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Women in CIA: From Typists to Trailblazers?

Název práce v češtině:	Ženy v CIA: od písařek po průkopnice?
Název v anglickém jazyce:	Women in CIA: From Typists to Trailblazers?
Klíčová slova:	CIA, zpravodajství, feminismus, leadership, ženská pracovní síla, Spojené státy americké
Klíčová slova anglicky:	CIA, intelligence, feminism, female workforce, leadership, United States of America
Akademický rok vypsání:	2014/2015
Typ práce:	diplomová práce
Jazyk práce:	angličtina
Ústav:	Katedra mezinárodních vztahů (23-KMV)
Vedoucí / školitel:	prof. Mgr. Oldřich Bureš, Ph.D., M.A.
Řešitel:	skrytý - zadáno vedoucím/školitelem
Datum přihlášení:	25.06.2015
Datum zadání:	09.09.2015
Datum a čas obhajoby:	20.06.2016 08:00
Místo konání obhajoby:	IPS FSV UK, U kříže 8/661 158 00 Praha 5 – Jinonice
Datum odevzdání elektronické podoby:	26.04.2016
Datum proběhlé obhajoby:	20.06.2016
Oponenti:	doc. PhDr. Běla Plechanovová, CSc.



Kontrola URKUND:

Zásady pro vypracování

Introduction
“A major concern of CIA is the paucity of women in supervisory and management positions, and in the Senior Intelligence Service.”
Since the creation of CIA in 1947, women were represented as a clerical workforce with low prospects of promotion as the then women were not considered to be efficient analysts, case officers or even leaders of the organization. In the post-war decade women represented 39% of the total CIA workforce and nearly 90% of all clerical jobs were done by them. However, since the start of the second wave of feminism in the 1960s, women in CIA began to challenge their status of “second class citizens” and they started to break the glass ceiling which used to prevent them from promotion to senior positions or to higher grades compared to their male counterparts.
Despite feminist initiatives in the early second half of the past century, female CIA workers encountered various problems in their career advancement identifying issues of harassment or discrimination based on gender and women were even considered a “minority” within the agency. Moreover, women used to have more limited career track and promotion to higher GS levels which lasted significantly more time (if ever they got promoted) than in the case of male workers.
In the most recent decades, due to success of the second wave of feminism women’s situation within CIA is improving; nevertheless women still face several problems regarding their career development such as the lack of mentoring/sponsorship or leadership training which still prevents them from being more represented in the CIA top management. Despite those obstacles, since 1990 in conformity with the third wave of feminism, women nowadays prove themselves as efficient agents, case officers and even agency’s top leaders.
On the other hand, even though currently nearly 46% of the CIA workers are women, they constitute only 31% of the Agency’s Senior Intelligence Service (SIS) officers with low opportunities to promotion. Moreover, contemporary CIA women deal with the third wave of feminism issues (such as work-life balanced, gender stereotypes in male-dominated workplace etc) that can be also recognised as elements preventing them from advanced career development.
The diploma thesis examines why more women were not achieving promotion and positions of greater responsibility in the CIA’s history and argues that in order to fulfil its changing mission; CIA should employ more women among its executive ranks.

Research question:
How has the role of women within CIA evolved since the end of the WW2?

Thesis goal:
The goal of the present thesis is a conceptual analysis of evolution of the female workforce within CIA from its creation to nowadays. The next goal is a basic comparison of the main issues identified by the second and third wave of feminism with problems identified by the then agency women. The subsequent goal of the thesis is to prove that according to feminist theory, more women are needed in the CIA top leadership in order to fulfill agency’s mission.

Methodology and operationalization:
Method of this thesis is the single study of the CIA case with the time limit from its creation after the WW2 to nowadays. Theoretical anchoring of the thesis is based on the second and the third waves of feminism, both dealing with conceptual goals, issues and challenges identified by the then women. Similar goals, issues and challenges are spotted in the history of the CIA women and will be thus analyzed according to feminist theory. Feminist theory also enables an analysis of why more women should be represented in the CIA top leadership.

Seznam odborné literatury

Data sources:
The scarcity of data is the main obstacle in this thesis elaboration since the “need to know” principle is on one hand an inherent part of the intelligence community and on the other hand the main difficulty in intelligence studies. As the Anglophone intelligence community is more opened than others, it is the unique source of data for this thesis. The basic data for this thesis comes mainly from the CIA’s collection From Typist to Trailblazer presenting 120 documents tracing women careers within the CIA.

Literature (selection):
a) Primary Sources
CIA Library: Historical Collection from Typist to Trailblazer.

From Typist to Trailblazer: The evolving view of Women in the CIA’s Workforce. 120 declassified documents about women in CIA from 1946 to 2012. CIA. <http://www.foia.cia.gov/collection/typist-trailblazer>.

1946-01-27 - Agnes B. Collins personnel file.pdf. http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1946-01-27.pdf
1953-07-27 - CSB meetings Kirkpatrick presiding.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-07-27.pdf
1953-08-10a - CSB transcript of steering group.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-08-10a.pdf
1953-08-10b - CSB meeting transcript addressing women’s panel.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-08-10b.pdf
1953-08-10b - CSB meeting transcript addressing women’s panel.pdf. http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-08-10b.pdf
1953-08-13 - Clerical Committee study, distribution of men and women by career tracks.pdf. http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-08-13.pdf.
1953-09-17 - Panel on Career Service for Women meeting.pdf. http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-09-17.pdf
1953-11-01a - Panel on Career Service for Women final report to CSB.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-11-01a.pdf.
1953-11-01b - Report of the Committee on Professional Women in the Overt Offices.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-11-01b.pdf.
1953-11-23 - CSB agenda.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-11-23.pdf.
1953-11-30 - Inspection of the Personnel Office.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1953-11-30.pdf.
1954-04-20 - Other significant findings on subject of women’s status.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1954-04-20.pdf.
1962-01-01 - CSI ‐ A Dim View of Women.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1962-01-01.pdf.
1971-07-06 - Recruitment Division report on the status of women.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1971-07-06.pdf.
1972-03-17 - EEO Program and Related Data Concerning Female and Minority Employees.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1972-03-17.pdf.
1972-09-30 - Agency Report on Women Federal Employees in Higher Level Positions.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1972-09-30.pdf.
1973-12-11 - Comparison of Grade Distribution of Men and Women.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1973-12-11.pdf.
1976-09-01 - CSI ‐ Field Station of the Future excerpt.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1976-09-01.pdf.
1977-05-27a - Summary of the problems of women for DDCI’s discussions with managers.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1977-05-27a.pdf.
1978-01-06 - DOJ Task Force on Sex Discrimination.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1978-01-06.pdf.
1978-07-06a Upcoming meeting of DCI with Congressional Women’s Caucus.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1978-07-06a.pdf.
1978-07-06b - Meeting of DCI with Congressional Women’s Caucus.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1978-07-06b.pdf.
1978-09-11 - Memo following up on Congressional Women’s Caucus suggestions.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1978-09-11.pdf.
1978-09-15 - Memo for DCI from DDA regarding Congressional Women’s Caucus suggestions.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1978-09-15.pdf.
1979-03-01 - Memo re final Agency decision on discrimination complaint case.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1979-03-01.pdf.
1981-07-30-Proposed Course, Women and Leadership.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1981-07-30.pdf.
1983-12-15 - Projected Activities for CIA Federal Women’s Board for 1984.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1983-12-15.pdf.
1991-01-01 - CSI ‐ The Story of Herma Plummer.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1991-01-01.pdf.
1992-01-01 - Glass Ceiling Study Summary.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1992-01-01.pdf.
1992-08-10 - Implementation of the Glass Ceiling Study.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1992-08-10.pdf.
1992-08-27 - Glass Ceiling Action Discussions.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1992-08-27.pdf.
1994-01-01 - Comments on Positions for Women.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1994-01-01.pdf.
1994-01-08 - Four Senior Women in the DO Discuss Their Careers.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1994-01-08.pdf.
1994-01-17 - WOMEN RECIPIENTS OF THE CIA TRAILBLAZER AWARD.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1994-01-17.pdf.
1995-03-01 - Executive Summary from a report of the Federal Glass Ceiling Commission.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1995-03-01.pdf.
1996-05-15 - Executive Director Nora Slatkin speech.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/1996-05-15.pdf.
2003-03-01 - CSI The Petticoat Panel A 1953 Study of the Role of Women in the CIA Career Service.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2003-03-01.pdf.
2007-04-14 - CSI One Woman’s Contribution to Social Change at CIA.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2007-04-14.pdf.
2007-04-15 - CSI The Wolves at the Door The True Story of America’s Greatest Female Spy.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2007-04-15.pdf.
2009-03-12 - The People of the CIA: Ames Mole Hunt Team.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2009-03-12.pdf.
2009-04-02 - The People of the CIA: Stephanie O’Sullivan.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2009-04-02.pdf.
2009-04-16 - The People of the CIA: Cindy Bower.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2009-04-16.pdf.
2009-05-05 - The People of the CIA: Eloise Page.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2009-05-05.pdf.
2010-09-01 - Workforce trends in grade distribution 1980‐2009.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2010-09-01.pdf.
2012-01-01 – SIS Promotions.pdf. http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2012-01-01.pdf
2013-03-22 - Madeleine Albright at CIA Women’s History Month celebration.pdf http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2013-03-22.pdf.
2013-10-18 - Typist to Trailblazer Annotated Bibliography.pdf. http://www.foia.cia.gov/sites/default/files/document_conversions/1820853/2013-10-18.pdf.
Challenging the Status Quo: Elizabeth Sudmeier’s Historic Legacy. CIA. Available on: <https://www.cia.gov/news-information/featured-story-archive/2015-featured-story-archive/elizabeth-sudmeier-story.html.>

Executive Director Speech: Women in CIA. 1996. CIA. Available on: <https://www.cia.gov/news-information/speeches-testimony/1996/exdir_speech_051596.html>.

Official Reports
Schoemaker, J., Park, J. 2009. Progress Report on Women in Peace & Security Careers. U.S. Executive Branch. WIIS.<http://wiisglobal.org/wp-content/uploads/2014/01/WIIS_ProgressReport_ExecBranch1.pdf >.
Women in the UK Intelligence Community. A report by the Intelligence and Security Committee of Parliament.2015. Available from: <http://isc.independent.gov.uk/news-archive/5march2015>.
Director’s Advisory Group on Women in Leadership. Unclassified Report. 2013. CIA’s library. Available on: <https://www.cia.gov/library/reports/CIA_Women_In_Leadership_March2013.pdf>.

b) Secondary Sources
Monographs
FOOTITT, H. 2010. Scrabbling after Identity: Foreign Languages in Intelligence Work. Intelligence and National Security. 25:3. 271-289.

Reese L., J. 2008. Women in the United States Marine Corps CI/HUMINT Community. U.S. Army Command and General Staff College. Forth Leavenworth, Kansas.
Moran Kegley, Lindsay. Woman in the CIA: Problems and Prospects. UVA Top News Daily. University of Virginia. 2015. Available on: <http://www.virginia.edu/topnews/07_26_2004/mcr_spy.html>.

Articles in Scholarly Journals
Podbregar, I. Hribar, G., Ivanuša, T. 2015. Intelligence and the Significance of a Secret Agent's Personality Traits. International Journal of Intelligence and Counterintelligence. 28: 520-539.

Feminist literature
Boldry, J., Wood, W., Kashy, A. D. Gender stereotypes and evaluation of men and women in military training. Journal of Social Issues, Vol. 57, No. 4, 2001, pp. 689–705.
Carli, L., Eagly, A. H.Gender, Hierarchy, and Leadership: An introduction. Journal of Social Issues, Vol. 57, No. 4, 2001, pp. 629–636.
Denmark, F. Women, Leadership and Empowerment. Psychology of Women Quarterly. No. 17, 1993. Pp. 343-356.

Předběžná náplň práce

Thesis outline:
1. Introduction
1.1. Motivation for research
Since the creation of CIA in the US, women constitute a great majority of its clerical workforce. Yet, during the past decades more women are getting employed within this organization as there is rising awareness not only about the utility of female agents (in HUMINT) but also about advantages of female leaders in managerial positions. However, despite feminist theories, there is still a noticeable scarcity of women in the CIA’s leadership which according to the same theory should be improved.
1.2. Studies in Intelligence
This part presents a brief analysis of some problems encountered while studying intelligence as academic discipline. It is mainly the lack of sources that represents a major obstacle in the thesis writing. The chapter also provides with basic introduction into intelligence craft (intelligence cycle, types of intelligence, ways of its gathering etc).

2. US Intelligence Community
As the US intelligence community is the base upon which this thesis is built on, this chapter represents an introduction to the American intelligence community. It provides readers with an analysis of the system and presentation of the 17 US intelligence agencies and their basic tasks and differences. Special focus is based on CIA and its SIS. The chapter also deals with CIA creation, its brief history, development and evolution of its main mission. The chapter ends with the CIA’s organizational structure, CIA salary question (GS levels) and promotion requirements.

3. US Feminist Theory
Being the theoretical anchor of this thesis, the chapter represents a conceptual introduction to the US Feminist theory, its main characteristics, representatives, goals, issues and evolution. Special focus is placed on the analysis of the second and the third wave of the feminist theory in the US. The chapter analyzes basic successes of each wave of feminism in breaking gender stereotypes.

4. Evolution of the female workforce
This chapter deals with an analysis of female workforce within the agency and its evolution:
4.1. After the WW2, there is a relatively high percentage of women working within the agency due to post war developments (39% of the staff employee-staff agent group in CIA). In 1953 61 % of analysts were women, but represented only 23% of professional analyst, furthermore women also generally held lower grades than men in the same category of jobs. In this part there will be presented some dim opinions on women in intelligence (such as “Women can’t work under the pressure of urgency and special considerations inherent in much of the Agency’s work” etc) reflecting opinions on female workforce before the start of the second wave of feminism in the US.
4.2. In 1960s begins the trend of increasing percentage of women in senior positions in the 1960s due to the start of the second wave of feminism aiming to challenge social status of US female workers. In CIA, already in the 1950s a panel of women was created in order to examine the career advancement problems of professional and non-professional women throughout the Agency dealing with issues on feminist agenda such as challenging hierarchy, equal pay and perspective of promotion but not its radical goal – elimination of the patriarchy – acknowledging CIA being dominated by men with masculine values as an inherent part of its corporate culture. More initiatives and women movements are being created in this period dealing with “female issues” on the CIA workplace.
4.3. In 1970s and 1980s the trend remained still – decrease in women power within the agency and very few of them have reaching senior executive positions within the Agency, prospects for promotion are relatively low. For example in January 1981 there were only eleven women in SIS (2, 6% compared to the male workers) . Women panels are active issuing more initiatives and movements, but progress in the change of status of CIA’s women is very slow.
4.4. In 1990 starts the third wave of feminism which means success in shattering the glass ceiling (and further “management shakeup”) in CIA. More women had opportunities to reach higher levels in the agency such as the case of Nora Slatkin, the first female Executive Director from 1995 to 1998. In conformity with the third wave of feminism, CIA’s women raise awareness about their work-life balance.
4.5. Women in CIA today: Today (in 2012) women make up 46% of CIA’s workforce. Despite initiatives of the third wave of feminism, women now constitute 31% of the Agency’s Senior Intelligence Service officers. In other Intelligence Community agencies there are 28.8% females in their senior executive ranks. The trend also shows that relatively small percent of women get promoted to SIS which could lead to diminishing representation of women at the senior ranks . On the other hand, the third wave of feminism promoting individualism and diversity support careers of other female CIA leaders such as Stephanie O’Sullivan, the Principal Deputy Director of National Intelligence (2009-2011) or her successor Sue V. Bromley who can serve as an example for other Agency’s women. Work-life balance is not anymore “women’s issue”, but women still recognize barriers to their advancement opportunities.

5. Nowadays problems leading to scarcity of women in the CIA’s leadership and incentives for improvement
5.1. Problems
Women were often discouraged from applying or entering into CIA service during the 1950s, 60s and for women who entered in 1960s and 1970s gender-based discrimination was a common practice. The discrimination took the form of being passed up for promotion or being segregated into certain jobs and tasks based on gender bias.
Another issue is the “ageims” which means being “young and female” as a double set of barriers to overcome in gaining respect and acknowledgement of their rank or position. Women are often not getting support they need (in terms of training, mentorship, work-life balance). Mainly there is a lack of sponsors for female workers. There are also different work approaches of women and their male counterparts such as the fact that women rely on formal career development tools or think about the short-term fit of an assignment.
There are still various forms of harassment on working environment or interpersonal disputes and typical feminine outside responsibilities such as taking care of household, children or elderly people which also leads to the necessity to take time off of the work in order to comply with them. Time off is often creating a negative image.
Women are more likely to undervalue their own qualifications for assignments. This characteristic can also explain the fact that women may be less likely to apply for senior jobs in spite of their high qualification matching to the assignment. (DAG survey within the CIA). Moreover managerial positions are becoming “extreme jobs” with many challenging aspects women are not like to undertake.
5.2. Incentives for improvement
There should be more training opportunities and professional development tools in order to promote leadership development for women. More mentoring and sponsorship for CIA’s women is also needed as well as support of work-life balance. In order to assure the continuity of those improvements, it is necessary to develop the next generation of women leaders (it means expand programs to encourage women and create more programs for leadership development…)
According to feminism first of all it is necessary to overcome gender stereotypes and build mentoring, credibility and visibility of CIA’s women.

6. Women in HUMINT
There are many stories about women spies throughout modern history such as the story of the “case officer” Elisabeth Van Lew during the American Civil War or the WW2 cases of Virginia Hall or Noor Inayat Khan to cite some of many. However, in the early years of CIA, women were not considered to be able to work as agents or case officers, but they were used and trained world-wide to seduce foreign intelligence targets (such as the case of the GRU’s “swallows”) in order to recruit them as double agents or compromise them. The thesis will present some cases of this “dark” side of female intelligence workers and then it will analyze stories of some women working as successful double agents (such as Ana Montes) which were enabled to do so also due to gender stereotypes. The thesis will as well analyse major advantages and disadvantages of female workers in HUMINT.

7. Conclusions:
The culture for women in CIA has changed for better. According to the second wave of feminism, more women have moved into leadership roles, yet they remain under-represented and this needs to change. In order to change the status of women in CIA, social issues mentioned by the third wave of feminism need to be addressed: breaking the glass ceilings, sexual harassment, maternity leave policies and promoting work-life balance.
Moreover, women need more leadership mentoring to be able to pursue their career advancement and according to organizational structural theory (contingency theory), they need to gain respect as efficient leaders. CIA needs to reap the full benefit of its talented workforce in order to meet an increasingly complex and challenging mission, therefore, more equal representation of women in its top management is requested.

Předběžná náplň práce v anglickém jazyce