Served as the director of ‘Task Force One’ in the navy which routinely advocated for increasing DEIA initiatives.

Helped facilitate and signed off on the report by Navy Task Force One that advocated for increasing diversity and inclusion and selections based on race. The report reviewed data based on race and gender and advocated for more representation in jobs based on race and gender (not merit).

• Holsey wrote in the report: “when it comes to inclusion and diversity we can be committed or involved. We choose commitment.”
• Holsey said: “I look forward to now starting the work of moving these recommendations forward.”
• The report included:
  • Increasing diversity of candidates for nominative positions
  • Growing diverse teams and inclusive workspaces
  • Increasing number of minority commissionings and selections
  • Increase promotion rates based on “diversity”
  • Increase “diverse personnel” in command assignments
  • Each Navy leader is encouraged to sustain a dialogue on diversity of race, gender and ethnic relations and have open, honest conversations at their command.
  • Ensure capability to monitor race, ethnicity and gender of service members subject to NJP actions.
  • Recommended promotion boards be made up of individuals based on race and gender.
  • Assign a diverse board member to review and brief diverse records
  • Review and consider a proposal to rescind the ability of a Sailor to “decline to respond” to race, ethnicity and gender determination for inclusion in the Navy personnel ADE.

When Holsey was up before the Senate for a nomination hearing for a promotion, he tried to distance himself from the report claiming he did not ask to lead the effort.

Photo Source: U.S. Southern Command