UNITED STATES CAPITOL POLICE

EQUITY AND INCLUSION STRATEGIC PLAN

ANNUAL REPORT

EXPANDING THE MISSION

FY 2023

TABLE OF CONTENTS

Letter from the Chief

USCP Executive Team

Mission

Statement from the Chief Diversity Officer

Goal 1: Cultivate and Maintain a Diverse and Inclusive Workforce

Goal 2: Invest in the Development of the Workforce

Goal 3: Ensure Sustainability and Accountability

Goal 4: Improve Workforce Cultural Climate

Goal 5: Establish a Comprehensive Brand Presence

Goal 6: Build Strategic Alliances and Partnerships

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“USCP operates as a unified entity, working

without regard to factors that seek to divide, but

rather with a deliberate focus on being trained

and prepared to fulfill our mission...”

Chief J. Thomas Manger
Letter from the Chief

This annual report is a reflection of the United States

Capitol Police (USCP) commitment to operate with full

transparency. I recognize that in order to fulfill the USCP

mission we must embrace diversity and create and

sustain an inclusive and equitable workplace culture.

Embracing diversity and consciously implementing the

underlying principles of equity and inclusion in the

everyday performance of our duties should be the norm

and the standard. In doing so, I am confident that if we

continue on this journey we will sustain organizational

excellence.

I know we cannot succeed without our workforce. That is

why I want the best for the sworn personnel who are the

public face of USCP in the execution of our mission.

Likewise, I want the best for the civilian personnel who

provide the critical support necessary for mission

fulfillment. It is my personal and professional duty to

care about the Department and make no mistake, I take

that duty seriously.

Chief J. Thomas Manger

Chief of Police

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Executive Team

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J. Thomas Manger

Chief of Police

Sean P. Gallagher

Assistant Chief of Police for

Uniformed Operations

Jason R. Bell

Assistant Chief of Police for

Standards and Training

Operations

Magdalena Boynton

Chief Administrative Officer

Ashan M. Benedict

Assistant Chief of Police for

Protective and Intelligence

Operations

Thomas A. DiBiase

General Counsel
Our Mission

Mission:

Protect the Congress – its Members, employees, visitors, and facilities – so it

can fulfill its constitutional and legislative responsibilities in a safe, secure and

open environment.

Vision:

To be nationally recognized as a results-oriented law enforcement agency that

demonstrates the highest standards of professionalism, security, safety, and

management.

Values:

The USCP’s core values define our common beliefs and behavior as well as

how we conduct ourselves in our work and interactions: Professionalism, Pride,

and Effectiveness.

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We strive to maintain a supportive workplace environment

which promotes and encourages professional and personal

development. And as we look at our programs, some new

and others enhanced over the last year, we clearly see that

we are on the right course. Furthermore, we look at each

area of USCP, with a lens of equity and inclusion—solidifying

our commitment of ensuring all personnel—sworn and

civilian, are valued for the uniqueness they bring.

This annual report captures our performance over the past

year and serves as a checkpoint. USCP committed, in the

Equity & Inclusion Strategic Plan, to operate on a platform of

honesty and transparency by communicating to our

workforce where we are making progress and where we

need to direct our focus or recalibrate our course of action to

reach our diversity, equity and inclusion goals—this annual

report reflects that.

It is the aim of the United State Capitol Police, Office of

Equity and Inclusion, to assure future annual reports reflect

one hundred percent of each bureau’s achievements and

every aspect of USCP.

Vilma Alejandro

Chief Diversity Officer

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Statement from Chief Diversity Officer
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GOAL 1:

Cultivate and Maintain a Diverse and

Inclusive Workforce

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Sit and Stand

Desks Purchased

Office of Safety, Health, and Environment

(OSHE) performed ergonomic

assessments, and approved

accommodations to meet the Code of

Federal Regulations. Fifteen desks were

purchased for $10,000 to accommodate

those who had accessibility needs.
Improving Recruitment

In 2023, the USCP took the stance to assist with helping

our workforce and did this by restructuring its Career

Builders Series to enhance accessibility and maximize

developmental funds for USCP employees.

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New Recruit Academy in FY22 VS FY 23

Because of our commitment to recruitment and diversity, USCPhas

seen an influx in a diverse workforce on the sworn side from 2022 to

2023. 11
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GOAL 2:

Invest in the Development of the

Workforce 13
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The instructors of this training were extremely knowledgeable of the topics

discussed. Dr. Glover Reese was very identifiable which adds to the productivity

of the course. I think the sexual harassment portion should be provided for

employees in non-supervisor roles.

-USCP SWORN OFFICER

Inclusive Leadership Series:

Preventing Sexual Harassment training

The series was created to enhance leaders’ understanding of the

importance of a positive, productive workplace environment and provide

strategies to mitigate disrespect of any kind before it rises to the level of

harassment, bullying, or discrimination.

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GOAL 3:

Ensure Sustainability and

Accountability 17
Office of Equity and Inclusion (OEI) completed

a Promotional Process Assessment of both

sworn and civilian processes. A comprehensive

assessment was undertaken, employing a

multifaceted methodology that included:

HR Data Analysis: This involved reviewing

application data for Sergeant and

Lieutenant positions.

Employee Interviews: The process

incorporated one-on-one discussions with

18 employees across various departments

and levels, supplemented by six focus

groups with employees sharing similar

backgrounds or experiences.

Employee-wide Survey: A survey was

completed by 434 employees of the USCP.

PROMOTIONAL PROCESS

ASSESSMENT

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POLICIES REVIEWED IN FY23

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GOAL 4:

Improve Workforce Cultural Climate

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Heading

In 2023, OEI procured a vendor to conduct the Climate Survey and

initiated development of the research & development phase of the

survey. In line with the objectives in the Equity Inclusion Strategic

Plan (EISP), results should address workforce perception of factors

that impact engagement and belonging, such as communication,

leadership, professional development, accountability, wellness, and

others as identified throughout the survey. Further, this survey will

serve as a benchmark to measure the effectiveness of efforts and

initiatives moving forward.

CLIMATE SURVEY

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100 live attendees

40 USCP employees attended inperson

132 views on restricted YouTube link

Progress & Pride: A Portrait of

LGBTQIA2S+ in Law Enforcement Panel

During Pride Month, the U.S. Capitol Police

highlighted the important contributions of

LGBTQIA2S+ individuals within law

enforcement, broader Washington D.C.,

government circles, and society. We

advocated for everyone's right to authenticity

in all settings and encouraged education on

diverse experiences to foster inclusion, and

provided resources to support equity for

LGBTQIA2S+ sworn and civilian.

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U.S. DEPARTMENT OF STATE’S INTERNATIONAL

VISITOR LEADERSHIP PROGRAM (IVLP)

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In March 2023, OEI hosted a cohort of the U.S. Department of State’s International

Visitor Leadership Program (IVLP) focused on Women in Politics and Civil Society to

discuss how USCP works to develop the skills of officers through training, mentoring,

and coaching, and how this contributes to a more diverse and successful workforce.

USCP officers led a Capitol tour for more than 20 women from 19 countries while OEI

provided information on USCP efforts to advance women in law enforcement.

“Every meeting and tour you’ve hosted has received high praise from

our visitors and their liaisons (this group’s liaisons stated that their

experience at the Capitol with you was the best they’ve had on any

IVLP program).” Employee for USCP

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CHANGE AGENT NETWORK LEARNING SESSIONS

Meetings

Participants

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The conferences that USCP employees attended, and from which they shared

information at CAN, were hosted by Women in Federal Law Enforcement (WIFLE); the

National Association for Civilian Oversight of Law Enforcement (NACOLE); the National

Association of Black Law Enforcement Officers (NABLEO); and the International

Association of Law Enforcement Intelligence Analysts (IALEIA/LEIU). The CAN

meetings consisted of agenda topics ranging from USCP-colleague presentations, to

content learning sessions on subjects such as Defining DEI, Why is Juneteenth a

Federal Holiday, Autism Awareness, to the discussion of “representation” at the

workplace and in daily life.

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CHANGE AGENT NETWORK COUNCIL

(CAN COUNCIL)

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The Change Agent Network (CAN) Council serves as a resource for the

workforce and the Department to identify DEI challenges, integrate best

practices, and promote innovative solutions. The CAN Council is the first of

three DEI councils, and includes USCP civilian employees at the rank of CP01 through CP-11 and sworn employees at the rank of Private Frist Class,

Technician, Sergeant, and Lieutenant. The CAN Council’s goals are to:

Engage the workforce to understand employee experiences and facilitate a

greater understanding of DEI.

Formulate recommendations to OEI and to the DEI Supervisory Leadership

Council (Captain through Deputy Chief and civilian equivalent) for the

development or modification of policies and practices that negatively impact

DEI efforts and employee engagement.

Create opportunities for employees to have meaningful engagement with

leadership and provide feedback about organizational climate and culture.
GOAL 5:

Establish a Comprehensive

Brand Presence 27
In the past year, the USCP Office of Equity

and Inclusion successfully implemented

several key strategies to establish a

comprehensive brand presence, as detailed

in our annual report:

Marketing Collateral: We developed a

wide range of marketing materials that

consistently reflected the brand’s core

values of equity and inclusion.

Programming Items: In our

programming efforts branded materials

and presentations, and even the

thematic structure of the programs

aligned with the brand’s message of

equity and inclusion. The content of

these programs also reflected the

brand's values, promoting a culture of

understanding, respect, and diversity. 28
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PIO ENHANCES THE BRAND PRESENCE OF USCP

The Public Information Office (PIO) worked

to enhance the visibility of USCP digitally

and to increase the presence of female

officers on the workforce.
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Diversity Includes You
G

OAL6: Build Strategic Allia

ncesand

Partnerships

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The United States Capitol Police

signed the national 30x30 Pledge, part

of the 30x30 Initiative is to increase the

number of women in police recruit

classes to 30% by 2030.

USCP had 42 sworn female

officers attend the kickoff meeting

to join the task force committing to

work together to prepare research,

a proposal, and presentation that

will be presented to the executive

team in FY24.

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Data Provided By

The following departments provided data to

prepare the annual report:

Office of Equity and Inclusion (OEI)

Public Information Office (PIO)

Office of Human Resources (OHR)

Office of Facilities and Logistics (OFL)

Training Service Bureau (TSB)

Office of Acquisition Management (OAM)

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