make up the cyber workforce. This will ensure the Department is strongly positioned and equipped to identify, recruit, retain and develop the world-class cyber talent necessary to match the requirements created by emerging technology, tactics and procedures in this transformational, digital age. To overcome identified challenges, we will align our strategic goals and implementation efforts to four human capital management pillars, which will provide the foundation for unified management and empowerment of the DoD cyber workforce. FOUR PILLARS The four pillars are: Identification, Recruitment, Development and Retention. The pillars provide a unifying direction to accomplish the mission, vision and goals laid out in this strategy. Utilization of the four pillars helps the DoD identify and group current cyber workforce challenges along with the human capital initiatives the DoD is implementing to address them. The four pillars are defined as follows: Identification — The processes of determining workforce needs or requirements and the potential or incumbent workforce to meet them. Recruitment — Identifying and attracting the talent needed to meet mission requirements and the process of evaluating the effectiveness of recruiting efforts. IDENTIFICATION RECRUITMENT UNIFICATION RETENTION DEVELOPMENT Diversity, Equity, Inclusion and Accessibility (DEIA) Figure 2 – Four Human Capital Pillars Development — Understanding individual and team performance requirements and providing the necessary opportunities and resources to satisfy those performance requirements. Retention — The incentive programs the Department employs to retain talent and the process of evaluating the effectiveness of the incentive programs. Diversity, equity, inclusion and accessibility (DEIA) ensures the Department consists of cyber professionals with diverse backgrounds, skillsets, thought processes and worldviews. If the Department’s cyber workforce is to become the most capable and dominant force in the world, it must champion DEIA. Doing so mitigates the risk of the Department becoming an echo chamber of likeminded thought leaders who are unable to implement innovative solutions to cyber problems. The Department intends to cultivate a workforce that draws from the full diversity of the Nation. 11