[Congressional Bills 118th Congress]
[From the U.S. Government Publishing Office]
[S. 5581 Introduced in Senate (IS)]
<DOC>
118th CONGRESS
2d Session
S. 5581
To strengthen and expand efforts to identify, include, and advance
untapped potential in the United States' international affairs
workforce to strengthen national security, and for other purposes.
_______________________________________________________________________
IN THE SENATE OF THE UNITED STATES
December 18 (legislative day, December 16), 2024
Mr. Cardin introduced the following bill; which was read twice and
referred to the Committee on Foreign Relations
_______________________________________________________________________
A BILL
To strengthen and expand efforts to identify, include, and advance
untapped potential in the United States' international affairs
workforce to strengthen national security, and for other purposes.
Be it enacted by the Senate and House of Representatives of the
United States of America in Congress assembled,
SECTION 1. SHORT TITLES; TABLE OF CONTENTS.
(a) Short Titles.--This Act may be cited as the ``American Foreign
Affairs Talent Expansion Act: Diversity in Diplomacy and Development''
or the ``American FATE Act''.
(b) Table of Contents.--The table of contents for this Act is as
follows:
Sec. 1. Short titles; table of contents.
Sec. 2. Definitions.
TITLE I--TRANSPARENCY AND ACCOUNTABILITY
Sec. 101. Findings.
Sec. 102. Statement of policy.
Sec. 103. Diversity and inclusion offices.
Sec. 104. Recruitment and retention of the international affairs
workforce.
Sec. 105. Agency workforce transparency and accountability.
Sec. 106. Collection, analysis, and dissemination of workforce data.
Sec. 107. Employee satisfaction and exit surveys.
Sec. 108. Comprehensive policy on vetting and transparency.
Sec. 109. Streamlining discrimination and harassment reporting.
Sec. 110. Addressing host country discriminatory treatment.
Sec. 111. Accountability in assignment restrictions and reviews.
Sec. 112. Mitigating bias in artificial intelligence use.
TITLE II--PERSONNEL
Sec. 201. Upholding merit system principles as key components in
international affairs agencies.
Sec. 202. Recruitment and retention of locally employed staff.
Sec. 203. Personal service contractor compliance.
Sec. 204. Patricia Roberts Harris and Valerie Dickson-Horton Mid-Career
Mentorship Program.
Sec. 205. Modification of lateral entry Foreign Service programs.
Sec. 206. Foreign Service Reappointment Program.
Sec. 207. Adjustment to promotion precepts.
Sec. 208. Workplace flexibility and training.
Sec. 209. Expanding fellowship programs.
Sec. 210. Foreign Service Institute curriculum expansion.
Sec. 211. Expansion of Department of State and USAID Diplomat-in-
Residence programs.
TITLE III--GLOBAL INITIATIVES
Sec. 301. Statement of policy on equity principals, policies, and
action plans.
Sec. 302. Department of State equity plans and measurement.
Sec. 303. Strengthening public diplomacy efforts with geographically
remote and underserved communities
overseas.
Sec. 304. Support for young leaders initiatives.
Sec. 305. Office of Race and Ethnic Relations and Affairs.
Sec. 306. Senior Advisor for Race and Ethnic Affairs.
Sec. 307. United States policy to foster empowerment and inclusion and
prevent and respond to racial and ethnic
discrimination and violence.
Sec. 308. Combating international racially and ethnically motivated
extremism.
Sec. 309. Commemorating the International Decade for People of African
Descent.
Sec. 310. Transatlantic slave trade transitional justice initiatives.
Sec. 311. United States Institute of Peace Program for Global Race and
Ethnic Relations and Peace.
Sec. 312. Increasing the collaboration between the Department of State
and the Smithsonian Institution with
respect to education and cultural affairs.
Sec. 313. Strengthening tolerance activities in the Organization for
Security and Co-operation in Europe region.
Sec. 314. Empowering Afro-descent and indigenous communities in
international development and conservation.
TITLE IV--CAREER PIPELINE INITIATIVES
Sec. 401. Expanding Department of State and USAID Hispanic Association
of Colleges and Universities initiatives.
Sec. 402. International affairs institutions at minority-serving
institutions.
Sec. 403. Establishing Centers of Excellence in foreign affairs and
assistance.
Sec. 404. Foreign Affairs Bridge Program.
Sec. 405. International affairs graduate fellowship program.
Sec. 406. Increasing employment opportunities at international
organizations.
Sec. 407. Extending paths to service for paid student interns in
international affairs careers.
Sec. 408. Foreign Service fellowships for graduate students and
faculty.
TITLE V--MINORITY BUSINESS INITIATIVES
Sec. 501. Expanding United States minority-owned business procurement
at international affairs agencies.
Sec. 502. Small business consulting services and technical assistance.
Sec. 503. Minority business international exposition participation.
Sec. 504. Expanding United States business opportunities overseas.
Sec. 505. Nondiscrimination in foreign assistance.
Sec. 506. Nondiscrimination in foreign acquisitions.
Sec. 507. Inclusive economic policies and practices.
SEC. 2. DEFINITIONS.
In this Act:
(1) Administrator.--The term ``Administrator'' means the
Administrator of the United States Agency for International
Development.
(2) Applicant flow data.--The term ``applicant flow data''
means data tracking the rate of applications for job positions
among demographic categories.
(3) Appropriate congressional committees.--Except as
otherwise provided, the term ``appropriate congressional
committees'' means--
(A) the Committee on Foreign Relations of the
Senate; and
(B) the Committee on Foreign Affairs of the House
of Representatives.
(4) CDIO.--The term ``CDIO'' means the Chief Diversity and
Inclusion Officer.
(5) DEIA.--The term ``DEIA'' means diversity, equity,
inclusion, and accessibility.
(6) Demographic data.--The term ``demographic data'' means
facts or statistics relating to the demographic categories
specified in the Office of Management and Budget statistical
policy directive titled ``Standards for Maintaining,
Collecting, and Presenting Federal Data on Race and Ethnicity''
(81 Fed. Reg. 67398 ).
(7) Diversity.--The term ``diversity'' means diversity of
persons based on gender, race, ethnicity, disability status,
age, sexual orientation, gender identity, national origin, or
other demographic categories.
(8) Equity.--The term ``equity'' means the consistent and
systematic fair, just, and impartial treatment of all
individuals, including individuals who are members of
underserved communities that have been denied such treatment.
(9) Hispanic-serving institution.--The term ``Hispanic-
serving institution'' has the meaning given such term in
section 502(a)(5) of the Higher Education Act of 1965 (20
U.S.C. 1101a(a)(1)).
(10) Historically black college or university; hbcu.--The
terms ``historically Black college or university'' and ``HBCU''
have the meaning given the term ``part B institution'' in
section 322(2) of the Higher Education Act of 1965 (20 U.S.C.
1061(2)).
(11) International affairs agency; agency.--Except as
otherwise provided, the terms ``international affairs agency''
and ``agency'' mean--
(A) the Department of State;
(B) the United States Agency for International
Development;
(C) the United States Agency for Global Media;
(D) the Peace Corps;
(E) the Millennium Challenge Corporation;
(F) the United States International Development
Finance Corporation;
(G) the United States Trade and Development Agency;
(H) the Export-Import Bank of the United States;
and
(I) any other Federal agency that receives
appropriations under function 150 (international
affairs) to the extent such funding is being used by
the agency to carry out activities.
(12) Minority.--The term ``minority'' has the meaning given
such term in section 365(2) of the Higher Education Act of 1965
(20 U.S.C. 1067k(2)).
(13) Minority business.--The term ``minority business'' is
a business that is not less than 51 percent-owned by 1 or more
members of, or where the management and daily business
operations are controlled by--
(A) Blacks or African Americans;
(B) Hispanics or Latino Americans;
(C) American Indians;
(D) Alaska Natives;
(E) Asian Americans; or
(F) Native Hawaiians or other Pacific Islanders.
(14) Minority-serving institution; msi.--The terms
``minority-serving institution'' and ``MSI'' mean an
institution of higher education described in section 371(a) of
the Higher Education Act of 1965 (20 U.S.C. 1067q(a))--
(A) that has an enrollment of at least 1,000
undergraduate students; and
(B) at which more than 50 percent of the student
population is African American, Hispanic American,
Native American, or Asian American students, as
verified by the Office for Civil Rights of the
Department of Education.
(15) Secretary.--The term ``Secretary'' means the Secretary
of State.
(16) Tribally controlled college or university.--The term
``tribally controlled college or university'' has the meaning
given such term in the first section of the Tribally Controlled
Community College Assistance Act of 1978 (25 U.S.C.
1801(a)(4)).
(17) Underrepresented group.--The term ``underrepresented
group'' has the meaning given the term ``minority'' in section
365(2) of the Higher Education Act of 1965 (20 U.S.C.
1067k(2)).
(18) Underserved communities.--The term ``underserved
communities'' means overseas populations sharing a particular
characteristic or geographic communities that have been
systematically denied a full opportunity to participate in any
aspect of economic, social, or civic life.
(19) USAID.--The term ``USAID'' means the United States
Agency for International Development.
(20) Workforce.--The term ``workforce'' means direct hires
in the civil or foreign service, contractors, foreign service
nationals, and others working under the authority of any
Government agency.
TITLE I--TRANSPARENCY AND ACCOUNTABILITY
SEC. 101. FINDINGS.
Congress finds the following:
(1) One of the United States' greatest assets in protecting
and advancing the interests of the United States abroad is the
talent and diversity of the international affairs workforce.
(2) The United States has made important progress towards
utilizing the extraordinary range of backgrounds, cultures,
perspectives, skills, and experiences of the population of the
United States as a strategic asset for advancing United States
national security, economic, and human rights interests abroad.
(3) Despite such progress, international affairs agencies
continue to face difficulties in recruiting, retaining, and
promoting diverse talent, especially to mid- and senior-levels
of leadership.
(4) International affairs agencies would greatly benefit
from continued efforts to strengthen and expand DEIA
initiatives and principles in their workforces and domestic and
overseas operations and programs.
SEC. 102. STATEMENT OF POLICY.
It is the policy of the United States that--
(1) in order to protect and advance the interests of the
United States abroad, international affairs agencies must have
a workforce that reflects the rich composition and talent of
its citizenry;
(2) the skills, knowledge, perspectives, ideas, and
experiences of all members of the workforces of international
affairs agencies contribute to the vitality and success of
international diplomacy and development efforts;
(3) promoting DEIA within the international affairs
workforce must be a joint effort that requires--
(A) engagement by senior leadership, managers, and
the entire workforce; and
(B) effective collaboration among those responsible
for human resources, equal employment opportunity, and
diversity and inclusion issues; and
(4) as the United States becomes more diverse and faces
more complex challenges, the United States must continue to
invest in policies to recruit, retain, and develop the best and
brightest from all segments of the population of the United
States.
SEC. 103. DIVERSITY AND INCLUSION OFFICES.
(a) Sense of Congress.--It is the sense of Congress that diversity
and inclusion offices are crucial in advancing transparency,
accountability, and merit-based policies and practices that promote
retention and efficiency.
(b) Authorization of Diversity and Inclusion Offices.--The
headquarters of each international affairs agency may establish a
Diversity and Inclusion Office (referred to in this section as the
``Office'').
(c) Chief Diversity and Inclusion Officers.--Each Office shall be
led by a Chief Diversity and Inclusion Officer, who shall--
(1) hold the rank and status of ambassador, Senior
Executive Service, or an equivalent position, if applicable;
(2) report directly to the Secretary, the Administrator, or
the head of any other international affairs agency to which
such position is assigned;
(3) be supported by senior and other personnel with
expertise in DEIA;
(4) act as the principal advisor for such agency on matters
related to DEIA; and
(5) be responsible for--
(A) leading the development and strategic planning
of proactive DEIA initiatives, including agency DEIA
strategic plans or other agency strategic plans that
support diverse workforces and advance fair and
transparent human resources policies and practices;
(B) advancing transparency, accountability, and
meritocracy in the hiring, recruitment, and retention
of a diverse workforce, including through collaboration
with other offices, bureaus, units, and organizations
within the agency to provide support in assessing
potential barriers and developing hiring, recruitment,
retention, and promotion strategies, including
developing and utilizing entry-level and mid-career
hiring authorities that facilitate linguistic,
cultural, regional, functional, and other diverse
expertise needed to address 21st century diplomacy and
development challenges;
(C) recommending relevant professional development
and training initiatives for the agency workforce;
(D) ensuring the agency complies with all relevant
equal employment opportunity and other relevant laws
and regulations, as applicable;
(E) serving as a permanent voting member of any
subagency, committee, or panel responsible for the
selection of senior leadership positions within the
agency, including Chiefs of Mission, Deputy Assistant
Secretaries, Deputy Chiefs of Mission, Principal
Officers, Deputy Administrators, Vice Presidents,
Senior Executive Service positions (as defined in
section 3132(a)(2) of title 5, United States Code), and
Senior Foreign Service positions;
(F) coordinating and engaging with the CDIOs at
other agency and interagency offices, bureaus, and
entities responsible for civil and human rights,
employment discrimination, human resources, talent
management, and other related issues, as necessary,
including the Office of Personnel Management, to assess
areas of improvement for hiring, recruitment, and
retention within the agency;
(G) working with relevant officials, including
officials from human resources offices, civil rights
offices, and the Foreign Service Institute, to provide
all employees and persons working overseas under chief
of mission authority country-specific training
regarding--
(i) fair and equitable employment practices
and nondiscrimination and harassment policies;
and
(ii) underserved, vulnerable, and
marginalized communities, including how country
languages, economies, environments, health,
education, cultural and religious practices,
histories, norms, and practices may impact
diverse United States personnel and their
families;
(H) coordinating and collaborating, as necessary
and appropriate, with other bureaus and offices
responsible for DEIA initiatives, including Ambassadors
at-large, Special Representatives, Civil Rights
Offices, Offices of Small and Disadvantaged Businesses,
and entities with similar responsibilities at other
agencies;
(I) utilizing surveys, scorecards, dashboards, and
other data collection tools and metrics to measure and
review the implementation and effectiveness of agency
efforts--
(i) to promote workforce cohesion,
transparency, efficiency, and merit-based
policies and practices, including reviewing
DEIA and other precepts and performance review
processes and procedures; and
(ii) implement accountability mechanisms in
eliminating discrimination and harassment; and
(J) engaging in any other activities that will
assist in fulfilling the mission of the Office.
SEC. 104. RECRUITMENT AND RETENTION OF THE INTERNATIONAL AFFAIRS
WORKFORCE.
(a) In General.--Section 5403(c)(1)(A) of the Department of State
Authorization Act of 2021 (22 U.S.C. 2736a(c)(1)(A)) is amended by
striking ``Diversity and Inclusion Strategic Plan for 2016-2020'' and
inserting ``Diversity, Equity, Inclusion, and Accessibility Strategic
Plan for 2022-2026''.
(b) Applicability to Other International Affairs Agencies.--The
President shall ensure that the recruitment, retention, and training
policies that the Department of State is required to carry out under
section 5403 of the Department of State Authorization Act of 2021 (22
U.S.C. 2736a) are similarly carried out by the heads of the other
international affairs agencies.
SEC. 105. AGENCY WORKFORCE TRANSPARENCY AND ACCOUNTABILITY.
(a) Sense of Congress.--It is the sense of Congress that
international affairs agencies should operate with comprehensive
strategic plans that ensure coherent, effective, and measurable
outcomes to advance fair and transparent processes in recruiting,
training, promoting, and retaining a representative international
affairs workforce.
(b) In General.--Not later than 90 days after the date of the
enactment of this Act, and every 4 years thereafter, the CDIO of each
international affairs agency, or senior official designated by the head
of the agency, shall develop or update and publish on the agency's
website an agency-wide strategic plan that--
(1) highlights comprehensive, data-driven strategies to
systematically and regularly examine employment policies and
practices and identify and remove barriers to equal employment;
(2) identifies appropriate practices to improve the
transparency, accountability, and effectiveness of the efforts
of the agency to formulate employment practices that are
consistent with merit-based system principles; and
(3) establishes metrics and a system for regular reporting
on the progress in implementing the strategic plan, such as
demographic baseline data, focus groups, surveys, scorecards,
dashboards, and other data collection and reporting tools.
(c) Annual Reports.--Not later than 90 days after the date of the
enactment of this Act, and annually thereafter, the Secretary, the
Administrator, or the head of the relevant agency shall publish or
update the public website of the respective agency to describe the
agency's efforts to implement the agency's diversity, equity,
inclusion, and accessibility strategic plan or any other comprehensive
strategic plan that advances fair and transparent human resources
policies and practices, including efforts involving--
(1) workforce pay and compensation;
(2) recruitment, hiring, promotions, and retention;
(3) reasonable accommodations for disabilities;
(4) reasonable accommodations for religious practices;
(5) safe workplaces, including addressing bullying,
harassment, and discrimination; and
(6) working with employee resource groups.
SEC. 106. COLLECTION, ANALYSIS, AND DISSEMINATION OF WORKFORCE DATA.
(a) Initial Report.--Not later than 180 days after the date of the
enactment of this Act, and annually thereafter for the following 5
years, the head of each international affairs agency shall submit a
report to the appropriate congressional committees that includes
disaggregated demographic data and other information regarding the
diversity of the workforce of the agency.
(b) Data.--The report required under subsection (a) shall include,
to the maximum extent the collection and dissemination of such data can
be handled in a manner that protects the confidentiality of individuals
and is otherwise permissible by law--
(1) for the 3-year period ending on the date of the
enactment of this Act, demographic data on each element of the
workforce of the agency, disaggregated by rank and grade or
grade-equivalent, with respect to--
(A) individuals hired to join the workforce;
(B) individuals promoted, including promotions to
and within the Senior Executive Service or the Senior
Foreign Service;
(C) individuals serving as special assistants or
senior advisors in any of the front offices of the head
of agency;
(D) individuals serving as detailees to the
National Security Council;
(E) individuals serving on selection boards;
(F) members of any external advisory committee or
board who are subject to appointment by individuals at
senior positions in the agency;
(G) individuals participating in professional
development programs of the agency and the extent to
which such participants have been placed into senior
positions within the agency after such participation;
(H) individuals participating in mentorship or
retention programs; and
(I) individuals who separated from the agency,
including individuals in the Senior Executive Service
or the Senior Foreign Service; and
(2) data on the overall number of individuals who are part
of the workforce, the percentages of such workforce
corresponding to each element specified in paragraph (1), and
the percentages corresponding to each rank, grade, or grade
equivalent.
(c) Effectiveness of Agency Efforts.--The report required under
subsection (a) shall describe and assess the effectiveness of the
agency's efforts--
(1) to propagate fairness, impartiality, and inclusion in
the work environment, both domestically and at overseas posts;
(2) to enforce anti-harassment and anti-discrimination
policies, both domestically and at overseas posts;
(3) to refrain from engaging in unlawful discrimination in
any phase of the employment process, including recruitment,
hiring, evaluation, assignments, promotion, retention, and
training;
(4) to prevent retaliation against employees for
participating in a protected equal employment opportunity
activity or for reporting sexual harassment or sexual assault;
(5) to provide reasonable accommodation for qualified
employees and applicants with disabilities; and
(6) to recruit a representative workforce by--
(A) recruiting women, persons with disabilities,
and minorities;
(B) recruiting at women's colleges, historically
Black colleges and universities, minority-serving
institutions, Hispanic-serving institutions, Tribal
colleges and universities, and other institutions
serving a significant percentage of minority students;
(C) placing job advertisements in newspapers,
magazines, and job sites oriented toward women and
minorities;
(D) sponsoring and recruiting at job fairs in urban
and rural communities and at land-grant colleges or
universities;
(E) providing paid internship and other
opportunities;
(F) recruiting mid-level and senior-level
professionals through programs designed to increase
representation in international affairs of people
belonging to traditionally underrepresented groups; and
(G) offering the Foreign Service written and oral
assessment examinations in several locations throughout
the unit.
(d) Annual Report.--
(1) In general.--Not later than 1 year after the
publication of the report required under subsection (a), and
annually thereafter for the following 5 years, the head of each
agency shall submit a report to the appropriate congressional
committees, and make such report available on the agency's
website, that includes, without compromising the
confidentiality of individuals and to the extent otherwise
consistent with law--
(A) disaggregated demographic data, to the maximum
extent that collection of such data is permissible by
law, relating to the workforce and information on the
status of diversity and inclusion efforts of the
agency;
(B) an analysis of applicant flow data, to the
maximum extent that collection of such data is
permissible by law; and
(C) disaggregated demographic data relating to
participants in professional development programs of
the agency and the rate of placement into senior
positions for participants in such programs.
(2) Combination with other annual report.--The report
required under paragraph (1) may be combined with another
annual report required by law, to the extent practicable.
SEC. 107. EMPLOYEE SATISFACTION AND EXIT SURVEYS.
(a) Sense of Congress.--It is the sense of Congress that employee
surveys are useful tools to gather feedback on employee satisfaction,
engagement, morale, perceptions of management and leadership, and other
aspects of the workforce critical to retention and efficiency.
(b) Required Annual Surveys.--
(1) In general.--Not later than 180 days after the date of
the enactment of this Act, and annually thereafter, the head of
each international affairs agency shall conduct an annual
employee satisfaction survey for domestic and overseas
employees, including locally employed staff, as applicable, to
assess the level of job satisfaction, work environment, and
overall employee experience within the agency.
(2) Open-ended responses.--The survey required under
paragraph (1) shall include options for open-ended responses.
(3) Survey questions.--The survey required under paragraph
(1) shall include questions regarding--
(A) work-life balance and workplace flexibility,
such as telework and flex schedules;
(B) compensation and benefits;
(C) career development opportunities;
(D) the performance evaluation and promotion
process, including fairness and transparency;
(E) communication channels and effectiveness;
(F) leadership and management;
(G) organizational culture;
(H) awareness and effectiveness of complaint
measures;
(I) accessibility and accommodations;
(J) availability of transportation to and from a
work station;
(K) information technology infrastructure
functionality and accessibility;
(L) the employee's understanding of the agency's
structure, mission, and goals;
(M) alignment and relevance of work to the agency's
mission;
(N) sense of empowerment to affect positive change;
and
(O) experiences with harassment, discrimination,
retaliation, and other events that contribute to
attrition and negatively impact work culture and
productivity.
(c) Required Exit Surveys.--
(1) In general.--Not later than 180 days after the date of
the enactment of this Act, each international affairs agency
shall develop and implement a standardized, confidential exit
survey process that includes anonymous feedback and exit
interviews with employees who voluntarily separate from the
agency, whether through resignation, retirement, or other
means.
(2) Scope.--The exit surveys conducted pursuant to
paragraph (1) shall--
(A) be designed to gather insights and feedback
from departing employees regarding--
(i) their reasons for leaving, including
caretaking responsibilities, career limitations
for partner or spouse, and discrimination,
harassment, or retaliation;
(ii) their overall experience with the
agency; and
(iii) any suggestions for improvement; and
(B) include questions related to--
(i) the employee's reasons for leaving;
(ii) job satisfaction;
(iii) work environment;
(iv) professional growth opportunities;
(v) leadership effectiveness;
(vi) suggestions for enhancing the agency's
performance; and
(vii) if applicable, the name and industry
of the employee's future employer.
(3) Compilation of results.--The head of each agency shall
compile and analyze the anonymized exit survey data collected
pursuant to paragraph (1) to identify trends, common themes,
and areas needing improvement within the agency.
(4) Combination with other annual report.--The report
required under paragraph (1) may be combined with another
annual report required by law, to the extent practicable.
SEC. 108. COMPREHENSIVE POLICY ON VETTING AND TRANSPARENCY.
(a) Comprehensive Policy on Vetting and Transparency.--Not later
than 1 year after the date of the enactment of this Act, the head of
each international affairs agency shall develop a consistent and
enhanced vetting process that takes into account individuals with
substantiated claims of discrimination or harassment are not considered
for promotions or assignments to senior positions at grade GS-14
equivalent and higher.
(b) Elements of Comprehensive Vetting Policy.--After any
investigation into an allegation of discrimination, harassment, or
bullying, the Office of Civil Rights, human resources offices, a Chief
Diversity and Inclusion Officer, or another office with
responsibilities related to such investigation reporting directly to
the agency head shall jointly or individually submit a written summary
of any findings of any substantiated allegations to the panel or
individuals responsible for assignments to senior positions before
rendering a recommendation for promotion.
(c) Response.--The agency head shall develop a process for
candidates to respond to any allegations that are substantiated and
presented to the panel responsible for vetting such candidates.
(d) Annual Report.--Not later than 1 year after the date of the
enactment of this Act, and annually thereafter for the following 5
years, the agency head shall submit a report to the agency workforce
and the appropriate congressional committees that identifies the number
of candidates confirmed for senior posts against whom there were
allegations of discrimination, harassment, or bullying.
SEC. 109. STREAMLINING DISCRIMINATION AND HARASSMENT REPORTING.
(a) Sense of Congress.--It is the sense of Congress that--
(1) efficient and transparent complaint processes
contribute to safe and professional workplaces and are critical
to retaining talented and productive workforces;
(2) processes to report allegations of discrimination,
bullying, and harassment should be clearly explained and easily
accessible to agency workforces; and
(3) a single point of initial reporting streamlines the
complaint process and ensures complaints will be addressed in a
consistent and timely manner.
(b) Streamlined Reporting.--Not later than 1 year after the date of
the enactment of this Act, the head of each international affairs
agency, in consultation with the CDIO, the Office of Civil Rights, and
other relevant officials, as appropriate, shall establish a single
point of initial reporting for allegations of discrimination, bullying,
and harassment that provides--
(1) an initial review of the allegations; and
(2) the ability to file multiple claims based upon a single
complaint, if necessary.
(c) Agency Reports.--Not later than 1 year after the date of the
enactment of this Act, and biennially thereafter for the following 5
years, the head of each international affairs agency shall submit a
report that identifies the staffing, budget, and any other necessary
resources to increase efficiency in addressing allegations of
discrimination, bullying, and harassment within such agency.
SEC. 110. ADDRESSING HOST COUNTRY DISCRIMINATORY TREATMENT.
(a) Sense of Congress.--It is the sense of Congress that, while
serving overseas, Chiefs of Mission and embassy and consulate
leadership are responsible for assisting employees and their families
in addressing discriminatory treatment due to race, ethnicity, gender,
age, sexual orientation, gender identity, religion or belief,
disability, national origin, or other protected characteristics or
factors even when--
(1) such treatment is external to the embassy or mission;
and
(2) local country norms and laws do not provide the legal
options available in the United States to address unjust
treatment.
(b) Policy to Counter Discriminatory Treatment.--
(1) In general.--The Secretary shall require each United
States diplomatic mission to develop and convey to its
employees a policy to counter discriminatory treatment against
employees and their family members while serving in their
assigned country by host government officials, security
personnel, customs and immigration officials, and others
working for businesses with contractual or grant relationships
with the United States Government, including schools and
educational institutions.
(2) Elements.--The policy required under paragraph (1)
shall--
(A) include the complete range of available
actions, such as calls to host government officials,
letters of protest, and diplomatic notes emphasizing
the importance of equitable treatment of all United
States Government personnel;
(B) require post leadership to inform employees and
family members, upon their arrival at such post, of the
leadership's willingness to address any incidents of
discriminatory treatment, if necessary, especially in
countries in which there is a historical precedent of
host government or societal bias or discrimination
towards persons based upon the characteristics referred
to in subsection (a) or other factors; and
(C) outline expectations regarding when employees
will be provided updates or receive resolution
following the report of an incident.
SEC. 111. ACCOUNTABILITY IN ASSIGNMENT RESTRICTIONS AND REVIEWS.
(a) Sense of Congress.--It is the sense of Congress that--
(1) the use of policies to restrict personnel from serving
in certain assignments based on race, ethnicity, national
origin, or other demographic factors may undermine the United
States Government's ability to deploy relevant cultural,
linguistic, and other important skills at diplomatic posts
abroad if not applied judiciously; and
(2) each agency should continuously track, evaluate, and
report assignment restrictions demographic data to assist in
addressing any bias in assignment processes.
(b) Notification of Status.--
(1) In general.--Not later than 1 year after the date of
the enactment of this Act, the Secretary, the Administrator, or
the head of an international affairs agency, as appropriate,
shall provide a status update for all personnel who, during the
2-year period immediately preceding such date of enactment,
were subject to a prior assignment restriction, assignment
review, or preclusion for whom a review or decision related to
assignment is pending.
(2) Standard operating procedures.--The head of each agency
shall design standard operating procedures and implement
improved training for security personnel and adjudicators
responsible for determining eligibility assignments in order to
prevent race, ethnicity, national origin, or other demographic
factors from being utilized as proxies for adjudicating risk.
SEC. 112. MITIGATING BIAS IN ARTIFICIAL INTELLIGENCE USE.
(a) Sense of Congress.--It is the sense of Congress that, with the
integration of artificial intelligence into agency work and operations,
measures should be taken to address bias in artificial intelligence
models to reduce the likelihood of negative results or discriminatory
outcomes.
(b) Experts and Technologists.--The head of each international
affairs agency shall employ experts, including technologists, social
scientists, and legal experts, and fellows from established programs,
to support the development of a risk-mitigation framework that promotes
trustworthy artificial intelligence systems, including testing and
correcting for racial, ethnic, gender, age, national origin,
geographic, and other bias in artificial intelligence training data and
applications.
(c) Reports.--Not later than 1 year after the date of the enactment
of this Act, and every 2 years thereafter for the following 8 years,
the head of each agency shall submit a report to the appropriate
congressional committees that--
(1) describes the agency's efforts to support the safe,
secure, and trustworthy development and use of artificial
intelligence; and
(2) includes agency efforts to test and correct for any
bias in artificial intelligence training data and applications,
and any resources needed to improve the effectiveness of such
efforts.
TITLE II--PERSONNEL
SEC. 201. UPHOLDING MERIT SYSTEM PRINCIPLES AS KEY COMPONENTS IN
INTERNATIONAL AFFAIRS AGENCIES.
It is the sense of Congress that the merit system principles for
the Civil Service set forth in section 2301(b) of title 5, United
States Code, should continue to be upheld as key components of
international affairs agency recruitment, hiring, retention, promotion,
and leadership human resources practices in accordance with the
following standards:
(1) Recruitment should be from qualified individuals from
appropriate sources in an endeavor to achieve a workforce from
all segments of society, and selection and advancement should
be determined on the basis of relative ability, knowledge and
skills, after fair and open competition which assures that all
receive equal opportunity.
(2) All employees and applicants for employment should
receive fair and equitable treatment in all aspects of
personnel management without regard to political affiliation,
race, ethnicity, religion, national origin, sex, marital
status, age, disability, sexual orientation or gender identity,
and other demographic or social factors and with proper regard
for their privacy and constitutional rights.
(3) Equal pay should be provided for work of equal value,
with appropriate consideration of both national and local rates
paid by employers in the private sector, and appropriate
incentives and recognition should be provided for excellence in
performance.
(4) All employees should maintain high standards of
integrity, conduct, and concern for the public interest.
(5) The Federal workforce should be efficient and
effective.
(6) Employees should be retained on the basis of their
performance, inadequate performance should be corrected, and
employees should be separated who cannot or will not improve
their performance to meet required standards.
(7) Employees should be provided effective education and
training in cases in which such education and training would
result in better organizational and individual performance.
(8) Employees should be--
(A) protected against arbitrary action, personal
favoritism, or coercion for partisan political
purposes, and
(B) prohibited from using their official authority
or influence for the purpose of interfering with or
affecting the result of an election or a nomination for
election.
(9) Employees should be protected against reprisal for the
lawful disclosure of information which the employees reasonably
believe evidences--
(A) a violation of any law, rule, or regulation, or
(B) mismanagement, a gross waste of funds, an abuse
of authority, or a substantial and specific danger to
public health or safety.
SEC. 202. RECRUITMENT AND RETENTION OF LOCALLY EMPLOYED STAFF.
(a) Sense of Congress.--It is the sense of Congress that--
(1) the effectiveness and stability of United States
diplomatic missions are intrinsically linked to the dedication
and expertise of locally employed staff;
(2) providing comprehensive training and professional
development opportunities for locally employed staff and
offering competitive compensation packages that are benchmarked
against the local market are essential practices that retain
valuable talent and reflect the United States' commitment to
fair and equitable employment practices worldwide.
(b) Authorization.--The head of each international affairs agency
shall maintain the prevailing wage rate goal for positions in the local
compensation plan at or above the 75th percentile, to the extent
practicable.
(c) Authorization of Appropriations.--
(1) In general.--There is authorized to be appropriated to
the Secretary, for each of fiscal years 2025 through 2030,
$500,000, which shall be used--
(A) to assist with overseas recruitment and
retention, including addressing continuing staffing
shortages at key posts; and
(B) to conduct biannual regional workshops on human
resource policies and processes, including logistics,
finances, anti-discrimination, and DEIA, for United
States citizens and locally employed staff at United
States diplomatic missions.
(2) Workshop participants.--Each workshop conducted
pursuant to paragraph (1)(B) shall include at least 1 locally
employed staff and 1 United States citizen staff member from
the participating missions.
SEC. 203. PERSONAL SERVICE CONTRACTOR COMPLIANCE.
(a) In General.--Prime contractor and subcontractor recruiting
initiatives for personal services contractors shall--
(1) comply with Executive Order 11246 (42 U.S.C. 2000e
note; relating to equal employment opportunity) and any other
applicable nondiscrimination award regulations; and
(2) when sourcing for positions of employment, include
outreach to--
(A) minorities and minority-serving institutions;
(B) individuals with disabilities;
(C) rural communities; and
(D) other underrepresented groups.
(b) Annual Report.--Not later than 120 days after the date of the
enactment of this Act, and annually thereafter for the following 5
years, the Secretary, the Administrator, and the head of each of the
other international affairs agencies, as appropriate, shall submit a
report to the appropriate congressional committees that includes, with
respect to all personal services contractors hired during any of the 5
fiscal years immediately preceding the date on which the report is
submitted, data on award allocations to prime contractors and any of
their subcontractors, if applicable, disaggregated by demographic data,
including State of residence at the time the application was filed.
SEC. 204. PATRICIA ROBERTS HARRIS AND VALERIE DICKSON-HORTON MID-CAREER
MENTORSHIP PROGRAM.
(a) Sense of Congress.--It is the sense of Congress that--
(1) mid-career mentorship programs can assist in the
retention of employees and decreased attrition of mid-career
employees, including employees who have demonstrated potential
for advancement and may be at risk of leaving the Department of
State, such as African-American women and others identified by
the Department; and
(2) Patricia Roberts Harris, who was the first African
American woman to serve as an Ambassador, and Valerie Dickson-
Horton, who was among the first African American women to serve
as a Mission Director and Assistant Administrator of the United
States Agency for International Development, deserved to be
recognized for their groundbreaking service in the Department
of State and USAID.
(b) Renaming the Program.--Section 6205(a) of the Department of
State Authorization Act of 2023 (division F of Public Law 118-31) is
amended by striking ``establish a Mid-Career Mentoring Program'' and
inserting ``establish the Patricia Roberts Harris and Valerie Dickson-
Horton Mid-Career Mentoring Program''.
SEC. 205. MODIFICATION OF LATERAL ENTRY FOREIGN SERVICE PROGRAMS.
(a) Sense of Congress.--It is the sense of Congress that--
(1) the Foreign Service should permit mid-career entry to
qualified individuals who are willing to bring their talents
and experience to the work of the Foreign Service; and
(2) the lateral entry program authorized under this section
should be used to address disparities in retention and
promotion identified by data compiled by international affairs
agencies and Government Accountability Office reports by
identifying, attracting, and welcoming into the Foreign Service
highly qualified mid-career professionals, including
minorities.
(b) Defined Term.--In this section, the term ``mid-career
professional'' means an individual who has the skills and experience to
serve as a mid-level Foreign Service officer (class 3, 2, or 1) or in
an equivalent position.
(c) Establishment of Program.--Each agency, as appropriate, is
authorized to establish a program that fully complies with current
Foreign Service intake procedures to encourage lateral entry into the
Foreign Service by mid-career professionals with critical specialized
skills, including individuals who belong to underrepresented groups.
(d) Administration.--Each program established pursuant to
subsection (c) shall be administered jointly by the respective agency's
personnel office head and the CDIO or another designated senior
official with responsibilities for transparency and accountability in
employment practices.
(e) Program Requirements.--The head of each agency, in implementing
the program established pursuant to subsection (c), shall--
(1) establish and publish eligibility criteria for
candidates to participate in the program;
(2) carry out national recruitment efforts to attract
highly qualified, mid-career professionals from the civil
service, private sector, academia, and other professions that
would serve to enrich the Foreign Service workforce and empower
it to perform more effectively, including recruiting from
underrepresented groups; and
(3) include mentorship and other career development
opportunities as part of the program.
(f) Annual Report.--Not later than 1 year after the date of the
enactment of this Act, and annually thereafter for the following 5
years, each agency shall submit a report to the appropriate
congressional committees that--
(1) describes the current status of the program established
pursuant to subsection (c); and
(2) includes disaggregated demographic data regarding
program recruitment, acceptance, and placement rates.
SEC. 206. FOREIGN SERVICE REAPPOINTMENT PROGRAM.
(a) Sense of Congress.--It is the sense of Congress that--
(1) the Department of State, USAID, and other international
affairs agencies, as appropriate, can benefit from the
experience and expertise of former Foreign Service Officers who
left the service mid-career and would be well served by options
for Foreign Service Officers who have left the service to re-
enter the service mid-career, subject to certain eligibility
criteria and a review of their qualifications and experience;
and
(2) findings by the Department of State and the Government
Accountability Office of greater attrition levels among African
Americans and other underrepresented groups suggest the need
for targeted programs to reappoint diverse talent at
international affairs agencies.
(b) In General.--Section 183(b) of the Foreign Relations
Authorization Act, Fiscal Years 1988 and 1989 (Public Law 100-204; 22
U.S.C. 3922a note) is amended--
(1) in paragraph (1), by striking ``and'' at the end;
(2) in paragraph (2), by striking the period at the end and
inserting ``; and''; and
(3) by adding at the end the following:
``(3) shall establish, not later than 60 days after the
date of the enactment of the American FATE Act, a reappointment
program for the Department of State and USAID that specifically
targets underrepresented groups with high rates of attrition
from the Foreign Service, as determined by the Department of
State, USAID, the Government Accountability Office, or other
official government data, including mid-career alumni of the
Charles B. Rangel Graduate Fellowship Program and the Thomas R.
Pickering Foreign Affairs Graduate Fellowship Program.''.
SEC. 207. ADJUSTMENT TO PROMOTION PRECEPTS.
(a) Sense of Congress.--It is the sense of Congress that
integrating precept principles regarding DEIA into Department of State
promotions criteria--
(1) underscores the United States commitment to
transparency and accountability in implementing merit-based
recruitment, hiring, retention, and promotion policies;
(2) fosters a culture that values the richness of diverse
perspectives and ensures equal opportunity; and
(3) should continue to be included or referenced in the
Foreign Affairs Manual, Foreign Service Precepts, and the
Foreign Service Employee Evaluation Report.
(b) Basis for Selection Board Review.--Section 603(b) of the
Foreign Service Act of 1980 (22 U.S.C. 4003(b)) is amended--
(1) by redesignating paragraphs (7), (8), and (9) as
paragraphs (8), (9), and (10), respectively; and
(2) by inserting after paragraph (6) the following:
``(7) a tangible commitment to the promotion of diversity,
equity, inclusion, and accessibility with colleagues and
external interlocutors;''.
SEC. 208. WORKPLACE FLEXIBILITY AND TRAINING.
(a) Sense of Congress.-- It is the sense of Congress that flexible
operations policies, such as telework and job sharing--
(1) help international affairs agencies to efficiently--
(A) accomplish their missions;
(B) manage their operations; and
(C) promote work-life balance for employees; and
(2) can be a useful recruitment and retention tool,
including for employees with specialized skillsets, or for
those employees requiring accommodations, that improves
organization health and performance when appropriately planned,
monitored, and assessed.
(b) Workplace Flexibility Training.--The head of each agency shall
incorporate training on workplace flexibility options and operations
policies into employee onboarding and every level of supervisory
training.
(c) Annual Report.--Not later than 1 year after the date of the
enactment of this Act, and annually thereafter for the following 5
years, the head of each agency shall submit a report to the appropriate
congressional committees regarding workplace flexibility that includes
a summary of flexibility options and agency performance.
SEC. 209. EXPANDING FELLOWSHIP PROGRAMS.
(a) Rangel, Pickering, and Payne Fellowships.--Section 5306 of the
Department of State Authorization Act of 2021 (division E of Public Law
117-81) is amended--
(1) in the section heading, by inserting ``; authorization
of appropriations'' after ``programs'';
(2) by striking ``It is the sense'' and inserting the
following:
``(a) Sense of Congress.--It is the sense''; and
(3) by adding at the end the following:
``(b) Authorization of Appropriations.--There is authorized to be
appropriated to the Department of State, for each of the fiscal years
2025 through 2029, $20,000,000 for operations and administrative costs
and stipends for program participants.''.
(b) Diplomatic Security and Other Fellowships Programs; USAID Civil
Service Fellowship Expansion.--Section 47 of the State Department Basic
Authorities Act of 1956 (22 U.S.C. 2719) is amended--
(1) in subsection (a)--
(A) by striking ``The Secretary of State may make
grants to postsecondary educational institutions or
students'' and inserting ``The Secretary of State and
the USAID Administrator shall make grants to minority-
serving institutions, postsecondary education
institutions, or minority and other students'';
(B) by striking ``the Secretary shall'' and
inserting ``the Secretary and the USAID Administrator
shall''; and
(C) by inserting ``or by the USAID Administrator''
after ``by the Secretary of State''; and
(2) in subsection (b)(1), by inserting ``minorities who
are'' before ``United States nationals''.
SEC. 210. FOREIGN SERVICE INSTITUTE CURRICULUM EXPANSION.
(a) Training of United States Personnel.--The Secretary, in
coordination with the heads of other relevant Federal agencies, shall
provide personnel serving in the United States or outside the United
States under Chief of Mission authority with training regarding--
(1) United States history, including a focus on the United
States Constitution;
(2) United States Government, including a focus on the
functions of the 3 branches of Government and their respective
roles in foreign policy; and
(3) cultural norms, practices, and protocol for each
service country, including country-specific training
regarding--
(A) past and present United States relations with
such country; and
(B) underserved, vulnerable, and marginalized
communities, including historical and contemporary
knowledge about race and ethnic relations, to
complement existing training regarding religious
communities.
(b) Training of Foreign Service Officers and Presidential
Appointees.--Section 708(a)(1) of the Foreign Service Act of 1980 (22
U.S.C. 4028(a)(1)) is amended--
(1) in subparagraph (C), by striking ``and'' at the end;
(2) in subparagraph (D), by striking the period at the end
and inserting ``; and''; and
(3) by adding at the end the following:
``(E) for Foreign Service Officers and Presidential
appointees, including Chiefs of Mission, in missions
abroad whose responsibilities include political,
economic, public diplomacy, security, or development
issues, a dedicated module of instruction on--
``(i) United States history, including a
focus on the United States Constitution;
``(ii) United States Government, including
a focus on the functions of the 3 branches of
government and their respective roles in
foreign policy; and
``(iii) cultural norms, practices, and
protocol for each service country, including
country-specific training regarding--
``(I) past and present United
States relations with such country; and
``(II) underserved, vulnerable, and
marginalized communities, including
historical and contemporary knowledge
about race and ethnic relations, to
complement existing trainings on
religious communities.''.
SEC. 211. EXPANSION OF DEPARTMENT OF STATE AND USAID DIPLOMAT-IN-
RESIDENCE PROGRAMS.
(a) Sense of Congress.--It is the sense of Congress that the
Diplomats-in-Residence Program of the Department of State and the
Development Diplomats in Residence Program of USAID increase awareness
of international careers in the Foreign Service and the Civil Service.
(b) Authorization.--The Secretary and the Administrator are
authorized to support up to 60 Diplomat in Residence or Development
Diplomat in Residence positions throughout the United States, including
at minority-serving institutions and in urban and rural areas.
(c) Reporting Requirements.--
(1) Initial report.--Not later than 90 days after receiving
an assignment under the program, each Diplomat in Residence or
Development Diplomat in Residence shall submit a report to the
official who made such assignment that includes a plan for
carrying out activities that are specifically tailored for the
region, educational institution, and surrounding communities to
which the diplomat was assigned.
(2) Final report.--After completing their assignment, the
Diplomats in Residence and the Development Diplomats in
Residence shall submit a report to the head of human resources
that describes any accomplishments, including how the diplomat
increased awareness of international career opportunities to
new and diverse populations.
TITLE III--GLOBAL INITIATIVES
SEC. 301. STATEMENT OF POLICY ON EQUITY PRINCIPALS, POLICIES, AND
ACTION PLANS.
It is the policy of the United States to continue--
(1) pursuing a comprehensive global approach to advancing
equity for all;
(2) the important work of monitoring and addressing human
rights issues related to vulnerable, marginalized, or
underserved populations, including codifying in statute the
critical functions of the Department of State's--
(A) Under Secretary of State for Civilian Security,
Democracy, and Human Rights;
(B) Ambassador-at-Large for International Religious
Freedom;
(C) Ambassador-at-Large for Global Women's Issues;
(D) Special Envoy to Monitor and Combat
Antisemitism;
(E) Special Envoy to Advance the Human Rights of
Lesbian, Gay, Bisexual, Transgender, Queer and Intersex
(LGBTQI+) Persons;
(F) Special Advisor on International Disability
Rights; and
(G) Special Representative for Racial Equity and
Justice;
(3) advancing and strengthening policies related to
vulnerable, marginalized, and underserved populations that are
critical to United States human rights, economic, and national
security interests and a key aspect of United States diplomacy
and development efforts, including by--
(A) better harmonizing Department of State and
USAID human rights and equity policy goals and
objectives;
(B) providing agencies with dedicated staffing and
robust funding resources; and
(C) explicitly including a focus on race and
ethnicity in all work to complement existing religion,
gender, and disability policies; and
(4) supporting the goals and intent of Executive Order
13985 (5 U.S.C. 601 note; relating to advancing racial equity
and support for underserved communities through the Federal
Government), including by establishing Agency Equity Teams,
comprised of senior officials from the office of the head of
each international affairs agency, the agency's CDIO, and the
agency's program, policy, civil rights, regulatory, science,
technology, service delivery, financial assistance and grants,
data, budget, procurement, public engagement, legal, and
evaluation offices, as appropriate--
(A) to support continued equity training and equity
leadership development for staff across all levels of
the agency's workforce;
(B) to develop and implement the agency's Equity
Action Plan, which shall include a comprehensive equity
strategy that uses the agency's policy, budgetary,
programmatic, service-delivery, procurement, data-
collection processes, grantmaking, public engagement,
research and evaluation, and regulatory functions to
enable the agency's mission domestically and overseas;
(C) to annually publish an update regarding--
(i) the progress made by the agency on the
actions, performance measures, and milestones
highlighted in the preceding year's Equity
Action Plan; and
(ii) any potential barriers that
underserved communities may face in accessing
and benefitting from the agency's policies,
programs, and activities, including
procurement, contracting, and grant
opportunities; and
(D) to develop budgets and spending plans to ensure
the Agency Equity Team has sufficient resources,
including staffing and data collection capacity, to
implement the agency's Equity Action Plan and advance
equity goals.
SEC. 302. DEPARTMENT OF STATE EQUITY PLANS AND MEASUREMENT.
(a) Appointment.--The Secretary shall appoint, within the immediate
office of the Under Secretary of State for Civilian Security,
Democracy, and Human Rights, a Deputy Assistant Secretary (referred to
in this section as the ``DAS''), who shall advance United States
national security through equity and support for underserved
communities in the development and conduct of policies and programs
outside the United States.
(b) Duties.--The DAS shall--
(1) report directly to the Under Secretary of State for
Civilian Security, Democracy, and Human Rights and the Under
Secretary of State for Management;
(2) manage the Department of State's equity infrastructure,
such as assistance programs, diplomatic engagements,
procurement and contracts, and public diplomacy programs and
initiatives;
(3) integrate equity and support for underserved
communities as a cross-cutting policy priority across strategic
planning and documents, tools, and guidance, and stakeholder
engagement at the Department of State by--
(A) leading the Department of State's Agency Equity
Team, which includes representatives from--
(i) the Office of Foreign Assistance;
(ii) the Bureau of Educational and Cultural
Affairs;
(iii) the Bureau of Global Public Affairs;
(iv) the Under Secretary of State for
Management;
(v) the Bureau of Democracy, Human Rights,
and Labor;
(vi) the Bureau of International
Organization Affairs;
(vii) the Office of Small and Disadvantaged
Business Utilization; and
(viii) the Office of the Procurement
Executive;
(B) developing, monitoring, and reporting on equity
assessment tools and country-specific baselines,
measurements, and reporting mechanisms, including a
social inclusion analysis tool, or other relevant
metrics;
(C) developing an annual budget to implement annual
agency-wide equity action plans;
(D) increasing transparency and accountability in
the management of procurement, contracts, and grants,
including for small and disadvantaged businesses and
minority-led organizations;
(E) expanding overseas outreach and engagement with
underserved communities, including providing programs
in languages used by minority and indigenous
communities, and utilizing live captioning services for
the deaf and hard of hearing; and
(F) working with the Director of the Foreign
Service Institute to develop and provide for all
employees and persons under Chief of Mission authority
country-specific trainings on issues related to
underserved communities, such as language, economy,
environment, health, education, and cultural and
religious practices;
(4)(A) support the activities of the Department of State's
Equity Principals, including Department of State officials
responsible for leading Department-wide policies and strategies
for--
(i) racial, ethnic, and Indigenous communities;
(ii) women and girls;
(iii) persons with disabilities;
(iv) refugees and internally displaced persons;
(v) members of religious minority groups; and
(vi) LGBTQI+ persons;
(B) coordinate activities, policies, and programs between
Equity Principals, as applicable; and
(C) consult regarding the development and implementation of
annual budgets, equity action plans, and a uniform set of
indicators and standards for monitoring and evaluating the
efforts of their offices; and
(5) review and implement recommendations from the July 2022
Government Accountability Office report to the Chairman of the
Committee on Foreign Relations of the Senate, entitled,
``FOREIGN ASSISTANCE: State and USAID Are Taking Actions to
Advance Equity Abroad and Mitigate Challenges'' (GAO-22-
105112).
(c) Personnel.--The DAS shall be classified at not lower than GS-15
of the General Schedule and shall be supported by senior staff with
relevant expertise.
SEC. 303. STRENGTHENING PUBLIC DIPLOMACY EFFORTS WITH GEOGRAPHICALLY
REMOTE AND UNDERSERVED COMMUNITIES OVERSEAS.
(a) Strategy Requirement.--Not later than 60 days after the date of
the enactment of this Act, the Under Secretary of State for Public
Diplomacy and Public Affairs shall develop a strategy for updating the
annual Public Diplomacy Implementation Plan that--
(1) increases overseas outreach and engagement with
geographically remote and underserved populations, with the
goal of increasing participants from remote regions and
underserved populations in United States programs;
(2) increases direct funding to enable public diplomacy
officers and locally employed staff to expand travel to
geographically remote and underserved regions in foreign
countries to support expanded outreach;
(3) provides additional support for program candidates and
applicants from remote areas to attend interviews and
participate in application processes;
(4) provides additional funding for translation,
subtitling, and interpretation services to expand audience
participation in embassy program and outreach events, such as
lectures, films, and cultural events;
(5) improves physical accessibility and incorporates other
accessibility tools at established and future American Spaces
for individuals with disabilities;
(6) increases access to English language training for
potential and current program applicants to increase
opportunities for participation in United States-based
educational or professional training programs;
(7) develops and standardizes grant proposal development
skills training programs for new implementing partners in hard-
to-reach and underserved communities; and
(8) increases diverse representation in mid-career and
senior public diplomacy officers and locally employed staff.
(b) Distribution.--The Under Secretary shall--
(1) submit the strategy developed pursuant to subsection
(a) to the appropriate congressional committees; and
(2) make such strategy available to the public, to the
extent practicable.
SEC. 304. SUPPORT FOR YOUNG LEADERS INITIATIVES.
(a) Defined Term.--The term ``eligible young leader'' means an
individual who--
(1) is between 18 and 35 years of age;
(2) has demonstrated strong capabilities in
entrepreneurship, innovation, public service, or leadership;
(3) has positively impacted a community, organization, or
institution; and
(4) may be a member of an underserved, marginalized, or
underrepresented population in his or her home country.
(b) In General.--The Secretary is authorized to establish regional
young leaders initiatives to build the capacity of eligible young
leaders in areas that may include business, social entrepreneurship,
civic leadership, public administration, energy and environment,
science and technology, education, global health, peacebuilding and co-
existence, good governance, anti-corruption, promotion of democracy,
and other areas by--
(1) offering professional development, training, and
networking opportunities;
(2) providing training to promote economic growth and
improve capacity in strategic sectors; and
(3) identifying additional ways to connect alumni of these
initiatives to United States public and private resources and
institutions and strengthen ties with the United States.
(c) Fellowships.--
(1) In general.--The Secretary is authorized to award
fellowships to eligible young leaders under programs
established pursuant to subsection (b). Not fewer than 25
percent of fellowships awarded under this subsection shall be
allocated to members of an underserved, marginalized, or
underrepresented population in the relevant country.
(2) Young leaders academic fellows program.--
(A) Establishment.--There is established in the
Department of State a Young Leaders Academic Fellows
Program, through which students from partner countries
shall be brought to the United States to build
practical expertise, leadership skills, and
professional networks.
(B) Eligibility criteria.--The Secretary may award
fellowships under the program established under
subparagraph (A) to eligible individuals based on--
(i) citizenship and residency in a partner
country;
(ii) status as a full-time undergraduate
student or a recent graduate of a college,
university, or other institution of higher
learning; and
(iii) any other criteria that the Secretary
considers appropriate.
(3) Young leaders professional fellows program.--
(A) Establishment.--There is established in the
Department of State a Young Leaders Professional
Fellows Program, through which professionals from
partner countries shall be brought to the United States
to build practical expertise, leadership skills, and
professional networks.
(B) Eligibility criteria.--The Secretary may award
fellowships under the program established under
subparagraph (A) to eligible individuals based on--
(i) citizenship and residency in a partner
country;
(ii) status as an emerging leader in
government, civil society, or the private
sector;
(iii) current employment and 2 or more
years of professional work experience; and
(iv) any other criteria that the Secretary
considers appropriate.
(d) Regional Leadership Centers and Networks.--The Secretary or the
Administrator shall establish regional leadership centers to offer
training to eligible young leaders. Such centers shall be established
in South Asia, the Middle East, and in any other region that the
Secretary considers appropriate.
(e) United States-based Activities.--The Secretary or the
Administrator shall oversee all United States-based activities carried
out under any of the programs established under this section.
(f) Support for Existing Programs.--The Secretary shall continue
supporting young leaders programs operating as of the date of the
enactment of this Act, including--
(1) the Young African Leaders Initiative;
(2) the Young Leaders of the Americas Initiative;
(3) the Young Pacific Leaders;
(4) the Young Southeast Asian Leaders Initiative; and
(5) the Young Transatlantic Innovation Leaders Initiative.
(g) Implementation Plan.--Not later than 1 year after the date of
the enactment of this Act, the Secretary or the Administrator shall
submit a plan to the appropriate congressional committees for the
implementation of each of the programs authorized under subsection (b)
or (c), which shall include--
(1) a description of clearly defined program goals,
targets, and planned outcomes for each year and for the
duration of the program;
(2) a strategy for monitoring and evaluating the program
and progress made toward achieving such goals, targets, and
planned outcomes; and
(3) a strategy for ensuring the program--
(A) is promoting United States foreign policy goals
in each respective region;
(B) is clearly branded; and
(C) is paired with robust public diplomacy efforts.
(h) Public-Private Partnerships.--The Secretary and the
Administrator, in coordination with the heads of other relevant Federal
departments and agencies, may carry out this section by partnering with
the private sector--
(1) to pursue public-private partnerships;
(2) to leverage private sector expertise;
(3) to expand networking opportunities; and
(4) to identify funding opportunities and fellowship and
employment opportunities.
(i) Burden Sharing.--Assistance agreements entered into by the
Secretary or the Administrator to carry out this section shall include
provisions to promote domestic resource mobilization and cost-sharing,
as determined necessary and appropriate by the Secretary or the
Administrator, as appropriate.
SEC. 305. OFFICE OF RACE AND ETHNIC RELATIONS AND AFFAIRS.
(a) Establishment.--Not later than 30 days after the date of the
enactment of this Act, the Secretary shall address continuing national
security and humanitarian concerns emanating from racial and ethnic
divisions and tensions by establishing, within the Office of the
Secretary, the Office of Race and Ethnic Relations and Affairs
(referred to in this section as the ``Office'').
(b) Head.--The head of the Office shall--
(1) be an individual with recognized distinction on
international issues of racial and ethnic equality and
empowerment, including possessing expertise on African descent,
indigenous, and Roma populations;
(2) hold the rank and status of ambassador, or an
equivalent position;
(3) be appointed by, and report directly to, the Secretary;
and
(4) shall hold the title of ``Special Representative for
Race and Ethnic Relations and Affairs'' (referred to in this
section as the ``Special Representative'').
(c) Support Staff.--The Office shall be staffed by not fewer than
12 full-time personnel, including senior Foreign Service Officers,
Senior Civil Service Officers, and support staff with relevant
expertise.
(d) Functions.--The Office shall--
(1) advise the Secretary and direct and coordinate
activities, policies, programs, action plans, public diplomacy,
and funding for all bureaus and offices of the Department
relating to the improvement of race and ethnic relations, human
rights, protection, and empowerment of members of marginalized
or underserved racial, ethnic, indigenous, Roma, and African
descent populations;
(2) represent the United States--
(A) in diplomatic matters relevant to the human
rights of marginalized or underserved racial, ethnic,
indigenous, Roma, and African descent populations in
contacts with foreign governments, intergovernmental
organizations, and specialized agencies; and
(B) at relevant multilateral conferences and
meetings, including United Nations permanent forums;
(3) lead the coordination, monitoring, and evaluation of
international policies and programs relating to the issues
described in paragraph (1) for all other Federal agencies,
including multilateral and bilateral initiatives and
agreements;
(4) lead efforts to promote an international focus on
racial equality, equity, inclusion, and empowerment for
marginalized or underserved racial, ethnic, indigenous, Roma,
and African descent populations, including through--
(A) diplomatic initiatives with other countries;
(B) partnerships and regular and enhanced
coordination with international and nongovernmental
organizations and the private sector; and
(C) technical assistance to United States missions
and foreign governments;
(5) develop and manage a global fund for race and ethnic
relations that will invest in efficient and innovative
solutions for members of marginalized or underserved racial,
ethnic, indigenous, Roma, and African descent populations--
(A) to combat racial bias and discrimination;
(B) to support inclusive economic growth and
entrepreneurship;
(C) to support physical and mental health,
including support for victims of racially or ethnically
motivated crimes;
(D) to protect and manage natural resources, and
combat activities causing environmental harm in
communities; and
(E) to promote international research and
scholarship;
(6) develop a uniform set of indicators and standards for
monitoring and evaluating United States and global foreign
policy assistance for racial equity in Federal agencies;
(7) direct, as appropriate, the use of United States
Government resources to respond to needs for protection,
integration, resettlement, and empowerment of members of
marginalized or underserved racial, ethnic, indigenous, Roma,
and African descent populations, in carrying out United States
Government policies and international programs, including
programs designed to prevent and respond to discrimination and
violence internationally;
(8) lead the development and coordination of United States
Government international efforts related to the implementation
of the International Decade for People of African Descent and
follow on activities, including by submitting annual reports to
Congress summarizing such efforts;
(9) lead the development and coordination of Department of
State racial equity strategies, action plans, policies, public
diplomacy, and other activities to fulfill the duties of the
Office, including--
(A) presenting deserving individuals awards for
anti-racism work; and
(B) establishing and supporting a global network of
experts and youth leaders;
(10) coordinate and collaborate, as appropriate and
necessary, with other bureaus and offices responsible for
diversity, discrimination, and equity initiatives, including
Ambassadors at-large, Special Representatives, Civil Rights
Offices, Offices of Diversity and Inclusion, Offices of Small
and Disadvantaged Businesses, and entities with similar
responsibilities at other agencies;
(11) collaborate with the Director of the Foreign Service
Institute to develop and provide, for all employees and persons
under Chief of Mission authority, country-specific training
regarding underserved, vulnerable, or marginalized racial and
ethnic communities, including in the areas of economics,
environment, health, education, cultural and religious
practices, and United States foreign policy and assistance
objectives; and
(12) coordinate and measure global strategies and
initiatives to educate and recruit professionals, including
those who are members of underserved racial, ethnic,
indigenous, Roma, or African descent populations, in
international careers that focus on race and ethnic relations.
(e) Authorization of Appropriations.--
(1) In general.--There is authorized to be appropriated to
the Secretary, to carry out this section in fiscal year 2025
and in each subsequent fiscal year, $10,000,000, of which--
(A) $2,000,000 shall be allocated to support the
implementation of racial equality agreements between
the United States and other countries; and
(B) the remaining amount shall be expended to
support operations of the Office and the development
and implementation of a strategy with each regional
bureau and any targeted regional initiatives or units
involving race, ethnicity, or social inclusion.
(2) Private contributions.--Notwithstanding any other
provision of law, the Secretary of State is authorized to
accept private contributions to carry out this section.
(f) Fund for Global Racial Equity and Equality.--
(1) Establishment.--Not later than 90 days after the date
of the enactment of this Act, the Secretary shall establish a
fund, which shall be known as the ``Fund for Global Racial
Equity and Equality''. Amounts deposited into the Fund shall be
invested in efficient and innovative solutions for members of
marginalized or underserved racial, ethnic, indigenous, Roma,
and African descent populations--
(A) to combat racial bias and discrimination;
(B) to support inclusive economic growth and
entrepreneurship;
(C) to support physical and mental health,
including support for victims of racially or ethnically
motivated crimes;
(D) to protect and manage natural resources, and
combat activities causing environmental harm in
communities; and
(E) to promote international research and
scholarship.
(2) Authorization of appropriations.--There is authorized
to be appropriated, for fiscal year 2025 and each subsequent
fiscal year, $2,500,000 to carry out this paragraph (1).
(3) Private contributions.--Notwithstanding any other
provision of law, the Secretary of State is authorized to
accept private contributions to carry out paragraph (1).
SEC. 306. SENIOR ADVISOR FOR RACE AND ETHNIC AFFAIRS.
(a) Appointment.--The Administrator shall appoint, within the
immediate office of the Administrator, a Senior Advisor for Race and
Ethnic Affairs (referred to in this section as the ``Senior Advisor''),
who shall--
(1) be classified at not lower than GS-15 of the General
Schedule;
(2) report directly to the Administrator; and
(3) be supported by not fewer than 5 staff who have
expertise in racial and ethnic affairs.
(b) Duties.--The Senior Advisor shall--
(1) advise the Administrator and direct and coordinate
activities, policies, programs, and funding relating to
international development issues impacting members of
marginalized or underserved racial, ethnic, Roma, and African
descent populations internationally for all USAID bureaus and
offices;
(2) develop, in consultation with civil society, a racial
and ethnic equity, equality, and empowerment policy, strategy,
and action plan for USAID that includes a focus on members of
marginalized or underserved racial, ethnic, Roma, and African
descent populations;
(3) serve as the USAID liaison to the Office of Race and
Ethnic Relations and Affairs of the Department of State and
offices responsible for racial and ethnic communities at other
international affairs agencies;
(4) develop a uniform set of indicators and standards for
monitoring and evaluating foreign assistance for racial equity
in Federal agencies; and
(5) develop and manage the Action Fund for Global Racial
Equity and Equality established pursuant to subsection (d), and
seek opportunities to collaborate with the USAID Gender Equity
and Equality Action Fund.
(c) Authorization of Appropriations.--There is authorized to be
appropriated to the Administrator, for fiscal year 2025 and each
subsequent fiscal year, $10,000,000, which shall be used to carry out
this section.
(d) Action Fund for Global Racial Equity and Equality.--
(1) Establishment.--Not later than 90 days after the date
of the enactment of this Act, the Administrator shall establish
a fund, which shall be known as the ``Action Fund for Global
Racial Equity and Equality''.
(2) Authorization of appropriations.--There is authorized
to be appropriated to the fund established pursuant to
paragraph (1), for fiscal year 2025 and each subsequent fiscal
year, $15,000,000.
(3) Private contributions.--Notwithstanding any other
provision of law, the Administrator is authorized to accept
private contributions to the fund established pursuant to
paragraph (1).
SEC. 307. UNITED STATES POLICY TO FOSTER EMPOWERMENT AND INCLUSION AND
PREVENT AND RESPOND TO RACIAL AND ETHNIC DISCRIMINATION
AND VIOLENCE.
(a) Global Strategy Requirement.--Not later than 180 days after the
date of the enactment of this Act, and annually thereafter, the Special
Representative for Race and Ethnic Relations and Affairs appointed
pursuant to section 305(b) or another Department of State official
designated by the Secretary, after consultation with the Senior Advisor
for Racial and Ethnic Affairs appointed pursuant to section 306(a) or
another USAID official designated by the Administrator, shall--
(1) develop or update a United States global strategy--
(A) to foster inclusion and empowerment; and
(B) to prevent and respond to discrimination and
violence against racial and ethnic populations,
including people of African descent;
(2) submit the strategy referred to in paragraph (1) to the
appropriate congressional committees; and
(3) make such strategy available to the public, to the
extent practicable.
(b) Collaboration and Coordination.--In developing or updating the
strategy referred to in subsection (a)(1), the Special Representative
for Race and Ethnic Relations and Affairs or another Department of
State official designated by the Secretary shall consult with--
(1) the Under Secretary of State for Public Diplomacy and
Public Affairs;
(2) the Under Secretary of State for Civilian Security,
Democracy, and Human Rights;
(3) the Under Secretary of State for Political Affairs;
(4) the National Security Council;
(5) representatives of--
(A) the Department of Education;
(B) the Department of Justice;
(C) the Department of Commerce;
(D) the Department of Agriculture;
(E) the Environmental Protection Agency;
(F) the Department of Labor; and
(G) other relevant Federal agencies; and
(6) representatives of civil society, multilateral, and
private sector organizations.
(c) Implementation of the Global Strategy.--The strategy referred
to in subsection (a)(1) shall include guidance for providing foreign
assistance--
(1) to develop civil society leadership programs that will
foster global collaboration and knowledge sharing;
(2) to support capacity building for the development and
enforcement of laws that--
(A) protect and empower racial and ethnic
populations; and
(B) prevent racial and ethnic discrimination;
(3) to promote diplomatic initiatives with other countries
and partnerships and regular and enhanced coordination with
international and nongovernmental organizations and the private
sector;
(4) to support inclusive economic growth, entrepreneurship,
and empowerment;
(5) to support physical and mental health, including
support for victims of racially or ethnically motivated crimes;
(6) to protect and manage natural resources and combat
activities causing environmental harm in communities; and
(7) to promote international research and scholarship.
SEC. 308. COMBATING INTERNATIONAL RACIALLY AND ETHNICALLY MOTIVATED
EXTREMISM.
(a) Findings.--Congress finds the following:
(1) There has been a rise in the number and lethality of
racially and ethnically motivated terrorist incidents globally
during the 10-year period immediately preceding the date of the
enactment of this Act.
(2) There is evidence that adherents of racially and
ethnically motivated extremism communicate internationally and
take part in cross border travel, including for overseas combat
training in conflict zones.
(b) Authorization of Appropriations.--There is authorized to be
appropriated to the Secretary such funds as may be necessary for the
Bureau of Counterterrorism to address racially and ethnically motivated
extremism by--
(1) countering terrorist narratives and messaging;
(2) building the capacity of civil society, communities,
and governments to prevent and counter racially and ethnically
motivated extremism and respond to the needs of victims and
vulnerable communities;
(3) strengthening the capacity of governments and civil
society to intervene during the radicalization process;
(4) working with diverse communities to build unity and
resilience and strengthen measures that protect communities and
assist victims;
(5) providing consultation to, and working in coordination
with, the Bureau of Intelligence and Research, regional
bureaus, the Bureau of Democracy, Human Rights, and Labor, the
Office of International Religious Freedom, and special
representatives and other offices or other entities to
strengthen their efforts to address racially and ethnically
motivated extremism against vulnerable or marginalized groups;
and
(6) increasing staff with expertise in identifying,
monitoring, or countering racial and ethnic extremism.
(c) Reporting.--Not later than 180 days after the date of the
enactment of this Act, and annually thereafter, the Coordinator for
Counterterrorism, in coordination with Bureau of Intelligence and
Research, shall--
(1) provide a briefing to the appropriate congressional
committees that--
(A) describes the status of programs and response
strategies to address international racially and
ethnically motivated extremism; and
(B) includes an assessment of global racially and
ethnically motivated extremism and geographic or
country prioritization based on the assessed threat to
the United States;
(2) describe the coordination mechanisms between relevant
bureaus and offices within the Department of State, including
United States diplomatic and consular posts, for developing and
implementing efforts to counter racially and ethnically
motivated extremism; and
(3) provide an assessment of the human and financial
resources that are necessary to fulfill the purposes and duties
under this title.
SEC. 309. COMMEMORATING THE INTERNATIONAL DECADE FOR PEOPLE OF AFRICAN
DESCENT.
(a) In General.--The Secretary shall--
(1) support the establishment of a second United Nations
International Decade for People of African Descent, which would
cover the period from 2025 to 2034;
(2) proactively support and advance the United Nations
declaration on the promotion and full respect of the human
rights of people of African descent;
(3) support the United Nations Expert Mechanism to Advance
Racial Justice and Equality in Law Enforcement and funding to
combat racial discrimination worldwide;
(4) support the expansion of current efforts by the United
Nations, the Organization for Security and Co-operation in
Europe, the Organization of American States, and other
international organizations to address the human rights
situation of people of African descent by supporting efforts to
uphold their human dignity and equality and promoting societal
reconciliation and healing; and
(5) in cooperation with civil society, including African-
descent communities, academics, activists, businesses, and
philanthropic organizations, develop and implement domestic and
global strategies to execute the goals and ideals of the second
International Decade for People of African Descent and combat
racism, including by expanding the transformative work of the
Department of State's Race, Ethnicity, and Social Inclusion
Unit.
(b) Authorization of Appropriations.--
(1) In general.--There is authorized to be appropriated to
the Secretary, for each of the fiscal years 2025 through 2034,
$1,500,000 for the development of activities, including grants,
to commemorate the second International Decade for People of
African Descent for the 10-year period beginning on January 1,
2025.
(2) Activities.--Not later than 90 days after the date of
the enactment of this Act, the Secretary shall establish--
(A) the People of African Descent Fund, to which
private donations may be accepted from sources approved
by the Secretary for the purposes of providing United
States civil society grants for innovative empowerment
initiatives for African descent populations focused on
economic growth, entrepreneurship, education, science
and technology, health, human rights, and preservation
and management of natural resources; and
(B) an international scholars program to research,
archive, and exhibit the contributions of African
Americans in international affairs, including the
contributions of Members of Congress, utilizing the
Ralph J. Bunche Library and other reputable archives
and resources, including the Smithsonian Institution,
the Library of Congress, the Moorland-Spingarn Research
Center at Howard University, the Schomburg Center for
Research in Black Culture at the New York Public
Library, and libraries and archives at Historically
Black Colleges and Universities.
(c) Eligibility.--In selecting grant recipients pursuant to
subsection (b)(2), the Secretary shall give special emphasis, to the
extent possible, to initiatives led by members of African descent
populations in the United States, including providing technical
assistance and capacity-building measures to Historically Black
Colleges and Universities to secure and implement grants under this
section.
(d) Annual Report.--Not later than 1 year after the date of the
enactment of this Act, and annually thereafter for the following 11
years, the Secretary shall submit a report to the appropriate
congressional committees that describes the activities undertaken to
implement subsection (a).
SEC. 310. TRANSATLANTIC SLAVE TRADE TRANSITIONAL JUSTICE INITIATIVES.
(a) Sense of Congress.--It is the sense of Congress that the
Department of State, through the Office of Global Criminal Justice, the
Office of the Special Envoy for Holocaust Issues, and similar offices,
has developed expertise in assisting countries in their transitional
justice efforts, including measures that are judicial and non-judicial,
formal and informal, retributive and restorative, to redress atrocities
with the goal of promoting long-term, sustainable peace and security.
(b) Authorization of Appropriations.--There is authorized to be
appropriated to the Secretary such sums as may be necessary--
(1) to appoint a Special Envoy to assist African
descendants of the transatlantic slave trade to seek
restitution and support remembrance;
(2) to establish an intergovernmental working group on
transatlantic slave trade transitional justice strategies,
including reparative justice strategies; and
(3) to create policy and research exchange programs for
established and emerging United States and international
leaders, scholars, and practitioners focused on transatlantic
slave trade transitional justice strategies and advocacy,
including reparative justice strategies.
SEC. 311. UNITED STATES INSTITUTE OF PEACE PROGRAM FOR GLOBAL RACE AND
ETHNIC RELATIONS AND PEACE.
(a) In General.--Section 1705(b) of the United States Institute of
Peace Act (title XVII of Public Law 98-525; 22 U.S.C. 4604(b)) is
amended--
(1) in paragraph (9), by striking ``and'' at the end;
(2) in paragraph (10), by striking the period at the end
and inserting ``; and''; and
(3) by adding at the end the following:
``(11) establish the James S. Jackson and Robert L. Green
Program for Global Race and Ethnic Relations and Peace, which
shall--
``(A) support scholars, research, and education
regarding the role of race and ethnicity in addressing
national and regional conflicts, societal tensions, and
peace building;
``(B) include the appointment, for up to 2 years,
of scholars and leaders from the United States and
abroad, including from Historically Black Colleges and
Universities, Tribal Colleges, Hispanic Serving
Institutions, and other Minority-Serving Institutions,
to research race and ethnic relations and conflict
resolution with the support of stipends, grants,
fellowships, and other support;
``(C) develop educational programs and materials
for government and nongovernment actors, including
practitioners and policymakers, regarding historical
and contemporary knowledge about race and ethnic
relations and conflict resolution; and
``(D) provide scholarships and educational
programs, with a focus on international careers, for
secondary and post-secondary school students, who shall
be referred to as `James S. Jackson-Robert L. Green
Race and Peace Scholars'.''.
(b) Authorization of Appropriations.--There is authorized to be
appropriated, for each of the fiscal years 2025 through 2035,
$2,000,000, which shall be expended to carry out section 1705(b)(11) of
the United States Institute of Peace Act, as added by subsection
(a)(3).
SEC. 312. INCREASING THE COLLABORATION BETWEEN THE DEPARTMENT OF STATE
AND THE SMITHSONIAN INSTITUTION WITH RESPECT TO EDUCATION
AND CULTURAL AFFAIRS.
There is authorized to be appropriated to the Secretary, for each
of the fiscal years 2025 through 2030, $1,000,000, which shall be used
to expand collaboration between the Department of State and the
Smithsonian Institution by--
(1) developing an international exchange program for
experts to develop and share best practices regarding ethical
cultural heritage stewardship for museum professionals and
community-based cultural heritage practitioners; and
(2) establishing the Dorothy Raiford Honoring Heritage
Program, which shall--
(A) celebrate the legacy of Dorothy Raiford, a
public school kindergarten teacher who self-funded
world travel and became the first African-American
docent at the Detroit Institute of Art; and
(B) bring international museum professionals and
community-based cultural heritage practitioners to the
United States to conduct workshops with United States
public schools with significant minority student
populations.
SEC. 313. STRENGTHENING TOLERANCE ACTIVITIES IN THE ORGANIZATION FOR
SECURITY AND CO-OPERATION IN EUROPE REGION.
(a) Authorization of Appropriations.--To carry out goals set forth
in section 419 of the Department of State Authorities Act, Fiscal Year
2017 (Public Law 114-323), including addressing antisemitism, racism,
and other forms of intolerance, there are authorized to be appropriated
to the Secretary, for each of the fiscal years 2025 through 2030--
(1) $1,000,000, which shall be used by the Office of
International Religious Freedom to combat anti-Semitism and
Islamophobia in Europe, including in the European Union;
(2) $1,000,000, which shall be used by Assistance to
Europe, Eurasia, and Central Asia programs to address racism
and xenophobia in Europe, including in the European Union;
(3) $500,000 to support the activities of the Organization
for Security and Co-operation in Europe (referred to in this
section as ``OSCE'') to combat hate crimes, support the 3
tolerance personal representatives, and assist the OSCE
Parliamentary Assembly's Special Representative on Anti-
Semitism, Racism, and Intolerance; and
(4) $100,000 to support annual regional trainings for human
rights officers at posts in Europe, including in the European
Union regarding--
(A) Roma rights and empowerment; and
(B) countering racial and ethnic discrimination and
fostering empowerment in countries that are members of
the OSCE or of the European Union through programs that
include a focus on African descent populations.
(b) Report.--Not later than 1 year after the date of the enactment
of this Act, and annually thereafter for the following 5 years, the
Secretary, in consultation with the Administrator, shall submit a
report to the appropriate congressional committees and the Commission
on Security and Cooperation in Europe (the ``Helsinki Commission'')
that describes the activities and use of funds authorized under
subsection (a).
SEC. 314. EMPOWERING AFRO-DESCENT AND INDIGENOUS COMMUNITIES IN
INTERNATIONAL DEVELOPMENT AND CONSERVATION.
(a) Department of State.--The Secretary, in coordination with the
Administrator and the heads of other relevant Federal departments and
agencies, as appropriate, shall develop and implement a strategy and
related programs that--
(1) supports the empowerment and inclusive economic
development of Afro-descendant and indigenous communities
around the world;
(2) focuses on the Western Hemisphere and island nations;
(3) increases the participation of individuals from Afro-
descendant and indigenous communities in existing bilateral
initiatives and in educational and cultural exchange programs
of the Department of State and USAID;
(4) increases access to finance, credit, and grants for
small- and medium-sized businesses owned by Afro-descendant and
indigenous entrepreneurs, organizations, and communities;
(5) provides technical assistance to local governments to
formulate and enact local development plans that invest in
indigenous and Afro-descendant communities;
(6) connects rural agricultural, fishing, forestry, and
other environmental networks, including indigenous and Afro-
descendant networks, to consumers in urban centers and export
markets, including through infrastructure construction and
maintenance programs that are subject to audits and carefully
designed to minimize potential environmental harm; and
(7) partners with local governments, the private sector,
and local civil society organizations, including organizations
representing marginalized communities, to provide skills
training and investment in economically viable initiatives.
(b) USAID.--The Administrator, in coordination with the Secretary
and the heads of other relevant Federal departments and agencies, shall
develop and implement programs and enhance existing programs, to the
extent necessary and appropriate, that--
(1) improve ecosystem conservation and enhance the
effective stewardship of natural resources by Afro-descendant
and indigenous communities;
(2) provide technical assistance to governments to
safeguard national parks and protected forests and protected
species, while promoting the participation of Afro-descendent
and indigenous communities in such process, as applicable;
(3) strengthen the capacity of Afro-descendent and
indigenous communities to access the right to prior
consultation encoded in laws, executive decrees, administrative
acts, and ministerial regulations;
(4) support indigenous and Afro-descendant communities as
they raise awareness of threats to biodiverse ancestral lands,
including through support for local media in such communities
and technical assistance to monitor illicit activities;
(5) partner with governments and Afro-descendant and
indigenous communities to support reforestation and improving
river, lake, and coastal water quality;
(6) provide assistance to communities affected by mining
and deforestation; and
(7) foster mechanisms for cooperation on emergency
preparedness and rapid recovery from natural disasters, that
include Afro-descendant and indigenous communities in planning,
establishing, and staffing regional preparedness, recovery, and
emergency management centers to facilitate rapid response to
survey and help maintain planning on regional disaster
anticipated needs and possible resources.
TITLE IV--CAREER PIPELINE INITIATIVES
SEC. 401. EXPANDING DEPARTMENT OF STATE AND USAID HISPANIC ASSOCIATION
OF COLLEGES AND UNIVERSITIES INITIATIVES.
(a) Sense of Congress.--It is the sense of Congress that the
Department of State Memorandum of Understanding with the Hispanic
Association of Colleges and Universities (referred to in this section
as ``HACU'') and the USAID Partnership Agreement with HACU continue a
valued partnership initiated by former Secretary of State Colin Powell
in 2001, which has assisted a range of diverse recruitment, retention,
and partnership efforts, including international student exchanges,
short-term faculty fellowships, and research partnerships.
(b) Report and Plan of Action.--Not later than 90 days after the
date of the enactment of this Act, the Secretary and the Administrator
shall submit to the appropriate congressional committees--
(1) a report on the activities of, and funds expended to
implement, the Memorandum of Understanding and Partnership
Agreement with HACU; and
(2) an annual plan of action and spending plan to carry out
such activities during fiscal years 2025 through 2030,
including any resources needed to execute such plans.
SEC. 402. INTERNATIONAL AFFAIRS INSTITUTIONS AT MINORITY-SERVING
INSTITUTIONS.
(a) Findings.--Congress makes the following findings:
(1) Representative Alcee L. Hastings of Florida served his
State and country with distinction as a public servant for more
than 4 decades, including nearly 3 decades of service in the
House of Representatives, and a decade as the first African-
American appointed judge on the United States District Court
for the Southern District of Florida.
(2) Representative Hastings' distinguished record as a
congressman includes--
(A) service as the first African-American Chairman
of the Commission on Security and Cooperation in Europe
(commonly known as the ``Helsinki Commission''); and
(B) membership on--
(i) the Committee on Foreign Affairs of the
House of Representatives;
(ii) the Permanent Select Committee on
Intelligence of the House of Representatives;
and
(iii) the Committee on Rules of the House
of Representatives.
(3) Representative Hastings has long maintained a special
interest in international affairs, global security, and
democracy and human rights, as demonstrated by--
(A) his service as the only United States citizen
American to serve as the President of the Parliamentary
Assembly of the Organization for Security and Co-
operation in Europe (OSCEPA); and
(B) leading OSCEPA election observation efforts
across 57 countries, including securing the first OSCE
international election observation mission in 2002 to
the United States.
(4) Representative Hastings has--
(A) pioneered domestic and global initiatives,
beginning with his desegregation efforts as a civil
rights lawyer;
(B) championed numerous bills in Congress in
support of Native American rights;
(C) led legislative efforts to increase
representation in the United States diplomatic and
intelligence corps; and
(D) founded international political participation
initiatives, such as the Black European Summit, the
Transatlantic Minority Political Leadership Conference,
and Transatlantic Inclusion Leaders Network, in
cooperation with European officials and organizations,
people of African descent, Roma, and other
stakeholders.
(5) Representative Hastings attended Fisk University,
Howard University, and Florida A&M University, which are all
Historically Black Colleges and Universities, and has avidly
supported the excellence of minority-serving institutions and
their roles in preparing outstanding scholars to pursue
international public service careers.
(6) It is a fitting tribute to Representative Hastings'
years of devoted public service to establish, in his name,
international affairs institutes, extension campuses, and other
programs at minority-serving institutions in the United States
and overseas that support excellence in international public
service careers and the development of diverse global leaders.
(b) Alcee L. Hastings International Affairs Institutions Program.--
The Secretary shall establish the ``Alcee L. Hastings International
Affairs Institutions Program'' (referred to in this section as the
``Program''). Under the Program, the Secretary shall award grants to
not fewer than 5 Historically Black Colleges and Universities and other
minority-serving institutions that the Secretary determines are able to
prepare the next generation of diverse international affairs
professionals with the core skills necessary to meet the United States'
global diplomatic and development imperatives.
(c) Uses of Funds.--A grant under this section may be used for--
(1) the purchase, rent, lease, or construction of
institutional facilities;
(2) administrative management, and the acquisition of
equipment, including computers, office supplies, software
licensing and agreements, and other materials;
(3) scholarships, fellowships, and other financial
assistance for students and scholars;
(4) the development of curricula and other instructional
materials; and
(5) other related activities proposed in the grant
application and approved by the Secretary.
(d) Application.--Any eligible institution seeking a grant under
this section, including the institutions listed under subsection (e),
may submit an application to the Secretary that demonstrates how grant
funds awarded pursuant to this section will be used--
(1) to improve graduate educational opportunities for low-
income African Americans, Latinos, Hispanics, or Native
Americans students and lead such students to greater financial
independence;
(2) to provide at least 3 weeks of immersive foreign
language instruction;
(3) to support at least 1 summer or semester study abroad
opportunity; and
(4) to provide instruction on the history and work of
international organizations, including the Organization for
Security and Co-operation in Europe, the Organization for
American States, the African Union, the Council of Europe, the
European Union, and the United Nations.
(e) Eligibility.--Institutions and programs eligible for grants
under this subsection shall include--
(1) the International Affairs Program of the Department of
Interdisciplinary Studies and the Ralph J. Bunche International
Affairs Center at Howard University;
(2) Delaware State University;
(3) Fisk University;
(4) Morgan State University; and
(5) South Carolina State University.
(f) Institutional Choice.--The president or chancellor of the
institution applying for a grant under this section may select which
graduate or professional school will receive funds received under such
grant in any fiscal year, if the allocation of grant funds among the
schools or programs is delineated in the application submitted to the
Secretary.
(g) Authorization of Appropriations.--There is authorized to be
appropriated, for each of the fiscal years 2025 through 2034,
$100,000,000, which shall be expended to carry out the Program.
(h) Funding Rule.--Any of the institutions listed under subsection
(e) that receives a grant in a fiscal year and is eligible to receive
another grant in a subsequent fiscal year shall receive, in the
subsequent fiscal year, an amount in grant funds that is not less than
the amount in grant funds received in any previous fiscal year unless
the amount appropriated for the Program by Congress is insufficient to
provide such level of grant funding to all eligible institutions in
such fiscal year.
(i) Alcee L. Hastings Leadership Institute for Transatlantic
Engagement.--Section 6709 of the Department of State Authorization Act
of 2023 (22 U.S.C. 8201 note) is amended--
(1) in subsection (a), by inserting ``Alcee L. Hastings
Leadership'' before ``Institute for Transatlantic Engagement'';
(2) by striking subsections (f) and (i); and
(3) by redesignating subsections (g) and (h) as subsections
(f) and (g), respectively; and
(4) in subsection (g), as redesignated, by striking ``for
fiscal years 2024 and 2025'' and inserting ``for each fiscal
year''.
(j) Alcee L. Hastings OSCE Internship Program.--Section 9201(a) of
Public Law 117-263 (22 U.S.C. 2737) is amended--
(1) in the subsection header, by striking ``in general''
and inserting ``establishment'';
(2) by striking ``The Secretary'' and inserting the
following:
``(1) Student internship program.--The Secretary''; and
(3) by adding at the end the following:
``(2) Alcee l. hastings osce internship program.-- There is
established within the Program, the Alcee L. Hastings OSCE
Internship Program (referred to in this section as the
`Hastings Internship'), which shall--
``(A) support not fewer than 57 paid internships
overseas in participating states of the Organization
for Security and Co-operation in Europe (referred to in
this section as `OSCE', and OSCE partners for co-
operation, including the United States OSCE mission in
Vienna, Austria, and the OSCE Parliamentary Assembly in
Copenhagen, Denmark, for undergraduate students from
Historically Black Colleges and Universities and other
minority-serving institutions; and
``(B) convene all Hastings Internship participants
for a 1-day program in Vienna on the history and work
of the OSCE, including international election
observations.''.
SEC. 403. ESTABLISHING CENTERS OF EXCELLENCE IN FOREIGN AFFAIRS AND
ASSISTANCE.
(a) Authority.--The Administrator, in coordination with the
Secretary, is authorized to designate up to 6 Centers of Excellence in
foreign affairs and assistance at HBCUs and other MSIs (referred to in
this section as the ``Centers of Excellence'') to receive grants and
enter into public-private partnerships to develop professional
development, certification, research, and consulting programs that
strengthen United States diplomacy and international development
efforts.
(b) Technical Assistance.--The Administrator shall provide
technical assistance to institutions selected to be Centers of
Excellence to assist in fulfilling the goals of this section, including
in developing contracts, operating agreements, legal documents, and
related infrastructure.
(c) Authorization of Appropriations.--There is authorized to be
appropriated $25,000,000 for each of the fiscal years 2025 through 2030
to carry out this section.
SEC. 404. FOREIGN AFFAIRS BRIDGE PROGRAM.
(a) Defined Term.--In this section, the term ``eligible recipient''
means an institution--
(1) that is--
(A) a Historically Black College or University;
(B) a Hispanic-serving institution;
(C) a tribally controlled college or university;
(D) an Alaska Native or Native Hawaiian-serving
institution; or
(E) an institution of higher education, including
community colleges and trade schools, that serves
populations that are underrepresented in the Department
of State or USAID; and
(2) where the majority of its student population are
members of a population that is underrepresented in the
Department of State or USAID.
(b) Authorization.--The Secretary and the Administrator are
authorized to award up to 6 grants, on a competitive basis, to eligible
recipients to establish a Foreign Affairs Bridge Program (referred to
in this section as the ``Program'') to enhance the international
competitiveness of the United States by expanding international
affairs' talent pipelines and recruitment cohorts for individuals
between 18 and 26 years of age from throughout the United States.
(c) Purposes.--The purposes of the Program shall be--
(1) to recruit and select a cohort of not fewer than 50
post-secondary school students at eligible institutions to
interact with and learn from experienced United States foreign
affairs practitioners;
(2) to inform Program participants of various internship,
fellowship, language training, international exchange, and
employment opportunities at the Department of State, USAID, and
other international affairs agencies;
(3) to deepen Program participants' knowledge of foreign
affairs and United States foreign policy and relevant
educational and language training, including for specific
languages and skillsets; and
(4) to include plans for comprehensive 3- to 5-year
programs that include support for--
(A) scholars to study abroad for a semester or a
year;
(B) paid internships during the summer or during an
academic semester;
(C) intensive academic or language training
programs, such as summer institutes or other programs
that support entry into an international affairs
career; and
(D) paid fellowships or stipends for graduate
study, including law school and doctoral degree
programs, upon completion of post-secondary education
or certification.
(d) Application.--Each eligible recipient desiring a grant under
this section shall submit an application at such time, in such manner,
and accompanied by such information as the Secretary may reasonably
require.
(e) Stipends Authorized.--
(1) Larry palmer stipends.--Eligible recipients receiving a
grant under this section may provide stipends of up to $5,000
to low-income students enrolled in the institution to defray
the cost of their participation in the Program, including
travel, living, and educational expenses necessary for such
participation.
(2) Alcee l. hastings stipends.--Eligible recipients
receiving a grant under this section may provide stipends of up
to $5,000 to low-income students attending law school at the
institution, including students enrolled in dual degree
programs, to defray the cost of participation in the Program,
including travel, living, and educational expenses necessary
for such participation.
(f) Annual Report.--Not later than 18 months after the date of the
enactment of this Act, and annually thereafter for the following 5
years, the Secretary shall submit a report to the appropriate
congressional committees that describes the activities of the Program
during the most recent academic year, including--
(1) disaggregated demographic data of the individuals
participating in the Program, including--
(A) the State in which the participant graduated
from high school; and
(B) the institution of higher education in which
the individual is enrolled at the time of such
participation; and
(2) the number of individuals who are considering careers
in the Department of State, USAID, the Peace Corps, or other
international affairs agencies after participation in the
Program.
(g) Authorization of Appropriations.--There is authorized to be
appropriated, for each of the fiscal years 2025 through 2035,
$2,000,000 for grants authorized under this section.
SEC. 405. INTERNATIONAL AFFAIRS GRADUATE FELLOWSHIP PROGRAM.
(a) Defined Term.--In this section, the term ``excepted service''
has the meaning given such term in section 2103 of title 5, United
States Code.
(b) Program.--Building upon the success of the Charles B. Rangel
Graduate Fellowship Program, the Thomas R. Pickering Foreign Affairs
Graduate Fellowship Program, and the USAID Donald M. Payne
International Development Graduate Fellowship Program in strengthening
career pipelines at the Department of State and USAID, the head of each
agency (except the Secretary and the Administrator) shall establish an
International Affairs Graduate Fellowship Program (referred to in this
section as the ``Program'') under which an eligible individual may--
(1) participate in seminars on international career
opportunities and a paid fellowship at the respective agency in
the United States or at an overseas mission, including the
United States mission to the United Nations or other
international organizations;
(2) receive tuition assistance from the agency for graduate
studies, including law school and doctorate degrees;
(3) receive an allowance that is equal to the amount needed
for--
(A) the fellow's reasonable costs during the period
of the Program; and
(B) domestic and international travel and lodging
expenses related to attending all aspects of the
Program, including interviews and orientation; and
(4) upon completion of graduate studies from an institution
of higher education and successful completion of the Program,
as determined by the head of the agency, receive an offer of
employment to work in the agency that is in the excepted
service.
(c) Eligibility.--An individual is eligible to participate in the
Program if the individual is--
(1) classified as a junior or senior at a minority-serving
institution;
(2) a member of an underrepresented racial or ethnic group;
or
(3) a resident of a United States territory.
(d) Direct Hire Authority.--If an individual accepts an offer of
employment under subsection (b)(4), the head of the agency shall
appoint, without regard to provisions of subchapter I of chapter 33 of
title 5, United States Code, (except for section 3328 of such title)
such individual to the position specified in such offer.
(e) Annual Report.--Not later than 1 year after the date of the
enactment of this Act, and annually thereafter for the following 5
years, the head of the agency shall submit a report to the appropriate
congressional committees that includes--
(1) the number of individuals participating in the Program,
disaggregated by--
(A) demographic data;
(B) the institution of higher education in which
the individual is enrolled at the time of such
participation; and
(C) the State in which the individual graduated
from high school; and
(2) the number of individuals who accepted an offer of
employment under the Program, the positions to which each
individual was appointed, and the number of individuals who
applied for security clearances and successfully received
security clearances.
(f) Authorization of Appropriations.--There is authorized to be
appropriated to each international affairs agency such sums as may be
necessary to carry out the Program.
SEC. 406. INCREASING EMPLOYMENT OPPORTUNITIES AT INTERNATIONAL
ORGANIZATIONS.
(a) Minority Employment.--Section 9701(b) of the Department of
State Authorization Act of 2022 (division I of Public Law 117-263; 22
U.S.C. 276c-6) is amended--
(1) in the matter preceding paragraph (1), by inserting
``and secure'' after ``promote'';
(2) by redesignating paragraphs (1) and (2) as paragraphs
(2) and (3), respectively;
(3) by inserting before paragraph (2), as redesignated, the
following:
``(1) developing junior professional and other programs
that target underrepresented groups;''; and
(4) in paragraph (3), as redesignated, by inserting ``,
including to Historically Black Colleges and Universities and
other minority-serving institutions'' before the period at the
end.
(b) In General.--Section 6701 of the Department of State
Authorization Act of 2023 (division F of Public Law 118-31; 22 U.S.C.
276c-7), is amended--
(1) in subsection (a), by inserting ``, including by
increasing the number of minorities,'' after ``citizens''; and
(2) by amending subsection (d) to read as follows:
``(d) Authorization of Appropriations.--There is authorized to be
appropriated to the Department such sums as may be necessary to carry
out the grant program authorized under subsection (a).''.
SEC. 407. EXTENDING PATHS TO SERVICE FOR PAID STUDENT INTERNS IN
INTERNATIONAL AFFAIRS CAREERS.
(a) Sense of Congress.--It is the sense of Congress that--
(1) paid internships offer a strategic avenue for expanding
agency recruitment; and
(2) socioeconomic factors, such as financial need, have
prevented participation in internships from geographically
diverse areas of the United States, including overseas
territories and racially and ethnically diverse communities,
resulting in untapped talent pools for international affairs
careers.
(b) In General.--Section 9201(c) of the Department of State
Authorization Act of 2022 (22 U.S.C. 2737(c)) is amended--
(1) by striking ``that includes'' and inserting the
following: ``that--
``(1) includes''; and
(2) by striking the period at the end and inserting the
following:''; and
``(2) ensures that at least 40 percent of paid interns
belong to a racial or ethnic group that has experienced the
effects of past government regulations or socioeconomic
factors, such as financial need, which have made it difficult
to secure internships or other employment at a foreign affairs
agency; and
``(3) ensures that at least 5 percent of paid interns are
from United States territories.''.
SEC. 408. FOREIGN SERVICE FELLOWSHIPS FOR GRADUATE STUDENTS AND
FACULTY.
The heads of each international affairs agency shall establish a
Foreign Service fellowship program at their respective agency to
provide a fellowship, for a period of not shorter than 4 months, for
minority students enrolled in an accredited graduate studies program
and faculty members at institutions of higher education that serve
significant numbers of students who are from a racial or ethnic group
that is underrepresented in the Foreign Service.
TITLE V--MINORITY BUSINESS INITIATIVES
SEC. 501. EXPANDING UNITED STATES MINORITY-OWNED BUSINESS PROCUREMENT
AT INTERNATIONAL AFFAIRS AGENCIES.
(a) Sense of Congress.--It is the sense of Congress that the
involvement of minority-owned businesses in procurement mutually
benefits international affairs agencies and the United States economy
by--
(1) providing such agencies with needed services and
commodities that advance United States interests abroad; and
(2) increasing economic opportunities for United States
businesses, organizations, and communities.
(b) Definition.--In this title, the terms ``minority-owned
business'' and ``section 8(a) business'' mean a small business concern
owned by African Americans, Hispanic or Latino Americans, Native
Americans, Asian Pacific Americans, other United States minorities, or
any other individuals found to be socially and economically
disadvantaged pursuant to section 8(a)(4) of the Small Business Act (15
U.S.C. 637(a)(4)).
(c) Authorization of Appropriations.--There is authorized to be
appropriated to each international affairs agency such sums as may be
necessary to develop programs that expand the total number and dollar
amount of contracts and subcontracts awarded to minority-owned
businesses, including small, minority-owned businesses, by utilizing
set asides, technical assistance, support services, and other methods.
(d) Annual Report.--Not later than 90 days after the last day of
the first fiscal year beginning after the date of the enactment of this
Act, and annually thereafter for the following 5 years, the head of
each international affairs agency shall submit a report to the
appropriate congressional committees that describes the activities
carried out pursuant to subsection (c), including--
(1) with respect to contracts awarded by the agency to
minority-owned businesses--
(A) the total number of minority-owned business
receiving such contracts during the reporting period;
(B) the percentage of all contracts entered into by
such agency that involve minority-owned businesses; and
(C) the aggregate dollar amount of such contracts;
and
(2) with respect to subcontracts awarded by contractors to
minority-owned businesses--
(A) the total number of minority-owned business
receiving such subcontracts during the reporting
period;
(B) the percentage of all subcontracts entered into
by such contractors that involve minority-owned
businesses; and
(C) the aggregate dollar amount of such
subcontracts.
(e) Spending Plan.--Not later than 90 days after the date of the
enactment of this Act, the head of each agency shall submit a plan to
the appropriate congressional committees that describes how amounts
made available to carry out this section will be used to achieve the
purposes of this section.
SEC. 502. SMALL BUSINESS CONSULTING SERVICES AND TECHNICAL ASSISTANCE.
(a) Authorization of Appropriations.--There is authorized to be
appropriated, for each of the fiscal years 2025 through 2030,
$1,000,000 to provide legal and financial consulting services,
technical assistance, training, and other support at Small Business
Development Centers and Women's Business Centers located at HBCUs and
other MSIs, and in rural communities for the purposes of assisting
businesses and new audiences seeking to contract with the Department of
State or USAID.
(b) Allocation.--Of the amount appropriated pursuant to subsection
(a) for each fiscal year--
(1) $500,000 shall be allocated to the Secretary; and
(2) $500,000 shall be allocated to the Administrator.
SEC. 503. MINORITY BUSINESS INTERNATIONAL EXPOSITION PARTICIPATION.
There are authorized to be appropriated to the Secretary such sums
as may be necessary to support the travel and participation of at least
50 United States minority-owned businesses in international
expositions, including Expo 2025 in Osaka, Japan, with a focus on
section 8(a) businesses and HUBZone small business concerns (as defined
in section 31(b) of the Small Business Act (15 U.S.C. 657a(b)), which
may be planned in coordination with--
(1) the Global Diversity Export Initiative of the
International Trade Administration;
(2) the Small Business Division of the Export-Import Bank
of the United States; or
(3) any other program for small- and minority-owned
businesses carried out by an international affairs agency.
SEC. 504. EXPANDING UNITED STATES BUSINESS OPPORTUNITIES OVERSEAS.
It is the sense of Congress that the Secretary and the
Administrator should continue to support the Global Diversity Export
Initiative of the United States Commercial Service, which works to
bolster exports from United States businesses founded, owned, or led by
African Americans, Asian Americans, Hispanic Americans, Native
Americans, veteran and service-disabled veterans, women, and LGBTQI+
individuals.
SEC. 505. NONDISCRIMINATION IN FOREIGN ASSISTANCE.
(a) Sense of Congress.--It is the sense of Congress that terms for
the acceptance of Federal awards that are subsidized, in whole or in
part, by foreign assistance funds administered by USAID or other
international affairs agencies prohibits recipients and subrecipients
from--
(1) discriminating against beneficiaries or potential
beneficiaries of foreign assistance; or
(2) discriminating in relation to employment decisions to
support performance of the award.
(b) Contract Terms.--The Administrator shall include, in each
contract through which Federal funding is provided to a non-Federal
entity or a foreign public entity, a provision that authorizes USAID to
reduce or terminate such funding, without penalty, if the recipient or
a subrecipient of such funding discriminates (and fails to remedy such
discrimination) against--
(1) any beneficiary or potential beneficiary of such
funding provided in performance of such contract, including by
withholding, adversely impacting, or denying equitable access
to the benefits of such funding; or
(2) any employee, agent, or candidate for a position who is
or will be engaged directly in the performance of such contract
and whose work will be subsidized, in whole or in part, by such
funding, unless such discrimination is expressly permitted by
applicable Federal law.
SEC. 506. NONDISCRIMINATION IN FOREIGN ACQUISITIONS.
(a) In General.--Unless expressly authorized in the applicable
contract with USAID, a contractor or subcontractor receiving Federal
funding from USAID may not discriminate against--
(1) any end user, prospective end user, or beneficiary of
the supplies or services provided as a result of such contract,
including discrimination by withholding, denying, or adversely
impacting equitable access to such supplies or services; or
(2) any employee, agent, or candidate for a position who is
or will be directly engaged in the performance of such contract
and whose work will be funded, in whole or in part, with
funding provided through such contract, unless such
discrimination is expressly permitted by applicable United
States law.
(b) Required Actions.--Each contractor and subcontractor described
in subsection (a) shall take appropriate action, up to and including
termination, against any employee, agent, or subcontractor that
violates the prohibition set forth in subsection (a).
(c) Reporting Requirements.--Each contractor and subcontractor
described in subsection (a) shall inform the appropriate contracting
officer and the USAID Office of Inspector General--
(1) immediately after the receipt of any credible
information from any source (including host country law
enforcement) that alleges conduct that violates subsection (a)
by any employee or agent of the contractor or subcontractor;
and
(2) of any actions taken by such contractor or
subcontractor against such employee or agent.
SEC. 507. INCLUSIVE ECONOMIC POLICIES AND PRACTICES.
It is the sense of Congress that--
(1) inclusive trade and economic practices aim to expand
meaningful access to, and improved participation in the economy
for all segments of society, including women and other gender
marginalized groups, youth, persons with disabilities, the
African Diaspora, indigenous peoples, local communities, rural
and remote communities, and other traditionally underserved or
marginalized communities;
(2) inclusive trade and economic practices include making
strategic, policy, programmatic, and budgetary decisions with
insight from local and varied stakeholders and providing
technical assistance to communities;
(3) promoting an inclusive approach to trade and investment
is essential to promoting sustainable economic growth and
development in bilateral relations; and
(4) international affairs agencies should work to support
and implement inclusive trade, investment, and other economic
practices, such as those outlined in the Office of the United
States Trade Representative's Kenya chapter on inclusivity.
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