; (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; and (ii) regarding legal protections relating to any anticipated use of such data; and (C) ensure adherence to relevant standards and guidance issued by the Federal Government. 6. Professional development opportunities and tools (a) Conduct stay and exit interviews or surveys (1) Retained members Each national security agency shall conduct periodic interviews with a representative cross-section of the members of the workforce of the national security agency to— (A) understand the reasons of the members for remaining in a position in the national security agency; and (B) receive feedback on workplace policies, professional development opportunities, and other issues affecting the decision of the members to remain. (2) Departing members Each national security agency shall provide an opportunity for an exit interview or survey to each member of the workforce of the national security agency who separates from service with the national security agency, to understand better the reasons of the member for leaving. (3) Use of analysis from interviews and surveys Each national security agency shall analyze and use information obtained through interviews and surveys under paragraphs (1) and (2), including to evaluate— (A) if and how the results of the interviews differ by gender, race, national origin, sexual orientation, gender identity, disability status, and other demographic categories; and (B) whether to implement any policy changes or make any recommendations as part of a report required under section 5. (b) Expand provision of professional development and career advancement opportunities (1) In general Each national security agency is authorized to expand professional development opportunities that support the mission needs of the national security agency, such as— (A) academic programs; (B) private-public exchanges