The Coast Guard released a report on the Service’s workforce culture and climate, accompanied by a memo from Coast Guard Commandant Adm. Linda Fagan directing 33 initial actions. These documents can be found here.
Earlier today the workforce received an email from the Commandant and Master Chief Petty Officer of the Coast Guard (MCPOCG) addressing the need for change.
“We are incredibly proud of our workforce and culture that values honor, respect and devotion to duty. In some places in our Coast Guard, however, there is currently a disconnect between the workplace experience we talk about, and the experiences our people are actually having,” wrote Adm. Linda Fagan and MCPOCG Heath Jones in their e-mail. “Any disconnect between the core values we revere and the actual experience of each member of our workforce harms our people, erodes trust, and undermines our readiness to execute our missions.”
The report is the result of a 90-day Accountability and Transparency Review (ATR) that analyzed current law, policy, processes, practices, resources and Service culture relevant to preventing and responding to sexual assault, harassment and other harmful behaviors in the Coast Guard. The ATR team visited Coast Guard units around the country to hear from members about their experiences. The team also examined relevant studies conducted since 1990 and engaged with the other Services and several organizations with shared values and goals.
“Acknowledging broken trust within the Service is an important first step in reestablishing it,” the Commandant wrote. “I have directed 33 initial actions with specific timelines to ensure every member of our workforce has an experience aligned to our core values and free from harassment, assault, hazing, bullying, hate, or retaliation.”
The Commandant directed actions include:
Reinforcing our Core Values
The Commandant directed actions to reinforce shared definitions for each Core Value to reduce the likelihood of individual interpretations and help build a more unified Coast Guard.
Organizational changes will optimize prevention efforts, policies and oversight.
- The Coast Guard will establish an Integrated Primary Prevention (IPP) Program Office to align resources and capabilities. Since many harmful behaviors share similar risk and protective factors, integrating efforts to prevent incidents of sexual assault, harassment, suicidal ideation, domestic violence, child abuse and other such issues is essential to promote unity of effort and better serve the Coast Guard members.
- The Coast Guard Academy Superintendent will report directly to the Vice Commandant instead of to the Deputy Commandant for Mission Support to ensure appropriate senior leader visibility of all critical issues.
The ATR report found “training does not support SAPRR awareness at proper times in a member’s career.” Therefore, changes to training will start with senior executives and extend to all members.
Member support and guidance
The Coast Guard will provide commands and members with the necessary tools and resources to prevent, respond to, and recover from incidents of sexual assault and harassment.
These actions are the Coast Guard’s latest efforts to promote a service culture where every member has a safe place to work and access to the resources they need. Other recent initiatives include:
Taken as a whole, the Commandant’s latest directed actions are geared toward improving workplace culture moving forward.
The Commandant’s Directed Actions, ATR report and supporting documents can be found on the USCG Commandant's Always Ready Page.
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