; (B) recruiting at historically Black colleges and universities, Hispanic serving institutions, women’s colleges, and colleges that typically serve majority minority populations; (C) sponsoring and recruiting at job fairs in urban communities; (D) placing job advertisements in newspapers, magazines, and job sites oriented toward women and people of color; (E) providing opportunities through the Foreign Service Internship Program and other hiring initiatives; and (F) recruiting mid-level and senior-level professionals through programs designed to increase minority representation in international affairs; and (8) provide opportunities through— (A) the Charles B. Rangel International Affairs Fellowship Program; (B) the Thomas R. Pickering Foreign Affairs Fellowship Program; and (C) the Donald M. Payne International Development Fellowship Program. (e) Annual updates Not later than one year after the publication of the report under subsection (a), and annually thereafter, the Secretary shall provide a report to the public, which may be included in another annual report required under another provision of law, that includes, in a searchable database format— (1) demographic data and information on the status of diversity and inclusion efforts of the Department; (2) an analysis of applicant flow data; and (3) demographic data relating to participants in professional development programs of the Department and the rate of placement into senior positions for participants in such programs. 403. Exit interviews or surveys (a) Retained members The Director General of the Foreign Service should conduct periodic interviews or surveys with a representative and diverse cross-section of the workforce of the Department— (1) to understand the reasons of the members for remaining in a position in the Department