; and (2) the lateral entry program authorized under this section should be used to address disparities in retention and promotion as identified by barrier analysis and 2020 Government Accountability Office reports, by identifying, attracting, and welcoming into the Foreign Service highly qualified mid-career professionals who belong to historically excluded groups in terms of racial, ethnic, geographic, and gender diversity, and disability status. (b) Establishment of program The Secretary shall establish a pilot program for lateral entry into the Foreign Service by mid-career professionals who belong to historically excluded groups in terms of racial, ethnic, geographic, and gender diversity, and disability status that— (1) is in full comportment with current Foreign Service intake procedures, including the requirement to pass the Foreign Service exam; (2) requires only one directed assignment in a position appropriate to the grade level of the participant; (3) includes, as part of the required initial training, a class or module that specifically prepares participants in the pilot program for life in the Foreign Service, including conveying to such participants essential elements of the practical knowledge that is normally acquired during a Foreign Service officer’s initial assignments; (4) includes an annual assessment of the progress of the pilot program by a review board consisting of Department officials with appropriate expertise, including employees of the Foreign Service, in order to evaluate the success of the pilot program; and (5) includes recruitment outreach for pilot program participation to— (A) diversity officers in the private sector; (B) all members of the civil service of the Department and recognized Department affinity groups; (C) the civil service of other national security related Federal agencies