CAREER OPPORTUNITIES FOR WOMEN

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89B00423R000200150002-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: January 4, 2017
• Document Release Date: April 22, 2008
• Sequence Number: 2
• Publication Date: March 28, 1984
• Content Type: MEMO

Approved For Release 2008/04/22 : CIA-RDP89B00423R000200150002-6 ST n vj
MEMORANDUM FOR: Executive Director
28 March 1984
FROM Richard J. Kerr
Associate Deputy Director for Intelligence
SUBJECT Career Opportunities for Women
REFERENCE ExDir Memorandum on Career Opportunity, dated
15 March 1984
1. As you requested, we have taken another look at the
career progression and opportunities for women in the DI.. As you
noted, there has been some progress. For the past three years,
the DI has in general hired more women than men, and many of
these women were hired for analytic positions. As a result, the
number of women analysts and managers in the DI has grown faster
during the past two years than the number of men in such
positions (see attached charts and table). An increasing number
of women are being sponsored to prestigious training courses and
participating in leadership development programs. In that regard
you should know that the DI employees sponsored this year to the
Harvard Program for Senior Managers in Government, the FSI
Executive Seminar in National and International Relations, and
the Center for Creative Leadership's Workshop in Organizational
Action were all women. Among the DI participants in the DCI
Exceptional Analyst Program during the past two years, men and
women have been equally represented. In addition, women
comprised a greater proportion of the attendees at the Management
Development Course, Program on Creative Management, and Mid-
Career Course than they do in the ranks of senior DI analysts and
managers. And women have shared in DI monetary awards and the DI
Advanced Analyst Program roughly in proportion with their
representation in the professional ranks.
2. Much more remains to be done. The growth in the number
of women in the DI is generally the result of adding new
employees at the lower grade levels, and the number of women in
more senior positions remains relatively small. Women also make
up a smaller share of the Category I and II population for grades
GS-12 to GS-15 than they do in the general population for each
grade--although in some cases the difference is slight (see
table). And women still represent too small a share of the DI
employees participating in the Supervision of Analysis Course,
Senior Officer Development Course, Leadership Development
Program, senior officer schools, rotational assignments to
policymaking agencies, and overseas assignments.
DDI- l LEGi4.`I
kMk CNRO+52t~
Approved For Release 2008/04/22 : CIA-RDP89B00423R000200150002-6
 Approved For Release 2008/04/22 : CIA-RDP89B00423R000200150002-6
3. Every effort will be made in the DI to increase the
proportion of women in the analytic and managerial ranks and to
increase the participation of women in career development
opportuntities. Directorate assignment and career panels will
give increased attention to that end and to ensuring that women
are being treated equitably in each DI office. The DI Minority
Advisory Panel--as well as other DI panels such as those
established to monitor issues pertaining to the recruiting and
professional development of economists, military analysts, and
intelligence assistants--will also be helpful in that regard.
Through the efforts of panel members and others, all pertinent
data are being systematically reviewed to help us identify where
problems exist. For example, I've asked that the record for the
past several years be reviewed to chart the progress made by new
analysts and to determine if there are significant differences
between the advancement recorded by women and men. I've also
asked that a recent DI study on the causes of attrition be
reexamined to determine if there are differences between the
number of women and men who leave the Directorate or in the
reasons given for doing so.
4. Such attention should ensure that women in the
Directorate are being treated fairly, but additional effort is
needed to increase the number of women in the DI. A more finely
honed recruitment effort appears to be the answer. The DI has
already taken some strides in that regard. For example, we are
including women on our recruitment teams and have succeeded in
encouraging more women to apply. As a result, roughly half of
the economists who apply to the Agency are women. That
accomplishment is especially noteworthy inasmuch as economics is
not a discipline in which women have traditionally been well
represented. The DI has also given more attention to women's
colleges. Indeed, a woman from one of the regional offices
accompanied a professional recruiter to two such schools last
month. I believe that not only will the DI profit from such
attention, but that the Agency would gain from a similar, but
more comprehensive, effort.
STAT
Approved For Release 2008/04/22 : CIA-RDP89B00423R000200150002-6
 Approved For Release 2008/04/22 : CIA-RDP89B00423R000200150002-6
Iq
Next 3 Page(s) In Document Denied
Approved For Release 2008/04/22 : CIA-RDP89B00423R000200150002-6