; (2) when supervisors and senior leaders at headquarters and in the field are among the offenders and facilitate a work climate in which toxic and disrespectful behavior is tolerated, harassment and even assault will often go unaddressed and unpunished; (3) while establishing clear policies and procedures and enhancing training are necessary first steps toward protecting victims and establishing stronger internal mechanisms for preventing and responding to future sexual assault and sexual harassment within the Central Intelligence Agency, comprehensive culture change driven by Agency leadership will be necessary to accomplish impactful and enduring improvement; and (4) it is vital for the Central Intelligence Agency to maintain an independent and neutral person with whom all employees at all levels, supervisors and non-supervisors, may speak confidentially, informally, and off-the-record about work-related concerns or questions. (b) Sex-related offenses and sexual harassment within the Agency The Central Intelligence Agency Act of 1949 ( 50 U.S.C. 3501 et seq. ) is amended by adding at the end the following new section: 30. Sex-related offenses and sexual harassment within the Agency (a) Responsibilities of Director The Director shall carry out the following responsibilities: (1) Establishing professional and uniform training for employees assigned to working with all aspects of the response of the Agency to allegations of sex-related offenses and sexual harassment. (2) Developing and implementing policies and procedures to protect the confidentiality of employees who report sex-related offenses or sexual harassment and to mitigate negative effects on the reputation or career of such an employee as a result of such a report. (3) Developing and implementing documented standards for— (A) appropriate mitigation and protection measures for individuals who make allegations of a sex-related offense or sexual harassment to be put in place while an investigation proceeds