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Diversity & Inclusion 2017 Annual ReportDiversity&Inclusion2017 Annual ReportOffice of the Attorney GeneralDepartment of Law & Public Safety
Diversity & Inclusion 2017 Annual Report
Diversity & Inclusion 2017 Annual ReportTable of ContentsA Message From the Attorney General. iA Message From Our Chief Diversity Officer. ivIntroduction. viiAcknowledgements. 1Section 1: Employee Demographics at a Glance. 3Section 2: Diversity and Inclusion Program Initiatives. 5Facilitate Access to Opportunities. 5Formalized Requirement to Post Promotional Opportunities. 5Department-Wide E-Distribution of Job Postings. 5External Distribution of Attorney Job Postingsto Tri-State Specialty Bar Associations. 5Attention to Key Hiring Opportunities. 5Enhance Employee Engagement. 6Swearings-In: Sacred Texts for Different Religions. 6Quiet Room for Prayer, Meditation and Reflection. 6Support for Nursing Mothers. 6Attorney Mentoring Program. 6Employee Resource Groups. 7Reinforce Diversity and Inclusion as Core Value. 7Department-Wide Mandatory Diversity and Inclusion Training. 7Implicit Bias Training. 8#StopThehHate Webpage. 8Programs that Celebrate Diversity. 8Develop the Talent Pipeline. 9Strengthen Community Relationships.10Community Policing.10LPS Community Committees.10Attorney General’s Anti-Bias Legal Education (A.B.L.E.)Response Team.10Safe Stop Initiative.11Moving Forward.11Section 3: Demographic Data.13Data Characteristics, Defined Terms and Assumptions.13Department-Wide Demographics (All Divisions/All Occupations).15Department-Wide Race/Ethnicity.15Department-Wide Gender.15Department-Wide Race/Ethnicity & Gender within Division.16Comparative Benchmarks Overall Labor Force Race/Ethnicity.17Comparative Benchmarks Overall Labor Force Women.17
Diversity & Inclusion 2017 Annual ReportDivision Specific Demographics (All Occupations).18Alcoholic Beverage Control Race/Ethnicity.18Alcoholic Beverage Control Gender.18Division of Civil Rights Race/Ethnicity.19Division of Civil Rights Gender.19Division of Consumer Affairs Race/Ethnicity.20Division of Consumer Affairs Gender.20Division of Criminal Justice Race/Ethnicity.21Division of Criminal Justice Gender.21Division of Gaming Enforcement Race/Ethnicity.22Division of Gaming Enforcement Gender.22Office of Highway Traffic Safety Race/Ethnicity.23Office of Highway Traffic Safety Gender.23Division of Law Race/Ethnicity.24Division of Law Gender.24Office of the Attorney General Race/Ethnicity.25Office of the Attorney General Gender.25Division of State Police Race/Ethnicity.26Division of State Police Gender.26NJ Racing Commission Race/Ethnicity.27NJ Racing Commission Gender.27Victims of Crime Compensation Office Race/Ethnicity.28Victims of Crime Compensation Office Gender.28Election Law Enforcement Agency Race/Ethnicity.29Election Law Enforcement Agency Gender.29Office of Homeland Security and Preparedness Race/Ethnicity.30Office of Homeland Security and Preparedness Gender.30Juvenile Justice Commission Race/Ethnicity.31Juvenile Justice Commission Gender.31Division of State Police (Detailed Metrics).33State Police AcademyRace/Ethnicity & Gender Within Graduating Class.33State Police Enlisted Personnel Gender & Race/Ethnicity.33State Police Enlisted Personnel Race/Ethnicity.34State Police Enlisted Personnel Gender.34State Police Enlisted PersonnelRace/Ethnicity & Gender within Rank.35State Police Non-Enlisted Personnel Race/Ethnicity & Gender.35State Police Non-Enlisted Personnel Race/Ethnicity.36State Police Non-Enlisted Personnel Gender.36
Diversity & Inclusion 2017 Annual ReportComparative Benchmarks Police Officers Race/Ethnicity.37Comparative Benchmarks Police Officers Women.37Division of Criminal Justice Sworn Officers Race/Ethnicity & Gender.39Attorneys (Detailed Metrics).41Department-Wide Attorneys Race/Ethnicity.41Department-Wide Attorneys Gender.41Comparative Benchmarks Attorneys Race/Ethnicity.42Comparative Benchmarks Attorneys Women.42Department-Wide AttorneysRace/Ethnicity & Gender within Job Title.43Department-Wide AttorneysRace/Ethnicity & Gender within Division.44Alcoholic Beverage ControlAttorneys Overall & Within Job TitleRace/Ethnicity & Gender.45Office of the Attorney GeneralAttorneys Overall & Within Job TitleRace/Ethnicity & Gender.46Division of Criminal JusticeAttorneys Overall & Within Job TitleRace/Ethnicity & Gender.47Division of Gaming EnforcementAttorneys Overall & Within Job TitleRace/Ethnicity & Gender.48Division of LawAttorneys Overall & Within Job TitleRace/Ethnicity & Gender.49Victim of Crime CompensationAttorneys Overall & Within Job TitleRace/Ethnicity & Gender.50Tenure and Salary Metrics.51Department-WideAverage Tenure Across All Jobs Overall and Within Division.51Department-WideAverage Tenure of Attorneys Overall and Within Job Title.52Department-WideAverage Salary of Attorneys Within Job Title and Overall.53Department-WideAverage Tenure within Racial/Ethnic Group.54Department-WideAverage Tenure Overall and Within Gender Group.55Department-Wide Gender Within Tenure Groups.56Department-Wide Race/Ethnicity Within Tenure Groups.57
Diversity & Inclusion 2017 Annual Report
Diversity & Inclusion 2017 Annual ReportA Message fromthe Attorney GeneralIt is my great privilege and honor to serve as the sixty-first Attorney Generalof the State of New Jersey. At the Department of Law & Public Safety, wehave a special responsibility to reflect and promote our state’s diversity – notsimply as the employer of a large and talented workforce, but also as theleading law enforcement agency in the State and as a socially responsibleconsumer of services, including those provided by outside legal counsel.We must ensure that our actions reflect our values.To that end, on June 18, 2018, I issued a memorandum directing theDepartment’s leadership to prioritize our diversity initiatives and empoweringour Chief Diversity Officer, Assistant Attorney General Lora Fong, tospearhead these efforts. Among other things, our priorities include: Promoting diversity at State Police. The Chief Diversity Officer willoversee an initiative to promote diversity within New Jersey State Police. Mandating implicit bias training. Implicit bias training will berequired for all State Police officers and all state prosecutors, includingthose employed by the Division of Criminal Justice and the twentyone County Prosecutors. Expanding Human Resource functions. The Department’s ChiefAdministrative Officer will create a new functional area within ourHuman Resources organization that focuses on recruitment, retention,promotion, and professional development of all employees, with aparticular emphasis on promoting diversity across the Department. Encouraging career growth and opportunities for employees. TheDepartment will launch a new program that makes it easier foremployees to volunteer for new and challenging work assignments,thereby developing skills useful for pursuing lateral growth andi
Diversity & Inclusion 2017 Annual Report
Diversity & Inclusion 2017 Annual Reportpromotional opportunities. Called the “Stretch OpportunityAssignment Pool,” or SOAP, the program will launch as a pilot programin our Division of Law and expand Department-wide later in the year. Helping to diversify our outside counsel. The Chief Diversity Officerwill produce material to help educate New Jersey’s lawyers, especiallythose at women- and minority-owned firms, about what they must doto qualify for the Department’s approved outside counsel lists. Tracking demographic data about outside counsel. The Division ofLaw (DOL) will require that law firms seeking to represent the statecomplete a diversity questionnaire that will request demographicinformation regarding the firms’ attorneys, and that DOL willconsider in deciding which firms to approve as outside counsel. Promoting transparency. The Chief Diversity Officer will collectand make public data regarding the Department’s diversity efforts.This Annual Report, which includes robust demographic data reportingis an important first step in delivering on this priority.As we begin a new chapter at LPS, I look forward to all the good work thatwe can do together. I am encouraged by the enthusiasm and commitment ofthe individuals who are the lifeblood of our organization, and confident thatas we proceed in carrying out the mission of the Department, that we will doso in a way that respects and values all of our people.Gurbir S. GrewalNew Jersey Attorney Generaliii
Diversity & Inclusion 2017 Annual Report
Diversity & Inclusion 2017 Annual ReportA Message from OurChief Diversity OfficerIn the waning days of 2016 I joined the Department of Law & Public Safety(LPS) and became the first person to serve as its Chief Diversity Officer.Coming from a 25-year legal career in the private sector, I was charged withthe mission of bringing a full-time focus and fresh perspective to fosteringdiversity within the Department. From the start, I was met with a strongcommitment towards promoting a diverse and inclusive workplace – startingat the top, with then Attorney General Christopher S. Porrino, whose visionbrought about the creation of the Chief Diversity Officer role, and extendingthroughout the senior leadership team across the Department and beyond.As 2017 progressed, we worked together to find ways to cultivate andembolden our diversity and inclusion strategy, building upon the solidfoundation that previously had been laid, with our Diversity Counciland programmatic initiatives that were already underway includingour mentoring program for new attorneys in our legal divisions, and aDepartment-wide invitation to an innovative and compelling one-man showon inclusion, featuring poet, psychologist and performer, Dr. Mykee Fowlin.This report summarizes what we did in 2017 to strengthen LPS’s abilityto serve the people of the State of New Jersey by fostering a diverse andinclusive culture.In 2018, as we continue under the leadership and vision of Attorney GeneralGurbir S. Grewal, I eagerly anticipate making more progress, moving forwardwith key programs that were launched in the year prior, implementingideas already in the works, and tackling new and innovative initiatives. Inall of these efforts – past, present and future – we are exceedingly gratefulto the many individuals throughout our organization and beyond whohave contributed their time, energy and ideas to supporting diversity andinclusion, notably including members of our Diversity Council, volunteerswho have helped us build our diversity and inclusion training program andlead those training sessions, and members of the community who havecontributed their subject matter knowledge and unique perspective to help usbetter understand and value the myriad differences among us that enrich andenable all of us at LPS to do our jobs.Lora FongChief Diversity Officeriv
Diversity & Inclusion 2017 Annual Report
Diversity & Inclusion 2017 Annual ReportIntroductionDiversity helps us to leverage the talents and skills within LPS andunderstand the perspectives of the communities we serve so that we cando our best work in the service of the people of New Jersey. Decades ofresearch show that socially diverse groups are more innovative and betterat solving complex problems – not just because greater diversity increasesthe likelihood that individuals will contribute different informationand viewpoints, but also because the process of problem-solving will beimproved and drive better performance. Under competitive market forces,the corporate sector has long been focused on building more diverseand inclusive organizations. Unlike private sector companies, LPS is notmotivated by profits – our work is to serve the people of New Jersey.LPS has a far-reaching mission that is performed by 13 different divisionsand over 7,770 people. Our workforce is made up of both civilian personneland sworn law enforcement members. We serve as the state’s lawyers. Weinvestigate and prosecute crimes. We assist the victims of crimes and theirfamilies. We regulate a variety of industries important to New Jersey’seconomy, including gaming, boxing, horseracing, and the distribution andsale of alcohol. We keep our highways safe. We protect consumers from fraud;we regulate the state’s financial marketplace; and we oversee the licensing ofvarious professions, including doctors, dentists, nurses, and pharmacists. Wework to rehabilitate juveniles who become involved in the criminal justicesystem. And we fight to protect and preserve peoples’ civil rights. With such abroad scope of responsibilities, it is easy to see how a diverse workforce betterenables us to get it all done in a way that meets the needs of New Jersey – oneof the most diverse states in the country.vii
Diversity & Inclusion 2017 Annual Report
Diversity & Inclusion 2017 Annual ReportAcknowledgementsWe are especially grateful to the following individuals who served asmembers of the Diversity Council during 2017. Rahat Babar – Office of the Attorney GeneralLynn Belletier – Office of the Attorney GeneralMelica Blige – Office of the Attorney GeneralNina Bonner – Office of the Insurance Fraud ProsecutorLisa Brown – Division of LawLaMonica Cross – Division of Criminal JusticePhillip Dowdell – Office of the Attorney GeneralDeborah Edwards – Office of the Attorney GeneralPhilip Espinosa – Division of LawNancy Fitterer – Office of the Attorney GeneralJennifer Fradel – Office of the Attorney GeneralEdiz Laypan – Division of Consumer AffairsBindi Merchant – Division of LawChristine Neeman – Office of Law Enforcement Professional StandardsJohn Nicodemo – Division of Criminal JusticeSusan Olgiati – Division of LawSharon Price-Cates – Division of LawAndrew Sarrol – Office of the Attorney GeneralDiane L. Scott – Division of LawStanford Senior, Jr. – Division of Consumer AffairsLeah Smith – Office of the Attorney GeneralPeter Traum – Office of the Attorney GeneralTracey Warrick – Office of the Attorney GeneralEric Weiss – Division of Gaming EnforcementMichael Williams – Division of Criminal JusticeOur deepest appreciation and thanks go to the following individuals whoare key contributors to our Diversity & Inclusion training program: Kathy Friess – Division of Criminal Justice Cynthia Mozeé – Juvenile Justice Commission Kathleen Williams – Office of the Attorney GeneralSpecial thanks to the unsung heroes of our Diversity & Inclusion team: Amy DeWees – Office of the Attorney General Mary Stubbs – Office of the Attorney General1
Diversity & Inclusion 2017 Annual Report2
Diversity & Inclusion 2017 Annual ReportSection 1:Employee Demographicsat a GlanceAs a whole, the Office of the Attorney General/Department of Law and PublicSafety (“LPS” or the “Department”) employs approximately 7,700 people1.With rega
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