Yes, that's a very good point, though having briefly worked HR for civil service I'd say the diversity "upcheck" would be more beneficial. It doesn't erase the

Yes, that's a very good point, though having briefly worked HR for civil service I'd say the diversity "upcheck" would be more beneficial. It doesn't erase the systemic discriminatory factor from the difference in criminal records for the same offense, but it does try to address it in a systemic form. Of course, diversity initiatives simply covers hiring, not clearance adjudication. But there have certainly been many other areas of DoD where people with known criminal histories (to include felons) have made it to positions of responsibility, often to the amazement of the public. E.g. childcare workers at DoD bases, and even the civilian security forces at a grouping of Navy bases. Even diversity planning has to bow to "bona fide occupational qualification" though. If the position description requires you to have a record free of things like organized criminal activity, then diversity planning can't help you (though it can make it that much easier for minority groups with no such criminal record to make it in).