; (2) an analysis of applicant flow data, including the percentage and level of positions for which data are collected, and a discussion of any resulting policy changes or recommendations; and (3) demographic data relating to participants in professional development programs of the national security agency and the rate of placement into senior positions for participants in such programs. (c) Expand the collection and analysis of voluntary applicant flow data (1) In general The head of each national security agency shall develop a system to collect and analyze applicant flow data for as many positions within the national security agency as practicable, in order to identify areas for improvement in attracting diverse talent, with particular attention to senior and management positions. (2) Phased implementation The collection of applicant flow data may be implemented by the head of a national security agency in a phased approach commensurate with the resources available to the national security agency. (d) Identify additional categories for voluntary data collection of current employees (1) In general The head of each national security agency may submit to the Office of Management and Budget and to the appropriate congressional committees the recommendation of the head regarding whether the national security agency should voluntarily collect more detailed data on demographic categories in addition to the race and ethnicity categories specified in the statistical policy directive issued by the Office of Management and Budget entitled Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity . (2) Process In making a recommendation under paragraph (1), the head of a national security agency shall— (A) engage in close consultation with internal stakeholders, such as employee resource or affinity groups; (B) ensure that there is clear communication with the workforce of the national security agency— (i) to explain the purpose of the potential collection of such data