United States Coast Guard Academy

On June 29, 2021, the academy published its "Diversity Report to Congress" which states on Pg. 2 that "Use of the U.S. Coast Guard Academy Minority Outreach Team (AMOT) is maximized at admissions recruiting events and these officers continue to influence cadets throughout their Academy experience as mentors and advisors."

In November 2023, USCGA's School of Engineering and Cyber Systems published its Diversity, Equity, and Inclusion Plan which states that one of its goals is to [r]ecruit, admit, retain, and develop diverse and culturally competent cadets/faculty" and to "[e]nsure that culture, structure, policies, and procedures support access, equity, and success for all engineering and cyber systems faculty, staff, and students."

In November 2023, USCGA's School of Engineering and Cyber Systems published its Diversity, Equity, and Inclusion Plan which states that it would "[e]nsure the long-standing Academy Introduction Mission (AIM) one-week summer K-12 program is effective in recruiting more engineers and cyber systems students from diverse backgrounds."

As part of the academy's 2023-2024 Academic Catalog, the Admissions Division states that its mission is to "attract and appoint a highly diverse and uniquely prepared selection of prospective cadets who are suited to develop into future leaders of character and commissioned officers of the United States Coast Guard."

As part of its Diversity Action Plan, the Coast Guard will "create a competency code for D&I." The academy continues to state, "This OSMS-type code will adopt the AJE model (Apprentice, Journeyman, and Expert). Each progression requires a certain amount of professional engagements/ training/continuing education to progress." There will also be a "D&I OSMS-type code requirement for Commanding Officers and OICs."

As part of its Diversity Action Plan, the Coast Guard will "execute a Coast Guard wide learning initiative at the unit level to discuss the importance of respect and inclusion in the Coast Guard mission." Specifically, the academy will "implement the Inclusion Dialogues Program to equip members with tools to have conversations about relevant issues of equity, diversity, inclusion, and social justice Coast Guard wide." Unit leaders, D&I Coaches, and local LDACs will "deploy an inclusion awareness learning solution (Inclusion StandUp) at the unit level to increase the understanding of diversity, inclusion, equity, unconscious bias and to promote the behaviors of inclusive leadership."

As part of the Coast Guard's Diversity Action Plan, the academy will "conduct a holistic review of LDC courses, TRACEN Cape May, and CGA training and education curricula to ensure D&I requirements are delivered and appropriately achieved in the training environment" and also "develop a comprehensive D&I education program to institutionalize requirements for Cultural Competencies beginning at accessions and continuing throughout the member’s talent management lifecycle."

As part of the National Academy of Public Administration's report, NAPA recommended that the academy "begin regular reviews of the various training and leadership development programs to ensure they contribute to the larger strategic cultural competence goals for faculty, staff, and cadets."

In November 2023, USCGA's School of Engineering and Cyber Systems published its Diversity, Equity, and Inclusion Plan which states that it would "[s]upport workshops/events that advance cultural competence and combat oppression and discrimination."

In November 2023, USCGA's School of Engineering and Cyber Systems published its Diversity, Equity, and Inclusion Plan which states that the academy has "made progress in educating hiring committees on implicit bias..." and that "[f]aculty have participated in numerous seminars on diverse faculty hiring practices...."

In November 2023, USCGA's School of Engineering and Cyber Systems published its Diversity, Equity, and Inclusion Plan which reported in part on the "[p]articipation of school leaders and many faculty and staff in undoing racism workshops."

In 2018, the academy "invited a review by the University of Southern California’s Center for Urban Education, which recently issued a report detailing disparities affecting black cadets in areas including frequency of disciplinary action and graduation rates." The Associated Press reported, "The academy’s superintendent this month ordered a working group to look into factors behind the gaps."

On June 29, 2021, the academy published its "Diversity Report to Congress" which states on Pg. 29 that "A member or employee may file a complaint of harassment under the Coast Guard Anti-Harassment and Hate Incident (AHHI) policy. The AHHI process requires a command investigation of the complaint whether or not the harassment is alleged to be based on a protected category, such as race or sex."

As part of the National Academy of Public Administration's report, NAPA recommended that the academy "expand equity-minded pedagogical techniques to the entire faculty to ensure better student learning outcomes for all classes."

The academy's Alumni Association has a site which lists DEI definitions and terminology as an additional resource.

The United States Coast Guard Academy has a Cultural Organization titled ‘Diversity Peer Educators.’ The academy states, “Diversity Peer Educators are made up of cadets who volunteer to serve in the Corps of Cadets as 'go to people' for information and support on topics surrounding sensitive subjects like race, gender, sexual orientation, and gender identity. Diversity Peer Educators’ primary goals are to create an inclusive and embracing climate for cadets to discuss race, gender and equality amongst the corps; to serve as 'ears' in the corps to help alert the Superintendent’s Office of Inclusion and Diversity quickly of possible emerging concerns among cadets; and to give professional development training opportunities to members and stakeholders to provide the necessary skills and tools to discuss sensitive topics like race, gender, sexual orientation, sexual identity and equality.”

"How to Be an Antiracist" author Ibram X. Kendi spoke to an "audience of more than 1,000 members of the Connecticut College, U.S. Coast Guard and greater New London communities who gathered Feb. 12 in the Coast Guard Academy’s Leamy Hall."

According to the U.S. Coast Guard Academy Alumni Association, the academy has a Chief Diversity Officer.

The Alumni Association aims to "establish an active partnership with USCGA entities; Office of Inclusion and Diversity, Leadership and Diversity Advisory Council (LDAC), and the Cadet Affinity Councils" as well as "provide funding and resources to USCGA’s Cadet Affinity Councils."

The Alumni Association aims to "address structures, policies, and practices that produce and sustain inequities" as well as "establish and empower an Equity Committee responsible for DEI oversight."

The Superintendent of the United States Coast Guard Academy told the Alumni Association that he directed the "CGA Inclusive Excellence Council to oversee the VSR analysis and creating a new team, whose singular focus is to manage the VSR response." Moreover, "this team has been named the Equity Task Force (ETF). A key component of the ETF's Charter is to harness the brainpower of committed equity stakeholders from and beyond the Academy. To this end, we also formed a body of experienced diversity leaders we call the Inclusion and Diversity Senior Advisors (IDSA)."

The Superintendent of the United States Coast Guard Academy told the Alumni Association that the academy's "Office of Diversity and Inclusion (OID) recently coordinated the attendance" of senior leaders "at a recent 'SEED' senior leaders week. SEED (Seeking Educational Equity and Diversity) is an intensive, seven-day, peer-led residential workshop."

The Superintendent of the United States Coast Guard Academy told the Alumni Association, "The three senior leaders currently are hosting a diverse group of 30 staff and faculty, and another group of 29 cadets, each of which meet on a regular basis and engage in interactive exercises and conversations to connect their own personal experiences to their workplace, helping to prepare them to identify inequities and create a more inclusive environment."

The Coast Guard has an Office of Diversity and Inclusion.

The Coast Guard has a "Diversity and Inclusion Education and Awareness Program" that "will develop Change Agents who will provide D&I training, coaching, and support to unit leaders and LDACs and most critically, coaching Commanding Officers and Officers in Charge through difficult workplace climate concerns." Furthermore, "DIEAP Change Agents will also be equipped with knowledge and skills to build common ground for meaningful dialogue about civility, equity, diversity, inclusion and cross-cultural relationship building."

According to Admiral Karl L. Schultz Commandant of the Coast Guard, the Coast Guard’s Diversity and Inclusion Action Plan "develops workforce training to help drive organizational change and lead to more inclusive behaviors." Furthermore, "To facilitate these efforts, we prioritized the training and deployment of Diversity Change Agents. These Change Agents provide diversity and inclusion training, coaching, and support to the total workforce; provide command cadre coaching and counsel; and support the fostering of an organizational culture that values respect, diversity, equity, and inclusion."

The Center for Urban Education (in a report made in collaboration with the Coast Guard Academy) recommended the academy to establish an "Equity Task Force" to "oversee institutional efforts to ensure equitable outcomes at CGA across the five domains of cadet success examined here."

As part of the Coast Guard Academy Improvement Act, the "legislation called for the National Academy of Public Administration (NAPA) to assess the current state of cultural competence (including diversity, equity, and inclusion) of the Coast Guard Academy’s cadets, faculty, and staff."

Military.com reports that the Defense Department reversed a Trump administration action to "halt training on subjects including critical race theory and white privilege."

On June 29, 2021, the academy published its "Diversity Report to Congress" and describes its professional development work on Pg. 27 which includes: "Workshop on equity-minded syllabus design," "Workshop on equity-minded pedagogy in classroom instruction," and "Speakers and facilitators (topics include critical race theory, unconscious bias, microaggressions, etc.)."

On June 29, 2021, the academy published its "Diversity Report to Congress" and describes its professional development programs on Pg. 27 which includes "Equity-Minded Seminars (based on SEED Model)." These seminars are "available for cadets, faculty, and staff and offer interpersonal dialogue among participants that focuses on individual experiences while opening professional exchange regarding identity, privilege, oppression, and promoting change within an organization."

On August 4, 2022, the Association for Talent Development published an article entitled "Building DEI Acumen in the US Coast Guard" and reported that "In partnership with the US Coast Guard Academy, our flagship institution for developing officers to be leaders of characters, we have established an Inclusion and Diversity Lecture Series." The purpose of the lecture series is "to increase the Academy’s cadets and staff collective awareness surrounding all issues relating to diversity, equity, and inclusion."

USCGA's 2023-2024 Academic Catalog includes a course titled "Diversity and Leadership" which "demand[s] serious, critical engagement in order to develop the awareness, knowledge, and skills necessary to create and lead inclusive, multicultural organizations."

The academy hosts an annual event, "Eclipse, the U.S. Coast Guard Academy’s flagship diversity and inclusion event," which "is a nearly fifty-year old tradition at the institution." Furthermore, "its purpose is to foster an inclusive environment by stimulating a community dialogue that promotes a culture of respect."

UCSGA has an Office of Inclusion and Diversity which drafted the 2018-2023 strategic plan. The academy also has "six diversity councils" which "seek to promote a culture of respect that values a broad spectrum of skills and perspectives while ensuring supportive and rewarding learning environments for all."

The academy’s Alumni Association has created a Diversity, Equity, and Inclusion Strategic Action Team which is dedicated to propelling the progress of diversity objectives. The core focus areas are Alumni Support and Engagement, Cadet Support and Engagement, Board of Directors, and Alumni Association Staff. The Alumni Association DEI Organization and Partnerships are outlined on its site, describing partnerships amongst its Equity Committee and DEI Strategic Action Team, the Eclipse Legacy Coalition, the USCG Women’s Leadership Initiative, the USCG Office of Diversity and Inclusion, the USCG Superintendent’s Equity Advisory Committee, and the Loy Institute for Leadership.

A senior official in the Coast Guard wrote, "These words, intended to guarantee equality and justice, have not been fully realized for African Americans, who experience an enduring legacy of violence, racism, and injustice as the promised freedoms have been systematically and structurally denied."

The Coast Guard has a Diversity Action Plan, which "outlines the actions, priorities, and strategies that establish the foundation to build a more diverse and inclusive Coast Guard." The academy announced, "As we discuss the necessary actions, a universal understanding of Diversity, Equity, & Inclusion must become prevalent in our Coast Guard culture."

The Center for Urban Education (in a report made in collaboration with the Coast Guard Academy) recommended the academy to "evaluate any of its processes that may be vulnerable to implicit bias," "consider removing symbols of a past that is not reflective of its commitment and investment to become an inclusive academy," and, "deliberately add symbols from its past and present that support inclusivity."

As part of the National Academy of Public Administration's report, NAPA recommended the academy to "announce during the next few months a decision on how to address the two murals in question" so that the Henriques Room "can be prepared to be reopened."

Chairman of the Joint Chiefs of Staff Gen. Mark Milley defended the study of critical race theory in a June 2021 congressional hearing. Milley said, "So what is wrong with understanding, having some situational understanding about the country for which we are here to defend? And I personally find it offensive that we are accusing the United States military, our general officers, our commissioned, non-commissioned officers of being, quote, ‘woke’ or something else, because we're studying some theories that are out there."

Defense Secretary Lloyd Austin said in June 2021, "We do not teach critical race theory, we don’t embrace critical race theory and I think that’s a spurious conversation...We are focused on extremist behaviors, and not ideology, not people’s thoughts, not people’s political orientation."

USCGA's 2023-2024 Academic Catalog states that the academy "promote[s] diversity and strategies to overcome under-representation, discrimination, and acts of intolerance, thereby creating a positive and productive place in which to learn, work, and live."