On October 6, 2020, the OSCE Office of the High Commissioner on National Minorities, in cooperation with the Helsinki Commission, convened “Policing in Diverse Societies: Principles and Good Practices.” The webinar, which provided an opportunity to exchange knowledge, challenges and best practices, attracted over 100 attendees including practitioners, parliamentarians, and other representatives of the OSCE participating States.   Christophe Kamp, officer-in-charge of the OSCE High Commissioner on National Minorities, opened the online event, one of several taking place ahead of next year’s 15th anniversary of the 2006 Recommendations on Policing in Multi-Ethnic Societies. Participants assessed the continued relevance and operational applicability of these guiding principles, as well as how best to further their scope. Senator Ben Cardin, Helsinki Commission Ranking Member and OSCE PA Special Representative on Anti-Semitism, Racism, and Intolerance, highlighted relevant legislation that has been introduced in the U.S. and focused on law enforcement reform as a way forward following protests over discriminatory, aggressive policing.   “From Russia to Canada, our country is not alone in confronting issues of discriminatory policing and racial justice in the region,” he noted. “Working together with the High Commissioner’s office and other OSCE institutions, we can strengthen efforts to ensure that racial justice and the protection of human rights for all as enshrined in the Helsinki Final Act.”   Ambassador Lamberto Zannier, a high-level expert for the OSCE Parliamentary Assembly and former OSCE High Commissioner on National Minorities, underscored the role of police violence in interethnic conflict and instability in societies.  He discussed protests that erupted across the OSCE region following the tragic death of George Floyd and how aspects of the OSCE, such as its Police Matters and Tolerance and Non-discrimination units, could be instrumental in reducing conflict in the region.  Other speakers included Hilary O. Shelton of the NAACP, who emphasized the urgent need to implement cultural sensitivity and awareness training for police forces. He said this training could decrease discrimination, combat stereotypes, and foster relationships between law enforcement and communities.   Anina Ciuciu, community organizer of Collective #EcolePourTous, highlighted the need for structural changes in France to address police violence and brutality and noted continuing incidents between police and Romani communities. She shared that on average, minorities are “20 times more likely to be checked by police, and three times more likely to be brutalized by police.” Nick Glynn, senior program officer with Open Society Foundation and a former UK police officer, called for increased diversity in law enforcement, an expansion of community policing and demilitarization of police to address the multifaceted problem. Ronald Davis of the Black National Organization of Black Law Enforcement Executives cited the need for systematic changes in law enforcement, including changes in police culture.   Alex Johnson, U.S. Helsinki Commission Chief of Staff, moderated the discussion and detailed the history of law enforcement in the U.S. “The policing system from a perspective of personnel and practice should reflect the diversity of their societies, be it linguistic, ethnic, racial, religious, or any other identity,” he concluded.   

By Nida Ansari, 2019 State Department Detailee / Policy Advisor  The U.S. National Security Strategy articulates “a strong and free Europe to advance American prosperity and security; the promotion of universal values, democracy, and human rights where they are threatened; and opposition to Russian aggression and disinformation” as a key U.S. foreign policy goal for Europe. However, the transatlantic partnership between the United States and Europe, grounded in the U.S.-led post-World War II order based on alliances with like-minded democratic countries and a shared commitment to free markets and an open international trading system, recently has been tested, in part due to a declining faith in democratic institutions. According to a 2020 Pew Research study, in 11 of the 57 countries that make up the region of the Organization for Security and Cooperation in Europe (OSCE), approximately half of those surveyed are dissatisfied with the way democracy in their countries is functioning, regardless of whether the economies are advanced or emerging. Italy, Greece, and the United States report some of the highest levels of dissatisfaction.  In Europe, such dissatisfaction—particularly in nations that have traditionally been U.S. allies—can be attributed in part to internal domestic challenges including economic decline, the rise of antiestablishment political parties, the weakening of the rule of law, increased migration, and heightened security concerns. To renew confidence in the shared values that underpin the transatlantic partnership, the United States needs to bolster initiatives that restore faith in democratic institutions.  Efforts should focus on the future generation of emerging leaders to foster sustainable western democracies and preserve the transatlantic partnership.   Social inclusion initiatives can play a key role in sustaining western democracies and the transatlantic partnership in the face of growing domestic and international challenges.  Why Integrate Social Inclusion into U.S. Foreign Policy toward Europe? According to the most recent Eurostat data, 22.4 percent of the EU population—including women, young people, people with disabilities, and migrants—are at risk of social exclusion, defined as the lack of fundamental resources, as well as the inability to fully participate in one’s own society. Social exclusion has historically particularly inhibited young people from being better equipped with the capacity, tools, and innovative solutions to effectively participate in democratic life, and have equal access to resources to take part in social and civic engagement. To take action to directly address historic inequities impacting youth, emerging leaders were called upon during the sixth cycle of the European Union (EU) Youth Dialogue to lay out a path for inclusive policymaking.  Following a Council of the European Union Resolution in November 2018, the EU Youth Strategy 2019-2027 introduced eleven European Youth Goals, among them quality employment for all, inclusive societies, and space and participation for all. The Eurostat data indicates the critical need to empower young and diverse populations with the knowledge, tools, opportunity, and access to fully participate in democracies.  Additionally, amid signs of weakening democratic institutions and rapid demographic change, emerging leaders from diverse backgrounds are uniquely positioned to address underlying societal tensions and develop strategies for understanding and addressing causes of exclusion. When youth and diverse populations are unable to fully participate in economic, social, political, cultural and civic life, disparities in labor market participation, employment opportunities and uneven political and civic participation increase. However, given the capacity to organize, express their views, and play a constructive and meaningful role in decision making processes, emerging leaders are more likely to demand and defend democracy institutions. Engaging young and diverse leaders therefore is essential to secure the future of transatlantic relations and can only help inform the U.S. strategy on confronting deeper trends effectively. Inclusive leadership has never been more relevant.  The notion of what leadership looks like has changed and grown more complex and diverse in the 21st century.  In order to uphold core democratic values and transatlantic relations, there needs to be a redesign and rethinking of transatlantic engagements with this complexity in mind in the domain of foreign policy and diplomacy.  As U.S. and European democracies move towards more inclusive societies, both sides need to capture the pulse of young and diverse populations who have been socially and economically underrepresented and bring their voices to the table. Operationalizing Social Inclusion within U.S. Diplomacy To deepen diplomatic engagements with regional counterparts, the State Department would benefit from adding a new resource to the diplomatic toolkit: institutionalizing a sustainable, ongoing social inclusion unit for Europe, similar to the Race, Ethnicity, and Social Inclusion Unit that currently exists in the State Department’s Western Hemisphere Bureau, to increase the level of participation of populations who have historically been excluded from participating in the democratic process. The unit would incubate social inclusion initiatives and assist various regional and functional bureaus to meet these efforts. European youth leaders have expressed interest in increasing their mobilizing efforts; however, they often have insufficient access to inclusive networks and need guidance on implementation.  Therefore, this unit would convene youth leaders to collaborate on community-based initiatives and ideas being pursued around the world, share best practices with U.S. practitioners on inclusive measures and strategies to address regional imbalances on both sides of the Atlantic. Programs that the State Department has conducted with the Helsinki Commission, such as the Transatlantic Inclusion Leaders Network administered by the German Marshall Fund of the United States and the recently launched On the Road to Inclusion, have shown enormous promise in identifying young and diverse political and civil society leaders committed to strengthening their democracies, including through civic education and social inclusion initiatives. Such programs have enjoyed bipartisan support in the U.S. and Europe and should be strengthened as part of an overall initiative to instill strategic U.S. policies and programming that ensure the spread and sustainability of democratic principles on both sides of the Atlantic.

By Erick Boone, Max Kampelman Fellow; Gabriel Cortez, Charles B. Rangel Fellow;  Nida Ansari, Policy Advisor and State Department Detailee; and Dr. Mischa Thompson, Director of Global Partnerships, Policy, and Innovation America’s Competitive Advantage “Diversity and inclusion are the underpinnings of democratic societies. It is time to ensure that those from all segments of our society have an equal opportunity to contribute to the future of our nation as part of the vibrant workforce that is at the heart of our democracy.” Rep. Alcee L. Hastings (FL-20), Chairman, U.S. Helsinki Commission Promoting and maintaining workforce diversity offers strategic advantages to the government agencies tasked with advancing U.S. foreign policy, including the U.S. Department of State and the U.S. Agency for International Development (USAID). By leveraging the unique talents of the nation’s diverse communities—including valuable language skills, cultural competencies, and elevated credibility when engaging with local communities—the State Department and USAID can take unique advantage of opportunities to expand democracy, promote business, and support national security. Individuals from diverse communities often bring unique perspectives to policy discussions that would otherwise be absent in a homogenous workplace, and their presence in the U.S. foreign policymaking establishment illustrates the U.S. commitment to equality and justice. More broadly speaking, studies show that diverse workforces promote increased creativity and innovation, improve recruitment prospects, and avoid high turnover rates. Simply put, the diplomatic corps is better equipped to advance U.S. foreign policy by including its racially, ethnically, culturally, and otherwise diverse communities.  Unfortunately, currently there is a lack of diversity in America’s primary diplomatic agencies. The question remains: How can the United States better utilize the competitive advantage of its natural diversity on the world stage? Identifying Barriers to Diversity According to 2020 State and USAID reports published by the Government Accountability Office (GAO), racial and ethnic minorities remain severely underrepresented in both agencies. The reports found that of the nearly 25,000 full-time employees at the State Department, African Americans, Hispanics/Latinx, Asian Americans, and other racial groups only make up 7 percent, 7 percent, 6 percent, and 4 percent respectively. Overall, these demographics lag far behind the current diversity of the United States as documented by the U.S. Census Bureau. When employees reach senior-level positions, the percentages of non-white employees fall even more drastically. The GAO reports found that promotion rates within the State Department and USAID were generally lower for racial and ethnic minorities, and that minorities were underrepresented at higher ranks.  Native Americans were virtually absent from both agencies. The Road to Improvement In attempts to capitalize on the benefits of diversity to the diplomatic corps, the Department of State and USAID have introduced several efforts to attract and retain outstanding individuals from traditionally underrepresented groups. Some programs expose students and young professionals to the Foreign Service, allowing the U.S. Government to proactively recruit new generations of talented Americans. For example, the State Department’s Pathways Internship Program targets high school students as well as individuals enrolled in undergraduate and graduate institutions. Other efforts focus more broadly on building the skills that students will need to work in international affairs. The Charles B. Rangel Summer Enrichment Program provides undergraduate students, especially those from underrepresented communities, the opportunity to enhance their knowledge of U.S. foreign policy and the global economy through summer coursework. The Department of State and the Department of Defense also fund several scholarship programs, such as the Benjamin A. Gilman International Scholarship, the Boren Scholarship, and the Critical Language Scholarship, that enable students to study and travel internationally and serve as pipelines to international careers Fellowship programs like the Charles B. Rangel, Thomas R. Pickering, and Donald M. Payne Fellowships, named in honor of those in government who made a major impact in foreign affairs, aim to recruit, train, and retain the best and brightest from all corners of the United States and draw from the extensive perspectives of the American public. Over the years, these programs, which have historically received bipartisan support, cumulatively have produced nearly 1,000 fellows, many of whom are current Foreign Service Officers serving with the State Department or USAID in over 65 countries. In addition to graduate foreign service fellowships, the U.S. government and key partners have encouraged efforts to diversify the diplomatic corps through programs like the International Career Advancement Program (ICAP) at the University of Denver’s Josef Korbel School of International Studies and State Department affinity groups such as the Thursday Luncheon Group, which has been working to increase the participation of African-Americans and others in the formulation, articulation, and implementation of United States foreign policy since 1973. Inside government agencies and the public sector, affinity groups working to increase diversity include the Hispanic Employees Council of Foreign Affairs Agencies, the Asian American Foreign Affairs Association, Executive Women at State, GLIFAA, LGBT+ Pride in Foreign Affairs Agencies, and the Sunday Brunch group. The Public Policy and International Affairs Program promotes inclusion and diversity in public policy; Black Professionals in International Affairs focuses on expanding roles in global policy; and TruDiversity, an initiative of the Truman National Security Project, aims to attract more underrepresented minority groups to the field of national security. Increased efforts to recruit and retain diverse populations for diplomatic corps in other agencies have also begun at USDA, and been called for at the Departments of Commerce and Homeland Security, the Peace Corps, and other agencies. “The diversity of the American people is one of our greatest assets as a nation. Our national security agencies, especially those on the frontlines representing America around the world, should reflect this reality.” Sen. Benjamin L. Cardin (MD), Ranking Member, U.S. Helsinki Commission Helsinki Commission Efforts Members of the Helsinki Commission have a long history of supporting diversity and inclusion efforts in the diplomatic corps and in national security careers more broadly.  For close to a decade, Helsinki Commission Chairman Rep. Alcee L. Hastings (FL-20) and Ranking Member Sen. Ben Cardin of Maryland (MD) have joined bipartisan Congressional efforts to support annual funding for State Department and USAID diversity fellowship programs such as the Rangel, Payne, Pickering, and ICAP programs. Chairman Hastings and Sen. Cardin are both lead sponsors of the National Security Diversity and Inclusion Workforce Act of 2019 (S.497), which would strengthen employee diversity in the U.S. national security workforce through enhanced hiring, retention, and growth practices targeting gender, race, ethnicity, disability status, veteran status, sexual orientation, gender identity, national origin, and other demographic categories. In March, Chairman Hastings introduced the Federal Jobs Act to require a government-wide diversity and inclusion strategy. “Estimates indicate that by 2050, more than half of the U.S. workforce will be made up of Americans from diverse populations.  Effectively governing our nation will require that we fill federal jobs—whether they are in the military, intelligence, foreign service, health, or education sectors—with an equally diverse federal workforce who can meet the needs of our country.” Rep. Alcee L. Hastings (FL-20), Chairman, U.S. Helsinki Commission Helsinki Commission Co-Chairman Sen. Roger Wicker (MS) is a lead sponsor of the Paul Simon Study Abroad Program Act, which works to increase study abroad opportunities for diverse populations. Study abroad is often a precursor to professions in the diplomatic corps. Chairman Hastings also amended the Matthew Young Pollard Intelligence Authorization Act for Fiscal Years 2018 and 2019, which directs the Office of the Director of National Intelligence to implement a plan to expand the intelligence community’s recruitment efforts so that rural and underserved regions in the U.S. are more fully represented.  In 2017, Sen. Cardin worked with then-chairman of the Senate Foreign Relations Committee Sen. Bob Corker (TN) to include several strong diversity provisions, including support for the Donald M. Payne Fellowship and diversity data collection, in the 2018 State Department authorization bill. Most recently, Sen. Cardin helped lead Senate and House Foreign Relations Committee efforts to improve diversity at the State department Supporting policies that strengthen diversity and inclusion in the diplomatic corps and across the federal government ensures that the United States will become a shining example of the power and strength diversity can bring.  A diplomatic corps composed of individuals from all parts of the U.S. society not only presents a more accurate snapshot of America to the world and proves that the U.S. abides by its human rights principles, but also equips the country to handle complex challenges at home or abroad with the widest variety of skills, knowledge, perspectives, ideas, and experiences at the ready.