PUBLISHED BY THE AMERICAN FOREIGN SERVICE ASSOCIATION JULY-AUGUST 2021

DIVERSITY & INCLUSION: PERSPECTIVES

TIME FOR STATE U

FOREIGN SERVICE July-August 2021 Volume 98, No. 6

Focus: Perspectives on Diversity & Inclusion

23 31 37 Diversity and Inclusion Asian Americans Three Myths in the U.S. Foreign Can No Longer Be Silent, That Sustain Structural Service: A Primer and Neither Should You Racism at State Here is a historical look at gender, Generations of citizenship and Countering bias and recognizing ethnic and racial diversity in the sacrifices for and contributions overt racism are important, but it’s Foreign Service and the long and to America notwithstanding, Asian time to go beyond this work uneven battle for progress. Americans face the need to prove and take a hard look at institutional By Harry W. Kopp their loyalty over and over. racism in the department. By Kim Bissonnette By Michael Honigstein 28 Achieving Parity 34 40 for Women in the The Power of Rooting Out Foreign Service Vulnerability Microaggressions A better understanding of the A Black former consular fellow, What does exclusion look like? barriers to women’s advancement— whose report of her ordeal at An FSO explores the concept of and good data—is needed to the hands of U.S. officials at the microaggressions—and suggests continue moving forward. border with Mexico shook up how shining a light on them can the State Department, shares By Kathryn Drenning help foster a culture of inclusion. her thoughts today. By Charles Morrill By Tianna Spears 44 How the Transition Center Expands Inclusion Described as a “hidden gem” Feature by this FSO, FSI’s Transition Center has a range of tools and services that are vital in helping build a more agile, 47 inclusive Department of State. State U—A Proposal for Professional Diplomatic By Maryum Saifee Education and Outreach to America This timely project proposal offers a single solution to achieving several top-priority goals. By Joel Ehrendreich

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 5 FOREIGN SERVICE

Perspectives Departments

7 88 10 Letters President’s Views Reflections A Governing Board Term Going to the Hadhramaut 14 Talking Points Unlike Any Other By Kate Carr 73 In Memory By Eric Rubin 90 77 Books 9 Local Lens Letter from the Editor Rome, Italy Diversity Perspectives By Angelica Harrison By Shawn Dorman Marketplace 20 Speaking Out 81 Real Estate A U.S.-German Look at the 84 Lodging Essentials for Modern Diplomacy By Mirko Kruppa and 86 Classifieds Kenneth Kero-Mentz 87 Index to Advertisers

AFSA NEWS THE OFFICIAL RECORD OF THE AMERICAN FOREIGN SERVICE ASSOCIATION

51 Foreign Service Day Remembrances and Activities 58 AFSA Governing Board Meeting, May 19, 2021 52 State VP Voice—Should the Foreign Service Act 59 Inside Diplomacy: A Look at the Arctic Region of 1980 Be Overhauled? with U.S. Coordinator James DeHart 53 USAID VP Voice—USAID and Diversity, Equity 59 Book Notes: and Inclusion Tecumseh and 55 AFSA Retention Survey: A Look at Why Some the Prophet Consider Leaving the Service 61 2019-2021 AFSA 57 AFSA Retention, Diversity, Equity and Inclusion Governing Board Recommendations Term Report 58 Foreign Service Retiree Groups Back in Action 51

On the Cover—Art by Jing Jing Tsong.

6 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL PRESIDENT’S VIEWS

A Governing Board Term Unlike Any Other

BY ERIC RUBIN

s the current AFSA Govern- well as every American family member AFSA also broadened its ties with the ing Board’s term comes to and Foreign Service National employee employee affinity and resource groups at an end, I think it is fair to say overseas, having had access to one of the State and USAID, as well as with impor- that despite very unusual approved vaccines. tant outside organizations such as the circumstances we accom- We did not just play defense, however. American Academy of Diplomacy, the Aplished a great deal, both in terms of We worked intensively with members of Council of American Ambassadors, the achieving positive change that benefits Congress and their staffs to make certain Association of Black American Ambas- our members and protecting the Foreign that our foreign affairs and foreign assis- sadors, the USAID Alumni Association, Service and our members from threats tance accounts were adequately funded, DACOR, the National Museum of Ameri- and hostile challenges. despite the previous administration’s can Diplomacy, and the Association Our biggest successes in the difficult attempts every year to gut them. for Diplomatic Studies and Training. In environment of the Trump administration After the November 2020 elections, we unity there is strength, and thanks to our were protective: We supported members reached out to build relationships with outreach efforts we are now coordinating who had to testify or give depositions in the new committee chairs in the House more closely with all these groups. the first impeachment process against and Senate, and with the congressional AFSA also maintained a high pub- President Trump; lobbied and negotiated leadership, to advocate for needed lic profile, with numerous interviews, to get the rules changed so we could raise changes to our foundational legislation television appearances and social media money to support their legal defense; and for urgent action on diversity, equal- outreach. This proved to be of enormous and then raised about $750,000 in direct ity of benefits and protection from harm. help in getting our message out during donations (thanks to the generosity of our We worked rapidly to establish close the pandemic. members and others) so that no AFSA ties to the new Biden administration after Our member services have not member was out of pocket a single penny the inauguration, promoting AFSA’s prior- flagged, and we have managed to ramp for legal expenses related to impeachment. ity goals and objectives and seeking to be up representation on matters large and We also publicly defended our members’ a partner in efforts to make progress on small. The Foreign Service Journal has courage in stating the truth under oath and diversity and inclusion, professional edu- kept up an impressive pace, with more defying instructions not to cooperate with cation and training, and reform of parts of relevant content from and for members, legal subpoenas from Congress. our Foreign Service career path. We began and more advertising to pay for it. Then came COVID-19. Much of the the campaign to press for a significant AFSA’s current governing board will final year of our board term was devoted expansion of the Foreign Service in all step down in mid-July, with gratitude to to pushing for information and transpar- agencies, a goal that may be within reach. our members for their ideas and support ency on vaccinations, health resources, Despite the shutdown of our offices and with a determination to hand over authorized and for nearly a year and a half, we main- our list of priorities to the next board ordered departure, tained member services and outreach at with clear evidence of progress on most and equity in the their pre-pandemic levels, and lever- of them. vaccine rollout aged the new technologies of telework There is a lot for the next board to process. We finished and virtual public platforms to ensure tackle. As always, please send your the term with every that we kept members engaged and advice, concerns and suggestions to us AFSA member, as informed. at [email protected]. n

Ambassador Eric Rubin is the president of the American Foreign Service Association.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 7 FOREIGN SERVICE

Editor-in-Chief, Director of Publications Shawn Dorman: [email protected] www.afsa.org Senior Editor Susan Brady Maitra: [email protected]

Managing Editor CONTACTS Kathryn Owens: [email protected] AFSA Headquarters: FINANCE AND ADMINISTRATION Associate Editor (202) 338-4045; Fax (202) 338-6820 Director of Finance and Facilities Cameron Woodworth: [email protected] State Department AFSA Office: Femi Oshobukola: [email protected] (202) 647-8160; Fax (202) 647-0265 Publications Coordinator Manager, HR and Operations USAID AFSA Office: Dmitry Filipoff: [email protected] Cory Nishi: [email protected] (202) 712-1941; Fax (202) 216-3710 Controller Business Development Manager— FCS AFSA Office: Kalpna Srimal: [email protected] Advertising and Circulation (202) 482-9088; Fax (202) 482-9087 Member Accounts Specialist Molly Long: [email protected] Ana Lopez: [email protected] GOVERNING BOARD IT and Infrastructure Coordinator Art Director President Aleksandar “Pav” Pavlovich: Caryn Suko Smith Hon. Eric S. Rubin: [email protected] [email protected] Editorial Board Secretary Alexis Ludwig, Chair Ken Kero-Mentz: [email protected] COMMUNICATIONS Hon. Robert M. Beecroft Treasurer Director of Communications Jane Carpenter-Rock Virginia L. Bennett: [email protected] Ásgeir Sigfússon: [email protected] Daniel Crocker State Vice President Manager of Outreach and Internal Joel Ehrendreich Thomas Yazdgerdi: [email protected] Communications Harry Kopp USAID Vice President Bronwyn Llewellyn Allan Saunders: [email protected] Jason Singer: [email protected] Jess McTigue Online Communications Manager FCS Vice President Joe Tordella Jeff Lau: [email protected] Jay Carreiro: [email protected] Vivian Walker Awards and Scholarships Manager FAS Vice President Hon. Laurence Wohlers Theo Horn: [email protected] Vacant Retiree Vice President MEMBERSHIP AND OUTREACH THE MAGAZINE FOR FOREIGN AFFAIRS John K. Naland: [email protected] Director, Programs and Member Engagement PROFESSIONALS State Representatives Christine Miele: [email protected] The Foreign Service Journal (ISSN 0146-3543), Joshua C. Archibald 2101 E Street NW, Washington, D.C. 20037-2990 is Manager, Outreach and Maria Hart published monthly, with combined January-February Strategic Communications and July-August issues, by the American Foreign Service Kristin Michelle Roberts Nadja Ruzica: [email protected] Association (AFSA), a private, nonprofit organization. Carson Relitz Rocker Material appearing herein represents the opinions of the Membership Operations Coordinator Jason Snyder writers and does not necessarily represent the views of Vacant the Journal, the Editorial Board or AFSA. Writer queries Tamir Waser Coordinator of Member Recruitment and submissions are invited, preferably by email. The USAID Representative and Benefits Journal is not responsible for unsolicited manuscripts, Trevor Hublin photos or illustrations. Advertising inquiries are invited. Perri Green: [email protected] FCS Alternate Representative All advertising is subject to the publisher’s approval. Retirement Benefits Counselor AFSA reserves the right to reject advertising that is not Mike Calvert Dolores Brown: [email protected] in keeping with its standards and objectives. The appear- FAS Alternate Representative ance of advertisements herein does not imply endorse- Member Events Coordinator Mary Parrish ment of goods or services offered. Opinions expressed in Frances Raybaud: [email protected] advertisements are the views of the advertisers and do USAGM Representative not necessarily represent AFSA views or policy. Journal Steve Herman LABOR MANAGEMENT subscription: AFSA member–$20, included in annual APHIS Representative dues; student–$30; others–$50; Single issue–$4.50. General Counsel Russell Duncan For foreign surface mail, add $18 per year; foreign airmail, Sharon Papp: [email protected] $36 per year. Periodical postage paid at Washington, D.C., Retiree Representatives Deputy General Counsel and at additional mailing offices. Indexed by the Public Mary Daly Raeka Safai: [email protected] Affairs Information Services (PAIS). Philip A. Shull Senior Staff Attorneys Email: [email protected] Zlatana Badrich: [email protected] Phone: (202) 338-4045 STAFF Neera Parikh: [email protected] Fax: (202) 338-8244 Executive Director Labor Management Counselor Web: www.afsa.org/fsj Ásgeir Sigfússon: [email protected] Colleen Fallon-Lenaghan: Executive Assistant to the President © American Foreign Service Association, 2021 [email protected] Vacant Senior Labor Management Advisor PRINTED IN THE U.S.A. Office Coordinator James Yorke: [email protected] Therese Thomas: [email protected] Postmaster: Send address changes to Labor Management Coordinator AFSA, Attn: Address Change Patrick Bradley: [email protected] 2101 E Street NW PROFESSIONAL POLICY ISSUES Senior Grievance Counselor Washington DC 20037-2990 Director of Professional Policy Issues Heather Townsend: [email protected] Julie Nutter: [email protected] USAID Labor Management Advisor

SUSTAINABLE Certified Sourcing Sue Bremner: [email protected] FORESTRY ADVOCACY INITIATIVE Grievance Counselors www.sfiprogram.org Director of Advocacy SFI-01268 Benjamin Phillips: [email protected] Kim Greenplate: [email protected] Briana Odom: [email protected]

8 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL LETTER FROM THE EDITOR

Diversity Perspectives

BY SHAWN DORMAN

year ago, the FSJ Editorial Service leading to reports and recom- conversations that continue a year Board decided to devote the mendations that can help show the way later—shares her thoughts today in 2021 July-August edition to (Truman Center, Belfer Center, Council “The Power of Vulnerability.” “a progress report” on diver- on Foreign Relations). FSO Michael Honigstein urges col- sity and inclusion in the State has created a top-level chief leagues to face and then work to over- AForeign Service. We hoped it might fea- diversity and inclusion officer position come “Three Myths That Sustain Struc- ture dramatic change, the fruit of a year and appointed Ambassador (ret.) Gina tural Racism at State.” In “Rooting Out of intense, unprecedented attention to Abercrombie-Winstanley as CDIO, Microaggressions,” FSO Charles Morrill the problems of racism, diversity, inclu- giving the position real authority. takes a close look at the various forms of sion and equity. Recommendations from the affinity microaggressions and how they create a As we got closer to putting this edi- groups—and AFSA—are being sought toxic work environment, offering sugges- tion together, however, it became clear and welcomed by the administration. tions on how to combat the problem. that it’s too early for the ribbon-cutting Congress is pushing new legislation to FSO Maryum Saifee brings us a close- ceremony: We don’t yet have a Foreign advance diversity. up of the tools and services the Transi- Service that is truly “representative of the There is wide agreement that a cultural tion Center provides and explains how American people,” as mandated by the shift is required, and that fundamental they can help build a more agile and 1946 (and 1980) Foreign Service Act. change is no simple task. There’s a chance inclusive workforce. But things are happening. that this is a real inflection point. Elsewhere, in a timely follow-on to So we opted to keep a focus on the We offer this month’s collection of the May FSJ article on expanding profes- process of change—fraught and messy perspectives to help keep the subject sional education (Tom Pickering, David as it is—as we have been doing for the front and center, opening with a primer Miller and Rand Beers), this month’s past year, checking in on the direction on diversity in the Foreign Service from feature from FSO Joel Ehrendreich offers being taken, assessing the realities and author and former FSO Harry W. Kopp. a specific plan to get there: “State U— seeking new data and more views, and For anyone considering today’s reckoning A Proposal for Professional Diplomatic endeavoring to hold the institutions with gender, ethnic and racial diversity Education and Outreach to America.” and our own community accountable in the Service, this is a good place to In the Speaking Out, two diplomats— for real change. (As we went to press, start. one German and one American—offer the September 2020 FSJ received a Gold FSO Kathryn Drenning, a member of suggestions for Foreign Service reform EXCEL Award from Association Media & the board of Executive Women @ State, in both countries. And in Reflections, we Publishing.) writes on what it will take for “Achieving travel back to southern Arabia circa 1966 The good news is that real conver- Parity for Women in the Foreign Service.” with FS spouse Kate Carr. sations are continuing, in particular In “Asian Americans Can No Longer AFSA President Eric Rubin reviews through new vehicles such as the diver- Be Silent, and Neither Should You,” the 2019-2021 Governing Board term in sity councils set up in Kim Bissonnette shares her family’s his column, and AFSA News includes bureaus and at posts. Cambodian-American journey. the complete term report. The 2021-2023 Several serious studies Tianna Spears—the consular fellow Governing Board takes office July 15. have been under- whose viral blog post about harassment After a tough couple years, here’s hop- taken by groups both she experienced by CBP officials at the ing the next two will see improvements on inside and outside the U.S.-Mexico border sparked difficult many fronts. As always, we want to hear from you. Write us at [email protected]. n Shawn Dorman is the editor of The Foreign Service Journal.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 9 LETTERS

Visiting Greenland way’s border region with Indeed, it is one of the Your Arctic focus (May FSJ) was a the Soviet Union. most elegant and striking grand slam, especially [Coordinator for The work was mostly pieces I’ve ever read on any the Arctic Region] Jim DeHart’s cogent public diplomacy in subject. I was stunned by the presentation, which I will draw from in nature—meeting in author’s eloquence and insight. my work with the U.S. military. various small towns with the mayor, the My students at Bard College will While serving as deputy chief of mis- newspaper editor, the chamber of com- be reading it not only for the information sion in Copenhagen, I made five visits to merce and the English language class at it conveys, but as an example of how best Greenland in three years (including join- the high school—but it did give me an to communicate in English. ing Denmark’s queen and prime minister appreciation for the geopolitical signifi- Ambassador Frederic C. Hof to mark the 50th anniversary of handing cance of the Arctic and the special role Professor and Diplomat-in-Residence the U.S. WWII-era military command of Indigenous peoples (in Norway, the Bard College back to Denmark). Sami) who later became an important Annandale-on-Hudson, New York So I appreciated Eavan Cully’s focus and interesting component of the Arctic on the public diplomacy dimension for Council’s portfolio. On the Recognition why we reopened a Greenland consulate Great initiative to tackle this theme! of Armenian Genocide after a nearly 70-year absence. I would Richard B. Norland President Joe Biden’s April 24 have enjoyed learning more about the U.S. Ambassador to Libya & acknowledgment that the Turkish govern- nuts and bolts of setting up shop in Nuuk, U.S. Special Envoy for Libya ment carried out a deliberate campaign which is closer to Washington, D.C., than Libya External Office, Tunis of ethnic cleansing and genocide of its Copenhagen. Armenian citizens in 1915 merits careful Larry Butler A Foreign Service reflection, notably within State’s Office of Ambassador, retired Officer’s Art Global Criminal Justice. Thomaston, Maine, and Reston, Virginia Ambassador William Roebuck’s article At first glance, Ankara’s knee-jerk on reading Dante in Syria (May FSJ) reaction seems inane. Numerous eyewit- The Arctic: struck me as not only beautifully written nesses, among them U.S. diplomats and A Compelling Story but as a piece that captures so much of Turkish government officials, includ- Congratulations on the Arctic cover- what a great Foreign Service officer does. ing Ahmed Djemal Pasha, then known age in your May edition. I was a senior He reports in a way that grabs the among Syrian and Lebanese Arabs as “the Arctic official during our first chairman- reader, that compels understanding of the Butcher” or “the Bloodthirsty,” reported ship of the Arctic Council, so it was great foreign view, and that lays out what needs on the executions and mass deportations. to catch up on all that’s happened and to be done as a policy matter for the Moreover, the genocide was the to get such a comprehensive look at the United States and why it needs to happen. culmination of several earlier massacres picture today. It’s a compelling story that To do so with brevity and clarity is profes- of Armenians and Assyrian Christians deserves attention. sionalism. To do it with beauty is art. instigated by Ottoman officials, which I was struck by the piece on our Ronald E. Neumann included the Adana pogroms of April consulate in Nuuk because I had served Ambassador, retired 1909 and the Hamidian Massacres of in the Arctic (1986-1988) when Embassy Washington, D.C. 1894-1896. That the Turks wanted to expel Oslo used to operate the U.S. Informa- the Armenians and Assyrians from cen- tion Office in Tromso—which, sadly and An Elegant Piece tral and eastern Anatolia was no secret. unwisely, we closed during the budget William Roebuck’s essay, “Raqqa’s But why? crunch of 1995. Inferno: A Diplomat Reads Dante in Undoubtedly, ethnic and religious Tromso was a “presence post” that Syria,” in your May edition is extraordi- rivalries, even animosities, played major had started off as a U.S. Information nary. In almost 10 years of reading nearly roles. The Turks resented Europeans Service library and was picked up by State everything out there on the Syrian catas- intervening in their internal affairs in the 1960s to signal our interest in Nor- trophe, I’ve not read anything better. on behalf of the Ottoman Empire’s

10 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL

Christians (among them, my own home to most of Lebanon’s 150,000+ Senior Foreign Service address entry- Maronite ancestors in Mount Lebanon). Armenian community. The streets are level officers and talk about “your Armenians and Assyrians were conve- named after former Armenian cities and generation” as if all entry-level officers nient scapegoats for Turkish resentments villages in Anatolia, and the locals talk of are the same age. about being pushed around. returning. For them, irredentist aspira- On more than one occasion, when These sentiments were exacerbated tions—whether in Turkey or in Nagorno- someone is giving an example of how not in the 1800s by Russia’s repeated efforts Karabakh—are not far-fetched; they are to behave in the Foreign Service, I have to court fellow Eastern Orthodox Chris- deeply held. heard them pointedly note that the per- tians in its military campaigns to control This, in part, explains why Ankara has son in question is a “second careerist”— the Black Sea, the Sea of Marmara refused to acknowledge the Armenian as if this category somehow made it more and the Turkish Straits (Bosporus and Genocide (or come to grips with the likely that they would behave badly. Dardanelles); free their fellow Slavs from Kurds’ continued quest for an indepen- Such microaggressions signal that Ottoman domination in the Balkans; dent state). anyone whose age does not match up and even recover Constantinople for Perhaps we could help ease Turk- with their rank does not merit equivalent Christendom. ish resentments and anxieties by fully consideration as individuals on a more During the Russo-Turkish War of acknowledging that we, too, committed traditional career path. 1877-1878, both sides committed atroci- terrible wrongs in subjugating Native In an up-or-out system, it stands to ties targeting noncombatant Muslim Americans, that we recognize the Circas- reason that those who join earlier have and Christian civilians, particularly in sian Genocide of 1860-1864, and that we a higher chance of reaching the upper Bulgaria and areas of Albanian Muslim oppose a redrawing of Turkey’s borders echelons. Thus, we cannot hope to settlement. The Russians further sought without Ankara’s consent. address the lack of diversity in the higher to cleanse Crimea of its Tatars, whose George W. Aldridge ranks of the department only by increas- survivors sought refuge among the Otto- FSO, retired ing hiring of underrepresented groups mans. Such war crimes designed to elimi- Arlington, Texas and hoping that enough of them will nate rival communities were not new. endure the many challenges and humili- Rather, these horrors occurred in the Age: An Unacknowledged ations they will inevitably face so that aftermath of a Russian campaign in the Bias in 20 years or so we’ll have a diplomatic early 1860s to forcibly empty the north- With the increasing and long-overdue corps that truly represents our country. west Caucasus of its Circassian (or Ady- focus on the lack of diversity in the The proposed legislation offers one ghe) population. Perhaps as many as 1.5 Foreign Service, Congress is considering possible solution, but it is bound to fail million Muslim Circassians and Abkha- legislation to create a midlevel entry pro- without a change in the Foreign Service zians were either murdered or expelled. gram targeting underrepresented groups. culture—in particular, the tendency to In justifying his military’s indiscrimi- Predictably, AFSA is opposing this leg- devalue experience outside of govern- nate killings and mass expulsions, one islation and will no doubt cite statistics to ment and a bidding system that puts far Russian general derided the Circassians show that the department has no trouble more emphasis on established relation- as “subhuman filth,” while a Russian attracting so-called “second careerists” to ships than on demonstrated skills. prince heartlessly declared to several con- join the Foreign Service. If AFSA wants to truly represent all its cerned Americans: “These Circassians are This is consistent with the failure of members and promote a more inclusive like your American Indians—untamed AFSA or State Department leadership to and diverse State Department, it needs to and uncivilized. … Extermination only recognize the unique challenges faced by begin by being more open to new ideas, will keep them quiet.” Most refugees who those of us who come to this career later rather than just defending the practices survived fled to the Ottoman Empire. in life. that got us here in the first place. n Memories are very, very long among It begins in A-100 class, as speaker Timothy Savage expelled people. Spend an afternoon, after speaker leads off their talks with FSO as I have, in the crowded enclave of “you guys are too young to remember” Embassy New Delhi Bourj Hammoud northeast of Beirut, and continues when members of the

12 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 13 TALKING POINTS

USAID’s New Diversity Policy Contemporary Quote n May 3, her first day on the job, We need a strong Department of State. We need a strong Foreign OUSAID Administrator Samantha Service to meet the challenges that we face around the world, and the Power approved USAID’s new Diversity, budget you proposed contains resources to recruit, train, retain a first-rate, Equity and Inclusion Strategic Plan, diverse workforce. I think you’d also agree that one of the key tools in both emphasizing the importance she and recruitment and retention is how we treat our Foreign Service families serv- the agency place on the issues. ing overseas. Four years ago Senator [Dan] Sullivan [R-Alaska] and I founded “Each of us has a responsibility to the bipartisan Foreign Service caucus here on the Hill; and, based on our address bigotry, gender discrimina- conversations with the American Foreign Service Association and others, tion and structural racism and uphold we introduced a bill called the Foreign Service Families Act. … It essentially individual dignity. This isn’t just one of provides Foreign Service families serving overseas the same kind of amenities and benefits that many military families serving overseas have. our values; it’s our mission—one hand extended out to another to meet people —Senator Chris Van Hollen (D-Md.) where they are and treat others as Certainly, as described and in terms of the objectives, I couldn’t agree more. equals,” Power said. And by the way, now that I’ve had the opportunity to travel a little bit on the job, Under the new DEI strategy, USAID every place I go I spend time with our embassy and the embassy community, commits to three goals: improving and I share your high regard and determination to support the families and enhancing diversity throughout of the men and women who are part of our Foreign Service. Because, the agency; enhancing inclusion and as we both know, they’re serving too. equity for everyone in the workplace; —Secretary of State Antony Blinken and strengthening accountability for From an exchange during the Senate Foreign Relations Committee hearing on promoting and sustaining a diverse the Biden administration’s 2021-2022 international affairs budget, June 8. workforce and an inclusive agency culture. USAID leadership will seek out and “Unexplained Health struck by the syndrome late last year. address internal systems that inhibit Incidents” Update There was another suspected case inclusive diversity efforts. The agency ore than 130 U.S. diplomats, intel- in Northern Virginia in 2019. will create a range of policies and pro- Mligence agents, soldiers and other In March, the State Department grams to improve and increase diversity. U.S. government personnel have been named Ambassador Pamela Spratlen, It will also develop outreach strategies to affected by the mysterious, debilitating a retired career FSO, to head the Health attract talent from diverse backgrounds. health incidents that started five years Incident Response Task Force, which Agency leaders will champion staff ago, The New York Times reported on May was formed in 2018 to coordinate the participation in DEI initiatives. The 12. That’s far more than the 60 cases con- response to the alleged attacks. Secretary agency will establish and enhance firmed initially, which were concentrated of State Antony Blinken has been briefed training on diversity fundamentals, bias in Cuba and China. on the issue several times, CNN reports. and principles of inclusion for all staff, The newer tally includes cases in CIA Director and retired Career including managers and supervisors. Europe and other parts of Asia, accord- Ambassador William Burns has moved USAID says it will consistently ing to the Times, which added that the aggressively to improve the agency’s apply DEI principles across program Biden administration has not deter- response, meeting with victims, visiting and management. All agency leaders mined who or what is responsible for doctors who have treated them and brief- will be required to show evidence of the episodes, or whether they represent ing lawmakers, according to the Times. their support for DEI principles, and actual attacks. Members of Congress from both the agency pledges to be transparent The alleged attacks may be starting to parties have started to criticize what they and use workforce data in its efforts to hit closer to home. CNN reported on May see as a “yearslong failure” to address the promote DEI. 17 that two White House officials were issue, Politico reports.

14 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL U.S. Diplomats Push However, even if the European Union generations, regain its reputation as the Vaccine Diplomacy goes along with the request (which is world’s “indispensable” nation and, not rustrated U.S. diplomats are pressing not a foregone conclusion, given Ger- incidentally in Power’s view, do good. FWashington to move faster on donat- man Chancellor Angela Merkel’s staunch ing COVID-19 vaccines abroad, Politico opposition to such waivers), it will take PDAA Honors reported on May 13, even after the State months before recipient countries are able Outstanding Public Department elevated vaccine diplomacy, to manufacture their own doses. Diplomacy Initiatives appointing former USAID Administra- In the meantime, Foreign Service inners of the 2021 Public Diplo- tor Gayle Smith as coordinator for global officers in South Asia, the Middle East Wmacy Association of America’s COVID response and health security. and Africa continue to urge the Biden annual awards for excellence in public The diplomats pointed out that China administration to release its entire stock- diplomacy showcased U.S. support for and Russia have been using donations of pile of AstraZeneca vaccines to COVAX democracy and human rights, combat- their homegrown vaccines (Sinopharm (COVID-19 Vaccines Global Access). ing trafficking in persons, encouraging and Sputnik V, respectively) to extract A May 11 Washington Post profile entrepreneurship and crafting calibrated political concessions from nations notes that Samantha Power had been messaging on immigration policy. There seeking aid. pushing that approach even before were four winners. The White House announced on becoming USAID Administrator. “The Public Affairs Section, U.S. Con- May 5 that it supports a World Trade United States can reenter all the deals sulate General Hong Kong & Macau. Organization initiative to waive intellec- and international organizations it wants,” Confronted with the Chinese Communist tual property protections for COVID-19 she wrote in the January-February issue Party’s harsh crackdown on democracy vaccines, making the technology freely of Foreign Affairs, “but the biggest gains and human rights in Hong Kong, as well available to the whole world. World in influence will come by demonstrating as attempts to implicate the United Health Organization Director-General its ability to deliver in many countries’ States in the resulting political unrest, Tedros Adhanom Ghebreyesus praised hour of greatest need.” the consulate’s public affairs section the announcement as a “monumental By spearheading global vaccine (PAS) launched a campaign on multiple moment in the fight against COVID-19” distribution, the United States could beat media platforms to push back. that reflects “moral leadership.” China at the biggest soft-power contest in

Podcast of the Month: The Embassy Wealth Podcast: http://bit.ly/embassy-wealth

n this new podcast, Foreign Service Officer Josh Lustig investing in hotels, with FSO Iand former FSO (now a licensed realtor in the Washing- Acquania Escarne; “conserva- ton, D.C., area) Tanya Salseth interview members of the tive” investing in turnkey new foreign affairs community to crowdsource the best finan- construction in Florida, with cial and investment advice. retired FSO Matt Shedd; a “So many of us have gotten great information from our discussion with Diplomatic colleagues, people who might live on the other side of the Security Agent Joe Burk- world, and oftentimes that information is gotten by com- head about his experience pletely accidentally sitting next to them in the cafeteria, purchasing 90 rental units; and planning for hearing that they’re doing something cool and then learn- Foreign Service retirement with financial planner ing about it from them and maybe trying it yourself,” Lustig and FS family member William Carrington. said in their first podcast. “It’s really exciting for us to be “It’s a podcast featuring smart people talking about able to give that experience and make it global.” life, investing, personal finance and other peculiarities that Episodes so far include building side hustles and come with the international nomadic lifestyle,” says Lustig.

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THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 15 ing information vacuum with detailed guidelines, timelines and procedures on the asylum process. She employed a variety of communi- cation tools from traditional to contem- porary—TV monitors at migrant shelters, roadside billboards, printed flyers, the

U.S. CONSULATE KOLKATA/AVIJIT BHATTACHARYA WhatsApp groups that migrant caravans The grand finale of the East India Anti-Trafficking Women’s Hockey and Leadership Camp, employ and interviews with authoritative part of the anti-trafficking initiative supported by U.S. Consulate General Kolkata and U.S. officials—to deliver clear informa- attended by 110 young women, took place in February 2020 at the SERSA Hockey Stadium in Ranchi, Jharkhand. tion and a deterrence message aimed at potential migrants. The campaign highlighted posi- ronment, the embassy PAS produced PDAA is a nonprofit voluntary associa- tive U.S. government support for Hong a “Shark Tank”–style reality television tion of public diplomacy professionals. Kong and its autonomy, spotlighting show, “Andi Hulm” (I Have a Dream), Chinese government efforts to restrict to promote the importance of entrepre- Climate Crisis Takes Hong Kong’s fundamental freedoms neurship and support U.S. businesses in Center Stage and reinforcing shared U.S.–Hong Kong Algeria. n an April 19 speech on global climate values through expanded people-to- The 10-episode show, which was Ileadership, Secretary of State Antony people ties. After the Fulbright program produced in cooperation with Ameri- Blinken called on U.S. diplomats to chal- was suspended in Hong Kong, PAS also can businesses operating in Algiers, lenge countries lagging on climate change. established a network of U.S. government culminated in the crowning of a cham- “When countries continue to rely exchange program alumni. pion who received a cash prize and a on coal for a significant amount of their Sohini Das, public engagement State Department–funded incubation energy, or invest in new coal factories, or specialist, U.S. Consulate General exchange in the United States. The series allow for massive deforestation, they will Kolkata. Combating human trafficking aired on Algeria’s most-watched televi- hear from the United States and our part- is a priority for U.S. diplomatic missions sion channel during primetime, reaching ners about how harmful these actions in India. With eastern India a major traf- millions of Algerians weekly and garner- are,” he said. ficking hub, Public Engagement Special- ing social media buzz and positive press The Secretary’s speech, in Annapolis, ist Sohini Das in Kolkata developed a reviews. Maryland, came ahead of a U.S.-hosted multilayered approach to the problem. Allyson Hamilton-McIntire, assis- virtual summit on climate leadership The cornerstone of this initiative is tant information officer, U.S. Embassy that week. President Joe Biden invited 40 the Anti-Trafficking-in-Persons Conclave Mexico City. The Central American world leaders to discuss measures they that brings together key anti-trafficking migrant surge at the U.S. southern border will take to reduce emissions under the players to address new and ongoing posed major challenges for Embassy 2015 Paris Agreement, Reuters reported. challenges. Targeted activities through- Mexico City, in particular the need to Blinken said the Biden administration out the year culminate in the annual communicate different messages to those would put the climate crisis at the center conclaves, which have produced signifi- who had pending U.S. asylum cases and of its foreign policy and national security. cant collaborations leading directly to to the much larger number who did not. “That means taking into account how positive legislative and judicial results. Assistant Information Officer Allyson every bilateral and multilateral engage- Public Affairs Section, U.S. Embassy Hamilton-McIntire developed a finely ment—every policy decision—will impact Algiers. Algeria faces a significant youth nuanced communication strategy on our goal of putting the world on a safer, bulge in its population, high unemploy- migration policy aimed at these two more sustainable path,” he said. “It also ment and a stagnant economy domi- vastly different audiences. For the thou- means ensuring our diplomats have the nated by inefficient state-run companies. sands of migrants with pending asylum training and skills to elevate climate in In response to this challenging envi- cases, Hamilton-McIntire filled the exist- our relationships around the globe.”

16 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL Nominations and Appointments

n May 21, President Joe Biden Oappointed career FSO Sung Kim to serve as the U.S. special envoy to North Korea. During the week of April 22-29, the Biden administration announced the following nominations to top positions in U.S. foreign affairs agen- cies: Political appointee Sarah Margon, assistant secretary of State for democracy, human rights, and labor. Political appointee Christopher P. Lu, alternate representative of the United States to the sessions of the General Assembly of the United Nations, and representative of the United States to the United Nations for U.N. management and reform. Career FSO Donald Lu, assistant secretary of State for South and Central Asian affairs. Political appointee Jessica Lewis, assistant secretary of State for political-military affairs. Political appointee Adam Scheinman, special representative of the president for nuclear nonprolif- eration, with the rank of ambassador. Political appointee Lee Satter- field,assistant secretary of State for educational and cultural affairs. Career civil servant C.S. Eliot Kang, assistant secretary of State for international security and nonprolif- eration. Political appointee Marcela Escobari, assistant USAID Admin- istrator.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 17 Call for Urgent Action United States war effort can immigrate to by Jill Dougherty, former CNN Moscow on Afghan Special Visas the United States. He issued an execu- bureau chief. early 100 former U.S. officials, tive order on Feb. 4 for a review of the Covering the period from 1987 Nincluding four former U.S. ambas- U.S. Special Immigrant Visa program for to 2019, the series includes the follow- sadors to Afghanistan, urged Secretary Afghan and Iraqi allies who have helped ing former ambassadors to Russia: of State Antony Blinken and Secretary the U.S. military. Jack F. Matlock, Thomas R. Pickering, of Defense Lloyd Austin to do more to James F. Collins, Alexander Vershbow, provide visas to Afghans who assisted U.S. U.S. Ambassadors John Beyrle, Michael McFaul, John F. forces, Reuters reported on May 13. to Russia Speak Tefft and Jon Huntsman Jr. “U.S. history is replete with instances n May the Middlebury Institute of The ambassadors recall their experi- where we failed to understand or prepare IInternational Studies’ Monterey Initia- ences, sharing insights, nuanced analyses to mitigate the terrible consequences that tive in Russian Studies launched “The and thoughts on the challenges and might confront those ... who stood beside Ambassadorial Series,” a one-of-a-kind geopolitical issues they dealt with and the us and believed in us when the going docuseries featuring in-depth interviews changes they witnessed. was tough,” the former officials wrote to with eight former U.S. ambassadors who Blinken and Austin. “We have a moral reflect on decades of complex relations Payne Fellowship obligation to do better this time.” between the United States and Russia. Establishes Resource President Joe Biden has announced Meant to be a service to scholars and Group that the United States would withdraw its students of American diplomacy vis-à-vis n 2020 a group of Payne alumni estab- forces from Afghanistan by Sept. 11. Russia, the series is “a unique resource for Ilished the Payne Fellowship Network The former officials called on the those who want to better understand the Employee Resource Group to build Biden administration to process special evolving relationship between the two greater awareness of and support for the immigrant visas (SIVs) more quickly, countries,” the introduction to the accom- Payne Fellowship at USAID. and to raise quotas on admittance on an panying transcript states. The PFN was created to support the emergency basis when the United States The hourlong videos, the first known recruitment, onboarding and retention of withdraws from the country. set of interviews of all but one of the talented FSOs; to provide Payne Fellows Biden already has shown an interest living U.S. ambassadors to the Soviet and alumni means to better support one in making sure Afghans who helped the Union / Russian Federation, are hosted another; and to leverage the existing 50 Years Ago To Moscow—With Nostalgia he Foreign Service has a number of unstated conven- exchange small talk over sherry at Ttions. One of these is the reticence with which Foreign an AFSA luncheon is to be in a world Service officers speak of their past posts. All of us, I am where housing, amenities and the convinced, accumulate over the years a collection of mov- idiosyncrasies of ambassadors are able feasts along with some less digestible experiences. the only things that matter. Inwardly we compare our good posts much as old Paris Moscow exemplifies this con- hands roam the world, the comparative merits of Paris bis- vention. A good word is seldom tros programed forever into their minds. A voice within us heard about it. Our diplomats and vibrates when we hear, at a remote distance, of a remark- journalists have produced over the years a sizable body of able accomplishment of our former country of assignment, literature that usually reads like an article in Foreign Affairs or when a face, a tune or a picture brings to life again the to which a touch of the Post Report has been added. experiences which made the old post a part of ourselves. —Excerpted from an article with the same name by Yet we seem to think that this mental baggage is too former Foreign Service Officer Peter Semler in the frail to stand exposure. To hear Foreign Service officers July 1971 Foreign Service Journal.

18 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL A Vital Step HEARD ON THE HILL Today, the House passed a bill authorizing the @StateDept’s work—including my legislation for paid internships and to support Foreign Service families with disabilities. I voted for this vital step to rebuild America’s infrastructure for diplomacy. —U.S. Rep. Joaquin Castro (D-Texas) tweet, May 18.

Improve Reporting, Expand Training We must ensure our State Department person- nel are prepared to meet 21st-century global JOSH challenges. That’s why I’m proud that my bill to improve State Department reporting requirements and an initiative to expand Foreign Service officer training programs passed the House today as part of the State Department Authorization Act. I thank my colleagues for coming together to support a streamlined, more efficient State Department. —U.S. Rep. Young Kim (R-Calif.) Facebook post, May 18.

network of mentors, champions and students selected by Israel’s Beit Berl resources within the agency to ensure the College and Shenkar College of Engineer- program’s success. ing, Design and Art, the UAE’s twofour54 For more information, contact Payne Abu Dhabi, and the Bahrain Ministry of [email protected]. Youth and Sports. “People-to-people exchanges are Video Game Diplomacy critical to advancing global peace and Initiative understanding,” said Matthew Lussen- he State Department is joining hop, acting assistant secretary of State for Tforces with the Stevens Initiative and the Bureau of Educational and Cultural Games for Change to launch a virtual Affairs. “Through early adoption of virtual exchange program for 2,700 students exchanges, the Stevens Initiative has ele- from grades 6 to 12 in the United States, vated technology to foster collaboration Israel, United Arab Emirates and Bahrain. between students in the United States Students will work together to develop and counterparts in the Middle East and social impact video games. North Africa.” Students will work together in teams The Stevens Initiative is named for the on projects based on United Nations sus- late Ambassador J. Christopher Stevens, tainable development goals. At the end of who was killed in Libya in 2012. n each school year, teams will submit their games for judging in a competition. The This edition of Talking Points was program runs until June 2023. compiled by Cameron Woodworth, Students from Atlanta, Detroit and Steve Honley and Dom DiPasquale New York City will join forces with (for “PDAA Honors Initiatives”).

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 19 SPEAKING OUT

A U.S.-German Look at the Essentials for Modern Diplomacy

BY MIRKO KRUPPA AND KENNETH KERO-MENTZ

nternational relations are changing societies and governments to commit the For example, as a dedicated E.U. rapidly because of complex challenges, political and budgetary support neces- member, Germany’s Foreign Service the pace of developments and the sary to bring about modern, attractive and (Auswärtiges Amt) acknowledges number of global actors on the interna- diversity-driven diplomatic services. the growing pressure to adapt our tional stage. Even when living far from As representatives of our respective approaches in foreign policy. As an Iinternational borders in middle America Foreign Services, we believe that the time exporting nation, Germany depends on or the middle of Germany, many people for such action is now. Here are some of the E.U.’s regulatory power in the world. understand that global trends affect their our suggestions for needed reforms in As a nation-state it continues to defend daily lives. both the United States and Germany as its national interests; and as Germany is International competition can lead we move forward. a pluralistic society with a difficult past, to lost jobs as economies change, and its diplomats actively favor compromise concerns about the environment and Enable Agility, Ensure over (military) might. consumer protections have led to grow- Diversity Autocratic regimes, by contrast, ing skepticism toward globalization and Our diplomatic efforts must become increasingly feel challenged by (and even democracy in the U.S., the Euro- more agile. Diplomats need to be politi- oppose) the legal standards and global pean Union and around the world. And a cally and structurally empowered to act institutions that sustainable globaliza- wave of authoritarianism and unilateral- swiftly to secure a more peaceful, just and tion needs to thrive. We must be able to ism is challenging multilateral peace and prosperous world for all, while seeking combat our counterparts from autocratic security structures. compromise in multilateral structures regimes, which are hellbent on short- As U.S. and German diplomats, we’re like the European Union and with plural- term tactical wins in their effort to return worried, but also hopeful. We face an istic democracies. Multilateral efforts to the international order to power struggles undeniable need to revive, reform and rei- establish globalized legal standards for in which the strong dominate the weak. magine our mission. Success will depend the common good naturally limit some Our diplomatic outreach must seek com- on a nonpartisan consensus within our sovereignty of nation-states. promise and trust-building with allies and adversaries alike. Mirko Kruppa was reelected as chairman of the Staff Council of the German It is also essential to increase diver- Foreign Ministry (Auswärtiges Amt) in November 2020. Since becoming a sity within our services (which remain, diplomat in 2001, he has served in Kazakhstan, China, South Africa, Taiwan despite earlier efforts, too white and (R.O.C.) and Russia (E.U.-Delegation in Moscow). male) and make better use of all our Kenneth Kero-Mentz is secretary of AFSA (2019-2021 term). During nearly human resources to enhance our cred- 21 years in the U.S. Foreign Service he served in Brazil, Germany, Iraq, Sri ibility and ensure we accomplish our Lanka and in Washington, D.C., including two years as AFSA’s vice president mission on behalf of our governments representing his colleagues from State. He retired in late 2020. and the pluralistic societies we represent. Mirko and Ken became friends nearly 15 years ago during Ken’s posting Analyzing and explaining political, in Berlin, which included a year as a trans-Atlantic diplomatic fellow at the socioeconomic and cultural develop- German Foreign Office. Both are dedicated advocates for their respective colleagues and ments is what diplomats do best; it’s Foreign Services. Over the course of several conversations, they realized both systems have our raison d’être. We provide insights similar challenges and opportunities, and this article is the result. for our governments to design policies

20 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL and develop solutions, and then we institutions could provide new profes- Speaking Out is the Journal’s opinion explain these policies to our host-country sional development prospects for our forum, a place for lively discussion of counterparts, both within and outside career diplomats, allowing them to build issues affecting the U.S. Foreign Service and American diplomacy. The views government. core competencies in these key areas. expressed are those of the author; To best accomplish these goals, we We also need a careerlong program their publication here does not imply believe both our countries need a diplo- of education and training sustained by a endorsement by the American Foreign Service Association. Responses are matic corps reflecting more racial, ethnic training float reserve capacity like in the welcome; send them to [email protected]. and professional diversity. This is critical, U.S. military or as legally prescribed (but especially now when barriers to scien- not yet implemented) by the German tific, cultural and other exchanges are Law on the Foreign Service. to take action and more quickly defend rising in key regions such as China. In short, we need a career develop- our interests against autocratic maneu- Indeed, it is our diverse strengths that ment system that allows diplomats to vering. We have to accept that a more allow us to credibly reach nontraditional design their own regional, thematic and agile diplomatic service requires more interlocutors in a world that is increas- linguistic expertise and career develop- room for individual action-taking and a ingly driven by civil society, nongovern- ment path while ensuring that the needs mandate to delegate the responsibility mental actors, scientists, business leaders of the service are met. coming with it. and “new” media. Most importantly, we need data- Modernize Management, centric, inclusive and decentralized Promote Career Training Support Innovation decision-making processes with fewer and Development Next, we must modernize our man- clearances before reaching the Minister Complex issues such as climate agement practices, eliminating bureau- of Foreign Affairs or Secretary of State. As change, internet governance and nuclear cratic hurdles and allowing our diplo- defenders of the multilateral world order, proliferation have increased in breadth mats to more ably take action to combat we must be able to nimbly counter strate- and complexity and, typically, need global challenges. In his book Reinvent- gies of escalation dominance and/or multilateral solutions. One of the Ger- ing Organizations, Frederic Laloux reflexive control to ensure that local pub- man Foreign Ministry’s 11 divisions, has shown how successful companies lics and host governments are informed for example, is solely dedicated to E.U. working in complex environments rely on and mobilized. coordination—namely, making sure that agile teams and lean management to act The trans-Atlantic partnership and the necessary expertise from all federal quickly while remaining focused on the history’s most successful joint secu- German ministries can merge into joint key drivers of their overall strategy. rity shield are the foundation for the government positions to be negotiated In contrast, both the German and predictable and stable security environ- into E.U. policies and regulations in U.S. diplomatic corps still have tedious ment that is indispensable for Western Brussels. and creativity-stifling bureaucracies with prosperity and our highly integrated Multilateral arenas like the United stiff hierarchies that hinder our ability cooperation patterns in North America Nations organizations or the World Trade to accomplish the goals of our respec- and Europe. Organization are based on the work of tive governments. The German Foreign Vastly updating and upgrading our highly specialized legal and practical Ministry’s in-house regulations and digital capabilities goes hand in hand experts trained in using their diplomatic its “house culture,” for example, foster with eliminating outdated bureaucratic toolbox for day-to-day negotiations. an excessive use of co-signatures and impediments. We’ve seen dramatic Traditional diplomatic career paths horizontal coordination long before the improvements over the past year, in based on standard two- to three-year hierarchical signoffs even get started. no small part thanks to the COVID-19 rotations must go hand in hand with Autocratic regimes lack public pandemic, but more needs to be done. careers in which some among us special- accountability or legislative scrutiny In a digital age, we need to take advan- ize in these emerging, cross-cutting and and are able to swiftly coordinate ad hoc tage of the collaborative tools now complex policy matters. Secondments initiatives, leaving us in the dust. We available, such as workflow systems that and exchanges with other governmental need to empower our frontline diplomats minimize time spent on one-off memos,

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 21 and software solutions that provide tools discontinuing tax exemptions that give for sharing knowledge, mobilizing net- excessive benefits to households works and generating innovative policies with one spouse unemployed from our collective “hives.” (Ehegattensplitting). We also need to encourage lively These days, diplomats spend less debate. American diplomats have the time in an office and more time meet- Dissent Channel (created during the ing and interacting with civil society Vietnam War), but it must be reinvigo- and the political, economic, thought rated to allow for more discussion when and media leaders of our host countries policies go astray. Those who stand up to strengthen ties through personal and speak out must be protected and relationships and trust. As social media even rewarded, rather than silenced. users, amateur chefs, musicians, crafts- By incentivizing innovation, reward- people or sports lovers, our diplomats ing those who speak up and lauding should have a task-supportive work-life individual accountability, we can decen- as their working environment—rather tralize decision-making and implemen- than the traditional “9-5” (or in our case, tation processes and change our risk- often 8 a.m. to 7:30 p.m.) workday. averse culture, leading to team-oriented Connecting this concept with what management and visionary leadership was highlighted above on wasteful free of micromanagement. bureaucratic processes, our 21st-century diplomats can best serve their societies Enhance the Work-Life by broadly and authentically represent- Environment ing them—for example, by bringing The life of a diplomat is challenging, international exchanges of sportsmen especially for the families we bring and sportswomen to their host coun- with us to our postings around the tries, in the best tradition of Ping-Pong world—children, spouses and some- diplomacy. times even parents. Our foreign min- The power of sports diplomacy should istries should formalize professional no longer be left to officials of the Inter- opportunities for spouses, ensuring that national Olympic Committee or FIFA, their strengths and knowledge soccer’s world governing body. In our are honored and rewarded as we move social media–driven times, personally from post to post. committed diplomats can generate more This would not only add expertise impact and reach more people through and networks to the “whole of mission” their own activity than a report sent to effort, but it would also strengthen our headquarters. diplomatic services’ attractiveness for In the 21st century, diplomats remain applicants from more diverse back- indispensable for any government, grounds. and we can be even more helpful when With this in mind, financing and motivated and supported by a modern institutionalizing a Diplomatic Reserve work environment. We loyally serve our Corps would be an important tool. In elected leaders, our nations and our Germany, for instance, this must be fellow citizens. Indeed, we are the heart coupled with reforming social security of our societies’ missions overseas to the regulations that discourage diplomatic benefit of our respective countries and spouses from seeking employment; and the global arena. n

22 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

Diversity and Inclusion in the U.S. Foreign Service: A Primer

Here is a historical look at gender, ethnic and racial diversity in the Foreign Service and the long and uneven battle for progress. BY HARRY W. KOPP

n November 1936, The Foreign Service Journal pub- occasions appeared in the Journal were, as Professor Henry lished a photographic register of all 701 officers of the Louis Gates Jr. has documented, pervasive across white Ameri- U.S. Foreign Service. Look at the faces: 700 white men can society, often in far more vicious form. In its social attitudes and one white woman. Elsewhere in the Journal of that and behavior, the Foreign Service has always been a follower, not era, one could find an occasional racial slur. A 1937 a leader. appreciation of the late American minister to Finland The Foreign Service Act of 1946 included language to “insure praised his “rich repertory of Southern negro stories,” … that the officers and employees of the Foreign Service are one of which the author gratuitously repeats. broadly representative of the American people.” The Congress Recounting these facts is not to single out the that enacted that law had 11 white women and two Black men Foreign Service as particularly racist or sexist. Then as now, in a House of 435 members; in the Senate, every one of the 96 Ithe Service reflected the values of American society at large, or members was a white male. That Congress wasn’t bothered that more specifically of its leading institutions. Similar numbers the Foreign Service lacked women or minorities—its concern prevailed in the Army and the Navy, in chambers of commerce, was a surfeit of Ivy Leaguers. in state and local governments, schools and universities, indeed In 1940 about a third of the officer corps held degrees from throughout most of civil society. The stereotypes that on rare Harvard, Yale, Princeton or Columbia. The Journal again: “Since Harvard is synonymous in many minds, however unjustly, with Harry W. Kopp is a former FSO, a frequent contribu- tea-drinking, peculiarities of speech and sartorial affectations, tor to The Foreign Service Journal and a member of it is perhaps responsible for the persistent impression in certain its editorial board. This article is adapted from a new areas of the United States that Foreign Service Officers are not as edition of Career Diplomacy: Life and Work in the ‘American’ as they should be.” With regard to race, ethnicity and US Foreign Service, by Harry W. Kopp and John K. gender, neither Congress nor the Service could see its own blind Naland, forthcoming in September from Georgetown University Press. spot.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 23 Alison Palmer, charged the Department of State with discrimina- In its social attitudes and tion against women in hiring, promotion and assignments; the behavior, the Foreign Service other, led by FSO Walter Thomas, grew out of a finding by the Equal Employment Opportunity Commission (EEOC, chaired at has always been a follower, the time by future Supreme Court justice Clarence Thomas) that not a leader. the State Department “typically” discriminated against Black offi- cers in assignments, performance evaluations and promotions. The department fought these cases long and hard. The women’s case in one form or another ran on for more than In 1970 the corps of FSOs was still 95 percent male (2,945 20 years, with the plaintiffs winning court orders that forced of 3,084) and only 1 percent Black (34 of 3,084). All female changes in department policies including, eventually, changes FSOs were single and, until 1971, were required—apparently in the Foreign Service written exam. The Thomas case needed 10 by administrative practice, not by law—to resign if they wed. years of litigation to produce a settlement awarding the plaintiffs Women and Black officers were restricted in where they could retroactive pay and promotions. The presiding judge rebuked the serve. Women were almost never sent to Islamic nations (lest department: “You shouldn’t be having an adversarial relation- they give offense) or to communist countries (lest they be sexu- ship with these people just because of their color. You should be ally entrapped and blackmailed). Black officers were dispro- … doing what’s right.” portionately assigned to Africa and parts of Latin America, a problem that persists today. A departmental task force in 1977 Affirmative Action described the public view of the Service as “elitist, self-satisfied, These cases were still in the courts when Congress passed a walled-in barony populated by smug white males, an old-boy the Foreign Service Act of 1980, which governs the Service system in which women and minorities cannot possibly hope to to this day. Like its 1946 predecessor, the 1980 act calls for a be treated with equity.” Foreign Service “representative of the American people.” But Pressure groups began to form among aggrieved employees it also instructs the department to “pursue equal employment during the 1960s and 1970s. The Women’s Action Organization opportunity through affirmative action” and to manage its came together around 1970. Informal discussions among Black hiring, promotions and assignments “in accordance with merit officers in foreign affairs agencies led to the formation of the principles.” Thursday Luncheon Group in 1973. These groups lent their sup- “Affirmative action” is a roomy phrase. When it is understood port to two class-action suits filed in federal court. One, led by FSO as measures against discrimination, it leads in one direction; but when it is understood as steps against inequality, it leads somewhere else entirely. With regard to the first, it is hard to dispute Chief Justice John Roberts, writing in 2007: “The way to stop discrimination on the basis of race is to stop discriminating on the basis of race.” But Justice Harry Blackmun, con- cerned with equality, had a powerful and opposite argument: “In order to get beyond racism,” he wrote in 1978, “we must first take account of race. There is no other way. And in order to treat some persons equally, we must treat them differently. We cannot … let the equal protection clause perpetuate racial superiority.” Efforts to address inequalities by AFSA/FSJ 1936 SUPPLEMENT NOVEMBER Personnel of the Department of State in 1936—all white and overwhelmingly male. preferring members of some groups over

24 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL others in hiring, promotions or assignments can leave those not preferred aggrieved. How, they ask, can personnel actions based Tension between affirmative on group characteristics accord with merit principles? action and merit principles Tension between affirmative action and merit principles erupted in the 1990s, when budget and personnel cuts com- erupted in the 1990s. bined with rising numbers of political appointees to produce a shrinking Service with dwindling opportunities for promotion. In 1987, the Foreign Service numbered about 9,400 officers and procedures in ways that increased chances for minority candi- specialists. By 1992 that number had fallen to 8,000, and by 1997 dates to reach the oral assessment. to around 7,000. Members of the Service, especially midrank These efforts failed to produce the hoped-for results (see officers, had reason to fear for their futures. chart). Foreign Service hiring surged in 2001-2004 and again These pressures made changing the demographic composi- in 2009-2012, but minority hiring did not. Black officers were tion of the Service more difficult and resistance to change more a smaller percentage of the officer corps in 2015 than in 1987. intense. When several officers complained in the pages of the Hispanic and Asian American officers fared better, and women Journal about discrimination against white males, the Thursday made significant gains. Luncheon Group responded in a forceful August 1994 letter: During the recent hiring freeze (Jan. 23, 2017, to May 15, Only 268 of nearly 4,000 officers are black, “fewer than 15 blacks 2018), the department under congressional pressure brought on have entered the Foreign Service since 1991,” white officers board about 60 Pickering and Rangel fellows, slightly increas- could not be threatened by these numbers, and “diversity and ing the share of minorities at the entry level. At the senior level, excellence are not mutually exclusive.” however, minorities fared poorly. Ambassador (ret.) Michael A 1989 report by the General Accounting Office (now the McKinley wrote in The Atlantic that “the most visible high-rank- Government Accountability Office) found the State Department ing Hispanic, African American, South Asian and female career short of EEOC targets for minorities and women in the federal officers were fired, pushed out or chose to leave during the first workforce. In response, the department funded two academic year of the Trump administration.” President Donald Trump fellowship programs, named for Career Ambassador Thomas appointed, and the Senate confirmed, 189 career and noncareer Pickering and Congressman Charles Rangel, that provide ambassadors: only five were Black. financial support, mentor- ing, professional development and assistance for (primarily) Foreign Service by Gender, Race and Ethnicity (round numbers) minority-background students interested in a Foreign Service African Year Total Women American Hispanic Asian (%) Other career. USAID launched a similar (%) (%) (%) (%) program, the Payne Fellowships, 1987 FSO 5,200 22 6 4 2 No data in 2012. To improve diversity in All FS 9,400 24 5 3 2 <0.5 the candidate pool, the State 2005 FSO 6,300 37 5 5 No data 6 Department sent diplomats All FS 10,900 34 6 6 5 2 in residence—recruiters—to historically Black colleges and 2010 FSO 7,500 39 5 4 No data 7 universities (HBCUs) and to All FS 12,700 35 6 6 6 3 Hispanic-serving institutions (HSIs) where a large proportion 2015 FSO 8,300 40 5 6 7 6 of the student body has a Latino All FS 13,500 35 7 7 6 4 background. After the turn of 2020 FSO 8,000 42 6 7 7 6 the century, the department All FS 13,700 37 8 8 7 7 modified its Foreign Service entry SOURCES: GAO, DEPARTMENT OF STATE.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 25 Promotion rates were higher for women than for men. Attrition By the turn of the millennium, rates for reasons other than retirement or death were slightly conditions for LGBTQ employees lower for minorities than for whites, and equal for men and women. had clearly improved. • Racial and ethnic minorities in 2018 were roughly the same percentage of the Foreign Service as of all Americans classified by the Census Bureau as “professional workers” or “officials and managers.” Once again, employment trends in the Foreign Ser- vice were in line with trends in American society as a whole. GAO Report of 2020 Two generations have passed since the Service was described LGBTQ as a “walled-in barony populated by smug white males.” A GAO Changes in American social values led to opening the Foreign report in 2020, covering the period 2002 to 2018, showed uneven Service to women and racial and ethnic minorities—but only progress. According to the GAO: after lawsuits and court orders forced the government to act. • Over that period, the proportion of racial and ethnic Changes in America’s social values were also the starting point minorities in the Service rose from 17 percent to 24 percent. In for acceptance of employees regardless of their sexual orienta- the Senior Foreign Service, minorities were 13 percent in 2002 tion or gender identification. In this case, however, the depart- and 14 percent in 2018. By contrast, in 2018 minorities were 21 ment’s leadership was sympathetic to the cause, as were most percent of the entire Senior Executive Service. members of the Foreign Service. Judicial intervention proved • The proportion of women in the Foreign Service rose from unnecessary. 33 percent to 35 percent, and in the Senior Foreign Service from As many commentators have observed, change in this area 25 percent to 32 percent. Women were 35 percent of the entire was relatively rapid. In the 1950s, generally accepted social Senior Executive Service. values were virulently hostile to homosexuality, which was • Promotion rates for widely denounced as deviant, perverse and an offense minorities were against God. Senator Joseph McCarthy’s campaign to root the same as for out “subversives” stirred and elevated emotions that others whites (except for exploited to launch a purge of suspected homosexuals. promotion to FS-3, Their contention, rarely challenged, was that gays were where the rate was vulnerable to blackmail and were therefore a security risk. higher for whites). “The constant pairing of ‘Communists and queers,’” wrote David Johnson in his book The Lavender Scare, “led many to see them as indis- tinguishable threats.” In the 1950s and into the 1960s, State fired many hundreds of men suspected of being gay. Uncounted others quietly resigned rather than engage in a long and costly fight with an uncertain outcome and a high risk of exposure. Even into the 1980s, gay men and women at the State The FSJ spotlights diversity issues. Shown here, covers from Department were routinely May 2013, June 2015 and October 2020. denied security clearances.

26 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL As the HIV/AIDS epidemic took hold in the United States in the 1980s, gay men and women across the country became In 2018, attrition rates for more politically active. The organizing efforts of two State reasons other than retirement Department Foreign Service officers, David Buss and Bryan Dalton, led to the formation of Gays and Lesbians in Foreign or death were slightly lower for Affairs Agencies (now known as glifaa) in 1992. According to minorities than for whites, and the archived history on glifaa’s website, the group’s efforts “led equal for men and women. to reform of the security clearance policy … as well as increased visibility of gay and lesbian issues in foreign affairs agencies.” The Foreign Service Act of 1980, like the Civil Service Reform Act of 1978, required “fair and equitable treatment” for all employees and candidates “without regard to political affilia- “When it’s a senior guy doing the harassing, you don’t get tion, race, color, religion, national origin, sex, marital status, age treated fairly.” or handicapping condition.” In 1994 Secretary of State Warren There is widespread expectation that after the depredations Christopher built on those provisions to prohibit discrimina- of the past four years, the Biden administration will under- tion in the State Department on the basis of sexual orientation. take a major rebuild at the Department of State. Proposals for President Bill Clinton extended that protection to all federal reform have come from Harvard’s Belfer Center, the Council on civilian employees by executive order in 1998. Secretaries Foreign Relations, the American Academy of Diplomacy, and Madeleine Albright (1997-2001) and Hillary Clinton (2009-2013) any number of columnists and op-ed writers. Ambassador (ret.) extended to same-sex partners of State Department employ- Linda Thomas-Greenfield and Representative Joaquin Castro ees serving abroad the same benefits provided to opposite-sex (D-Texas), among others, have called for new legislation to partners, and Secretary Clinton took steps to prohibit discrimi- replace the 1980 Foreign Service Act, though without indicating nation against employees and job applicants on the basis of what new authorities might be sought or requirements imposed. gender identity. Every proposal addresses in some way the issues of diversity and By the turn of the millennium, conditions for LGBTQ inclusion. Surely the administration will need to take these ques- employees had clearly improved. Today, the nomination of gay tions on. In April, Secretary of State Antony Blinken appointed men and women to positions requiring Senate confirmation the first-ever chief diversity and inclusion officer, Ambassador attracts little notice. (ret.) Gina Abercrombie-Winstanley. Shifting attitudes across American society have opened pos- A Special Moment sibilities that did not exist before. Adam Serwer, a clear-eyed Diversity in the workforce can be quantified and measured, observer of racial politics, wrote in last October’s Atlantic: but inclusion cannot. Many minority members of the Foreign “There has never been an anti-racist majority in American his- Service, even some with years of service and great professional tory; there may be one today. … [I]n these moments, great strides achievements, feel undervalued and disrespected—not fully toward the unfulfilled promises of the founding are possible.” accepted and included. Some who came into the Service In the January/February 2021 Foreign Service Journal, the through the Pickering and Rangel fellowship programs conceal Association of Black American Ambassadors put forward spe- that fact, for fear that their colleagues will treat them as back- cific recommendations for action to improve diversity, equity door entrants, not real FSOs—yet they have proved themselves and inclusion at State and USAID, with an appeal for “clear and twice, first just by getting into these highly competitive pro- visible support from the highest levels.” grams, then again by passing both the Foreign Service officer test The president and the Secretary of State face excruciating and oral assessment, as all must do within five years. demands on their time. Those who want to see broad changes in Some with minority backgrounds have to contend with the Foreign Service are right to call for their support, but should not-so-funny jokes based on stereotypes fashioned by whites. not count on their sustained attention; reformers also need to Women may be denigrated in subtle and unsubtle ways: “The consult and mobilize support from below. Without pressure department does not do a good job with issues like racism and from employees at all levels in the Department of State and other sexual harassment,” said a female public diplomacy officer. foreign affairs agencies, this moment, too, could slip away. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 27 FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

Achieving Parity for Women in the Foreign Service

A better understanding of the barriers to women’s advancement— and good data—is needed to continue moving forward. BY KATHRYN DRENNING

t his Senate confirmation hearing, of State, ambassador to the United Nations and under secretary Secretary of State Antony Blinken of State for political affairs, among other senior positions. We stated: “I’m committed to advanc- applaud the appointments of these accomplished experts in ing our security and prosperity by foreign affairs. Secretary Blinken has expressed his support for building a diplomatic corps that diversity, equity and inclusion by appointing the first chief fully represents America in all its diversity and inclusion officer to oversee the department’s talent and in all its diversity: recruit- efforts, and by meeting with us and other EAGs. ing, retaining, promoting officers To be sure, this is not the first administration to envision a with the skills to contend with diverse Foreign Service. Yet despite this oft-repeated goal and 21st-century challenges and who look like the country we rep- nearly a century of effort, our diplomatic Service is far from fully Aresent.” As the board of Executive Women @ State, one of the representing American women’s talent and diversity. Women largest department employee affinity groups (EAGs) with more still comprise only 41.9 percent of Foreign Service generalists, than 2,000 members, we can see the changes this administra- 28.9 percent of Foreign Service specialists and 32.4 percent of the tion promised already underway. Senior Foreign Service (combined generalists and specialists). Women now lead the State Department as Deputy Secretary And while State continues to make progress on recruiting women, not nearly enough women are moving up the ranks. In Kathryn Drenning is a member of the Executive 2020, women made up only 28 percent of ambassadors repre- Women @ State board and a Foreign Service officer senting the United States overseas, down from an already inad- currently serving in Riyadh. She wrote this article equate 33 percent in previous years. Women of color and women in consultation with the other members of the with disabilities, in particular, have been noticeably excluded EW@S Board. from these and too many other top positions.

28 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL Representation at the Top In March 2016, the FSJ considered the topic of Executive Women @ State welcomes women in the Foreign this administration’s commitment to Service, as Editor in Chief diversity, equity and inclusion. We are Shawn Dorman put it at working tirelessly and in collaboration the time, “with a look back, a look ahead and with fellow EAGs and employee orga- a few ideas for keeping a nizations on two immediate priorities: positive trend going.” filling senior leadership positions with career Foreign Service and Civil Service women, and stem- ming the departure of women, particularly at the midlevel, from the department. We see a true opportunity in this moment to achieve great progress toward our vision of gender parity in both numbers and roles for career women at all levels—particularly in the senior levels at State. Nothing would enhance the status of career women at the State Department more than regularly being selected for top jobs—ambassador and special envoy, deputy chief of mission, assistant secretary and deputy assistant secretary—as well as achieving gender parity in those appointments across bureaus. Drawing from this group before they leave the department will send a clear signal that women can, and will, advance in the For- eign Service. Doing so also would bring the State Department in line with historic practices at the Department of Defense, Cen- tral Intelligence Agency and other national security agencies. Representation at the top will have a significant impact on women’s career advancement in the department, but we must also focus on identifying and removing the institutional barriers keeping women from advancing in greater numbers and driving them to leave before they can compete for top jobs. The 2020 No one-size-fits-all solution exists for women’s advance- Foreign Service promotion statistics show that women, when ment in the Foreign Service. The intersectionality of gender, race, given the chance, are competitive; they earn promotion at a sexual orientation, caregiver status, skill code and other factors higher rate than men. But because fewer women than men are creates unique challenges across the department’s female work- competing, the gender imbalance grows as women advance force. We won’t achieve gender parity until we understand and through the ranks. address this phenomenon. To begin this effort, we need to iden- For example, once women reach the Senior Foreign Service, tify the barriers to women’s advancement at State. We are encour- they are promoted at a near-equal number. But not enough aged by the department’s ongoing efforts, greatly furthered by the women get there: As a result, women make up a smaller percent- advocacy of EW@S and the EAG / equal opportunity community, age of the SFS than the ranks up to FS-1, and there are fewer to increase data transparency generally. women available to take top jobs. Women make up only 40 percent of the total number of people promoted into the SFS Identifying Barriers to Advancement (from FS-1 to FE-OC) and from FS-2 to FS-1, suggesting that Now we need more data on why women leave the depart- something is preventing women from advancing through the ment. We urge State to direct resources toward studying why midlevels. Among specialists, the promotion statistics show women are not better represented in senior positions, what women are concentrated in specialties that begin at lower ranks pushes women and minorities to leave the department at the where fewer opportunities to advance keep them even further midlevel, and what prevents more diverse talent from rising from parity after the FS-4 rank. through the senior ranks.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 29 overwork is rewarded and incentivized on an individual basis, Nothing would enhance the even when the department officially discourages it, and where status of career women at the people who use permitted workplace flexibilities are perma- nently derailed from career advancement. State Department more than In addition, the Foreign Service respondents highly ranked regularly being selected for barriers like the exclusion of women from informal networks top jobs. of leadership personnel, and the failure to identify and select them for career-enhancing positions, suggesting that the current design of advancement in the Foreign Service may inherently leave women behind. EW@S has shared the results of this survey with department In particular, we have no visibility into how intersectionality leadership and is engaging plays into Foreign Service members’ experiences in the depart- with bureau leaders on how to ment and their decisions to leave. But we know from first- address these barriers. person accounts—like the Speaking Out column from six Black, female, Ivy League graduates and members of the Foreign Data Needed Service in the November 2020 Foreign Service Journal—that All these barriers to they face unacceptable bias in our workplace. advancement have only been Absent official statistics, EW@S undertook a survey last Sep- exacerbated by the COVID- tember that asked our members to rate 22 possible barriers to 19 pandemic. The threat of advancement of women within the department. More than 700 illness and lack of medical respondents, including 482 members of the Foreign Service, care at one’s duty station, the ranked barriers on a scale from zero (no impact) to five (huge increased caregiving respon- impact) from three categories: barriers related specifically to sibilities brought on by school gender, barriers related to family life, and barriers related to closures and risk to elderly workplace challenges. Respondents identified the following parents, and the blurring of the three issues as having the largest impact. boundary between home and Unconscious bias related to gender. Respondents cited man- work that the pandemic brought about are taking their toll. In agerial assumptions that women with caregiver responsibilities the economy as a whole, studies already demonstrate that the would not want certain kinds of career-advancing assignments; pandemic has forced women out of the workforce at alarming co-worker expectations that women take on housework, social rates, with permanent repercussions for their future employ- planning and other work to keep an office running that is not ment prospects. With this in mind, Executive Women @ State deemed “career-enhancing”; and embassy leadership reflec- urges State to investigate whether the resignations of women tions of host-country sensibilities around gender norms—and since the pandemic began were connected to that event, and misconceptions about a woman’s comfort in those environ- whether the use of provided flexibilities was successful in mod- ments—when determining the numbers of women attending erating its effects. meetings and official events. We know that assembling the data we seek will not be easy. Lack of a mechanism, or its failure, to hold higher-level per- The department has been transparent about the limitations of sonnel accountable for gender bias or discrimination. Respon- its current systems to produce much of this information. How- dents worried that reporting bias and discrimination from a ever, several encouraging initiatives are underway to find new rater or reviewer would lead to a bad employee evaluation ways to gather and analyze these statistics. report, as well as negatively affect their corridor reputation—a To achieve his goal of a Foreign Service that looks “like the consequence that directly impedes advancement in the For- country we represent,” EW@S urges Secretary Blinken to fully eign Service. support these initiatives and provide the resources sufficient A culture that discourages the use of work-life balance to realize their goals. We have the momentum now to make flexibilities. Respondents repeatedly described offices where meaningful progress toward gender parity; let’s use it. n

30 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

Asian Americans Can No Longer Be Silent, and Neither Should You

Generations of citizenship and sacrifices for and contributions to America notwithstanding, Asian Americans face the need to prove their loyalty over and over. BY KIM BISSONNETTE

vents during this past year have deeply affected me and my family, particularly within the last few months, when we have seen an uptick in anti–Asian American crimes in the United States, coinciding with the COVID-19 pandemic. Stop AAPI Hate—a group that tracks xenophobic crimes against Asian Americans and Pacific Islanders—reported more than 6,600 hate incidents against Asian Americans between March E2020 and March 2021: 8.7 percent of the incidents involved physical assaults, and 71 percent included verbal harassment. Some of the rhetoric around COVID-19 exacerbated the situ- ation for Asian Americans. People began to look at Asian Ameri- cans as foreigners who brought the virus to the United States, ignoring the fact that these communities have been established in the United States for generations and have no ties to China or to the Chinese government.

Kim Bissonnette is a U.S. government official who has served in multiple overseas tours.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 31 promptly. He then turned to my white American spouse, asking The Asian American community where he worked. When my husband noted that he was still is often treated as a monolith exploring job opportunities, the military man was shocked: He could not process this information. that is either invisible or seen Asian Americans are exhausted and frustrated by these types as “the model minority.” of interactions.

The Model Minority Myth The Asian American community is often treated as a mono- lith that is either invisible or seen as “the model minority”— smart, quiet, family-oriented folks who keep their heads down The recent wave of violence against Asian Americans is a and work hard. painful reminder that although we have been citizens for In reality, Asian Americans are extremely diverse—coming generations, and have made countless sacrifices for and contri- from different backgrounds, cultures, languages and socioeco- butions to America, we still face discrimination and the need to nomic classes. In the case of my family, for example, both of my prove our loyalty over and over. This is the case whether we work parents were refugees from Cambodia who separately survived for the public sector or the private sector or are independent the ruthless Khmer Rouge Communist regime from 1975 to 1979. businesspeople. My mother gave birth to her first child (my brother) in a Khmer As an Asian American officer, I can no longer remain silent, Rouge labor camp, witnessed her first husband being taken away pretending to be invisible, a prisoner of the “model minority” in the middle of the night to be executed, lost her youngest sister myth that has done such great disservice to the Asian American to disease and starvation, and was then separated from the rest community. of her family when she had an opportunity to flee to France, where she met my father and had me and my sisters. My First Overseas Tour When my mother eventually left for France with her 6-year- During my first overseas tour, my husband and I attended a old son, she sold the few belongings she managed to hold on to welcome reception for newcomers at our ambassador’s resi- to smugglers who helped her make an escape to a Thai refugee dence. As we chatted with a white senior-level military officer camp. By the time she and my brother arrived in France, she had assigned to our U.S Mission to NATO and his wife, the much- only the clothes on her back. My father had had his own per- dreaded “where are you from” question came up. Since we were sonal struggles, fighting the Khmer Rouge from a hideout in the in a room full of Americans, I answered that I was from Minne- Cambodian mountains with no choice but to abandon his first sota. The military officer pressed, asking where I was really from. wife and kids in a small village in the countryside. I quickly understood that he was only interested in my ethnic After years of economic and social hardship while trying background, so instead of telling him that I was born and raised to acclimate to a new language, people and culture in France, in France, I said “Cambodian.” He nodded and stated: “That’s my parents had a second opportunity to make a better life for what I thought, because you have really strong features.” themselves and their children when my aunt sponsored us to I must have made a face at the comment because his wife the United States in late 1997 to be reunited with the rest of my jumped in to clarify that her husband really meant that I was mother’s family. “really beautiful as an Asian woman.” I again winced at the I highlight the Cambodian story because this community has comment, but decided to drop it because the couple was from suffered unspeakable psychological trauma. Yet its struggles are an older generation, though I recognized at the time that their completely overlooked because, among other things, the “model attitude was still unacceptable. The military officer proceeded to minority” myth about Asians erases critical differences among ask me what I did for a living. When I explained where I worked, the various Asian groups. Today, Cambodian Americans rank he did not seem to understand. “Doesn’t that job require that among America’s poorest, with some of the lowest educational you have a security clearance?” he asked. “Yes, it does,” I replied attainment rates when compared with other racial and ethnic

32 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL groups. Fully 23.9 percent of Cambodian Americans live in poverty, and fewer than 15 percent hold a bachelor’s degree or Remember that racial justice higher. When we came to the United States, my siblings and I did and anti-bias work exist beyond not speak English; but the model minority myth led our educa- tors to believe that we needed fewer academic resources when, a Black-white binary. in fact, we needed more.

A Multifaceted History The history of Asians in America is itself multifaceted. Most speak Khmer to my mom in public and threw out the Cam- of us have learned about the disgraceful ways we Americans bodian food she prepared for me for lunch. When I came to treated our Japanese American community during World War the United States, a 15-year-old girl in high school, I thought II, but not much else. I could start fresh in the land of opportunity, the big melting “There are a lot of people who don’t know the history of pot where everyone was American, no matter your skin tone. Asians in America, and that essentially whitewashes our exis- Within a few weeks, I came to realize that people in the U.S. tence from this country,” actor and prominent Asian American still saw me as “other.” rights activist Daniel Dae Kim said in a recent Washington Even worse, I felt like an alien. I could not yet speak English Post Live interview. Kim pointed to the Chinese Exclusion Act and would never fit in in a school that was predominantly of 1882, which excluded an entire race from this country until upper middle class and white. With a thick French accent, it was officially repealed in 1943. I didn’t quite fit a high school kid’s stereotype of an Asian Further, Kim observed, the largest lynching in America, foreigner either. Today, most people can’t detect my French in Los Angeles in 1871, saw 18 Chinese people lynched at accent, unless I tell them where I am from. What they don’t the hands of a mob of 500, none of whom served any jail realize is that my high school experience in Minnesota was time. More than 100 years later, in 1982, Vincent Chin was so traumatic that it pushed me to try my hardest to speak like murdered. A Chinese man, he was attacked because people a white American by watching countless TV shows, mimick- thought he was Japanese at a time when the American auto ing the words and sounds of my peers, and reading books any industry was failing; he was scapegoated, and his attackers chance I had just to reach a semblance of belonging. never served a day of jail time. Growing up as an Asian kid in France had its share of Speaking Up adversity. I was always the only Asian student in school. Des- As a collective, we Asian Americans need to raise awareness perately wanting to blend in with the French kids, I refused to and make our stories and needs visible. It’s about speaking up, whether you are a witness or a victim. It’s about a proactiveness to learn and do better, volunteering, working with or donating to community organizers who have experience in these issues, RESOURCES taking bystander intervention and unconscious bias training courses, writing to your congressional representatives to support We Are Not A Stereotype legislation that seeks to address this issue, or just having impor- A video series from the Smithsonian tant race conversations within your personal networks. Asian Pacific American Center Stand up and speak out against anti-Asian racism, and be an ally. Remember that racial justice and anti-bias work exist Asian/Asian American Children’s Books beyond a Black-white binary. Donate to community organiza- A collection of titles from Lee and Low tions that strive to make a difference in this field. Reflect on publishers that highlights the diversity of and identify your own biases. Do the uncomfortable work of Asian and Asian American identities. educating yourselves and having tough conversations. Don’t be silent. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 33 FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

The Power of Vulnerability

A Black former consular fellow, whose t’s been more than a year since I came forward with my report of her ordeal at the hands of story of what happened to me while serving as a first- U.S. officials at the border with Mexico tour State Department consular fellow in Juarez in 2018 and 2019. I experienced repeated harassment and racial shook up the State Department, profiling by U.S. Customs and Border Protection officials shares her thoughts today. when crossing the U.S.-Mexico border. As horrific as the BY TIANNA SPEARS harassment was, the utter lack of support from the State Department proved just as damaging. It took me time to realize that my experience was not only abnormal, but traumatic. IThere is power in calling something by its name. On my last day as a consular officer, I had a going-away lunch with a few colleagues. Then I cleared my desk and went home to my apartment. It felt like a failure that the dream that I’d worked so hard for was over. On my flight back home to North Carolina, I was pulled into a back room by U.S. Customs and Border Pro- tection, and all my belongings were searched. Afterward, I sat in a bathroom stall at the Houston airport and wept. The thing about trauma is that often, we carry it alone. We do not know whom to trust. I found myself in an environment that was downright unsupportive. Who feels safe to speak up when it

Tianna Spears, a Foreign Service consular fellow from 2018 to 2019, is the creator of the blog “What’s Up with Tianna” and founder of Tianna’s Creative, a storytelling collective. She writes about her experiences navigating the world and highlight- ing communities of color. She has written for American Diplomacy, Durham Magazine, the Los Angeles Times, the Matador Network and Politico, and was featured on ABC News, CNN and NPR and in Business Insider, CNN, INDY Week and The New York Times.

34 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL is clear that advocating for yourself is grounds for retaliation and loss of a career? For most, losing their job and primary source of The ongoing harassment income is not an option; but I learned that you have to choose from CBP and lack of any yourself, time and time again. institutional support from The Importance of Resilience State had a devastating impact In preparation for my first assignment with the State Depart- on my health and my career. ment, to Ciudad Juarez, I was lectured on the importance of resilience. One trainer, Beth Payne, discussed her most challeng- ing experiences and the tools she used to overcome them. Beth spoke from the heart, giving our class a worksheet while telling Imagine if the people in power actually cared about the her story, a speech intertwined with parenting, trauma, grief and people they managed. death. Something told me to hold on to that worksheet. Little did How many of us have lost dreams or had dreams deferred? I know that I would need it less than three weeks later when I The State Department consistently educates and promotes arrived in Mexico in October 2018. the idea of resilience, but continues to erect barriers and create For the next six months, I was repeatedly harassed by CBP circumstances that require resilience. Life is hard enough in the officials at the border and flagged into secondary inspection for Foreign Service, but how many of you could have careers that what I estimate to be 25 times. On two occasions, U.S. Customs you dreamed of if it was just a little bit easier? and Border Protection officials placed their hand on their gun. It During the period since my May 2020 blog post went viral, took me a long time to realize that the officials could have killed I have used my new platform to raise more than $33,000 for local me and gotten away with it. organizations and nonprofits in Durham, N.C., my community. The ongoing harassment from CBP and lack of any institutional I made new friends, met an incredible woman who I am honored support from State had a devastating impact on my health and my to call my mentor, and received more than a thousand emails career. Quite frankly, I am not the same person any longer. of support. I’m extremely grateful for every single person who A year later, I am beginning to find the courage to accept reached out with words of encouragement. As I’ve been on this that I am on a new journey. This new path is not remotely close journey, I am continuously reminded that we are absolutely to what I planned for my life—which is disappointing and has nothing without our community. taken some time for me to begin to accept. But it is also freeing. Disappointing, because I worked hard to get where I was, but A Pervasive Pattern freeing because I can now give myself grace to find the resources What surprised me most was how many people told me they and community I need. were shocked that I came forward with my story. Far too many people suffer alone and in silence. To my dismay, I received Only Imagine numerous emails detailing a long history of abuse by CBP. As far Imagine how different things could have been if, when I told as CBP goes, the agency has not been held accountable in my the Juarez regional and assistant security officers that I was being case or others. How does one seek justice when the perpetrator is harassed by CBP officials, they had just said: “We believe you.” the one investigating the crime? I wouldn’t be dealing with post-traumatic stress disorder, depres- While my story is traumatic, it’s not the first at State, which is sion and anxiety at the age of 28. Instead, I would be on my full of managers who contribute to a culture of “pale, male and second tour, just like the rest of my class. Yale.” I’ve discovered that my experience resonated with many Instead, I was repeatedly placed in situations where I was people of color who work for the department because they, too, left to explain the harassment I continued to experience, beg- have been harassed while crossing the U.S. border—and not just ging people in power to listen to me and act accordingly. I was five, 10, 20, 30 years ago, but recently. They also have experi- handed white fragility served with a side of tears, of people in enced blatant racism and discrimination, only to be dismissed, power scared to just do the right thing. I was silenced. After being ignored and eventually have the experience repeated. transferred to Mexico City, I emailed Juarez management, and If State has this kind of leadership, we should find other role no one responded. models.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 35 Throwing additional people of color into a burning building only If it takes a blog post from me, increases the fatality rate, and the onus should not be on people a 28-year-old former consular of color to suffer in the name of diversity and inclusion. How can the United States shape foreign policy if our founda- officer, to spur State into tion at home is shattered? How many more calls to action are action, so be it. needed? If the State Department truly placed importance on diversity and inclusion, the organization would not continuously produce years of such dismal results on diversity and inclusion. Years of lip service. There have been op-eds, decades of inaction and per- After my blog post went viral, the State Department scram- formative actions, essays, legislation, the recent Truman Center bled for answers. On Sept. 22, 2020, when Representative Joa- report, task forces and congressional hearings on reforming the quin Castro (D-Texas) asked then–Director General Carol Perez State Department. And each issue of The Foreign Service Journal about my case directly in a House Committee on Foreign Affairs offers solutions and fresh perspectives on ways to improve the hearing on diversity at the State Department, she acknowledged State Department. But what will it take and how much longer for the obvious: “The experiences of Tianna Spears were horrific.” a much-needed reform? Then she added: “This is our call to action: When something is happening, please encourage the person to speak up, to come Do Something to us. Sometimes we don’t know and that is one of the issues The State Department knows exactly why people of color quit we’re going to have to tackle, which is how to have honest con- its ranks in such large numbers early in their careers. How many versations that do not have a negative reverberation. Because if more studies are needed? you don’t tell us, I’m sorry, but I have 75,000 people, it’s hard to The culture of the State Department is flawed in fixable ways. know an individual is facing this kind of horrific treatment …” How many employees know the names of their colleagues, treat But I did speak up! I repeatedly emailed and met with upper visa applicants like human beings, do the right thing, and oper- management. I explained myself over and over. My hair fell out ate with empathy? Unfortunately, the organization is also flawed in my sink from the harassment and stress, as State Department in institutional and systemic ways. officials told me: “Don’t cross the border.” Managers who mistreat, harass and terrorize staff must be Enough. Why waste precious breath attempting to convince held accountable. Most know the common perception of the those committed to misunderstanding? Why hold your breath EEO process is that it is difficult to navigate and may invite future waiting for your oppressor to validate your experience? An indi- retaliation. vidual can create more change and progress by holding strong How many people have mental illness and health conditions to their values. Rather than having the life beaten out of you, it’s from being thrown into hardship tours without any support? best to put your hands up; and as I’ve learned, there is power in Or from being harassed by managers who are reassigned after vulnerability and telling your truth. repeated complaints, but seldom disciplined, and thus left to I do not believe in organizations that preclude people who repeat previous egregious behavior? look like me from having a seat at the table. Nor do I believe in If it takes a blog post from me, a 28-year-old former consular organizations that gaslight former and current employees. There officer, to spur State into action, so be it. But this time, do me a is nothing—no justice, apology or action—that Customs and favor and actually do something about these issues. Border Protection, Carol Perez and the State Department can As Malcolm X said when asked in 1964 about progress on give me to change the outcome of my experience. racial discrimination: “If you stick a knife in my back nine inches And that is where my healing begins. and pull it out six inches, there’s no progress. If you pull it all Conversation is accountability. If you need to control the the way out, that’s not progress. Progress is healing the wound outcome of a conversation, that is not a safe space to voice con- that the blow made. And they haven’t even pulled the knife out, cerns; it is a public affairs strategy. If your organization cannot much less heal the wound. They won’t even admit the knife is participate in conversations without fear of expected and well- there.” deserved “negative reverberation,” it’s time for new leadership. How much longer? n

36 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

Three Myths That Sustain Structural Racism at State

Countering bias and recognizing overt racism are important, but it’s time to go beyond this work and take a hard look at institutional racism in the department. BY MICHAEL HONIGSTEIN

he State Department’s establishment of diversity and inclusion councils, and the return of anti-bias training, are good tools to deal with the challenge of relatively overt racism. However, I am concerned that too many people at State believe those steps are sufficient. Like most American institutions, our agency has a problem with institutional racism, and that problem will only be solved once we discuss it Topenly. These conversations have started, in editorials, blogs and two excellent recent issues of The Foreign Service Journal dedi- cated to that topic. Much of this discussion, like the work of the diversity and inclusion councils, has focused on countering bias and recognizing relatively overt racism. That is important, but we must go beyond it and take a hard look at institutional racism in the department.

Michael Honigstein is the political and economic counselor at Embassy Tbilisi. His 20-year Foreign Service career has included tours in Afghanistan, Sri Lanka, Israel, Sudan and South Sudan, as well as the Bureau of International Organizations’ Human Rights Office. He has received both the State Department’s Democracy and Human Rights Achievement Award and the Mark Palmer Award for the Advancement of Democracy.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 37 I have been in political sections where everyone is a white male, Right now, the councils’ work and we had a lot of the same (old) viewpoints. Conversely, a truly risks becoming a distraction— diverse section can come up with the kind of novel analysis and solutions we need to be ready for the future. something to do so we can Diversity is a requirement. We need it to meet today’s chal- believe we are doing something, lenges. Too often at State, people justify giving jobs to white guys without threatening the because they are assumed to be “more qualified,” based on prior work in the region. This approach ensures that bureaus with a systemic advantage enjoyed history of insufficient diversity silently discourage new, diverse by white males. candidates from even trying to break in. This reinforces a self- perpetuating system that is harmful to both the individual and the institution, and it is the essence of systemic racism.

Messaging around creation of the diversity and inclusion Myth 2: Equal Is Fair councils has directed the councils to look at all forms of diver- This myth can be especially hard to see through for those sity. One of the first, from then–Director General Carol Perez, who have benefited from privilege. We have created an entire focused on ensuring singles feel included. This is important, and infrastructure to cater to the needs of white men; and we believe a real problem, but it is not the primary challenge the Foreign that if everyone is treated the same in that system, then it is fair. Service faces. Many of the cables on diversity from the Director General’s office The idea that “all diversity matters,” like “all lives matter,” is repeat this myth, saying our goal in promoting equity is to ensure true, but not the exigent issue at this time. Our diversity and everyone is treated the same—not to give special treatment to inclusion councils should concentrate on efforts to dismantle some groups. This sounds laudable on the surface, but different structural racism in the department. Right now, the councils’ people have different needs. Treating all employees like they are work risks becoming a distraction—something to do so we can white men is not fair; and meeting the needs of different groups believe we are doing something, without threatening the sys- is no more special treatment than the special treatment white temic advantage enjoyed by white males. men already get. To seriously address structural racism in the State Department, Yet this thinking pervades the State Department’s (and I believe we need to start by addressing three pernicious and America’s) views on racial equity in ways large and small. For interrelated myths that help perpetuate our system of white male example, we do not prepare our minority officers for the racism privilege: Diversity is a bonus, equal is fair, and white males should they will face in Eastern Europe, some Asian posts and some be the default frame of reference. These are by no means the only Latin American posts. Regional security officer briefings often myths that keep structural racism alive in the department, but they don’t even acknowledge the separate threats faced by minorities are three of the most prevalent and destructive. in these places. The particular challenges for women who serve in the Persian Gulf states and in other countries with patriarchal Myth 1: Diversity Is a Bonus cultures are sometimes recognized. But the pervasive threat to We often talk about diversity as an important “add-on”— people of color overseas, especially in majority-white countries, something to strive for, so long as it does not prevent us from is not treated with the same seriousness. hiring the best people. I know of one senior department official I am beginning to believe that of all the advantages I have who, after speaking to a group on the importance of diversity, been given as a white male, one of the greatest is the privilege of reassured the audience by adding, “Don’t worry; we will still walking down an average street and not having to worry about have qualified people in all our positions.” being racially abused or sexually assaulted, with little chance the Diversity is not just nice to have; it is critical to finding solu- perpetrator will be brought to justice. I want to underscore that tions to the difficult foreign policy challenges we currently face. the difference is race and gender, not socioeconomic. My wife

38 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL is Black, but she grew up in the same place I did—we even went to high school together—with the same socioeconomic back- Releasing block statistics ground. Yet she does not enjoy the same luxury. for the entire department Having that confidence is so empowering, and the physical and mental toll of stress in its absence is measurable (for more that combine specialists and information, research “weathering”). It is going to take a while generalists, and do not break to fix that in America, but we can work to give the women and statistics down by bureau people of color within our ranks that confidence within our own corridors. or category of employment, obscures as much as it reveals. Myth 3: White Males Should Be the Default Frame of Reference This myth is particularly pernicious, and the previous two myths feed into it. The idea that equal treatment is white male the collective expertise of our extraordinary colleagues, we can treatment is part of this, but the problem goes far beyond that. find innovative solutions. However, the first step is the same as Even President Joe Biden’s important and laudable execu- when we are promoting human rights elsewhere: to get a clear tive order on advancing racial equity, which will undoubtedly and honest view of the problem. improve the situation, still uses the white male perspective as The Director General should publish statistics on gender and the default framing. race for Foreign Service generalists and Foreign Service special- It orders a review of all the barriers facing people of color, ists separately, and for every bureau at every level (entry-, mid- but not a commensurate examination of privilege. It is implicitly and senior). Releasing block statistics for the entire department framed to look at the “barriers” that prevent women and people that combine specialists and generalists, and do not break of color from succeeding in a white male world, without looking statistics down by bureau or category of employment, obscures at what makes this a white male world. This is especially clear in as much as it reveals. Section 8, “Engagement with Members of Under-served Com- The department has resisted releasing a breakdown of the munities.” Engaging these communities is an important activity, statistics in this way. The disparity among bureaus in terms of and their voices must be heard, but where is the engagement diversity and inclusion that is apparent, for instance, should be with “overserved” (white) communities? unacceptable. I believe that if such data were made public, it The burden is misplaced. The victims of racism, chauvinism could not be sustained. and bigotry must not be held responsible for finding their own We also have to be able to speak openly about the real way out of the problem. We need to do our own homework, for problems our colleagues face, which will take a significant things will not get better until the beneficiaries of our structurally shift in department culture. This article may be seen as racist system work to identify their privilege and fight to end it. controversial, when it should be seen as commonplace. With some notable and praiseworthy exceptions, much of the work The Good News: We Know How to Fix This of our diversity and inclusion councils seems to focus on the The good news is that the State Department has some of the easier conversations about “education,” “implicit bias” and world’s leading experts in promoting diversity, ensuring equality “raising awareness.” and establishing equity at work daily around the world. This is These are important tasks, too. But we all need to become a classic “physician, heal thyself” situation. To heal our depart- educated on the problems of structural racism, and fast. Class ment, we must use the tools we have been taught to promote has been in session for hundreds of years, and the final exam is human rights: seek transparency, shine light and demand con- coming up. Many of us at State have some cramming to do, but crete steps be taken through open and honest dialogue. we are all good students. So I am confident that if we really work There are many ways we can do better, and I know that with hard, we can pass the test put before us. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 39 FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

Rooting Out Microaggressions

What does exclusion look like? An FSO explores the concept of microaggressions— and suggests how shining a light on them can help foster a culture of inclusion. BY CHARLES MORRILL

ithout a doubt, the treat- and unwelcome. Unchecked, microaggressions can impinge on ment of women and minor- the performance of the victim, lead to possible conduct issues ities in the Foreign Service and result in higher turnover among minority employees. has come a long way over On his first day in office, President Joe Biden started to make the past few decades. But good on a campaign promise to make the federal workplace the fight for equal treat- a more inclusive place by issuing executive orders to expand ment is not over, and root- antidiscrimination practices and restore diversity awareness ing out microaggressions is training. the next step. But to recruit and retain a Foreign Service that fully reflects According to the Department of State’s Office of the Histo- the American people, this training must include a better under- Wrian, it was not until the 1960s that women and minorities were standing of microaggressions and the role they play in creating a given meaningful opportunities to serve their country in the noninclusive culture. That knowledge, in turn, should equip the State Department and other foreign affairs agencies. A half-cen- victims of such treatment to defend themselves and empower tury after the ending of overtly discriminatory practices, far too allies to speak up. many employees report that they still “pick up a vibe” that they are not welcome or don’t feel like valued members of the team. Death by a Thousand Cuts This vibe is what microaggressions are all about: subtle The term “microaggressions” has been around since the snubs, slights and invalidations that have the cumulative effect 1970s, coined by an African American professor at Harvard of making members of minority groups feel isolated, unworthy named Chester Pierce, who first defined them as subtle, nonver- bal “putdowns.” While initially the focus was on racial microag- Charles Morrill is a State Department management- gressions, the term has since been expanded to include both coned Foreign Service officer currently serving as verbal and nonverbal acts against any marginalized group. the human resources division chief for the Bureau In this context, “micro” does not refer to being small or innocu- of European and Eurasian Affairs and the Bureau ous, but rather underscores the pervasiveness and difficulty of International Organization Affairs. Overseas, of identifying and detecting these offenses. he has served in Niger, Albania, Gabon, Uganda, Cameroon and In their seminal book, Microaggressions in Everyday Life Honduras. (Wiley, 2010), Derald Wing Sue and Lisa Spanierman define

40 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL the term as “verbal and nonverbal interpersonal exchanges in which a perpetrator causes harm to an individual target, No matter how subtle or whether intended or unintended.” These encounters make the innocuous such actions may recipients feel overlooked, disrespected and devalued because of their race, gender or sexual orientation. Any single micro- seem, they contribute to a aggression in isolation may be minimally impactful. But the toxic work environment. cumulative impact can be detrimental to the emotional and psychological well-being of the victim. As societal norms and legal protections against overt dis- crimination have evolved, scholars of microaggression contend most likely expressed in conditions that afford the perpetrator that while people may no longer participate in overt or bigoted a degree of protection—such as when they are issued anony- behavior, they may engage in unconscious or subconscious mously, in the company of those the perpetrator believes share behavior that reflects their implicit biases. No matter how subtle their views, or when the perpetrator loses control (e.g., they are or innocuous such actions may seem, they contribute to a toxic drunk or angry). work environment. Microinsults convey rudeness or insensitivity and demean a person’s identity and humanity. Yet they are not always con- A Toxic Taxonomy sciously intended to insult, particularly when they are common- The study of microaggressions now recognizes a taxonomy place utterances. For example, who hasn’t heard “That’s so gay!” of four broad subcategories: environmental microaggressions, used in reference to something that is out of the norm, weird or microassaults, microinsults and microinvalidations. odd? Or take the embassy newsletter that runs an article about Environmental microaggressions appear in the form of exclu- “contributions to society” of an enslaved person during Black sionary policies and practices in institutions, including uni- History Month. versities, religious organizations and all levels of government, Such clumsy or derogatory expressions reinforce stereotypes creating a “hostile” workplace. The underrepresentation of and negative perceptions of a person’s identity as part of a minorities in leadership positions, for example, can constitute minority group. Eye-rolling and other nonverbal cues by aggres- an environmental microaggression. sors convey that one does not respect or validate an individual, Microassaults are conscious and deliberate actions, subtle or group or idea. Body language and facial expressions can send not, meant to harm the intended victim through name-calling, a message to both the targets and bystanders that the target of marginalization or purposeful discriminatory actions. They are the microinsult does not belong in a given social group or work most closely aligned with traditional forms of racial, sexual or environment. gender-based prejudice—such as giving rewarding assignments Among the types of microaggressions, microinvalidations are to less qualified candidates who happen to belong to a man- perhaps the most insidious. Sue and Spanierman define these ager’s group, while denying career-enhancing opportunities to as communications that negate or nullify the thoughts, feelings minority employees. For instance, instead of sharing the work- or experiential reality of the marginalized group. Microinvalida- load and developmental opportunities, a section chief routinely tions come into play through the assertion that the dominant taps his white male “superstar” to take on the most challenging, Eurocentric culture, heterosexuality or gender identity within high-profile taskings, such as control officer for a VIP visit, and the workplace is the norm, and everything else is deviant. then rewards him with a Superior Honor Award. When a colleague says something like “He speaks good Paradoxically, victims of discrimination often find it easier English,” it reinforces the notion that the target is an outsider, a to deal with microassaults than more subtle microaggressions. foreigner. And while it may be well intended, telling an African Because the blatant racism is clear, they do not need to expend American colleague that “I have lots of friends who are Black” psychological energy and suffer stress deciphering intent. can come across as a defensive maneuver to obfuscate one’s Verbal microassaults include name-calling and jokes racism. Similarly, “queer blindness”—ignoring the lived reality that disparage a group, harming the victim’s reputation and of LGBTQ colleagues—makes them feel less included, not more. well-being. Because of strong public condemnation of such Microinvalidation occurs in other ways, too. For example, behaviors, Sue and Spanierman posit that microassaults are at post an African American human resources officer (HRO)

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 41 on a response. Because microaggressions are subtle and often Disengaged, underperforming ambiguous, victims may spend an undue amount of time pon- and feeling that they don’t dering, “Did this really happen?” This is classic “gaslighting,” a form of psychological manipulation in which the victim is belong, some victims of made to believe that “It’s all in my head.” microaggression ultimately While it is well documented that overt discrimination separate voluntarily or detrimentally affects mental and physical health, quality of life and the self-esteem of victims, microaggressions can also place involuntarily from the considerable psychological, emotional and physical stress on a organization. victim. Employees who fall into multiple, intersectional catego- ries (e.g., Black and gay) can be expected to experience even greater self-doubt in such situations. Studies have shown that people ultimately respond to microaggressions in one of two ways: engagement or disen- meets staunch resistance from the deputy chief of mission gagement. If they opt to engage, they may carry out direct or (DCM) when implementing a new departmentwide policy, indirect confrontation with the perpetrator, advocate on behalf forcing her to check and double-check to see if there are excep- of others and become active in public awareness initiatives. tions. The DCM finally relents when the white male manage- All too often, however, unsure of themselves and their place in ment counselor convinces him this actually is the new policy. an organization, victims or bystanders do the opposite: they Or, in another example, an RSO convenes a “core” Emergency disengage. They keep their heads down, avoid uncomfortable Action Committee (EAC) meeting, that excludes the Black situations, and withdraw emotionally and psychologically from community liaison office coordinator and the female economic the organization. section chief yet includes other white male noncore members. It is not surprising, then, that experiencing microaggres- sions can have a negative impact on job performance and pro- A Culture of Exclusion ductivity, for they are associated with a host of consequences: Microaggressions, especially microinvalidations and anxiety, depression, a feeling of helplessness or inadequacy, microinsults, within the workplace are easily overlooked, which loss of motivation, trouble sleeping, intrusive thoughts and enhances their perpetrators’ power to maintain dominance a decreased ability to focus. In many cases, alcohol abuse or and keep minority employees marginalized. Recent studies of other unhealthy behaviors can ensue. Disengaged, under- microaggressions aimed at the LGBTQ community provide a performing and feeling that they don’t belong—that they are framework for understanding the ways that social, cultural and abnormal, incompetent or not trusted—some victims of micro- ideological paradigms of normalcy are shaped by those with aggression ultimately separate voluntarily or involuntarily from power and define notions of what is “normal.” the organization. Experts suggest that microaggressions typically have three components: perpetration, context and response. Perpetration Toward a More Inclusive Culture refers to the type of microaggression and the relative power While individuals may suffer personally and professionally, differential between the perpetrator and target. Context refers ultimately it is the organization that pays the price for tolerat- to the setting in which the microaggression takes place, be it ing a noninclusive work environment. Fortunately, our foreign among friends or loved ones; in an institutional setting, such as affairs agencies have not been the exclusive domain for straight a university, a house of worship or the workplace; or in interac- “pale, male and Yale” employees for many years. And while tions with governmental bodies at any level. Perpetration and there is still a long way to go, our workforce increasingly reflects context are important, but it is the emotional, cognitive and the full diversity of America. However, our push to build on this behavioral response that is of most concern. progress will be for naught if we don’t do more to create a truly Sue and Spanierman’s research indicates that when sub- inclusive culture in which diversity—in all its forms—can take jected to microaggression, people engage in intense self- root and thrive. So, what can we do to build a more inclusive questioning, trying to figure out what is going on before settling culture?

42 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL As a first step, we need to make the “invisible” visible. As part of our diversity and inclusion training at FSI and in the Simply having the courage to field, we need to define and explain microaggressions, so that speak up and call someone out perpetrators, victims and bystanders can all recognize them when they happen. All too often, perpetrators, not believing directly can put a quick end to that they themselves harbor racist or homophobic views, carry offensive behavior. out microaggressions without realizing the damage they are doing. Unfortunately, they largely do this with impunity. As leaders, we need to become more self-aware and be prepared to challenge our own thoughts and perceptions before passing judgment on colleagues. up with an engagement plan, while the latter can help them Second, we need to encourage and empower victims and deal with the cognitive and emotional stress microaggressions bystanders to speak up and speak out. Simply having the cour- cause, to protect their physical and psychological health. age to speak up and call someone out directly can put a quick Finally, in the fight against microaggression, allies play a end to offensive behavior. vital role by calling perpetrators out when they witness them Third, we can support our employees by offering them and letting the perpetrators know that this behavior hurts the access to professional coaching and counseling resources. The Foreign Service. Working together, we can root out this scourge former can help employees crystalize their thoughts and come and create a climate in which diversity can thrive. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 43 FOCUS PERSPECTIVES ON DIVERSITY & INCLUSION

How the Transition Center Expands Inclusion

Described as a “hidden gem” by this FSO, FSI’s Transition Center has a range of tools and services that are vital in helping build a more agile, inclusive Department of State. BY MARYUM SAIFEE

hen I got my invitation letter Lahore and Cairo, amid two evacuations—had taken a toll. to join the Foreign Service The Foreign Service is an exhilarating career, but transitions just over a decade ago, New become rockier as we rise up the ranks. And for women of York was collapsing into the color like me, there is the added complexity of navigating systemic abyss of a financial crisis and racism and sexism, particularly when posted overseas where our my transition to Washington credibility and competency are routinely questioned because we was abrupt. I arrived feeling don’t look like “American” diplomats (read: white and male). overwhelmed and out of As Secretary Antony Blinken frames diversity as a national place. My A-100 orientation security imperative and a precondition to solving the complex class was large and relatively diverse. But when I look at who in challenges of the 21st century, the Foreign Service Institute’s Wmy cohort has decided to leave the Foreign Service, I see it has Transition Center could be the department’s best kept secret in been mostly women and people of color. The attrition in my class building this more agile and inclusive workforce. When I left a is emblematic of a larger picture portrayed in a recent Govern- two-year LWOP to join the Transition Center’s team, I didn’t know ment Accountability Office report citing deep-rooted racial dis- very much about it. Like many Foreign Service officers, I knew parities that go back decades. For example, the number of Black FSI/TC offered a retirement course. And I vaguely remembered women in the Foreign Service was at 2 percent in 2002. Fifteen a resource center at FSI with blue boxes full of content to prepare years later, in 2017, the number had only risen to 3 percent. for overseas assignments—but that was it. I would have become another data point in the GAO’s map- ping of our diversity exodus had it not been for a more flexible Cultivating Life Skills as a Tool for Retention leave without pay (LWOP) policy that gave breathing space to Since joining FSI/TC earlier this year, I’ve discovered that the State Department employees needing to push pause for a variety center is a hidden gem that hosts a broad range of programming of life reasons. My previous overseas tours—Baghdad, Erbil, that is fundamental to answering the Secretary’s call for retain- ing a diverse workforce. The Training Division’s Life Skills Unit Maryum Saifee is a career Foreign Service officer. equips the foreign affairs community with literacy on critical life Prior to joining the Foreign Service more than a skills ranging from personal finances and tax considerations in a decade ago, she was a Peace Corps volunteer in Jordan. foreign affairs context to employment opportunities for eligible Recently, she served as a task lead on the Truman family members, regulations and allowances when it comes to Center report, “Transforming the State Department: eldercare and parental leave, and so much more. Pathways to a More Just, Equitable, and Innovative Institution.” FSI/TC and the courses it offers are a reminder that Foreign The views in this article are the author’s and do not necessarily Service and Civil Service professionals are more than worker bees represent those of the State Department or U.S. government. churning policy, issuing visas or running operations at post: They

44 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL are also multidimensional humans facing a host of life challenges, made all the more complex with transnational moves and caring for (and sometimes grieving the loss of) loved ones scattered across the world during a global shutdown.

Managing Expectations to Promote Agility To help members of the foreign affairs community mentally prepare for an onward assignment, the Overseas Briefing Center has now migrated to a fully virtual “Post Info To Go” platform, with information that caters to the needs of diverse Foreign

Service communities. Creating accessible, updated information ANDONOVSKI STATE/VEDRAN OF DEPARTMENT U.S. from diverse lived experiences is essential to managing expecta- (Above) The Transition tions and fostering resilience. To ensure that content resonates Center, located in with all members of the foreign affairs community, OBC regularly Building E at the National Foreign Affairs solicits feedback from underrepresented groups. For example, the Training Center campus OBC team collaborated with the Bureau of Global Talent Man- in Arlington, Virginia, agement and the Disability Action Group, an employee resource is a vital part of group, to create a survey on accessibility options available within the Foreign Service Institute. host nations. Elsewhere, OBC revamped the questions on its (Left) Laura Miller, the general survey to be more accommodating of singles. In a time of Transition Center’s pandemic when post realities are changing by the day, Post Info division director of To Go’s digital platform lends itself well to continually updating training, teleworking. content to be timely, relevant and inclusive. (Below) Overseas Briefing Center Resource Specialist Investing in Institutional Resilience Maureen Johnston and A more recent addition to the FSI/TC family is the Center Haris Kalajdzic, then a program assistant at of Excellence in Foreign Affairs Resilience. CEFAR leads on- the Transition Center. demand resilience programming for domestic offices and posts U.S. DEPARTMENT OF STATE/LAURA MILLER around the world. During the pandemic, CEFAR has reached more than 20,000 members of the international affairs com- munity with webinars and customized trainings for offices and bureaus seeking to strengthen teams and boost performance. I took part in CEFAR’s four-part listening series on resilience cus- tomized for singles earlier this year. Resilience itself is a loaded term, so I approached the workshops with a bit of skepticism. As a woman of color, I’m often told to be more resilient in the face of institutional shortcomings and systemic failures. These sessions were different. They focused on framing resilience (which includes cultivating a growth mindset, as well as fostering well-being) in both the institutional and individual contexts. After mining more than 1,000 comments from partici- SI/PA pants, CEFAR integrated the data into user-friendly infograph- ​ F ics customized for the foreign affairs community. This included actionable tips for managers and the broader community to build a more singles-inclusive environment, as well as resilience resources for singles themselves. Follow-up also included a U.S. DEPARTMENT OF STATE/ OF DEPARTMENT U.S.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 45 multibureau working group to discuss structural interventions, policy reform and ways to bring about sustainable culture change. For me, this series presented a useful model that could be piloted and potentially applied to other underrepresented groups, par- ticularly those with high attrition.

Leveraging a Digital Transformation to Democratize Access to Knowledge Over the last year, FSI rapidly transitioned almost entirely to virtual offerings. FSI/TC, particularly the Life Skills Unit, was already using digital courses before the pandemic, and we were able to innovate further by exposing students to new digital tools like Slido and Mural, as well as making available a compilation of recorded webinars. While there is no substitute for in-person interaction, and some courses will likely revert to meeting in person when it is again safe, the ability to offer courses in a digital format and make slides, toolkits and archived recordings available to participants helps democratize access to this vital knowledge for State Department employees, their families and the broader foreign affairs community. Because of the courses I have been exposed to at the Transition Center as both an instructor and participant, I feel more equipped to handle some of the upheaval and uncertainty embedded in a Foreign Service career. Uprooting every few years, serving in com- pounds like Baghdad or Lahore where you are perpetually on high alert, or missing life milestones (weddings, reunions, funerals and so forth) can feel isolating and stressful. For example, had I taken the Regulations, Allowance, and Finances seminar—a course that went into exceptional detail on how to navigate an evacuation— earlier in my career, my two evacuations out of Egypt, in 2011 and again in 2013, would have been much smoother. As Foreign Service officers, we are hardwired to put our per- sonal lives on the back burner to serve the broader mission. How- ever, this isn’t sustainable and ultimately leads to burnout. This is all the more acute for marginalized groups grappling with larger, systemic inequities. Secretary Blinken noted in recent remarks welcoming the State Department’s first-ever chief diversity and inclusion officer, Ambassador Gina Abercrombie-Winstanley, that diversity work “is not just the work of the CDIO—or any other individual with ‘diversity’ and ‘inclusion’ in their title. … It is the job of every single member of this department.” FSI’s Transition Center touches every stage of one’s career life cycle and has the potential to not only lay the foundation for a more agile and inclusive workforce, but also create an enabling ecosystem where all employees can thrive, sustain their well- being and realize their full potential. n

46 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL FEATURE

A Proposal for Professional Diplomatic Education and Outreach to America

hree forces are creating a perfect storm right now, exposing the need for gener- ational reform at the State Department. First, the belief that the Foreign Service should pursue professional education for its officers during their This timely project careers is widespread, considered long proposal offers overdue by many. a single solution to Second, the State Department has achieving several long endeavored to build its domestic constituency, reaching out Tto the American people to better explain why and how its work is top-priority goals. relevant to them. BY JOEL EHRENDREICH Third, subnational diplomacy (also known as city and state diplomacy) is playing an increasingly significant role in for- eign policy. Subnational diplomacy can be a key contributor to the new administration’s vision, as articulated in the Interim National Security Strategy Guidance, for a “foreign policy for the middle class.” We need to recognize what is at stake, and seize the moment to, as Secretary of State Antony Blinken said at his confirmation

Joel Ehrendreich is a Senior Foreign Service officer currently working in the Bureau of Legislative Affairs. He previously worked as the foreign policy adviser (POLAD) to the Commandant of the Marine Corps, and on various assignments in the State Department bureaus of East Asian and Pacific Affairs, South and Central Asian Affairs and African Affairs. In 2011, he won AFSA’s William R. Rivkin Award for Constructive Dissent. He is a member of the FSJ Editorial Board.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 47 For the State Department to win in the years ahead, its leaders need to learn more than languages and writing skills; we need a culture of learning. hearing, “modernize and rebuild, so our team around the world from the field to obtain at least one master’s-level degree. To give has the tools and the support they need to get the job done.” This just one example, the Marine Corps—which numbers 186,000 proposal, “State U,” offers a single solution that would go a long in all—has approximately 16,500 officer and enlisted students way toward achieving those goals. involved in resident programs (515 of which are one-year pro- Specifically, during their midlevel years, Foreign Service grams) and 85,000 students involved in distance learning. officers should be required to complete one year of graduate The State Department does an excellent job of providing or post-graduate education in the field of international affairs entry-level orientation, language training, area studies and or a similarly relevant discipline. The immediate benefits are deputy chief of mission/ambassadorial training; but when it multifaceted. Such training provides a better educated workforce comes to broader development of foreign affairs knowledge, as the competition for influence around the world intensifies; generally speaking, we’re left to pick it up while on the job. For strengthens the Secretary as the provider of the State Depart- the State Department to win in the years ahead, its leaders need ment’s combined wisdom to the president, Congress and foreign to learn more than languages and writing skills; we need a cul- leaders; builds leadership; prepares officers for the next level ture of learning. of responsibilities; develops critical and strategic thinking; and According to the 2017 study, “Developing Diplomats: Com- enhances diplomatic skills. paring Form and Culture Across Diplomatic Services,” Chinese Ideally, FSOs would spread out to universities around the diplomats are only eligible for promotion after earning credits country, benefiting from the perspectives they can gain from from short-term and long-term training courses; it is a system outside the Beltway. Geographic diversity would then provide that encourages a culture of continuous improvement within the means to address the second and third issues: building the diplomatic service. A unique feature of their professional State’s domestic constituency and engaging in subnational development is that approximately 140 officers are sent to major diplomacy. Officers assigned across the country would have national and international universities annually to complete a the opportunity to conduct hometown diplomacy, interacting full year of graduate-level academic study. Chinese Ambassador with state and local governments, schools, business groups, and to Washington Cui Tiankai received a postgraduate degree from think-tanks, serving as a point of contact for local communities. Johns Hopkins University’s School of Advanced International Studies. We Need Professional Diplomatic Education Indian and Brazilian diplomats, in addition to rigorous in- For the same reasons that the U.S. military emphasizes career training, spend time in their countries’ various states to professional military education (PME) as an integral part of its experience the diversity of their own country and share their officers’ career paths, the State Department should implement experiences with constituents, the same study found. While we “professional diplomatic education” (PDE) for its officer cadre. certainly don’t need to mimic the practices of any other country, Since the end of World War II, the military has used PME as an it is apparent that our competition is pulling ahead of us in terms important part in the career development of its officers and, to a of formal professional development of their diplomats. lesser extent, its enlisted personnel. As military representatives explained at a U.S. House of Rep- Outreach to the American Public resentatives hearing in July 2009, the goals of PME are “to con- At the same time, the lack of a recognizable domestic constit- tribute to the preparation of our military officers as they progress uency harms the Department of State, both in building support through their careers for leadership at the tactical, operational for policies and in the battle for resources from Congress. When and strategic levels.” Senior military officers are expected to have Americans don’t understand what we’re doing—or how it affects spent more than three years enrolled in professional education them—they are less likely to support our policies and budget over the course of their careers, and usually are given time away requests for their taxpayer dollars. Stereotypes of diplomats as

48 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL It is apparent that our competition is pulling ahead of us in terms of formal professional development of their diplomats.

elitists spending taxpayer dollars overseas while problems at be sure, State runs numerous subnational programs—from law home remain unresolved go unchallenged. enforcement exchanges and training for foreign police to immi- State does have a few programs in place to address the grant immersion programs and local consultations over water domestic constituency deficit. The Diplomats in Residence rights issues along our borders. But overall, our subnational program sends some 20 senior officers to faculties at American engagement is ad hoc and rarely coordinated in any way with universities. Our Hometown Diplomats program tasks a small our strategic foreign policy goals. number of officers each year to make limited outreach in their In fact, this discrepancy between our cities and states desir- local communities. ing more inclusion in foreign policy and the lack of a mechanism What we need, however, is a calculated, strategic approach to do so has already caught the attention of Congress. At the at a scale that is large enough to have a lasting impact. This pro- time of this writing, Senator Chris Murphy (D-Conn.) and others posal envisions posting hundreds of FSOs around the country were preparing to reintroduce a bill that would require State to for professional education every year. Building off the Diplomats create an Office of Subnational Diplomacy. The bill states: “It is in Residence and Hometown Diplomats programs, we should the sense of Congress that it is in the interest of the United States require our State U students to not only speak to faculties and to promote subnational engagements, align such engagements other interested classes at the universities they’re attending, but with national foreign policy objectives, and leverage federal also reach out to other universities in the area, or high schools, resources to enhance the impact of such engagements.” governors and mayors, businesses and business clubs, think- Led by an ambassador-at-large, this office would, among tanks, the media and other interested groups. other things, advise the Secretary on subnational issues, help Repeated annually, across the country, we will exponentially mayors and governors engage with their foreign counterparts, increase our domestic outreach, making contact with sections coordinate with the interagency and promote U.S. foreign policy of the public we’ve never reached before. The State Depart- goals through support for subnational engagements. The bill ment would no longer be a stranger to those on Main Street. The has received widespread support, including from the Council converse is also true: Main Street would become a greater part on Foreign Relations, the Truman Center, the German Marshall of who we are. We will gain a greater understanding of what our Fund, the American Academy of Diplomacy and the U.S. Confer- foreign policy means to Americans outside Washington circles, ence of Mayors. and what Americans want their diplomats to be doing for them. How the Program Could Work The Need for Subnational Diplomacy The program could be implemented as follows, perhaps start- American cities and states are becoming increasingly active ing with a pilot program of smaller scale. Establish a procedure participants in global diplomacy. From transnational issues such to send up to X percent (the exact number would be determined as global warming and pandemic response to terrorism (both by human resources needs) of midlevel Foreign Service officers international and domestic) and economic development, local annually to master’s, Ph.D. or faculty programs. Participants institutions are seeking to engage more than ever before with the with a bachelor’s degree, or a master’s degree in a program not State Department and international partners. Although foreign related to international affairs, would attend one-year master’s policy is the domain of the federal government, the active and degree programs in international affairs or a related field. growing involvement of American cities and states should be Participants with master’s degrees in international affairs or welcomed and encouraged. The logic is circular, but in a good a related field could pursue further master’s credits in another way: The department must enlist cities and states to better related field (such as management or public administration), advance American interests overseas and, in turn, achieve a begin a doctoral program (if State regulations allow) or serve foreign policy that benefits the middle class back home. on the faculty of a university international affairs or related Currently, however, we do not have a mechanism for this. To program (similar to or as part of the Diplomats in Residence

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 49 At the same time, the lack of a recognizable domestic constituency harms the Department of State, both in building support for policies and in the battle for resources from Congress. program). Participants with a Ph.D. could pursue further doc- specific language that would authorize “no fewer than 30 toral credits or serve on the faculty of a university international total Foreign Service officers and members of the Civil Ser- affairs or related program. Waivers could be given to those vice each year to [be assigned to] state, county and municipal officers for whom further professional education is deemed of governments”—a signal that congressional support for dispatch- little benefit. ing State officials domestically may be ripe. Participants could attend one of the universities State is In addition to cost, one important issue to address would be already associated with (through the Diplomats in Residence how to adapt the department’s promotion practices to affirm the program), one of the existing security studies programs at a value of professional diplomatic education. The employee evalu- Defense Department facility, or write a justification to attend ation report (EER) should be amended to account for the dif- any accredited program in the United States. In fact, State ferent nature of such an assignment and include ways to assess should encourage participants to spread out across the country. performance during the year of State U. Those who excel at their Participants would be expected to perform public outreach and coursework, or perform exceptional outreach during the year, subnational diplomacy functions, in addition to successfully should be recognized by promotion panels in the same way any completing coursework. officer would be for exceptional work. If, like the Department of Participation in the program would be done through the nor- Defense, selection for this academic training is a strong indicator mal competitive bidding process. As successful completion of for future promotion to leadership ranks, and the State Depart- State U would be a requirement for entry into the Senior Foreign ment demonstrates it values the program year as much as other Service, the department would choose bidders who demonstrate assignments, buy-in should be wide and quick. the potential to serve in the senior ranks; low-ranking officers State does not have to reinvent the wheel to establish such a would likely not get their bids for these assignments. program. State could consult with DOD, where, as mentioned, there is a long tradition of professional education and well- Costs and Other Considerations established management practices. There shouldn’t be any The cost of implementing such a program would essentially unforeseeable devil in the details. entail tuition/books, domestic travel and personnel hiring to cre- ate a “training float.” As all officers would be assigned domesti- Modernize and Rebuild cally, there would be no requirement for per diem or housing. So, what’s the goal? To build a workforce that—on both the Because funds would have to be appropriated by Congress, individual and institutional levels—is able to think strategically it might seem easy to dismiss the concept as impossible given about America’s foreign policy, in touch with the American pub- financial constraints. However, with a new administration able lic, for the purpose of optimizing America’s diplomacy. to set new priorities, such a program might not be as unattain- How will it be measured? Within 10 years, 100 percent of able as one would imagine. Recently, members of Congress have career Senior FSOs have graduate level degrees in foreign affairs expressed interest in providing State with the budget it needs or a related field. Contact between Foreign Services officers and to stay ahead of today’s competition. In mid-March, a group of the American public is 300 times greater than current baselines. progressive House and Senate Democrats announced a proposal And outreach to American companies domestically increases by that called for nearly $13 billion in new money in the coming 500 percent compared to current baselines. foreign affairs budget cycle. This included money to boost the The bottom line is that professional education is just one part, diplomatic corps, and explicitly noted that members “are calling albeit a critical part, of greater reforms the State Department for the hiring of 1,200 more diplomats for the State Department needs to make. This project could be the most visible example in fiscal 2022 at a cost of $480 million.” from the incoming administration of its investment in its people, Further, the Murphy subnational bill cited above includes an enduring legacy that transforms our diplomacy. n

50 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL AFSA NEWS THE OFFICIAL RECORD OF THE AMERICAN FOREIGN SERVICE ASSOCIATIONAFSA NEWS

Foreign Service Day Remembrances and Activities CALENDAR Please check www.afsa.org for the most up-to-date information. All events are subject to cancellation or rescheduling.

July 5 Independence Day: AFSA offices closed

July 15 New AFSA Governing Board takes office

July 15 1 p.m. Diplomats at Work— STATE DEPARTMENT STATE DEPARTMENT STATE Working in the Arctic Secretary of State Antony Blinken (left) and AFSA State Vice President Tom Yazdgerdi deliver remarks during the AFSA Memorial Ceremony on Foreign Service Day, May 7, in front of the memorial plaques in the State Department’s July 21 C Street lobby. 12-2 p.m. First meeting of the In a somber Foreign Service Because of the pandemic, a chance for retired Foreign 2021-2023 Governing Board Day memorial ceremony on Foreign Service Day, along and Civil Service members to May 7, Secretary of State with AFSA’s day of program- come back, to see old friends, August 18 12-2 p.m. Antony Blinken and AFSA ming on May 6, were virtual to get briefed on some of the AFSA Governing State Vice President Tom Yaz- this year. leading issues of the day. Board Meeting dgerdi unveiled the names of “Even during a pandemic, “It’s a chance for us to Foreign Service colleagues this is a special day,” Sec- honor outstanding public August 27 Deadline: Nominations for added to the AFSA memorial retary Blinken said in a live servants who have made Sinclaire Language Awards plaques in the State Depart- feed on the State Depart- remarkable contributions to ment’s C Street lobby this ment’s YouTube page (see the United States. And it’s a September 6 year, honoring those who bit.ly/blinken-afsa-plaques). moment to remember with Labor Day: died in the line of duty. “It’s our homecoming. It’s gratitude those who gave AFSA offices closed their lives in service of Ameri- can diplomacy.” AFSA SOFT REOPENING He added that he looks in 1965 to honor the service Erin Nicholson, chair of the forward to the day when the and sacrifice of our Foreign AFSA Committee on Elections, C Street lobby can be full Service and Foreign Service certifies the results of the 2021- of people again for Foreign family members,” Yazdgerdi 2023 Governing Board vote on June 10 at AFSA headquarters Service Day. said in his introductory in Washington, D.C. While not remarks. “But even before yet reopened for public events, Honoring Service that, for more than 80 years, AFSA has had a “soft reopening” on June 1 after nearly 15 months and Sacrifice AFSA has had the privilege of of closure and full telework. We “The original Foreign honoring the now 320 fallen look forward to welcoming our Service Day was first cel- colleagues whose names are members back to the building in ebrated by AFSA, DACOR inscribed on these walls.” AFSA/ÁSGEIR SIGFÚSSON AFSA/ÁSGEIR the coming months. and the Department of State Continued on page 54

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 51 n

STATE VP VOICE | BY TOM YAZDGERDI AFSA NEWS

Contact: [email protected] | (202) 647-8160

Should the Foreign Service Act of 1980 Be Overhauled?

Much has been said in noncareer chief of mission taining our ability to retire at unfair and opaque? Should recent months by think- appointments; establish a 15 50 with a full pension after the mandatory retirement tanks and influencers about percent increase in staffing 20 years of service. age be increased to 67, in the need to overhaul the to create a training float, Both reports cited above line with the age at which Foreign Service Act of 1980, like the military; require that note the potential dangers you receive full Social Secu- at a time when so many of us high-level positions, includ- in opening this Pandora’s rity benefits? are focused on diversity and ing the under secretary box, with the Harvard report State Dept Authoriza- inclusion and new ideas on for political affairs and 75 opposing any new legislation tion Bill. What gives me performance evaluation and percent of assistant secre- that would not retain “what some hope that the atmo- assignments at State. tary–level positions be filled is right” about the current sphere may be improving That landmark piece of by career professionals; and act. for a Foreign Service Act legislation laid the founda- create a ROTC-like program On the other hand, overhaul is the May 18 tions for the modern Foreign for underrepresented col- there is much to be said bipartisan passage in the Service. It created the Senior lege students interested in a about updating an act that House of Representatives of Foreign Service, strength- career in the Foreign Service, was passed when people the first State Department ened the up-or-out system, among other initiatives. still used typewriters. At this authorization bill in nearly added new benefits and The CFR report is less sensitive moment in our two decades. allowances such as danger specific but argues that nation’s history concerning The bill contains a num- pay, set parameters for it would make sense to social equity and the Ameri- ber of important provisions. grievances, and authorized codify reforms to make the can workplace—spurred on For example, it authorizes a single worldwide bargain- department less subject to by the George Floyd murder a paid student internship ing unit, with AFSA as the the vagaries of a revisionist and the COVID-19 telework program and would reform exclusive representative. administration. revolution—we may not have the assignment restrictions In the four decades since AFSA’s Position. AFSA another such opportunity for appeals process. It also the act was passed, changes is considering whether it largescale change. requires the Secretary of in personnel policy at makes sense to call for an A new Foreign Service act State to submit to Congress State—from death gratuities overhaul of the Foreign Ser- may be the vehicle for AFSA, a strategy to establish a and reductions in force to vice Act. working with department “training float” to allow for requirements for entry into On one hand, the act was colleagues and employee up to 15 percent of depart- the SFS—have occurred by passed at a time of relatively affinity groups, to effect this ment Foreign and Civil Ser- amending this act, usu- greater bipartisan consen- change. vice employees to partici- ally via large appropriation sus in Congress (and in the Overarching questions pate in long-term training at bills such as the National country, for that matter), could be more directly any given time. Defense Authorization Act. especially with regard to the addressed, such as: What That said, as of this Is something more than that conduct of foreign policy. It can be done to improve writing, the bill has yet necessary now? was also a time of greater retention of underrepre- to be passed by the Sen- What Do Major Reform acceptance of the rights of sented and underprivileged ate. Through its excellent Reports Say? Two major federal labor unions, like FS members? Does the con- relations with members reports on State Department AFSA. ing system still make sense and staff in both houses, reform—from Harvard’s In the current atmo- for today’s Foreign Service? AFSA can attest that there Belfer Center and the Coun- sphere of hyperpartisan- Should the employee evalu- is bipartisan support to cil on Foreign Relations— ship, even with the current ation report be refocused improve funding for the argue in favor of amending pro-union administration, we so it’s not just a top-down department and tackle other the act. might not be able to retain assessment but includes the major issues. Specifically, the Belfer what I would call that high- input of peers and subor- Please let us know what Center report would man- water mark of accomplish- dinates? Why do many find you think at member@afsa. date a 10-percent limit on ment. That includes main- the assignments process so org. n

52 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL n

USAID VP VOICE | BY JASON SINGER AFSA NEWS

Contact: [email protected] | (202) 712-5267

USAID and Diversity, Equity and Inclusion

I am thrilled that this FSJ NGOs, universities, employee much to learn when it comes Career FSOs. For decades, edition is again focused on resource groups, Congress to how we can effectively USAID has lacked sufficient issues of diversity, equity and and others to support apply “equity” at USAID. numbers of career FSOs to inclusion (DEI). It’s a complex USAID’s own DEI efforts— The agency has never had a achieve its broad develop- issue that is too often either including accountability—so standardized, consistent FS ment mandate. In FY 2016, ignored or, perhaps even that challenges aren’t ignored recruitment process, nor do career FSOs made up nearly worse, addressed with strong or minimized. we (yet) maintain a roster of 20 percent of USAID’s rhetoric combined with one- Foreign Service Promo- cleared, qualified candidates workforce—not spectacular, off actions, only to fade from tion Boards. In 2020, the we can draw on to streamline but historically better than view. agency surprised AFSA and the hiring process. FY 2020’s 17.5 percent. In This time the conversa- many FSOs when it changed Instead, we’ve seen a addition to quantitative chal- tion feels different, and I from an all-volunteer to an all- series of hiring initiatives lenges, career FSOs have not welcome the agency’s new appointed model for Foreign and mechanisms that have as a rule been appointed to DEI Strategic Plan—though I Service promotion boards. brought in varying numbers senior leadership positions in wish AFSA had been invited Further, appointments are of people in disparate back- Washington as often as State to contribute. I’d like to flag a now made through a “random stops at varying ranks/steps. counterparts. This matters. few areas for thought—some selection process” from a To be clear: there are many Fortunately, President Joe a bit outside the “traditional” subset of eligible FSOs. dedicated (and underappre- Biden—on his second day in DEI realm—and I welcome AFSA has heard from ciated) colleagues working office no less—issued Execu- your feedback. members concerned that this hard to recruit, onboard, tive Order 14003, affirming: Data. USAID is fantastic at model would limit diversity orient, train and mentor new “It is the policy of the United providing accessible, fungible on many levels, particularly FSOs. States to protect, empower, and (pretty) clear data on our as it excludes all FS-2s from But the lack of strategic and rebuild the career federal projects. But we have very participation. AFSA put workforce planning and insti- workforce.” The question now little up-to-date, much less forward several ideas to bring tutionalized career hiring poli- is how Administrator Saman- transparent, usable or public some transparency to the cies yield too many variations tha Power and her team data on USAID’s workforce. agency’s processes, criteria on the situation where “FSO translate this presidential While respecting privacy and rationale. The agency did A” with a decade or more of policy at USAID. and security, USAID should not engage to our satis- experience is hired at an FS-6 I am heartened by—if publish employee data faction, and AFSA filed an one year, while “FSO B” with a little envious—of State’s including numbers by loca- implementation dispute with less experience starts as an elevation of career FSOs to tion, diversity, hiring mecha- the Foreign Service Grievance FS-5 the next year. senior leadership positions, nisms, backstops, promotion Board. These decisions affect many requiring Senate confir- trends, ranks and funding As that process proceeds, FSOs’ financial and profes- mation. Will USAID follow with streams and budget costs. we have tried to discuss the sional situations over entire FS assistant Administrators? Data alone won’t fix DEI 2021 board composition, careers, not to mention FS chief human capital offi- challenges, but it will help us but have been told that the imperil morale. Chances cer? FS director of acquisition better understand them. agency considers its bargain- are that FSOs hired at any and assistance? Better data will enable ing obligations fulfilled. grade end up working in Will the agency take the the agency to review current We are hopeful that the stretch positions for several steps needed to robustly recruitment, onboarding, agency will constructively tours, which complicates the empower and rebuild a retention and promotion engage to improve the 2022 situation further. We must career Foreign Service that programs and undertake boards, and particularly DEI do better to strengthen and is diverse, inclusive and rigorous DEI barrier analysis components, in a collabora- institutionalize the career equitable? If so, Administrator with commensurate actions tive and transparent manner. Foreign Service at USAID and Power will find no more willing to correct deficiencies. And it FSO Equity: Recruitment rationalize our approaches to and engaged partner than would empower employees, and Salary. I confess I have FS “talent management.” AFSA. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 53 AFSA NEWS

Foreign Service Day us to make the most of our Continued from page 51 time on this earth,” Yazdgerdi Yazdgerdi asked that added. everyone listening take a In May, AFSA completed a CAPTURE SCREEN CAPTURE SCREEN moment “to reflect and honor once-in-a-generation expan- Ambassador (ret.) Pete Romero, Ambassador (ret.) Deborah McCarthy, host of the American Diplomat host of the podcast The General and these individuals who lost sion of the memorial plaques, podcast, spoke with AFSA members the Ambassador, spoke with AFSA their lives while serving the adding 10 new or replaced during an AFSA Foreign Service Day members during an AFSA Foreign American people and defend- plaques to make space for webinar on May 6. Service Day webinar on May 6. ing our interests and values.” the names of fallen members Ambassador (ret.) Pete 48,500 tweet impressions on Sec. Blinken and Yazdgerdi of the Foreign Service. The Romero, host of the Ameri- Twitter for the week. both paid tribute to two For- expansion includes 69 newly can Diplomat podcast, and “I am #FSProud for 35 eign Service officers, Nathan identified historical names Ambassador (ret.) Debo- years serving the American Lane of State and Mark Mitch- to provide a chronologically rah McCarthy, host of The people in five countries and ell of USAID, who died in car coherent, dignified com- General and the Ambassador at the @StateDept. I worked accidents in 2019 and 2018, memoration of our fallen col- podcast, discussed the ways with colleagues in the #Nat- respectively. Lane, who joined leagues. (See the June 2021 podcasts can make a differ- Sec community from a dozen the State Department in 2000, Foreign Service Journal, p. 47. ) ence in communicating what agencies,” tweeted Ambas- died while on temporary duty the Foreign Service is, and sador (ret.) Greg Delawie. in Poland. Mitchell died in the AFSA Hosts Foreign what we do on behalf of the “Our employers were varied country of Georgia. Service Day Events American people. but our commitment to the In his tribute to Nathan On the day before Foreign And for those who might Constitution was the same. Lane, Yazdgerdi said that he Service Day, AFSA tradition- like to try podcasting them- @afsatweets #FSDay2021” knew Nathan personally, not- ally hosts a number of special selves, the ambassadors also “Today is Foreign Service ing that he was “beloved by programs for FS alumni. talked about how they craft Day,” tweeted Ambassador colleagues for his kindness, This year, on May 6, AFSA their presentations, identify (ret.) Bruce Berton. “I was generosity and infectious hosted two webinars: a look interesting guests and sim- proud to serve my country laughter. I will remember at AFSA’s work to promote plify complicated stories. for 32 years in ten countries Nathan as someone who had the interests of the Foreign AFSA members may view as one of America’s diplo- a deep desire to learn new Service on Capitol Hill, with recordings of these webinars mats. Foreign Service work things and make a difference.” AFSA Director of Congressio- at afsa.org/video. often goes unnoticed but is Lane also served in Mexico, nal Advocacy Kim Greenplate; vital to US national security. Russia, Belarus, Vietnam and and a discussion with two AFSA Social Media Proud of my colleagues Kenya. successful ambassador pod- Campaign still serving. #FSProud Mark Mitchell looked casters about how they do it. In connection with Foreign #FSDay2021.” to help others, teaching Greenplate discussed Service Day, AFSA’s outreach “For 22 years, #FSProud— parenting classes for inmates AFSA’s recent advocacy wins team launched a special a privilege & joy to serve as a through the Federal Bureau as well as AFSA’s goals for social media campaign. AFSA diplomat @StateDept rep- of Prisons and immersing the 117th Congress, includ- asked members to post resenting the US & working himself in USAID assign- ing, among others, promoting messages on Twitter and/or alongside other cultures, ments in Brazil, Djibouti, diversity, inclusion and equity Facebook during the week countries, traditions & creat- Afghanistan and Georgia. in the Foreign Service; restor- of May 3, expressing why ing a greater understanding Including his USAID work, ing the practice of appoint- they are #FSProud to be among our people #Diploma- he served the United States ing career Senior FSOs to members of the Foreign Ser- cyMatters #Diplomacy #For- for more than 25 years, as a high-level positions; extend- vice. AFSA asked that posters eignServiceDay #FSDay2021 captain in the Army’s intel- ing paid leave for medical and use the hashtags #FSProud @afsatweets,” tweeted FSO ligence branch, at the Bureau caregiving purposes to federal and #FSDay2021 and tag Chris Teal. of Prisons and at the Defense employees; and opposing @afsatweets on Twitter and Please keep helping us Intelligence Agency. legislation to reduce pensions @afsapage on Facebook). raise awareness by continu- “His spirit of adventure of retirees from the foreign AFSA members ing to use the #FSProud serves as a reminder for all of affairs agencies. responded, generating hashtag. n

54 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL AFSA NEWS

AFSA Retention Survey A Look at Why Some Consider Leaving the Service

In partnership with three Rangel Fellows (Constanza Castro, Caroline Kim and Mojib Ghaznawi) at Har- vard’s Kennedy School for Public Service, AFSA spon- sored a survey on retention, diversity, equity and inclu- sion in the Foreign Service. The survey, conducted last December and January by the fellows, was sent to all AFSA members via the Harvard survey platform Qualtrix. The survey’s aim was to identify the primary reasons why members would consider leaving the AFSA RETENTION SURVEY AFSA Foreign Service. Second- arily, the survey revealed More than two-thirds (68 percent) of active-duty respondents why members who had left reported that they would definitely or probably stay in the the Service before “normal” Foreign Service, while 952 respondents (32 percent) said they retirement chose to depart. With this information, we were seriously considering leaving and exploring their options. can pinpoint measures that government agencies and AFSA might take to ensure healthy Foreign Service retention. The retention survey asked whether members are considering leaving the For- eign Service, and why; what their recommendations are for how the Foreign Ser- vice agencies can improve retention; and the areas on which AFSA should focus its advocacy. It also contained demographic questions. Out of approximately 16,700 AFSA members, 3,338 responded to the

Continued on page 56 RETENTION SURVEY AFSA

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 55 AFSA NEWS

Retention Survey Continued from page 55 survey, a robust 20 percent response rate. More than two-thirds (68 percent) of the active-duty respondents reported that they would definitely or prob- ably stay in the Foreign Ser- vice, while 952 respondents (32 percent) said they were seriously considering leaving and exploring their options. The reasons people said they might leave—and why they think others might leave—varied depending on demographics. But in aggre- gate, the top five drivers center on family concerns, assignments, promotions, leadership and bias, in that

order. RETENTION SURVEY AFSA Black members and American Indian active-duty tion survey’s data appear to instead of the more perma- were asked to rank their members mentioned bias as confirm these differences. nent, structural issues identi- preferred AFSA advocacy the second-most important For specialists, family and fied by the majority of survey priorities, they chose assign- driver for why they thought promotions tied for top spot, respondents. Significantly, ments, promotions, family someone would leave the and assignments, leadership, for Black FS members who issues, bias and training as Foreign Service. Bias ranked opportunities and compen- were seriously considering their top issues. fourth for Hispanic members. sation followed. departure, bias was second. AFSA used the reten- For Foreign Service mem- When the subset of Lastly, when asked to tion survey’s results as well bers who had made the deci- respondents who were seri- choose the top advocacy as information obtained sion to leave and who had ously considering leaving priorities for Foreign Service through consultations with departed the Foreign Service (the 32 percent mentioned agencies in promoting affinity groups to formulate earlier than anticipated, fam- above) were asked why, Foreign Service retention, its recommendations on ily concerns were cited most they pointed to leadership, survey respondents wanted retention, diversity, equity frequently as the cause of assignments, promotions, to see the agencies pur- and inclusion (see article their departures. family concerns and bias as sue measures to make the on p. 57). We have shared We learned from the top reasons. For this group of assignment process fairer the recommendations with 2020 AFSA bias survey (see respondents, leadership was and more transparent, agency management and October 2020 FSJ, p. 68) the number-one reason in all better address the needs with AFSA supporters on that there are substantial demographic subsets. of Foreign Service families, Capitol Hill. differences among Foreign Note: We believe that the increase compensation, For those of you who Service members in various timing of the survey, coming accelerate the rate of pro- completed the survey, many demographic groups in how at the end of the last admin- motions, combat bias and thanks. For all our members, they have experienced or istration, could have skewed improve training and profes- please let us know your have not experienced bias in the reasons why this group sional opportunities. thoughts at member@afsa. the workplace. The reten- would choose leadership When all respondents org. n

56 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL AFSA NEWS

and increased fungibility AFSA Retention, Diversity, Equity and between agency positions Inclusion Recommendations (e.g., State economic FSOs working as Economic Growth USAID FSOs or Commerce In recent months, AFSA to support the initiatives of friendly work culture; and FSOs and vice versa). invited members to com- other groups better placed to realize a training float. A More Transparent and plete both a survey on bias in execute them. Creation of New Foreign Streamlined Assignments the workplace and a survey AFSA recommends that Service Specialties. Along System. Respondents to on retention in the Foreign the measures below be with a larger Service, AFSA the AFSA bias and retention Service. taken to arrest the problem recommends creation of new surveys point to the bidding Using the feedback we of declining retention and to categories of specialists in and assignments process received from these two restore and repair morale in fields needed to fill expertise as prone to bias and one of surveys and from an exten- the Foreign Service. gaps such as cybersecurity the leading reasons why FS sive round of consultations A Larger Foreign Service. and data science. We recom- members would seriously with employee affinity and AFSA recommends that mend that hiring for the skills consider leaving the Service. resource groups, AFSA has Foreign Service staffing be gaps recognize the need for AFSA recommends: identified a list of priority increased, that a combined specialized advanced degrees • the use of a central- advocacy items to promote total of up to 1,000 State and a high skill level, with ized, algorithmic preference improved retention, diversity, Department Foreign Service entry at classes FS-2 or FS-1. matching system; equity and inclusion in the officer and Foreign Service A More Flexible, Family- • the standardization of all U.S. Foreign Service. specialist positions be added, Friendly Foreign Service. aspects of the assignments We chose to focus on as well as 650 additional Family issues are paramount process, from interview ques- diversity, equity and inclusion USAID FSO positions. if retention is to be strength- tions to position descriptions; as retention issues because We understand some of ened. and a lack of attention to these the position growth would • Foreign affairs agencies • a much more trans- principles corrodes the be in support of capacities should adopt clear policies parent and independently integrity of the Foreign Ser- to address larger personnel in domestic and overseas reviewed assignment preclu- vice and, eventually, drives numbers. We recommend environments that permit sion (restriction) decision- individuals to leave prema- that the Foreign Service appropriate telework and making process. turely. This vicious cycle ends element at AFSA’s other remote work agreements A Less-Biased Employee up disrupting the lives of our constituent agencies—the and streamline the Domestic Evaluation Report and Foreign Service families, ulti- Department of Commerce, Employees Teleworking Over- Promotion Process. EERs, mately damaging the founda- Agriculture, the Animal and seas assignment process. the pace of promotions and tions of the institution. Plant Inspection Service and • Agencies should the promotion process reli- The composition of the the U.S. Agency for Global immediately authorize a ably appear as the top three list reflects AFSA’s unique Media—should also be modernization of the Foreign drivers of discontent in the strengths as a union and enlarged. Affairs Manual’s technology Foreign Service. In summer professional association. A larger Service would and security policy to better 2021, AFSA will negotiate The proposals stem from the mean the United States could support mobile/remote work, the core precepts with State responsibilities inherent in better meet 21st century and an improved technol- Department management. our role as the sole bargain- global diplomatic challenges. ogy and telework subsidy • AFSA will support transi- ing agent for the Foreign More positions would add for all employees to support tion of the current perfor- Service. As much as possible, to promotion opportunities blended work environments mance pay box on the EER we based our recommenda- at some grades and within and remote work. for the SFS to one focused on tions on existing data or larger specialties such as • Agencies should focus institution building, includ- made them contingent on Diplomatic Security and on more equitable treatment ing creating an institutional the results of ongoing pilot office management spe- of tandems in assignments; culture that values diversity projects. In some instances, cialist; increase diversity; permanent clearances for and inclusion. our advocacy will be used help achieve a more family- family member employees; Continued on page 60

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 57 AFSA NEWS

FOREIGN SERVICE RETIREE GROUPS BACK IN ACTION

After more than a yearlong hiatus due to the pandemic, several of the 16 state and regional Foreign Service retiree associations around the country have resumed operations or are planning to do so by the fall. NEWS BRIEF In May, 48 members of Foreign Affairs Retirees of Northern Virginia visited the Muse Vineyards in Virginia’s Shenandoah Valley owned by Ambassador (ret.) Sally Grooms Cowal and her husband, Robert Muse. Participants toured the grounds, sampled the award-winning wines and enjoyed lunch on the large outdoor patio. Two weeks later, 60 FARNOVA members attended the group’s first indoor luncheon since January 2020. Guest speaker Ambassador (ret.) Ronald Neumann, president of the American Academy of Diplomacy and a former U.S. ambas- sador to Afghanistan, updated attendees on the situation there. Retirees interested in joining one of these groups can find contact information at afsa.org/ retiree-associations. n

AFSA Governing Board Meeting, May 19, 2021

Foreign Service Journal: The Governing Board approved the FSJ Editorial Board proposal to offer AFSA members the opportunity to change their subscriptions to digital only and opt out of receiving physical copies of The Foreign Service Journal.

New Associate Member: The Governing Board approved the application of a new associate AFSA member. n

58 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL AFSA NEWS

Inside Diplomacy A Look at the Arctic Region with U.S. Coordinator James DeHart

U.S. Coordinator for the Arctic global average. As a result, he Journal inter- Counselor and Region James DeHart joined said, the Arctic will become viewed DeHart was appointed AFSA on May 26 for a virtual a busier place in the com- in its May 2021 U.S. Coordi- discussion of current issues in ing years. He expects to see edition, which nator for the Arctic diplomacy. AFSA Presi- more countries involved in focused on Arc- Arctic Region in STATE DEPARTMENT STATE dent Eric Rubin interviewed resource exploration, and tic diplomacy. U.S. Coordinator for the 2020. DeHart during the hourlong more tourism. DeHart is a Arctic Region James DeHart. Inside Diplo- event. DeHart also answered DeHart also said Russia career member macy is a new several questions from the and China are both show- of the Senior Foreign Service virtual series of discussions audience, which numbered ing great interest in the with 28 years of experience that explore current national nearly 200 people. Arctic, with Russia building as a U.S. diplomat. With security issues as they relate Climate change is having infrastructure and military significant experience in to foreign policy and the a major impact on the Arctic capability there, and China regional security, civilian- Foreign Service. region, DeHart said, adding acquiring mineral licenses to military cooperation and Members can view this that the Arctic is warming gain a foothold in the region. international negotiations, discussion at afsa.org/ three times faster than the The Foreign Service he holds the rank of Minister video. n

Book Notes Tecumseh and the Prophet

FSO (ret.) Peter But Cozzens, ent but no less impor- us under- Cozzens joined AFSA an international tant ways. Cozzens stand, should on April 22 to discuss award-winning takes us to the front be writ large his book, Tecumseh historian, shows us lines of the chaos and in the annals and the Prophet: The that while Tecum- violence that char- of America. Shawnee Brothers seh was a brilliant acterized the young Peter Coz- Who Defied a Nation diplomat and war American republic, zens is also (Knopf, 2020). This leader—admired when settlers spilled the author of Zoom event drew Peter Cozzens. by the same white across the Appalachians the bestsell- some 100 people. Americans he to bloody effect in their haste ing, award-winning The Earth Until the Americans killed opposed—it was Tenskwa- to exploit lands won from the Is Weeping: The Epic Story Tecumseh in 1813, the Shaw- tawa, called the “Shawnee British in the War of Inde- of the Indian Wars for the nee chief and his brother Ten- Prophet,” who created a doc- pendence, disregarding their American West (Vintage, skwatawa were the architects trine of religious and cultural rightful Indian owners. 2017). During his Foreign of the broadest pan-Indian revitalization that unified the Tecumseh and the Prophet Service career, Cozzens confederation in U.S. his- disparate tribes of the Old presents the untold story of received AFSA’s William R. tory. In previous accounts Northwest. the resistance to this threat Rivkin award for constructive of Tecumseh’s life, Tenskwa- Detailed research into that was organized by the dissent in 2002. tawa has been dismissed as Native American society and two most significant siblings AFSA members can view a a talentless charlatan and a customs reveals how both in Native American history, video of the book talk at afsa. drunk. men came to power in differ- whose names, Cozzens helps org/video. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 59 AFSA NEWS

Retention Recommendations sion in the State Department sory chain: Please agree or change. This would mean, at a Continued from page 57 found that minority FS officers disagree with the following minimum, a viable budget and • The AFSA bias survey were disadvantaged when statement(s) with regard to senior line authority. The CDIO asked respondents to list competing for promotion your supervisor, using a 1-5 should ensure that existing, the priority issues for AFSA from FS-4 to FS-3. The Perkins scale: “The employee models effective bureau programs are advocacy. The top one was Mentorship Program would be the behaviors described in not diminished in the creation gender-neutral, name-free open to all FS-4 and FS-3 offi- the department’s leadership of a common approach across EERs. AFSA should support cers, whether or not they are and management principles the department. their use if the results of Pickering or Rangel Fellows. as defined in 3 FAM 1214.” AFSA appreciates mem- the remaining years of the Leadership Account- Although the information bers’ thoughtful survey Meritorious Service Increase ability through 360s. AFSA is primarily to be used for answers, participation in pilot program point to clear recommends the use of a developmental purposes, if focus groups, and comments benefits from such a step. new 360 proposal, primarily there are repeated red flags, sent to us. They have been Targeted, Early Mentor- for professional development the information could be enlightening and extremely ship. AFSA endorses early of Foreign Service leaders. mentioned in the employee’s helpful in our effort to mentorship, such as the Twice a year, in October EER. recommend changes that Thursday Luncheon Group’s and March, ePerformance or Well-Resourced CDIO. will have a lasting, benefi- Perkins Mentorship pro- the non-State agency equiva- AFSA urges that the chief cial impact on the Foreign gram. The 2020 Government lent would ensure that the diversity and inclusion officer Service. Please continue to Accountability Office studies following question is posed to be well-resourced and staffed let us know your thoughts at on diversity, equity and inclu- employees in each supervi- adequately to bring about real [email protected]. n

60 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL AFSA TERM REPORT

2019-2021 AFSA Governing Board Term Report

We are pleased to present the term report for the 2019-2021 AFSA Governing Board. In 2019, we moved away from the separate printed annual report of past years, opting instead for a Governing Board term report covering the two years of the most recent board. This report gives a view of the activity and accom- plishments of our elected officers and vice presidents during their term, as well as highlighting the work of each AFSA department. –Ásgeir Sigfússon, Executive Director

President’s Message

s this board’s term comes to an end, we can of Congress and their staffs look back with satisfaction at important to make certain that our accomplishments, both in terms of achieving foreign affairs and foreign positive changes that benefited our members assistance accounts were and protecting the Foreign Service and our adequately funded, despite Amembers from threats and hostile challenges. the previous administra- Our largest successes in the difficult environment of tion’s attempts every year the Trump administration were defensive: we defended to gut them. After the and supported members who were forced to testify or November elections, we reached out to build relation- give depositions under subpoena in the first impeach- ships with the new committee chairs in the House of ment process against President Donald Trump, lobbied Representatives and the Senate, and with the congres- and negotiated to get the rules changed to allow us to sional leadership, to advocate for needed changes to our raise money to support their legal defense, and then foundational legislation and for urgent action on diversity, raised about $750,000 in direct donations to ensure that equality of benefits and protection from harm. not a single AFSA member was out of pocket a single We worked rapidly to establish close ties to the new penny for legal expenses related to impeachment. We Biden administration after the inauguration, promoting also publicly defended our members’ courage in service AFSA’s priority goals and objectives and seeking to be to the Constitution. a partner on efforts to make progress on diversity and Then came COVID-19, and much of the final year of inclusion, professional education and training, and reform our term was devoted to pushing for additional informa- of parts of our Foreign Service career path. We began tion and transparency on vaccinations, health resources, the campaign to press for a significant expansion of the authorized and ordered departure, and equity in the Foreign Service in all agencies, a goal that appears to be vaccine rollout process. We are relieved that we finished within reach this year. this board term with every AFSA member, as well as every Despite the shutdown of AFSA offices for nearly a year American family member overseas and all of our Foreign and a half due to the pandemic, we maintained member Service National employees overseas, having had access services and outreach at their prepandemic levels, and to one of the approved vaccines leveraged the new technologies of telework and virtual We did not just play defense, however. Throughout the public platforms to ensure that we kept our members past two years, we have worked intensively with members engaged and informed.

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AFSA sought to broaden its ties with the employee in getting our message out during the pandemic. affinity groups at State and USAID, as well as with Our member services have not flagged during the important outside organizations such as the American shutdown, and we have managed to ramp up represen- Academy of Diplomacy, the Council of American Ambas- tation of our members on matters large and small. The sadors, the Association of Black American Ambassadors, Foreign Service Journal has kept up an impressive pace DACOR, the National Museum of American Diplomacy during the pandemic shutdown, with more content for and the Association for Diplomatic Studies and Training. our members and more advertising to pay for it. In unity there is strength, and as a result of our outreach AFSA’s current governing board will step down in July efforts we are now able to more closely coordinate with with gratitude to our members for their ideas and sup- all of these groups and organizations. port and with a determination to hand over our list of pri- AFSA also maintained a high public profile, with orities to the next board with evidence of clear progress numerous interviews, television appearances and social on most of them. media outreach. This has proven to be of enormous help –Eric Rubin, AFSA President

Executive Director’s Report

t is no exaggeration to say that the term of AFSA’s We met virtually with members at individual posts when 2019-2021 Governing Board was unlike any other. On they had questions and concerns they wanted to raise March 16, 2020, AFSA closed its offices and directed with us. One panel we held with the State Department staff to telework out of an abundance of caution due Bureau of Medical Services to discuss vaccine distribu- to COVID-19. Little did we know that our proposed two- tion had more than 950 in attendance, and questions Iweek telework pause would eventually become more than came in from nearly every continent—something we 14 months before we could never could have accom- attempt a safe “soft” reopen- During the pandemic plished at our physical ing in early June 2021. we discovered that virtual headquarters. While it has been a chal- There were challenges, lenging time for AFSA staff events had certain advantages of course. We all missed the and the organization, I am we had not previously considered, helpful in-person interaction pleased to report that we were which brought unexpected gains. we are so used to in the office able to make this transition to environment. Ongoing issues telework quickly and (mostly) with the U.S. Postal Service smoothly. Our staff adapted to the Zoom and Microsoft made delivery of some invoices and dues payments Teams environments, and mastered the screen share and slow and unreliable. Our ability to enroll new members the virtual conversation environment. We became ever was somewhat affected by the virtual environment. We more adept at telling our colleagues “erm, you’re muted.” are glad to be back in person, if in a limited capacity for Most importantly, the work of the association contin- now, so that we can work on fixing those problems and ued almost entirely uninterrupted. The only AFSA service continue serving our members. that was completely paused during COVID was in-person I have been very encouraged by the members of the events. Everything else carried on as scheduled, as you 2019-2021 Governing Board and their willingness to will see in the rest of this report. entertain and agree to new ideas for the organization. During the pandemic we discovered that virtual events These have ranged from investments in new technology, had certain advantages we had not previously consid- to a friendlier employee evaluation process, as well as ered, which brought unexpected gains. We were able to increased telework options and the formal introduction of reach more members in more parts of the world than we diversity, equity and inclusion principles in AFSA’s hiring had ever done previously. We conducted two rounds of practices and internal policies. While our members may global town halls to talk with our members near and far. not see this work on a daily basis, all of it is important for

62 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL AFSA TERM REPORT

AFSA to have the ability to attract and retain the top-level talent we know our members expect us to employ. As this term report is published, the AFSA staff is settling into our “soft” summer opening before we do our best to return to pre-COVID normalcy after Labor Day. The working world will be different at AFSA, as it will be most everywhere else. We are looking forward to the new management and organi- zational challenges posed by that new reality. There is a lot of opportunity to advance new policies and ways of doing business, and we intend to take advan- tage of it. AFSA will look different as an organization but our priorities remain the same: Taking care of our members and Members of the 2019-2021 AFSA Governing Board at AFSA headquarters on July 15, 2019. From left: Steve Herman, Kristin Michelle Roberts, Jason Singer, Virginia Bennett, Joshua being good stewards of the association’s Archibald, Eric Rubin, John Naland, Jay Carreiro, Ken Kero-Mentz, Mary Daly, Tamir Waser resources, whether human or capital. and Tom Yazdgerdi.

Finance

he most significant financial development is to educate the American public about the role of the during this board’s tenure was a one-time Foreign Service—stands at $420,000. membership dues increase that took effect AFSA had gone through major restructuring from on Dec. 31, 2020—in addition to the annual 2016 to 2019 as we worked rigorously to find efficiencies consumer price index increase. The dues in operations. This board approved prudent spending Tincrease has generated enough income to expand reductions in 2020 and 2021. Recognizing that we will AFSA’s labor management, membership and advocacy need sufficient resources to meet the challenges facing teams. the Foreign Service, we will continue the effort to create Despite the volatility experienced globally and in the more efficient operations in the years ahead. markets in 2020—largely due to the pandemic—AFSA In late 2019, the publications team brought on a new was in excellent financial health at year end (and con- advertising and circulation business development man- tinues to be), with the operating reserve fund still at ager to take on the advertising portfolio after 16 months $4.3 million. Some modest savings were realized from without that position at AFSA. During this board’s term, curtailed operational activities due to the pandemic. advertising revenue has climbed back up in spite of the Investment gains were robust, appreciating 12.6 percent pandemic and a struggling economy. Annual ad sales net of all investment-related expenses. grew by almost 50 percent from 2019 to 2020, and the The AFSA scholarship fund, founded in 1924 to help upward trend was strong in 2021. Foreign Service children pay for college, has grown sub- With the strong support of AFSA membership, we stantially and by the end of 2020 stood at $11.8 million. In were able to sustain a professional staff of 34 and a 2020 the fund awarded $217,000 in need-based financial planned $5.2 million operating budget for calendar year aid and $123,000 in merit scholarships. At this point, the 2019. We continue to maintain AFSA assets, the build- fund is self-sustaining. ing and equipment with attention to repairs and prompt The Fund for American Diplomacy—whose mission maintenance.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 63 AFSA TERM REPORT

Labor Management

he 10 staff members of the AFSA Labor Management Office provide support to the vice presidents and representatives of the six foreign affairs agencies, as well as to our approximately 16,700 members, on a wide Trange of issues relating to conditions of employment for Labor Management received 3,200 requests from AFSA members members of the Foreign Service. during the 2019-2021 Governing Board term. Since the onset of the pandemic, LM has advocated with the department collectively and individually to ensure our members felt safe and secure. We have resolved inquiries relating to global authorized depar- ture, quarantining, telework, Foreign Affairs Counter Threat training and vaccine distribution, including for those moving to a new assignment (PCSing). One of LM’s proudest moments occurred even before the pandemic struck: During the winter of 2019- 2020, we supported members called to testify before Congress in connection with the first impeachment of President Trump. Under highly politicized circum- stances, LM secured the department’s agreement to partially reimburse the legal fees of these members, Labor Management assisted AFSA members with approximately negotiated with law firms to provide lower-cost or even 1,200 individual cases during the 2019-2021 Governing Board term. pro bono service, and made certain that any remaining costs were borne by AFSA’s Legal Defense Fund. Not one member called to testify had to pay one cent from their cases. Shown at the top are the top 10 types of LM own pocket. requests received during this period. From July 2019 to May 2021, the LM staff responded As of this writing, the number of open/abeyance indi- to approximately 3,200 requests for assistance and vidual LM cases by constituency is as follows: State, 744; helped members with approximately 1,200 individual USAID, 44; FCS, 13; APHIS, 3; USAGM, 3; FAS, 2.

Advocacy on the Hill

ongressional advocacy continues to be sular Affairs funding. AFSA continues to advocate to fill listed as a top AFSA membership benefit in the CA funding gap so long as worldwide travel remains surveys, and the need for strong, focused reduced. advocacy on the Hill was underscored by Congressional advocacy also focused on pushing for the pandemic during the 2019-2021 AFSA prompt Senate confirmation of nominees and, espe- CGoverning Board. cially, Foreign Service promotion lists during the board’s AFSA advocacy helped successfully ward off pro- term. This was an ongoing membership concern in 2020 posed cuts to the international affairs budget four years and into the 117th Congress this year. in a row, garnering bipartisan support in Congress AFSA continued its advocacy for creating a field- for diplomacy and development funding. Emergency forward Foreign Service and was able to maintain previ- funding due to the pandemic—totaling more than $17 ously gained funding increases for that purpose over two billion—was partially directed to help fill the gap in Con- fiscal years (2020-2021). AFSA successfully inserted

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language into the FY 2021 final appropriations package Service—reducing the residency requirement to just on the need for an increased presence abroad and more 90 days from one year. With this progress, AFSA is now midlevel FS positions overseas. pushing for in-state tuition parity with the military at the In late 2019, AFSA supported passage of paid parental federal level via Congress. leave for up to 12 weeks for federal employees and saw Through the FY 2021 National Defense Authorization this implemented in 2020. When competing for talent Act, AFSA was able to expand healthcare benefits for the with the private sector, policy changes like this aid in “unexplained health incidents” cohort in other foreign retention and boost morale. Proper implementation of affairs agencies beyond the State Department. paid parental leave for the Foreign Service remains a For the 117th Congress, which began in January 2021, concern, as AFSA looks to expand paid leave to medical the AFSA Governing Board voted to focus on three broad and caregiving purposes as well. categories of policy priorities: the health of the Foreign AFSA also worked with the state of Virginia to create Service as an institution, morale and retention, and parity an in-state tuition residency exemption for the Foreign with the military and other federal employees.

Membership

FSA traditionally welcomes incoming orien- AFSA continues to develop interesting and relevant tation classes of FSOs from all the foreign programming for our members. While we have always affairs agencies, specialists and consular recorded our programming for our worldwide member- fellows to AFSA headquarters for a luncheon. ship to view at their convenience, the shift to virtual These luncheons are an effective way to programming allowed for a sizable increased participa- Aintroduce AFSA to new colleagues and share the work we tion in live events. On average, AFSA offers two or three do on behalf of the Foreign Service. They have been vital programs a month, such as town halls to share up-to- to AFSA recruitment efforts. date information on specific topics, panels of experts on However, once the COVID-19 pandemic struck, retirement benefits or professional issues or featured onboarding of new classes became entirely virtual. speakers on current issues. For the first time, A-100 and specialist classes were Over the course of the board’s tenure, President combined into joint orientation classes and Rubin has hosted quarterly webinars with our retiree held remotely. While loss of the convivial- members to share the work AFSA has been ity of a luncheon was felt, we created a doing and conducted three ses- virtual welcome format and met with new sions with FAST (first-and-second classes across the foreign affairs agen- tour) officers. These events have cies to introduce AFSA. Given the changes helped to keep our members and difficulties associated with this new informed of AFSA’s advocacy priori- process, we saw a reduction in the join ties and to answer questions they rates and, therefore, a minor decrease in have about policies or operations. AFSA membership over the past year. In While the onset of the pandemic October 2019 AFSA membership was forced the cancellation of Foreign at 16,834 and in April 2021—as of this Service Day programming in 2020, writing—it was at 16,667. We have since this past May, AFSA offered two virtual adjusted our recruitment efforts to programs, continued our annual let- have a longer fuse, finding opportuni- ter to the editor campaign and asked ties to reach out repeatedly to newer members to participate in a social media colleagues to highlight AFSA pro- campaign to post why they are proud gramming and member benefits, and to be members of the Foreign Service Hashtag #FSProud. we are confident these new strategies will help working on behalf of the American people, recapture the lost recruits. using the hashtag #FSProud.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 65 AFSA TERM REPORT

Outreach

FSA has continued to expand its outreach drew more than 250 efforts. Moving to virtual speaking engage- participants from ments opened new opportunities for AFSA to around the country, engage with new and expanded audiences. including students, With support from the Una Chapman Cox professors and AFoundation, AFSA developed a new outreach campaign professionals from titled “U.S. Foreign Service: Our First Line of Defense.” The across different fed- campaign, launched in 2020, focused on introducing new eral agencies. audiences to the work of the Foreign Service by highlight- We have also ing the role it plays in America’s national security. partnered with the AFSA/SHAWN DORMAN AFSA/SHAWN By leveraging virtual programming, AFSA has suc- American Diplomat U.S. Coordinator for the Arctic Region cessfully delivered our content to our members, tradi- podcast to reach yet Jim DeHart joined AFSA on May 26 tional partners and people not familiar with the work another audience— for a virtual discussion. It could be watched live from anywhere, including of the Foreign Service. We are also working to increase young professionals in a moving vehicle. AFSA’s profile as a subject matter expert by increasing interested in interna- engagement in relevant discussions and strategically tional affairs and/or a partnering with organizations with similar missions. career in the Foreign Service. This year, AFSA developed and launched two speaker While our traditional Speakers Bureau program- series. The first, Inside Diplomacy, hosted by the AFSA ming—the collaboration with Road Scholar and Smith- president, is tailored to connect with a more traditional sonian Associates, for instance—had to be canceled in international affairs audience. Featured speakers have 2020 and the spring of 2021 due to the pandemic, we been Liz Schrayer, president and CEO of the U.S. Global are now planning for fall 2021 programs and beyond. We Leadership Coalition, and Jim DeHart, U.S. coordina- also continue to seek out speaking opportunities; the tor for the Arctic region. Our second series, Diplomats virtual nature of current engagements has allowed us to at Work, aims to introduce new, diverse audiences to match the requests to speakers well, since they are no the Foreign Service through storytelling. The first event longer constrained by geography.

Professional Policy Issues

FSA is now considered a thought leader on lighted the extra burden that women FS members, in the role of the U.S. Foreign Service in diplo- particular, were carrying. The survey also tapped into a macy. Our data has been used extensively by wellspring of support for continued flexibility on tele- media outlets in articles and editorials about work, a topic that had been cursorily explored prior to the Foreign Service. AFSA has based its the pandemic. Aadvocacy on evidence and data gleaned from member This information, along with the concerns expressed surveys and from various reputable sources. The use of by members regarding temporary duty and permanent evidence-based decision-making and the heightened change of station travel during the pandemic, provided reputation of AFSA as a source of reliable information our constituent agencies with valuable insights into about the Foreign Service have helped raise AFSA’s pro- priority needs of the FS during the pandemic. file in the foreign affairs community. Following the May 2020 murder of George Floyd and During the pandemic, PPI surveyed AFSA members the national attention brought to racial injustice, AFSA and provided evidence that FS members were over- conducted a workplace bias survey. The results showed loaded with their work responsibilities and their roles as stark differences in perception of bias among different parents. Many of the comments from members high- demographic groups within the AFSA membership. The

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Scholarships, Awards and Plaques

FSA has made significant strides in improving its scholarships Aprogram. In the sum- mer of 2020, we made the decision to take the association’s Financial Aid Scholarship Program back in house for an annual sav- ings of $16,000. This deci- sion has also streamlined the process for applicants by hosting all of AFSA’s AFSA/JOAQUIN SOSA AFSA/JOAQUIN AFSA 2019 award recipients (from left) Laurent Charbonnet, Jonette Vaughan, Michelle Ross, scholarship applications Nora Brito, F. Allen “Tex” Harris, Ambassador (ret.) Herman “Hank” Cohen, Keith Koehler (father of on one platform. AFSA Katherine Elizabeth Koehler, who was unable to attend), Lawrence Fields, Timmy Davis, Moises Mendoza, gives $355,000 in scholar- Christopher Gooch and Anna Boulos at the awards ceremony at the Harry S Truman Building on Oct. 16, 2019. ships annually to children of AFSA members. This total is split between merit survey results were then widely shared with stakeholders, scholarships ($135,000) and financial aid scholarships including agency management and affinity groups. Both ($220,000). No AFSA membership dues are used in the found the results useful in creating recommendations for AFSA scholarship program, which has disbursed more ways to combat bias in the foreign affairs agencies. than $4.3 million to more than 2,300 students in the In the winter of 2020-2021, AFSA partnered with past 26 years. three Rangel Fellows at Harvard’s Kennedy School to ask The AFSA awards program continues to honor exem- members to complete a third survey and participate in plary performance and constructive dissent in the For- focus groups on retention, diversity, equity and inclusion eign Service. The 2020 award winners are featured in (RDEI). AFSA then used those survey results to formu- the December 2020 FSJ, but the ceremony did not take late its own RDEI recommendations to the FS agencies place as usual because of the pandemic. AFSA plans to and to Congress. honor both its 2020 and 2021 performance and dissent Over the board period, PPI offered workshops and award recipients in a ceremony this fall. panels on various topics, such as how to hire the best Retiree Vice President John Naland spearheaded the candidate for positions and the different paths to Foreign coordination of a once-in-a-generation expansion of the Service area expertise, and held an event in which former AFSA memorial plaques in the Department of State’s Pickering and Rangel Fellows described how they arrived C Street lobby during this board’s term. The project at their Foreign Service success. added the names of 69 diplomats and consular offi- PPI organized panels on the Hatch Act, whistleblow- cers dating back to 1794 whose deaths were unknown ing and federal whistleblower protections, and a session to AFSA previously. The expanded plaques also have that featured two AFSA Constructive Dissent Award space for 102 additional names. These renovations were winners who spoke about how their dissent improved completed in early May in time for Foreign Service Day operations and policy within their agencies. 2021.

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 67 AFSA TERM REPORT

Legal Defense Fund

his board’s tenure saw the greatest necessity It is for these reasons that the Legal Defense Fund and largest use of the Legal Defense Fund in was initially created in 2007. Over the years, the LDF has AFSA history. In September 2019—just a few provided financial assistance to more than two dozen months into this board’s term—a whistle- members, enabling them to retain outside attorneys with blower accused President Donald Trump of expertise in a particular area of law. As for the remaining T“using the power of his office to solicit interference from approximately $300,000, AFSA has invested those funds a foreign country in the 2020 U.S. election.” AFSA imme- to ensure our members will be protected in the future diately prepared to support the Foreign Service officers when new cases arise. who would be called to testify in the upcoming impeach- Cases that receive LDF financial support have been— ment trial by spearheading a campaign to raise funds to and will continue to be—limited to those with legal issues cover their legal costs. In just three months, AFSA raised that have far-reaching significance for the rest of the Ser- nearly $750,000 from members and supporters. AFSA vice, such as cases involving due process or fundamental assisted 12 members with legal fees, spending roughly fairness. $468,000 of those funds raised.

Publications/FSJ

n the midst of several major crises for the For- ism, diversity and inclusion in the eign Service—and the world—AFSA published foreign affairs agencies. We con- 20 editions of The Foreign Service Journal, aim- tinue to seek out and publish diverse ing to tell the story of the U.S. Foreign Service voices to facilitate dialogue, to and serve as a space for discussion of issues of challenge the status quo and to offer Iconcern to the foreign affairs community. perspectives on what can be done to The first impeachment of President Trump advance diversity and inclusion (see was challenging for the Foreign Service. The FSJ more than a dozen articles in the Sep- covered that highly political event carefully and tember and October editions). One of in depth, remaining nonpartisan while highlight- the most popular articles of 2020 was September 2020 FSJ ing the importance of diplomacy and career pro- Senior FSO Julie Chung’s “The Making fessionals in managing U.S. foreign policy. How of a Real American Diplomat.” Since the FSJ did this was featured in the November/December July 2020, every edition has included at least one article 2020 Signature magazine, “Staying Diplomatic: The relating to the theme of diversity. Foreign Service Journal During Controversial Times.” Following an extensive search, AFSA signed with a new In response to the declaration of a pandemic in printer for the FSJ in January 2020. The new relationship March 2020 and the huge U.S. government undertaking got an early boost in February 2020 when AFSA President to bring Americans home over the summer of 2020, the Eric Rubin, FSJ Editor Shawn Dorman and Managing FSJ shifted focus to cover the impact of COVID-19 on Editor Kathryn Owens toured Sheridan’s New Hampshire the Foreign Service. The July-August 2020 FSJ featured plant, just as the first FSJ printing there came off the articles on public health diplomacy as well as 18 dis- presses. Not only have quality and service been enhanced patches from the field on how the Foreign Service worked with this change, but printing costs were reduced. for the American people during the global crisis. The April In June 2021, The Foreign Service Journal won a Gold 2021 edition asked whether diplomacy can be done virtu- EXCEL Award in the “Dedicated Issue” category for our ally, exploring both the limitations and the innovations the September 2020 focus on diversity. In July 2020, pandemic disruption caused. the FSJ won two TRENDY awards for publishing excel- The FSJ continues to put a spotlight on issues of rac- lence from Association TRENDS—a silver in the

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“Commemoration/Tribute” category for the November shared priorities for the upcoming year concerning diver- 2019 focus on the fall of the Berlin Wall and a bronze in sity and inclusion initiatives. AFSA met with the Asian the “Monthly Professional Society” category for its May American Foreign Affairs Association to discuss specific 2019 focus, “Professional Diplomats: Leadership and incidents of harassment of Asian American employees in Lessons,” which featured an interview with Ambassador the department, as well as a new appeals mechanism for, (ret.) William Burns. and alternatives to, assignment restrictions. We sent a AFSA’s bestselling third edition of Inside a U.S. letter to the State Department supporting the request of Embassy, now in its eighth printing, is still selling well at glifaa to establish a working group to address challenges its tenth anniversary in April 2021. It has been adopted for faced by LGBTQ+ employees. more than 70 university courses and is available in more With the input of Balancing Act, we have encour- than 1,200 libraries worldwide. During just the first quar- aged the department to allow posts more flexibilities on ter of 2021, close to 1,000 books were sold, generating return to/or curtailment from post to mitigate family approximately $10,000 in revenue, which goes to support separations caused by the pandemic. We worked closely the Fund for American Diplomacy. with the Special Needs Educa- tion Allowance stakeholders State group to push MED to complete om Yazdgerdi served as revisions to the AFSA’s State VP for this 16 FAM, which board term. Soon after the will include the board was inaugurated, the first-ever SNEA State LM Office completed appeals mecha- Twork on our new office space in the nism. As of this Harry S Truman Building. This new writing, AFSA space provides several private offices and the depart- so that members can comfortably ment are at an Labor Management moved to new offices in Main State in discuss matters in confidentiality. Washington, D.C., in 2019. This new space provides several private impasse in regard In March 2020, the Foreign Ser- offices so that members can comfortably discuss matters with to a second-level vice Grievance Board dismissed, on confidentiality. appeal and the jurisdictional and other grounds, the composition of Presidential Rank Award dispute AFSA filed after the the appeals panel. AFSA is pushing for codification in the department failed to make PRA recommendations to the FAM that a non-MED individual with the requisite exper- president for Fiscal Years 2014-2017. Even though the tise in educational disabilities must be a permanent vot- case was dismissed, we believe our dispute pushed the ing member of the appeal panel. If we cannot resolve our department to resume making PRA recommendations differences via mediation, the Foreign Service Impasse and to complete long overdue updates to the Foreign Disputes Panel will have to resolve the matter. Affairs Manual and associated Handbooks. AFSA joined Balancing Act and many others in a During the pandemic, we successfully pushed the joint letter urging the department to continue to ask department to onboard Foreign Service orientation classes Congress and the U.S. Office of Personnel Management virtually, to extend the period that free temporary park- to establish paid parental leave that applies uniformly ing was available at the HST Building, and—perhaps most to birth, nonbirth and adoptive parents. We were thrilled importantly—to provide 20 hours of administrative leave that Congress finally passed this much-needed legisla- per pay period to employees to care for dependents and tion. AFSA continues to provide support to members for other health and safety reasons related to COVID-19. of the Cuba/China health incidents cohort and worked AFSA has engaged extensively with many employee with Congress to successfully expand coverage for affinity groups and employee organizations. We met with gaps in medical insurance for affected employees from members of the Thursday Luncheon Group to discuss other foreign affairs agencies, i.e., outside of the State

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Department (whose employees did receive coverage). the violations). LM also filed a number of implementation In January 2021, the Foreign Service Labor Relations disputes, including against the State Department relating Board ruled in AFSA’s favor in the 2015 and 2016 Merito- to the composition of reconstituted tenure boards and rious Service Increase disputes. As a result, dozens of our the failure of the department to allow AFSA to participate members will receive retroactive MSIs or adjusted annui- in meetings with the China/Cuba cohort. Both of these ties. In March 2021 we wrote to the Secretary of State disputes were favorably resolved. We favorably resolved asking the department to voluntarily pay retroactive 2014 the case of 49 DS special agent candidates who were not MSIs because this was the only cohort of the four cases paid overtime. we filed (2013-2016) that did not receive retroactive We are currently engaged in negotiations with the MSIs, and they are awaiting a response. department on numerous topics, including the elimi- On the legal front, LM assisted about a dozen mem- nation of linked assignments, early bidding on service bers charged with security violations when the depart- need differential and historically difficult to staff posts, ment retroactively classified emails sent from former modifications to the performance management process Secretary of State Hillary Clinton’s private server (none and finalizing an MSI award program using gender-blind of the employees AFSA assisted were found culpable of nominations.

Retiree Services

uring the 2019-2021 Governing information on Foreign Service retirement Board term, AFSA’s retirement issues. services team substantially Just as AFSA’s Labor Management expanded AFSA’s online, print office helps active-duty employees and electronic guidance for throughout their careers, AFSA’s Retire- Dboth active-duty and retired members on ment Services team assists retirees who federal benefits issues and post-retirement encounter difficulties with the government activities. bureaucracy. AFSA Counselor for Retir- The AFSA website’s Retirement Services ees Dolores Brown (herself an FS retiree) section at afsa.org/retirement-services fea- has excellent working relationships with

tures links to nearly 100 resources. These AFSA supervisors in State’s Office of Retirement include videos of AFSA federal benefits John Naland, the AFSA Retiree and the Bureau of the Comptroller and seminars featuring experts discussing topics VP, shares tips for retirement Global Financial Services, which she uses planning on Jan. 29, 2020 at such as Medicare Part B, the Thrift Savings AFSA headquarters. to answer members’ questions and help Plan and long-term care insurance; AFSA- resolve problems. In the past few years, produced written guidance such as “Twelve she initiated the Next Stage program, Retirement Pitfalls to Avoid” and “AFSA Membership in which includes events geared toward post-Foreign Retirement: What’s In It for You?”; and the latest official Service employment options and activities. Of note is an guidance from the Department of State on Foreign Ser- associated page at afsa.org/teaching-diplomacy, which is vice retirement issues. a sharing space containing curricula from leading foreign In addition to online guidance, in the past two years policy institutions. AFSA emailed members bimonthly retirement newslet- AFSA Retiree VP John Naland gave several presenta- ters, highlighting several federal benefits topics in each tions on federal benefits. He also represented AFSA on one that employees or retirees sometimes overlook—to the Federal-Postal Coalition—a group of 30 organizations their financial detriment. AFSA continued to mail retired including Civil Service unions representing 2.7 million members the annual AFSA Directory of Retired Mem- federal employees and 2.6 million federal retirees—which bers, offering the means to connect annuitants to friends conducts advocacy work on federal-governmentwide and colleagues, as well as providing two dozen pages of benefits issues.

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U.S. Agency for International Development

uring the 2019-2021 AFSA board tenure, AFSA Staff Care to promote work-life balance for employees USAID VP Jason Singer welcomed six new and family members. AFSA met repeatedly with HCTM classes of USAID officers, hosted a number of officials responsible for reform of the performance USAID-specific town halls, met with a range of management and promotion systems. We negotiated employee resource groups and strengthened revisions to nine Automated Directives System chapters, Dcoordination and relations with the USAID Alumni Asso- addenda and related documents, also arguing that codi- ciation. AFSA also met with former Administrator Mark fying the chapters as formal agreements between AFSA Green, former Acting Administrator John Barsa, Deputy and the agency was a sound labor-management practice. Administrator Bonnie Glick, Acting Administrator Gloria Since March 2020, AFSA USAID has been most active Steele, Chief of Staff Bill Steiger, Counselor Chris Milligan, in helping the agency and employees manage all manner Chief Advisor to the Acting Administrator Ann Marie Yas- of workplace challenges connected with the COVID-19 tishock and multiple members of Congress and their staff. crisis. In the context of USAID’s reorganization, AFSA met AFSA USAID advised and advocated for between 60 with bureau and independent office leadership from and 90 members per month, and for several groups, across the agency. Discussions centered on priorities such as one group of more than 60 members who were of both the incoming and previous administrations. We concerned by the lack of promotion opportunities and emphasized the need for a larger Foreign Service with promotion delays, or smaller groups caught up in com- better workforce planning and greater diversity—particu- missioning delays and confusion over time-in-class larly in the senior ranks. extensions. AFSA has filed two implementation disputes We met biweekly with the Employee-Labor Relations against USAID, one charging that heavy reliance on Division of the Human Capital and Talent Management Foreign Service Limited appointments violates the terms Office, and monthly with both the chief human capital of this hiring mechanism as described in the ADS and officer and head of the Foreign Service Center, on a range in an AFSA-USAID memorandum of understanding, and of institutional and member concerns including the desir- the second charging that the manner in which promotion ability of improved customer service. We strengthened boards are composed lacks transparency and potentially relations with the Office of Civil Rights and Diversity and undercuts diversity.

FS Recognition Foreign Commercial Service

FSA continues to aggressively advocate for the Commercial Service before Congress, ral- lying stakeholders and leveraging key com- mittee contacts on Capitol Hill. Our efforts, spearheaded by AFSA FCS VP Jay Carreiro, Awent a long way toward beating back proposed cuts that would have seen significant post closures abroad as well as the closure of domestic offices in several states. While there’s still a long a way to go, particularly with On Sept. 13, 2019, AFSA and the Washington Nationals joined locally employed (LE) staff overseas and Export Assis- up for the fourth annual Foreign Service Night. Pictured on tance Center personnel, FCS has increased its officer the field at Nationals Stadium (from left) are AFSA President Ambassador Eric Rubin, AFSA Director for PPI Julie Nutter, count to 260 from a record low of 224. However, the AFSA State VP Tom Yazdgerdi and his wife Julia Reed, and Department of Commerce needs to do more. Its current FSO Kristin Roberts and her son, Elias. FY 2022 budget request is tepid, at best; and we were AFSA/CAMERON WOODWORTH AFSA/CAMERON

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disappointed that the department did not do more to sibilities of those conducting reviews of the candidates, secure supplemental funding under the CARES Act in and it includes reasonable deadlines for completion. 2020. US&FCS was the only foreign affairs agency that AFSA also introduced a number of midterm bargain- did not receive supplemental funding in 2020. ing proposals that include revisions to the Assignments AFSA is also in the process of resolving several issues and Tours of Duty policy, revisions to the selection board relating to delays in processing the 2018 and 2019 precepts and adjustments to time-in-service limits. Senior Foreign Service nominations for promotion. To Revisiting the composition of the assignments panel is a mitigate issues with future promotions, AFSA proposed priority, as is establishing clear recusal rules. a new policy to more efficiently vet nominees recom- Another bargaining priority is an adjustment to the mended for promotion to the Senior Foreign Service. The time-in-service requirement for FO-4 through FO-1 offi- proposed policy clearly delineates the full scope and pur- cers. FCS currently has the shortest time-in-service limit pose of the vetting process and the duties and respon- by several years compared to State and USAID.

Foreign Agricultural Service and Animal and Plant Health Inspection Service

FSA’s Foreign Agricultural Service represen- ing channels of work and communication with the newly tative, Mary Parrish, has been busy renego- established FAS Human Capital (formerly serviced by tiating the Washington assignment process, APHIS HR). Finally, AFSA continues to support mem- both on an annual basis and to create a bers as they navigate the complications of the COVID-19 more permanent future process. We are also environment. Agearing up to negotiate the parties collective bargaining AFSA’s APHIS representative, Russell Duncan, has agreement, which FAS has notified us it intends to open been working to establish a more regular dialogue to up for renegotiation. FAS formally went through a reorga- engage management in reviewing key parts of its person- nization in November 2019, and AFSA has been establish- nel policies and procedures.

U.S. Agency for Global Media

he small but influential Foreign Service com- during the brief tumultuous tenure in 2020 of Michael ponent of the U.S. Agency for Global Media Pack as USAGM’s CEO, when VOA’s editorial firewall (formerly the Broadcasting Board of Gover- was targeted by the political appointees of the previous nors) is facing existential challenges. USAGM administration. But USAGM and VOA are now under new Representative Steve Herman, VOA’s White management with an acting CEO and, respectively, an THouse bureau chief, speaks for career foreign correspon- acting director. dents of the Voice of America, as well as supervisors and Since January AFSA has held intermittent discus- engineers at isolated overseas sites that provide short- sions with USAGM management to attempt to clarify the wave, mediumwave and FM broadcast transmissions for broadcasting agency’s stance on the future of Foreign Voice of America, Radio Free Europe, Radio Free Asia and Service journalists, both for the VOA correspondents and Radio Sawa. the USAGM technical staff who serve in some of the most When Amanda Bennet was director of VOA she made remote locations for any members of the U.S. Foreign clear her desire to remove VOA correspondents from the Service. Foreign Service, believing erroneously it denoted State The VOA Foreign Service dates back to when the Department influence, or the appearance thereof, over broadcaster was under the U.S. Information Agency, the journalists. There was no opportunity for extensive which was dissolved in 1999 and its broadcasting func- communications between AFSA and USAGM leadership tions were moved to the newly created BBG. n

72 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL IN MEMORY

n Archie M. Bolster, 87, a retired Mr. Bolster served as executive assis- Korea and then became a Marine secu- Foreign Service officer, passed away on tant to Ambassador Daniel P. Moynihan rity guard in Wellington, New Zealand. Feb. 21 in Arlington, Va. in New Delhi from 1972 to 1974, followed In the service of his country, he received Born in Ames, Iowa, in 1933 to Horace by a two-year posting to Tehran. the National Defense Service Medal and and Ella Bolster, Mr. Bolster spent his One of his most satisfying accom- a Good Conduct Medal. early years in Bozeman, Mont. In 1945 plishments was working with the He then earned a bachelor’s degree his father was recruited to serve as the UNHCR, the U.N. Refugee Agency, to in 1963 and a master’s degree in 1965, first agricultural attaché in Tehran. set up an asylum program that allowed both in American studies, from Stetson The family was later posted to The hundreds of Iraqi Kurdish refugees to University in DeLand, Fla. He also Hague, where Mr. Bolster attended a relocate to the United States and other taught history and economics at DeLand local lyceum. He had to quickly learn countries. High School. Dutch as all his courses were in that He worked on energy affairs in Mr. Clifton then attended graduate language. These experiences piqued his Washington and then served as consul school at the University of Pennsylva- interest in international work. general in Antwerp from 1978 to 1981. He nia, earning a master’s degree in 1967 After completing high school in also held positions in security assistance in American civilization. He completed Winchester, Mass., Mr. Bolster entered and sales and aviation negotiations. doctoral studies in American civilization the University of Virginia and joined its Although he retired from the Foreign there in 1971. Navy ROTC program. During college, Service in 1984, his association with State In 1968 Mr. Clifton joined the he became fluent in French. In 1955 he continued for many years, with a consult- Foreign Service. He studied Bengali at graduated Phi Beta Kappa with a bach- ing assignment in refugee programs, the Foreign Service Institute before his elor’s degree in international relations. service on an interagency group inves- first overseas assignment, as consul in Mr. Bolster then entered active duty tigating the Iran-Contra Affair and part- Calcutta (now Kolkata), India, in 1969. in the Navy, serving for three years on time work in the Freedom of Information He was then posted to New Delhi in the destroyer USS John R. Pierce. On section. 1971, as first secretary and United States discharge as a lieutenant (junior grade) He also frequently traveled interna- Information Service resident economic in 1958, he was accepted into Foreign tionally, and lived in The Hague again specialist. Service training. A former shipmate while working as a translator for the Iran– He had an active professional involve- introduced him to Ann Matthews of United States Claims Tribunal. ment in American studies, both in the Arlington, Va. They married in 1959 and A devoted family man, Mr. Bol- United States and internationally, focus- soon left for Phnom Penh. ster possessed an intelligence, gentle ing on broadening ties with American By 1961, Mr. Bolster had completed demeanor, warm smile and generosity studies associations abroad as well as the Farsi language training at the For- that attracted many lifelong friends. institutionalization of American studies eign Service Institute and was posted Mr. Bolster is survived by his wife, programs in foreign universities. to Tabriz as vice consul. He used his Ann; sons Christopher and Matthew; From 1973 to 1975, he was posted language skills to complete detailed daughter Amy; and eight grandchildren. in Washington, D.C., as USIA country reporting on the shah’s land reforms, a director for India, Sri Lanka and Nepal, subject he also covered during his next n Ronald “Ron” D. Clifton, 84, a and as economic officer for South Asia, assignment, to Tehran. retired Foreign Service officer with the North Africa and the Middle East. He Subsequent postings to Washington U.S. Information Agency, died on Feb. became the American studies adviser involved reporting on political dynam- 13 of natural causes at home in South and founding director of the American ics in Iran, economic training at FSI and Daytona, Fla. Studies Division at USIA in Washington analysis of petroleum markets for the Mr. Clifton was born on June 15, 1936, from 1975 to 1976. Office of Fuels and Energy. In 1972 he in Oxford, N.C. From 1977 to 1981, he served as earned a master’s degree in public policy After graduating from high school in director of the American Cultural Center and administration from the University Richmond, Va., Mr. Clifton entered the in Tunis. He also served as public affairs of Wisconsin. United States Marine Corps. He served in officer in Dublin from 1981 to 1983;

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 73 cultural attaché and director of the grandchildren: Ryan, Kathleen, Erin, in Washington, D.C., for more American Cultural Center in Brussels Veronica and Ronald III. than a decade. until 1987; and cultural attaché and Memorial contributions can be made In 2001, following the death of his director of the American Cultural Center to scholarship funds of the American wife, Mr. Crocker moved to Cambridge, in London until 1991. Studies Program of the Salzburg Global Mass. There he reconnected with old Before retiring from the Foreign Seminar and Stetson University. friends and with his large extended fam- Service in 1994, he served as deputy ily. He played chamber music regularly, director of the Office of Cultural Centers n William “Bill” T. Crocker, 90, attended the Boston Symphony weekly, and Resources in USIA and the Bureau of a retired Foreign Service officer, died and went to virtually every opera per- Education and Cultural Affairs in Wash- peacefully on Feb. 11 in Framingham, formed in the Boston area right up until ington, D.C. Mass., due to COVID-related complica- the COVID-19 shutdowns began. A career diplomat, he achieved the tions. He was a great lover of all classi- rank of Counselor in the U.S. Senior Mr. Crocker was born in 1930 in cal music, in particular the Germanic Foreign Service. Boston to Rev. John Crocker and Mary repertoire. An avid amateur violist, he Returning to Florida after retirement, Hallowell Crocker. After attending St. searched out and found in each posting Mr. Clifton was appointed by Salzburg Paul’s School, he graduated from Harvard abroad local string quartets and chamber Seminar President Olin Robison as direc- College in 1952 and from the Fletcher ensembles with which to play. tor of the American Studies Center at School of Law and Diplomacy at Tufts He was also a skilled sailor and spent Schloss Leopoldskron in Salzburg. University in 1954. virtually every summer at North Haven, Revitalizing the American Studies In 1955 Mr. Crocker entered the an island in Maine, with his extended Program with Salzburg colleagues and Foreign Service. During a career with family. There he developed his passion its president, he chaired or co-chaired the United States Information Agency for collecting rocks and driftwood, creat- as many as 30 two-week programs and that spanned more than 30 years, he was ing inspirational natural sculptures that seminars with participants from more posted to Austria (Vienna and Graz), he was encouraged to exhibit. than 20 countries under a substantial Germany (Bonn and Kiel) and Denmark Mr. Crocker’s generosity, kindness, grant from the U.S. government until (Copenhagen), and spent more than 10 curiosity and interest in people, and 1997. He continued his work at the Salz- years in Japan (Tokyo and Nagoya). his great enthusiasm for life, touched burg Seminar’s yearly American studies He was tasked with promoting cul- many all over the world. The friendships programs, planning and chairing numer- tural and educational exchanges as the he forged while in the Foreign Service ous seminars until 2019. head of various regional cultural centers became friendships for life. At the behest of President Douglas Lee and as cultural attaché. He became Once COVID-19 travel restrictions are of Stetson University, Mr. Clifton became highly proficient in each language. lifted, half of his ashes will be strewn in involved in the university’s founding of It was during his posting to Graz that Penobscot Bay, Maine, and the other half a new and third campus in Celebration, he met and married his wife, Aki Maria. will be interred with his wife’s in Salz- Fla. From 1997 to 2005, he served as Their daughter was born in Kiel. burg, Austria. director and associate vice president of After retiring to Washington, D.C., in Mr. Crocker was predeceased in 1998 the Stetson University Center in Celebra- 1986, Mr. Crocker became a docent at by his wife, Aki. He is survived by daugh- tion, overseeing the groundbreaking for the Freer Gallery of Art and the Arthur ter Martina Crocker of Bethesda, Md., his the physical building and assisting in M. Sackler Gallery (later renamed the youngest sister Mary Strang of Meeker, planning the curriculum. He received Smithsonian’s National Museum of Asian Colo., and 17 nieces and nephews. the university’s prestigious Distinguished Art), where he led tours for many years. Alumni Award in 2018. He especially enjoyed introducing school n Samuel Charles Fromowitz, 78, Mr. Clifton is survived by his wife children to the wonders and beauty of ¡¡a retired Foreign Service officer, died on of 57 years, Gwili, who traveled all his Asian art. April 7 at his home in Yountville, Calif. steps with him; their sons, Ronald Jr. and He also acted as a hospice volunteer Born on June 10, 1942, in the Bronx, Daniel; daughter-in-law Mindi; and five at the Wendt Center for Loss and Healing Mr. Fromowitz was the son of career edu-

74 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL cators Hy and Rose Fromowitz. He spent Mr. Fromowitz is survived by his wife, summers with his parents and four sisters Joan (McGraw); son David of Washing- in Three Arrows, a cooperative commu- ton, D.C.; daughter Rachel Martin (and nity in Putnam Valley, N.Y., swimming, her husband, Michael) of Atlanta, Ga.; acting, singing and playing baseball. son Daniel (and his wife, Stacey) of Van- Mr. Fromowitz attended Columbia couver, B.C.; and four grandchildren. University, where he continued his enjoyment of sports (he was a New York n Edward W. “Ted” Lollis II, 83, a Yankees fan for life), theater, and the retired Foreign Service officer, passed study of history and politics. One of his away in Knoxville, Tenn., on Dec. 20, favorite professors there encouraged him 2020. to join the Foreign Service. Born in Indianapolis, Ind., he was He started his diplomatic career in the son of Edward and Georgia May 1963 at age 21 and met his wife of nearly Campbell Lollis. A graduate of Howe 57 years, Joan McGraw, during his first High School in Indianapolis, he earned assignment, in Washington, D.C. Mr. a bachelor’s degree in geology from Yale Fromowitz went on to posts in Paris University. (1965-1966), Toronto (1966-1968), Bel- He also studied at the Massachusetts grade (1969-1971), Moscow (1974-1976) Institute of Technology, Princeton Uni- and Athens (1980-1983). versity, the University of Melbourne in Between foreign assignments, he and Australia on a Fulbright Scholarship, the his family lived in Arlington, Va. During University of Wisconsin-Madison and the that time, he was awarded a congressio- Foreign Service Institute. nal fellowship and worked for U.S. Repre- Mr. Lollis returned home from his sentative Rep. John Joseph Cavanaugh III studies in Australia via an around-the- and Senator Gary Hart. He also studied world route. While in India, he had what for a year at the Industrial College of the he described as “an epiphany … that I Armed Forces at Ft. McNair. preferred people to rocks”—and after From 1986 to 1990, Mr. Fromowitz serving in the U.S. Army, he subsequently was the U.S. consul general in Vancouver, joined the federal government as a career where he won the Meritorious Honor Foreign Service officer. Award for best managed post. As an FSO, Mr. Lollis possessed exper- He then returned to Athens (1990- tise in the areas of sub-Saharan Africa, 1994), this time as political counselor. development finance, energy policy, Before retiring from the Foreign Service economic and commercial affairs, and in 1995, he worked for the State Depart- consular affairs. ment Board of Examiners. His overseas postings included On retirement, he and his wife, Rwanda, France (the Organization for Joan, lived in Vancouver for three years Economic Cooperation and Develop- before moving to Yountville. Aside from ment in Paris), Côte d’Ivoire, Nigeria enjoying wine country, Mr. Fromowitz and the United Kingdom; and he had volunteered with Meals on Wheels and multiple assignments at the State Depart- the Napa Red Cross. He was a founding ment in Washington, D.C. board member of Pathway Home, a resi- Mr. Lollis helped prepare President dential assistance program for military Ronald Reagan for the North-South Sum- personnel with PTSD. mit in Cancún, Mexico, and negotiated

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 75 international development strategy for Mr. Terio was a U.S. Marine and Together they moved to Guatemala the United Nations (in New York and fought in Vietnam; a U.S. Capitol police City where her three sons were born. In Geneva). officer; a federal agent; head of the gov- Guatemala she helped run their busi- He retired from the Foreign Service in ernor’s security in American Samoa; and ness, Fabrica Carolina, a hosiery factory, 1987 after serving as U.S. consul general a security consultant. for almost 14 years. in Bordeaux, France. After a brief stint as He was an active member of the In 1966 her husband died. After a the executive director for the American Fraternal Order of Police, Veterans of few years, she met and married Ronald F. Committee on the French Revolution, he Foreign Wars Post 609 in Alexandria, Va., Venezia, a career Senior Foreign Service became an entrepreneur. and Knights of Columbus Council No. officer with USAID. He was the owner of National Map 5998 in Alexandria, Va. Together with her three children, the Gallery and Travel Center in Union Sta- Mr. Terio was also an inventor. When couple moved to San José, Costa Rica. tion, Washington, D.C., and later GeoVi- he was 44 years old, he designed and Mrs. Venezia accompanied her husband sual Business Services, a geographic patented a vehicle restraining system on assignments to the Dominican Repub- analysis and consulting business. featuring a gate that can stop a truck lic, Honduras and again to Guatemala and With a passion for history, geography loaded with explosives in the event Costa Rica before settling in Maryland. and monuments, he was the author of a terrorist attack. Mrs. Venezia enjoyed playing ten- of many articles, presentations and publi- Mr. Terio accompanied his wife to her nis and was an avid bridge player. She cations, including the book Monumental assignments in Cairo (1993-1997) and enjoyed cooking and baking, and she Beauty: Peace Monuments and Museums Port-au-Prince (1998-2000). He always loved being a diplomat’s wife. Around the World (Peace Partners Inter- tried to be a mentor for the U.S. Marines She is survived by her husband of national, 2013). posted at the American embassies where 52 years, Ronald; her three sons, Michael He also contributed to The Atomic they were sent. David of Ellicott City, Md., Omar David Bomb and American Society: New Mr. Terio is survived by his wife, of Guatemala City, and Bryan David Perspectives (University of Tennessee Anne; son Chris (and his wife, Anne); of Tampa, Fla.; sister Vera Tucker of Press, 2009), The Oxford International stepdaughter Marianne Elbertson and Columbia, S.C.; five grandchildren; and Encyclopedia of Peace (Oxford University stepson Christopher (and his wife, Sang) three nieces and seven nephews. Press, 2010) and International Handbook Moore; and five grandchildren: Reed In lieu of flowers, the family requests on Tourism and Peace (Centre for Peace Anne Elbertson, Caroline Elbertson, that contributions be made to the Research and Peace Education, 2014). Alexander J. Terio, Garrett Moore and Alzheimer’s Association at www.alz.org. n Mr. Lollis is survived by his wife, Eliza Moore. Schera Chadwick of Knoxville, Tenn.; Mr. Terio was buried on April 12 at and his daughter, Cynthia Lollis, and her Quantico National Cemetery with full husband, Alexander Deiss, of Decatur, military honors. Ga. His first marriage to Vivian Redding Lollis ended in divorce. n Evelyn “Burgess” Venezia, 87, Memorial contributions may be made wife of retired Senior Foreign Service in his name to the Oak Ridge Environ- Officer Ronald F. Venezia, died on March mental Peace Alliance, American Foreign 13 in Rockville, Md., of complications Service Association, Unitarian Univer- from Alzheimer’s disease. If you would like us to include an obituary in In Memory, please send salist Association or to a charity of your Mrs. Venezia was born on Feb. 3, text to [email protected]. choice. 1934, in Magnolia, S.C., one of three daughters of the late Bratton and Evelyn Be sure to include the date, place and cause of death, as well as details of n Charles John Terio III, 79, a U.S. Williams. She graduated from Clemson the individual’s Foreign Service career. Marine and husband of retired Foreign High School in 1952 and spent one year Please place the name of the AFSA member to be memorialized in the Service Officer Anne Terio, died on April at Furman University before marrying subject line of your email. 3 in Alexandria, Va. the late Rodolfo A. David in 1953.

76 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL BOOKS

In Her Own Words START because a volcanic eruption in Iceland closed he was angry over European airports, thus forcing them to Negotiating the New START Treaty President Obama’s continue work in Geneva.) Despite the Rose Gottemoeller, Cambria Press, 2021, policy on gays in the pace, progress was never fast enough $39.99/paperback, e-book available, military. for an impatient U.S. National Security 244 pages. While Negotiat- Council and White House. ing the New START For a Washington insider’s account, Reviewed by Laura Kennedy Treaty is the ultimate this book is almost startlingly free of com- blow-by-blow account plaints, snark or self-promotion. (Rarely This rare account of a treaty negotia- of arms control, it is has diplomacy seen a chief negotiator tion, told from “start” to ratification, refreshingly free of more willing to give credit to others!) comes from the negotiator herself. Rose obscure technical detail that could easily The cast of characters is wide-ranging Gottemoeller gives us a unique window turn off the nonspecialist. Gottemoeller, and includes Presidents Barack Obama on the only bilateral U.S.-Russian arms who went on to become under secretary and Dmitry Medvedev (with then–Prime control agreement still in force. Whether of State for arms control and international Minister Vladimir Putin lurking in the one is an arms control specialist, a gen- security and NATO deputy secretary gen- background and nearly blowing up the eralist diplomat or an international rela- eral, takes pains at every step to sum up negotiation at one point). tions scholar, Negotiating the New START the issues and make them accessible to Yet Gottemoeller doesn’t trade in gos- Treaty is an invaluable case study in the the general reader, who is sure to appreci- sip or dwell on personality quirks of her art of negotiation with relevance for the ate both the author’s lucid expository principals, but focuses instead on their years ahead. style as well as her glossary of terms. skills and experience. In this regard, her The book raises the question as to What makes this story so valuable description of the positive roles played whether the United States in its current is the way that this careerlong national by then–Vice President Joe Biden and political circumstances should realisti- security and Russia expert grounds the adviser Brian McKeon is illuminating. cally invest much capital in treaties New START issues in the wider context For those interested in diplomacy, requiring ratification. U.S. presidents of recent history and, equally important, the author provides a primer on how to increasingly resort to executive agree- links this treaty to future arms control manage a delegation, how to deal with ment rather than pursuing treaties (at last prospects. As is abundantly clear from the backbiting from Washington, and glance, State’s Office of Treaty Affairs lists her writing, Gottemoeller knows her how to build political and public support 37 languishing in the Senate, some for arms control, and she knows how to for a treaty. This book makes essential many years). read her interlocutors—preeminently reading for a diplomat—or any budding Gottemoeller’s account of the grueling her Russian counterpart, Ambassador negotiator. ratification process is as absorbing as that Anatoly Antonov. An often difficult and Gottemoeller’s matter-of-fact style of the negotiation itself, and showcases always shrewd and tough negotiator, he vividly captures the intensity of the New the increasing difficulty in gaining Senate subsequently became a Russian deputy START effort, including low points such advice and consent. In addition to multi- minister of defense and is currently Rus- as being dressed down by Washington. ple testimonies and meetings on Capitol sia’s ambassador to the United States. Yet, she always circles back to her trade- Hill, a thousand separate questions were Getting to yes was an extraordinary mark capacity to focus on the positive answered by the New START team. feat. Gottemoeller describes how these and the enormous stakes involved in The role of various senators is cov- complex talks were compressed to a year reducing and stabilizing these most exis- ered—from treaty supporter and “trail (the original START treaty took six years tential threats. boss” Richard Lugar (R-Ind.) to Jon Kyl to negotiate) and required both delega- Of particular value are the “lessons (R-Ariz.), who bargained for a trillion- tions to submit to a punishing work learned,” in which she lays out what dollar-plus nuclear modernization and schedule. (At one point, the exhausted worked, and what didn’t, to sum up still voted no, and John McCain (R-Ariz.), Russian delegation simply refused to her blessedly concise history (in con- who reportedly voted against New work until given a break in Moscow, but trast to many diplomatic doorstops,

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 77 this book comes in at an economical but few and marginalized women in their Sunni Islam) and the new government’s 244 pages). own ranks. Here too, adding to a career apparent inability or unwillingness to As someone who has participated in filled with international security achieve- address it posed a rising threat to Tunisia multilateral arms control negotiations ments, Rose Gottemoeller has made a and the United States. that have dragged on for wearying years, difference. There were several warning signs. I could not agree more with her conclu- Gottemoeller’s book is a major Salafists targeted the dean of faculty at sion that these issues can rarely be solved contribution to arms control history and the University of Manouba (outside the by “drive-by” diplomacy; they will require to diplomacy, and it is likely to feature capital), closing the university for nearly time, resources, high-level attention, and in international relations syllabi in the two months in the spring of 2012. That public and political buy-in. United States—and, I would hope, in June, a Salafist mob defaced art works In that regard, the author provides Russia and many other countries. at an exhibition in La Marsa, an affluent brilliant examples of building constituen- suburb of Tunis. cies among religious communities, the During a 37-year Foreign Service career, Novelist Yamen Manai refers to both press, Congress and so on. Foreign policy Ambassador (ret.) Laura Kennedy served in events in The Ardent Swarm, an elegant begins at home, and every diplomat can multiple assignments dealing with Russia, parable of post-revolution Tunisia told benefit from this firsthand look at how to arms control and nonproliferation. At the from the perspective of a simple bee- build domestic support for diplomacy. outset of her career, she served—as did Rose keeper named Sidi. (Manai wrote the Though some readers may think the Gottemoeller—as a guide on U.S. official book in French in 2017, and it was trans- topic is dry, this book is, in fact, extremely exchange exhibits in the Soviet Union. lated into English in 2021.) readable with flashes of humor. Take a Manai prefaces The Ardent Swarm laugh-out-loud sidebar on the Obama- The Parable with a Quranic verse about bees. Interest- Medvedev “summit” in a basement store of a Beekeeper ingly, as a Turkish journalist has written, in Copenhagen, where the two hashed bees are “admired in Islamic out nuclear arms control with dozens The Ardent Swarm: A Novel culture as a symbol of some- of naked mannequins hastily stashed Yamen Manai (translated one following a mission for behind curtains. And watch for a U.S. by Lara Vergnaud), Amazon the benefit of humanity.” negotiator’s hilarious rebuttal to Russian Crossing, 2021, $14.95/paper- The book’s title comes claims about converted missile trans- back, e-book available, from the technique that porters that involved fishing cows out of 204 pages. honey-producing bees missile silos. deploy to defend their hive Since Gottemoeller has compiled a Reviewed by Gordon Gray against attacking hornets. list of historic firsts as a stateswoman, Indeed, as The New York women (and men also) will find her At the end of my tour as ambas- Times explained in an occasional musings on the role of gender sador to Tunisia in July 2012, article last year, “bees have in diplomacy of interest. She recalls how there was significant progress to demonstrated a remarkable survival she sought to combine (temporary) report and many opportunities to present strategy by working as a team to fight single-parenting in Geneva with her first in my farewell cable. For one, after wide- back against individual invaders.” arms control stint in 1990, concluding spread popular protests, later recognized Coincidentally or not, an article in The it was an overreach into “superwoman- as the start of the Arab Spring, had forced Atlantic in 2013, “How Tunisia Is Turning hood.” President Zine El Abidine Ben Ali into into a Salafist Battleground,” told of secu- As someone who witnessed Soviet exile in January 2011, Tunisia held its first lar students at the University of Manouba and Russian misogyny for years in Mos- free and fair elections in October of that who had been inspired to “swarm the cow, I particularly appreciated how she year. parapet and run the Tunisian flag back highlighted the substantial role of women Yet my farewell cable also flagged a up the pole” (emphasis added). on the U.S. side to encourage her Russian growing security concern: The rise of The protagonist of The Ardent Swarm counterparts to acknowledge the talented violent Salafism (a puritanical branch of lives in the remote village of Nawa,

78 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL untouched by modernity. Nawa’s resi- threaten the rest. With the help of fellow Freedom of speech was a very real dents are unaware of the protests that villagers, Sidi journeys to the capital accomplishment of the revolution, forced out the fictional country’s dictator city to enlist expert advice from a niece Manai said, and it “will be our weapon (clearly Ben Ali, but only referred to in whose education he had insisted on to change the situation” for the better. the novel as “the Handsome One” to when her parents died. At the same time, much more must be distinguish him from “the Old One,” or His niece and her husband—loosely achieved. Habib Bourguiba, whom Ben Ali ousted modeled after the University of Manouba The honeybees have their work cut in the 1987 “medical coup”). dean besieged in 2012—provide the out for them if they wish to survive, as do They are therefore confused when knowledge and means for Sidi to kill off citizens in North Africa and the Middle young, well-dressed, secular campaign the invading hornets. At the book’s con- East. workers come to Nawa to seek their clusion, the parable is brought to the fore electoral support during the run-up to when Sidi witnesses a Salafist attack on a Gordon Gray is the chief operating officer at the October 2011 elections. As the author military patrol. He throws down a hornet the Center for American Progress. A retired explains, “the villagers were completely nest he had just immobilized, knowing career Foreign Service officer, he served as discombobulated. Most of them hadn’t that the liberated and enraged hornets U.S. ambassador to Tunisia at the start of even chosen their spouses, and now they will kill the Salafist terrorists. the Arab Spring and as deputy assistant were meant to choose who would govern Social cohesion, Manai tells us, is secretary of State for Near Eastern affairs. them.” required to defeat powerful invaders, Murder, He Wrote

Along with the blankets and clothing comes Every Hill a Burial Place: The Peace Corps Murder Trial in East Africa a hive of foreign killer hornets, Manai’s Peter H. Reid, University Press of metaphor for Salafists. The hornets destroy Kentucky, 2020, $36.95/hardcover, one of Sidi’s hives and threaten the rest. e-book available, 332 pages.

Reviewed by John Ratigan Soon thereafter, a second group of be they killer hornets attacking a beehive canvassers, consisting solely of bearded or violent Salafists terrorizing a country. In 1966, in a small village in Tanzania, a men representing the “Party of God,” But just as Dr. Rieux cautions in the last young American woman died when she visits Nawa. They speak stridently in clas- sentence of Albert Camus’ novel The fell from a rocky hill where she and her sical Arabic rather than the Tunisian dia- Plague, “the plague bacillus never dies husband of 16 months were picnicking. lect and are dressed “like the Bedouins in or disappears for good,” Sidi similarly Peverly Dennett Kinsey, known to medieval Saudi Arabia.” These outsiders acknowledges that the hornets “were everyone by the descriptive nickname bring food, clothing and blankets for the there, hidden, threatening,” even as he “Peppy,” was a Peace Corps upper pri- villagers, who enthusiastically accept hopes that his bees would be ready for mary school teacher who had met and them. them should they return. married her husband, Bill Kinsey, also Sidi is the only one in Nawa not In a December 2020 discussion of his a PCV upper primary school teacher, caught up in the enthusiasm; to him, the book co-hosted by the Middle East Insti- while they were in Peace Corps train- pigeon (the emblem of the Party of God, tute and George Mason University, Manai ing at Syracuse University. Peppy had printed on ballots to assist illiterate vot- was realistic about the Tunisian revolu- graduated only a few months before from ers) looks like “a crow of ill omen.” tion but optimistic about the future. He Mount Holyoke College. Bill was older, Along with the blankets and clothing aptly noted that “the revolution was a a 1964 graduate of Washington and Lee comes a hive of foreign killer hornets, dream,” and that dreams inevitably con- University. Manai’s metaphor for Salafists. The front reality and disappoint, yet “the fruit At first, Peppy’s fall was thought to hornets destroy one of Sidi’s hives and of the revolution is not mature yet.” be a tragic accident, and the Peace Corps

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 79 prepared to return Bill to the Paul Sack, a successful real United States. But African wit- estate developer from San nesses nearby reported that the Francisco, was faced with a couple had been arguing, then stressful choice: What were struggling with each other in his and his organization’s what looked like a fight. obligations to the deceased Shortly thereafter, Peppy and her bereaved local Tanzanian authori- family, and what were their ties arrested Bill Kinsey obligations to Bill, suddenly on and charged him with the trial for his life? murder of his wife. The In Washington, new Peace trial would take place in a court room in Corps director Jack Vaughn had Mwanza, on the shores of Lake Victoria. been in the job less than two months; he Author Peter Reid tells the story in needed to answer those same questions. Every Hill a Burial Place. A Peace Corps Readers also meet Oxford-trained teacher in Mwanza at the time of the trial Byron Georgiadis, the defense lawyer and later a public interest lawyer in Cali- hired from Nairobi to defend Bill; Tan- fornia, Reid impressively documents the zania police inspector Martin Kifunta; events and the actions of the wide array Peace Corps doctor Tom McHugh; senior of players involved, both American and state prosecutor Ededen Effiwat, a Nige- African (all the product of his extensive rian lawyer on loan to Tanzania; Yale law- interviews). yer Carroll Brewster advising the Kinseys; Also critical as source material are British judge Harold Platt; and much of the detailed notes Reid’s interviewees the American expatriate community in fortunately kept and Peace Corps docu- and around Mwanza at the time. ments. His book is both a movie-ready Peter Reid (full disclosure: we have legal thriller and a study of two cultures been friends since Peace Corps days) has brought together to decide a single ques- done a superb job in laying out this inter- tion. national drama. He is consistently fact- The trial generated challenges well based and judicious in his judgments. beyond the immediate personal one This is not a potboiler or an accusa- before Bill Kinsey. President Julius tory effort: It is a fine piece of history of Nyerere had brought his young country an unlikely event at a fascinating time of Tanganyika to independence less than and place when both the Peace Corps five years before. Only two years before, and the Republic of Tanzania were trying Nyerere had brokered a merger with the to find their way forward. offshore island of Zanzibar. For more information about the book, He now faced an unwanted mur- go to www.peterreidwriter.com. n der trial of an American citizen whose home-state politicians were demanding John R. Ratigan is a retired Foreign Service that President Lyndon Johnson bring Bill consular officer. Following service as a Peace Kinsey home by military force. Corps volunteer in Tanzania, Mr. Ratigan The Peace Corps itself was less than joined the Foreign Service in 1973. During a five years old, already the personal legacy 24-year career he served in Iran, Singapore, of John F. Kennedy but still getting on Egypt, Canada and Korea, in addition to its feet. Peace Corps Tanzania director assignments in Washington, D.C.

80 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL REAL ESTATE & PROPERTY MANAGEMENT

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 81 REAL ESTATE & PROPERTY MANAGEMENT

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THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 87 REFLECTIONS

Going to the Hadhramaut

BY KATE CARR

he Hadhramaut in southern Arabia has a long history. My s husband, Dave, and I visited We flew in on a DC-3, one of the this fabled desert area, then small airplanes of Aden Airways. Since T COURTESY OF KATE CARR administered by Britain, in October we were going over mountains, the A watercolor painting of Seiyun, where 1966. Dave, who was assigned to Aden, propeller plane was tossed all about. the author and her FSO husband went for meetings while assigned to Aden, was going to meet businessmen in the We shook our way down to the sandy then a British colony. ancient cities of the valley. airfield from which hot air blasts rose. From antiquity, the Hadhramaut was That first night, we stayed at the as 98 feet. The vertical houses have to be famous for its spices. Frankincense and guesthouse in Tarim. It was a beautiful constantly maintained by applying new myrrh, used in large quantities in pre- old house in a date palm garden. There layers of mud. Christian religions, grew in South Arabia. were lovely flowers and a swimming Built in the 1530s, Shibam is called the However, many of the spices carried pool with one tree shading it. We slept in oldest skyscraper city in the world, even along the caravan routes came from the a cupola at the top of the house to catch dubbed “the Manhattan of the Desert” Far East. In Europe, South Arabia was whatever breeze might blow. The next in the 1930s by the noted British explorer referred to as the Spice Islands because it morning, Dave and I were driven to Sei- Freya Stark. With 500 houses crowded was thought that all the spices grew there. yun, where he met the Sultan of Kathiri. together, more than 7,000 people cur- Actually, the Hadhramis sailed across Kathiri is one of the two major states rently live there. the Indian Ocean in small sailboats that make up the Hadhramaut. Here, Dave visited businessmen who pushed by the winds that blew east half Dave spoke to him and other sultans lived in the upper stories of their office of the year and west the other half. It was in classical Arabic because they were buildings. I was invited to visit their wives centuries before the European nations well educated, and well-educated in the harems located on even higher learned the secret of this navigation. people conferred formally in that lan- floors. Sitting on cushions, I spoke in Many of the Hadhrami business- guage. Fortunately, he had been trained colloquial Arabic with women who were men spent their whole working lives in Arabic in Beirut. fascinated by my Western clothes. in Indonesia and the Netherlands East These women all wore beautifully Indies. The greatest wish of those that s embroidered dresses and had their hair lived abroad was to retire to their beloved The high point of the trip was a drive elaborately braided. Low coffee tables homeland, build mansions and be buried to see Shibam, a city of high brown-and- and painted cupboards to hold their in the cemeteries. The dead in these huge white skyscrapers that rise before you in many dresses were the only furniture. I cemeteries still outnumber the people the desert. I learned these mud houses answered as many questions as I could living in the cities. reach six to 11 stories, with some as high about the world outside. In one harem, the women were Kate Carr and her FSO husband, David, were posted for 18 years in the Middle engaged in staining the hands of a young East. During those years, they explored the countries that are presently in the bride-to-be with henna. I watched in news. Kate Carr’s earlier FSJ articles were “Into the Desert” (about Syria, April fascination as they cut the thin strips of 2016) and “The End of the British Empire in Aden” (July/August 2015). David tape to form the pattern on her hands. Carr retired from the Foreign Service in 1993, and the couple lives in They then painted all the uncovered parts Centennial, Colorado, near their daughter. with red dye.

88 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL s Things are not always peaceful in the Hadhramaut. Eighty years ago, the people were starving because constant warfare between the tribes made it impossible to farm. To combat this, a British official brokered Ingrams’ Peace. Between 1934 and 1937, Harold Ingrams, with his wife, Doreen, traveled through- out the Hadhramaut. He was sent as an adviser to arrange treaties between the many small tribes. He obtained 1,400 signatures to a three- year truce, which was later extended. The

peace was wildly popular as conditions WIKIMEDIA/DAN had been so grim due to the fighting. Shibam, “the Manhattan of the Desert,” circa 2008. Later, I found out that even in 1966, getting to the Hadhramaut was perilous. plane on which his father was travel- left in late 1967, and the independent While my husband was driven on the fre- ing. The prime minister and the 29 other protectorates became part of Yemen. (For quently mined road to Mukalla to meet people aboard were killed. the most part, Hadhramis consider them- the man who had just become Sultan of selves Hadhramis and not Yemenis, and Qu’aiti, I flew home to Aden. s often do not have Yemeni passports.) A month later, on Nov. 22, the son Many changes have occurred in the In 2014, civil war began in Yemen. of Amir Mohammed bin Said planted Hadhramaut since 1966 when Dave and I Shiites captured Sana’a, Yemen’s capital, a bomb that blew up the Aden Airways were in the Aden protectorate. The British from the Sunni government. One hundred thousand people have been killed in Yemen by Saudi bombing, and 85,000 have died in the famine. Although the Hadhramaut has not been bombed, its people have suffered financially. A major problem for the Hadhramaut is also the maintenance of mud buildings. A tropical cyclone flooded the area in 2008. Four towers were destroyed, and 15 others damaged, in Shibam. Appeals for financial aid have been made to UNESCO, which pledged $194,000 to help with res- toration of the heritage site. The European Union has also been asked for funds. s Despite these and other dangers and depredations, the mud skyscrapers still stand, representing the all-enduring CHAD BLEVINSCHAD The Hadhramaut in present-day Yemen. Hadhrami culture. n

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 89 LOCAL LENS BY ANGELICA HARRISON n ROME, ITALY

anti Vincenzo e Anastasio a Trevi (Saints Vincent and Anastasius at Trevi), as it Please submit your favorite, has been known since the 16th century, is a church in Rome adjacent to the famed recent photograph to be consid- ered for Local Lens. Images must Trevi Fountain. Rebuilt in the mid-17th century in the Baroque style, the structure’s be high resolution (at least 300 unusual design features a dense grouping of 18 Corinthian columns on two stories. dpi at 8” x 10”, or 1 MB or larger) S and must not be in print else- The reconstruction was ordered by Cardinal Mazarin, whose coat of arms and cardinal’s hat, where. Include a short description supported by angels, are the focus of the travertine façade. The church has the distinction of the scene/event, as well as your of housing the embalmed hearts of 22 popes from Sixtus V to Leo XIII. This view of the top name, brief biodata and the type half of the church, with the buglers silhouetted against the sky, captures the richness of the of camera used. Send to local- [email protected]. architecture. n

Angelica Harrison currently serves as a Diplomatic Security special agent in Washington, D.C. She was in Rome with the Secretary of State’s detail when she took this photo. She has also served in Seoul and Dakar. She captures street photography as a hobby, and used an Olympus Pen Mirrorless E-P3 with an Olympus 14-42mm lens for this image.

90 JULY-AUGUST 2021 | THE FOREIGN SERVICE JOURNAL