mr. coker, i know we did not get to your testimony. thewhat do you think priorities lie in terms of adding diversity in the workforce and also to the question i asked miss sampson, how the security process is recruitg the ability to talented, diverse -- a talented, diverse workforce? >> in terms of diversity in the workforce, we are on board with the perspective that diversity and inclusion directly correlates to positive outcomes. the more diversity we can have in terms of thoughts, the better off we will be. nsa,r recruiting goals at we have a goal of 33% for minority hiring and 40% for women hiring. at 31% andre comfortable in terms of reaching that goal. on the minority side. on the women's side, it is just under the 40% mark and we are comfortable there. that is good news. security clearance issues hampering you in that search at all? >> it is not hampering us with the exception of the delays and some individuals cannot afford the economic impact of a delay. applying more resources to certain skill sets that can improve the securi

mr. coker, you have the floor. >> very good, thank you, questionnaire. board members, you may recall that last month we began a series on risk management. this is a three part series. the first was last month, and that was on asset allocation optimization of risk and return. the second part is today, and there's three parts to that. one is and will be presenting a comprehensive analysis of our liquidity profile profile, as well as our cash flow forecasting and in addition to that, we will have two more parts to the risk management today, and that is we have a two series of casing schedules, one prepared by cambridge, another prepared by tori cove. these are our to offer private market consultants. there are some mild differences, but we look it -- we look at as much data as we can, if we have talked sets of data, we want to evaluate those. and then the third part of the risk management series will be next month, and that is a sweeping view of all the risk exposures throughout our portfolio, both by asset class and for the plant as a whole. with that, i'm

mr. harry coker. executive director for the national security agency. in this capacity, mr. corker works with providing leadership in all areas of the enterprise and interests internally and externally. each of your statements will be made a part of the record in their entirety. i would ask you to summarize your testimony in five minutes or less. we'll begin with the honorable carrie bingen. >>> thank you mr. chairman. it is a privilege to testify today alongside with my dni and my nsa colleagues. the status of diversdiversity. i would propose that ms. sampson start with an overview and i would follow-up with specific remarks on defense. if that's okay? okay. thank you. >> ranking member nunez and members of the committee, thank you for the opportunity to appear before this morning to discuss diversity and inclusion within the united states intelligence community. i am rita sampson, i'm the u.s. intelligence community's chief diversity officer and director of equal employment opportunity within the director of national intelligence. in my role, i lead the enterprise approach

mr. harry coker, we want the committee to know as leaders of the u.s. intelligence community they're personally committed to advancing a more work e and inclusive force. we define diversity broadly to, of mpass the full range ions.affiliat including age, religion, ex-wall dentity, on, againer i socialo economic status, family and it encourages xibility and , fle all are able to ontribute to their full potential. this year, the director released he national intelligence strategy laying out a number of es prioritiur includes an imperative the ic diverse h and retain a to addresswork force success. we must leverage diverse perspectives. rth consecutive year, dni shared ac work force demo data.graphic the range is being shared and 'd like point out highlights exist regarding work force representation. if representation of women 38.8% and women ith inued to see increases w the percentage of women being oted exceeding representation in the work force. ithin ic, leaders implemented for best easures practices along with performance and create solutions that imp