Annual Demographic Report of the U.S. Intelligence Community for the Fiscal Year

Key Chapter Title List

1. Preface
2. Report Purpose
3. Executive Summary
4. Background
5. Report Scope
6. Research Methodology
7. Demographic Composition of the Intelligence Community for FY 2023
8. Intelligence Community Workforce Composition
9. Applicant Profile
10. Hiring Situation
11. Mission Category Distribution
12. Promotion Situation
13. Current State of Diversity in Senior Positions
14. Personnel Attrition Situation
15. Diversity, Equity, Inclusion, and Accessibility Index
16. Intelligence Community Strategic Investments and Outcomes

Document Introduction

This report is prepared by the Intelligence Community Diversity, Equity, Inclusion, and Accessibility Office (IC DEIA) under the Office of the Director of National Intelligence (ODNI). It is submitted in accordance with the requirements of the amended National Security Act of 1947, aiming to publicly disclose demographic statistics regarding the employment of minorities, women, and persons with disabilities (PWD) within the U.S. Intelligence Community (IC) for Fiscal Year 2023. It serves as a core basis for the public, Congress, and the Intelligence Community itself to assess the implementation of diversity strategies.

The report covers full-time and part-time civilian personnel across the 18 component agencies of the Intelligence Community. The analysis revolves around key stages of the talent lifecycle, including core topics such as workforce composition, applicant characteristics, hiring processes, mission category allocation, promotion mechanisms, representation in senior positions, and personnel attrition trends. It introduces the overall U.S. Federal Government workforce and the U.S. civilian labor force as benchmark references, constructing a multi-dimensional comparative framework.

The research employs an intersectional analysis approach, integrating data across multiple identity dimensions such as gender, race, ethnicity, and disability status. It ensures analytical rigor through anonymized individual-level data collection, standardized statistical testing, and trend comparisons. The report specifically notes challenges in data collection, including incomplete data submissions from some agencies and low disclosure rates for disability status. It also explains that the FY 2023 data is more comprehensive than in previous years due to optimized data security and privacy protection mechanisms.

Key findings indicate that the representation of minorities, women, and persons with disabilities within the Intelligence Community remains below benchmark groups, with significant underrepresentation in senior positions. Minority applicants face implicit barriers in the hiring process, and groups such as Asian and African American individuals exhibit higher attrition rates in their first year of employment. Women's participation in the application stage is below the average level of the U.S. civilian labor force, and minority women encounter dual barriers in promotions. Satisfaction with the responsiveness to accessibility needs for persons with disabilities is low, and insufficient data disclosure impacts the accuracy of trend assessments.

The report proposes that the Intelligence Community needs to advance its strategic goals by strengthening the diversity of recruitment channels, optimizing promotion evaluation mechanisms, improving accessibility support systems, and deepening intersectional data collection, among other measures. It details specific initiatives within four major strategic investment areas: data modernization, partnership building, and specialized training. This provides data support and actionable pathways for the Intelligence Community to enhance organizational resilience and mission effectiveness.