Christina McAllister


  • Ensure that all selection teams and final applicant pools for new positions are diverse on a number of characteristics, including at least one womxn and one BIPOC on each team/pool.
  • Make recruitment and retention of womxn (especially from minority + BIPOC communities) to achieve 50% parity in INSF Advisory Board a priority and goal for 2021.
  • Hold at least one public event in 2021 focused on the role of womxn and BIPOC communities in nuclear security, with a panel that is 60%+ womxn w/ goal of 1-2 speakers from BIPOC communities and audience of 50% womxn.