Quotas Harm the Secret Service
On July 13, Corey Comperatore, a devoted father and husband, tragically lost his life in Butler, Pa. while shielding his wife and daughter from an attacker. His funeral featured his favorite song, “I Can Only Imagine” by MercyMe, as a tribute. The Secret Service failed in their duty.
The shortcomings of the Secret Service are numerous and highlighted in a 133-page interim Senate report. A lead agent neglected to acknowledge credible intelligence about a threat, which could have prompted the event to be moved indoors. Several Secret Service agents were aware of a “suspicious” individual with a rangefinder half an hour before the shooting.
Despite these failures, former President Donald Trump was still present on stage during the event. Shockingly, none of the individuals interviewed during the federal investigation took responsibility for any of the security lapses.
The organizational confusion within the Secret Service is evident in their strategic plan. The first statement in their plan focuses on achieving “excellence through talent, technology, and diversity.” This vision indicates a lack of emphasis on protection as the primary goal of the organization.
As part of their diversity-driven vision, the Secret Service aims to have a 30% female force by 2030. However, a recent Secret Service podcast discussion highlighted the importance of female representation without delving into the core issues of security and competency.
Former Director Kim Cheatle’s decision to prioritize diversity over addressing a massive retention problem resulted in key security personnel being inadequately trained and promoted despite their shortcomings.
As an organization advocating for women’s rights, IWF is preparing a lawsuit against the Secret Service for sex discrimination. Former and current agents are encouraged to share their experiences anonymously with IWF.
While women empowerment is essential, the focus should be on equal treatment and opportunities in the workplace rather than implementing quotas. Quotas can undermine a woman’s credibility and perpetuate societal expectations.
Employers should address female-unfriendly practices and create a supportive environment for women to thrive in their chosen career paths. Celebrating diversity should be about providing equal opportunities for all women, not enforcing rigid quotas.
It’s crucial to recognize that diversity, without a focus on excellence and merit, does not enhance performance or safety. IWF is collaborating with the Mountain States Legal Foundation to challenge this detrimental practice.
May Mailman is the director of Independent Women’s Law Center (iwlc.org).
