Intelligence services are important sites of contestation, often the foci of reform and calls for greater transparency. Yet, while growing attention has been paid to intersectionality, gender equality reform, and progress in other areas of international affairs, little of this same transparency and attention has been paid to diversity in the intelligence sector. This paper seeks to bridge the gap, comprising a systematic review of the literature on diversity in the intelligence sector to improve our understanding of what is known and what can be known about the history and current make-up of the intelligence sector—and those who “do intelligence work”. By identifying strengths and gaps in the literature and setting an agenda for future research within these “secret institutions”, this paper argues that the lack of transparency, data, and knowledge on the interplay of gender, race, and sexuality, among other aspects of diversity in intelligence, is deeply troubling. It hampers our knowledge of how the sector may be “gendered” or otherwise experienced, as well as how this particular area of the security sector may or may not be integrating gender and other perspectives into their work. This paper finds that diversity in the intelligence and national security sectors is both an asset and a liability to be managed. Diversity is seen as a source of intelligence gathering and analysis strength, as well as a potential threat to hegemonic masculinity in intelligence practice. Further, language and processes for promoting diversity in intelligence can reinforce stereotyped knowledge of marginalized groups that ultimately hamper calls for greater representation, diversity, inclusion, access, and opportunities in the intelligence sector.

中文翻译：

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机密与秘密：了解情报部门多元化的文献

情报部门是重要的争议场所，往往是改革的焦点，并呼吁提高透明度。然而，尽管人们越来越关注交叉性、性别平等改革以及国际事务其他领域的进展，但情报部门的多样性却很少受到同样的透明度和关注。本文旨在弥合这一差距，包括对有关情报部门多样性的文献进行系统回顾，以提高我们对情报部门的历史和当前构成以及那些已知和可以了解的信息的理解。 “做情报工作”。通过确定文献中的优势和差距，并为这些“秘密机构”内的未来研究制定议程，本文认为，缺乏透明度、数据、关于性别、种族和性行为以及智力多样性的其他方面的相互作用的知识令人深感不安。它妨碍了我们了解该部门如何“性​​别化”或以其他方式经历，以及安全部门的这一特定领域可能会或可能不会将性别和其他观点纳入其工作中。本文发现，情报和国家安全部门的多样性既是一种资产，也是一种需要管理的负债。多样性被视为情报收集和分析力量的来源，也是情报实践中霸权男性气质的潜在威胁。此外，促进智力多样性的语言和过程可能会强化边缘化群体的陈规定型知识，最终阻碍对更大代表性、多样性、包容性、