; and (2) ensure the external advisory committee or board is developed, reviewed, and carried out by teams that represent the diversity of the organization. (c) Expand training on bias, inclusion, and flexible work policies (1) In general Each national security agency shall— (A) expand the provision of training on bias, including implicit or unconscious bias, micro-inequities, inclusion, and flexible work policies to the workforce of the national security agency; and (B) make micro-inequities and bias training, including on implicit or unconscious bias, mandatory for— (i) individuals in senior positions in the national security agency; (ii) other individuals holding management positions in the national security agency; and (iii) individuals in positions at the national security agency having responsibilities relating to outreach, recruitment, hiring, career development, promotion, or security clearance adjudication. (2) Phased implementation The provision of training required under paragraph (1) may be implemented in a phased approach commensurate with the resources of the national security agency. (3) Low inclusion scores Each national security agency shall make available training on implicit or unconscious bias for members of the workforce of a bureau, directorate, division, office, or other component of the national security agency the inclusion scores of which, such as those measured by the New Inclusion Quotient index score, rank below the average for the national security agency for a period of 3 years or longer. (4) Best practices Each national security agency shall give special attention to ensuring the continuous incorporation of research-based best practices in training provided under this subsection, including best practices relating to addressing the intersection between certain demographics and job positions. 8. Recruitment (a) In general Each national security agency should— (1) continue to seek a diverse and talented pool of applicants