2
Women in the UK Intelligence Community
“… if all intelligence
professionals are
cut from the same
cloth, then they
are likely to share
‘unacknowledged
biases’ that
circumscribe both the
definition of problems
and the search for
solutions.”
innovation and creativity amongst employees and encourage the
motivation and efficiency of staff.
The same holds even more true for the intelligence community, given
the nature of their work. Logically, if all intelligence professionals are
cut from the same cloth, then they are likely to share ‘unacknowledged
biases’ that circumscribe both the definition of problems and the
search for solutions. Diversity should therefore be pursued not just
on legal or ethical grounds – which are important in themselves –
but because it will result in a better response to the range of threats
that we face to our national security.
The Committee has heard from the heads of each of the Agencies
about the obstacles they face in trying to achieve greater diversity
and, where there is an imbalance, what they are doing to try to
tackle it. However, leaving aside the best efforts of those at the top,
there is no substitute for hearing from the individuals who are part
of these organisations in order to understand the issues that they
face and how they think their organisation could improve. So, as
part of the oversight remit of the Committee, I have been visiting
the three intelligence and security Agencies to talk to staff about
diversity issues and hear their experiences.
There are a number of aspects of diversity, and it is obvious that
there is no ‘one size fits all’ solution. Therefore, rather than seeking
to address all the issues that arise, I have chosen to focus first on
the position of women in the Agencies. It is this particular aspect
to which this first Report is devoted. In my discussions with staff, I
explored recruitment policy and practice; maternity-related issues,
childcare and flexible working; career and promotion prospects; and
cultural and behavioural issues.