks was white. How could the FBI relate to the diverse communities we serve, when only one demographic was being represented to the public? To overcome this issue, Director Comey directed Human Resources Division to look at diversity within the FBI and change the organization’s course to become more inclusive and multi-cultural. The FBI’s Office of Diversity and Inclusion (ODI) was created to develop and execute strategies that would support a diverse workforce and foster a culture that would integrate diversity, equity, and inclusion. The FBI once again underwent a transformation to recruit underrepresented groups who would be essential to the success of our mission and drive the future of the FBI.
In 2014, Diversity was added as one of our eight Core Values to ensure diversity and inclusion would forever be integrated into the foundation of our organization and incorporated into everything we do.
In 2015, Diversity and Inclusion was added as a Director’s Priority Initiative to increase ethnic, racial, and gender diversity in our workforce. Under this priority DEIA was formulated: Diversity, Equity, Inclusion, and Accessibility.
To have employees become more involved in DEIA and understand the importance of cultural awareness, the FBI established several ODI programs. A Diversity Executive Council, a cross-cultural advisory group, was established that would support the implementation of the FBI’s Diversity and Inclusion Plan. Nine different Diversity Advisory Committees were formed to champion issues, solutions, and topics that affect underrepresented communities within our workforce, such as Hispanic Advisory Board, Veterans Affairs Advisory Board, and Black Affairs Diversity Committee. ODI also created ten Employee Resource Groups, which are informal, employee-led groups that connected employees with shared interests and facilitated networking and support.
Blacks in Government, FBI Jewish Americans, and Federally Employed Women are just a few of our ERGs. Lastly, the FBI had to ensure the DI Plan was implemented in the field offices across the nation, so employees were encouraged to become Diversity and Inclusion Coordinators to promote a more inclusive work environment.
In 2016, the ODI implemented Diversity Agent Recruiting (DAR) events to broaden our recruitment efforts to increase awareness and understanding of FBI employment opportunities. These events brought in applicants from across the country who have a variety of backgrounds and expertise. The ethnic and racial makeup of special agent applicants have been the most diverse over the past four years because of the DARs.
In 2021, the FBI named its first Chief Diversity Officer, Scott McMillion. He was appointed by FBI Director Wray to spearhead the FBI’s evolving cultural shift on how diversity, equity, inclusion, and accessibility would be integrated into our organization’s DNA.
In the same year, ODI launched the Beacon Project to help foster and strengthen relationships between the FBI and leaders of HBCUs and other minority-serving institutions, such as the University of Texas at El Paso. The project was developed to promote employment pathways for minority students into the FBI.
In 2022, the ODI in conjunction with the Human Resources Division, implemented a new diversity and inclusion performance objective for front line and senior leaders in the FBI. They are evaluated upon how they support and promote a workforce environment that supports diversity and inclusion.
This year, the FBI’s Office and Diversity Inclusion celebrates it’s 10-year anniversary. Our commitment to foster diversity and inclusion has been integrated into every facet of employment, including leadership and career development, recruitment, staffing, workforce planning, and sustainability.
We are starting to see positive trends because of our diversity initiatives: higher percentage of minorities at every grade level of the organization than four years ago. We will continue to expand our diversity as an organization by joining diversity initiatives such as the 30×30 Initiative, which focuses on recruiting more women agents to advance diversity, strengthen partnerships, and enhance operations success.
The FBI currently employs roughly 13,700 special agents. Approximately 20.4 percent of agents identify as a minority. Of that number, approximately 8.8 percent as Hispanic or Latino, 5.2 percent identify as Black or African American, 3.7 percent as Asian, 2.2 percent as two or more races, 0.3 percent as American Indian or Alaskan Native, and 0.2 percent as Native Hawaiian or Other Pacific Islander. Compared to 2018, minority representation has increased by 2.6 percent. Special Agent female representation has increased by 3.2 percent.
These numbers are not proportional to the general population, which is why Director Wray has prioritized the recruitment and retention of diverse, qualified talent.
We understand we still have work to do. We stand committed, as today’s FBI, to fostering a culture of inclusivity and diversity. The success of our efforts impacts our operations, our culture, and our future as an organization.
Jeffrey R. Downey
Special Agent in Charge, FBI El Paso
With El Paso so close to the Mexican border and Mexico in the throws of revolutionary struggle during the early 1900s, southwest Texas became a key focus of the Bureau soon after its founding in 1908. As the FBI heads into its second century, the El Paso Division remains committed to protecting the people and defending the nation while upholding the rule of law and the civil liberties of all.
