DoD has prioritized fostering diversity, equity, and inclusion (DEI) within its ranks, aiming to remove outstanding barriers and enhance policies supporting this mission. As part of this effort, the Office of the Under Secretary of Defense for Intelligence and Security (OUSD[I&S]) tasked PERSEREC to investigate the relationships between demographic factors (race/ethnicity and gender) and various outcomes within the Personnel Security Program (PSP) that could affect career development. The study, based on FY22 data, analyzed three categories of PSP outcomes: time-based, issue-based, and action-based. These outcomes were examined separately for individuals undergoing national security adjudication (Population A) and those involved in security incident adjudication (Population B). The analytic dataset consisted of 437,162 individuals in Population A and 42,962 individuals in Population B. Analyses were also based on three overlapping subpopulations: (a) personnel with completed investigations, (b) personnel who experienced a security incident access suspension, and (c) personnel with an adjudicated security incident. Significant, albeit weak, relationships were found between race/ethnicity, gender, and PSP outcomes, with regression analysis revealing differences in adjudication times, likelihood of receiving adverse actions such as Statement of Reasons (SOR) issuance, and eligibility determinations that were not favorable. The study underscores the importance of continued research to monitor long-term trends and potential causal mechanisms underlying the results seen here. Additionally, the deployment of an agile and streamlined data-access capability or framework is recommended to facilitate and expedite future research of this nature.