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• Nowhere in the security clearance process are data on race gathered. Thus, it cannot be definitively determined whether any racial disparities exist during the security clearance process.
• There are societal factors (financial, drug-related, and criminal) and human judgment factors (affinity bias, confirmation bias, and statistical discrimination) that might contribute to racial bias in the security clearance process.
• As technology and automation evolve, racial bias could surface within the algorithms used in the clearance process, potentially as the result of programmer biases or historical racial differences.
• Individuals might not have a clear understanding of the data collected about them during the investigation process that inform adjudicative decisions.

Because security clearances are required for designated national security positions, results of the background investigation and adjudication process can affect an individual's recruitment, hiring, retention, promotion, and ability to pursue a career in the U.S. Department of Defense and in the broader national security community—including government contractors.

Some sources suggest that topics and questions covered in the background investigation process may exclude qualified applicants from minoritized racial/ethnic backgrounds. Such exclusion is problematic not only because it is inconsistent with equal opportunity legislation and ethical principles but also because the practice may result in a national security workforce that lacks the breadth of capabilities and experiences needed for the mission. Currently in the security clearance process, data are not collected on the race of applicants, which is needed to determine whether racial disparities exist in the submission of an application, completion of an interview, adjudication, or appeal decision. 

In this exploratory report, the authors consider the security clearance process through the lens of racial justice. They identify areas where bias might create an unjustifiable barrier for Black Americans seeking positions or career advancement in U.S. departments and agencies with a national security mission. The authors describe societal factors (financial, drug-related, and criminal) and human judgment factors (affinity bias, confirmation bias, and statistical discrimination) that may contribute to racial bias. They analyze the reasons for denials of eligibility for security risks and perceptions of bias and recommend areas for improvement and further exploration in transparency, training, and awareness of bias.

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