Addressing Sexual Assault and Sexual Harassment

Developed Harassing Behavior, Prevention, Response and Accountability Instruction to establish the Anti-Harassment Program Management Office, dedicated to eliminating harassing behaviors from the Service; differentiate sexual harassment from other harassing behaviors and hate incidents; and provide direction and guidance on separation, re-enlistment, and adverse personnel actions.

February (2023)

Reformed approach to prosecuting allegations of sexual assault and other serious crimes by establishing a new Office of the Chief Prosecutor. The Chief Prosecutor provides an independent, unbiased decision-making process for victim-centric crimes. Consistent with recently enacted congressional mandates, these prosecutors now have the authority to refer charges to court-martial, defer cases where there is insufficient evidence, and negotiate dispositions as appropriate. This significant change to the military justice system redirects the decision to try these crimes away from the military chain of command to independent, trained and impartial prosecutors.

(August 2023)

To ensure thorough and conclusive action on alleged sexual misconduct, the Coast Guard updated guidance for disposition of offenses. After review of all relevant evidence related to an alleged assaultive sex crime offense, the Office of the Chief Prosecutor may determine the case should not proceed to court martial. The case will instead be deferred (or returned) to the first General Court-Martial Convening Authority (GCMCA) in the chain of command of the subject to ensure an objective review. After reviewing deferred offense allegations and consulting with the staff judge advocate, the GCMCA may take action where warranted to provide appropriate accountability, take no action, or may forward the case to a subordinate commander for disposition. Commands acting on deferred offense allegations will promptly, fairly, and effectively exercise their discretion in determining a disposition from among the full range of available options based on the evidence, ensuring due process for the accused, protecting the rights of the alleged victim, and considering the interests of good order and discipline. Depending on the nature of the deferred offense allegations and the evidence presented, disposition options include taking no action, administrative action, non-judicial punishment, prefer non-covered charges to courts martial, if within the commander’s purview as a Special Court Martial Convening Authority), or further forwarding on to a subordinate authority for disposition.

(Fall 2024)

Established Special Victims Counsel who zealously represent the interests of the victim throughout the investigatory and military justice processes for sex-related offenses and other serious offenses. These lawyers support Coast Guard active-duty members, reservists, dependents, retirees, and civilian employees while representing the victim, not the Coast Guard.

(July 2013)

Highest Grade Held

• Clarified authority to reopen a Retired Grade Determination (RGD) after an officer’s retirement specifically to include substantiated instances of sexual assault or harassment as a factor that can trigger an RGD.

Characterization of Service

• Ensured members found to have committed sexual assault or sexual harassment will be processed for separation and those separated will receive a characterization of service no higher than a General - Under Honorable Conditions.

(March 2024)

Ensured victims of reported sexual assault, sexual harassment, or domestic violence offenses have the right to be present at Boards of Inquiry or Administrative Separation Boards. Victims are entitled to timely notice of the board, to be represented by a Special Victims Counsel and to provide an impact statement.

Created the first ever victim advocate in the military, designed to break through bureaucratic processes to ensure more victim-centric service approach across the spectrum of sexual assault/sexual harassment policies, procedures, and outreach. The Enterprise Victim Advocate amplifies victims’ voices and addresses service-wide issues that adversely affect the prevention of, response to, and recovery from harmful and oppressive behaviors.

(January 2024)

Transformed Coast Guard Investigative Service processes and resources to improve communication with survivors, add trauma-informed updates to interview procedures, enhance digital evidence collection, and remove barriers to victim reporting. These changes include regular, monthly check-ins with survivors; more rigorous selection processes and training for Coast Guard Investigative Services agents; and a new internal oversight program for case review.

Implemented a Safe to Report Policy that eliminates a significant and inhibiting barrier to reporting sexual assault and sexual harassment by protecting a reporting member from being disciplined for minor collateral violations such as underage drinking, breaking barracks rules, or an unacceptable or prohibited relationship.

(February 2024)

Significantly enhanced Sexual Assault Prevention, Response, and Recovery program structure, policy, and procedures and hired additional Sexual Assault Response Coordinators. These coordinators are professionally trained to manage regional Sexual Assault Prevention, Response, and Recovery programs and ensure victims are offered a vast array of victim services, including assignment of a Victim Advocate and a Special Victim's Counsel, if desired. Addtional Sexual Assault Response Coordinators provide more thorough case management for all unrestriced cases of sexual assault through the disposition of the case.

Established an Integrated Primary Prevention Program Office to address harmful behaviors that share similar risk and protective factors in order to integrate 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.

(June 2022)

Instituted significant changes and upgrades at the academy to ensure greater oversight, and foster safer and more supportive environment. Implemented changes to the Cadet Swab Summer training program, a complete revision to the Cadet Conduct System, and increased oversight within Chase Hall (Cadet Barracks) by doubling the number of company officers and company chiefs. Bolstered cadet safety through substantial investments in the physical security of the campus, including installation of new cameras and electronic locks in Chase Hall.

(June 2024)

Employed the Coast Guard’s Inclusive Leadership, Excellence, and Diversity Council to assess issues regarding the command climate and leadership development with respect to sexual assault and sexual harassment-related issues and provide recommendations to the Commandant. The council has full/unrestricted access to headquarters programs, subject matter experts, and existing studies to determine best practices regarding leadership development and talent management.

Established a new Advisory Board on Women in the Coast Guard and appointed 15 members. Consistent with guidance directed by the William (Mac) Thornberry National Defense Authorization Act for Fiscal Year 2021, the board will provide recommendations to the Commandant on matters relating to recruiting, retaining, advancing, and the wellbeing of women who serve in the Coast Guard.

Redesigned the online mandated Sexual Assault Prevention, Response, and Recovery training course to include enhanced content on sexual assault prevention and interactive learning components, such as scenario-based situations, knowledge checks, and survivor stories.

(January 2024)

Engaged leadership at all levels through multiple conferences to include immersive experiences where they learn the neuroscience of trauma and using trauma-informed communication, hear from survivors of military sexual violence, and gain a personal understanding of how these incidents impact victims’ lives and impair units’ ability to conduct missions safely and effectively.

Engaged members in conversations across the Service about building a culture where everyone feels safe and connected. Building on this momentum, leaders across the service will hold similar workshops focused on understanding how to build and maintain positive unit cultures. These sessions will explore how living our core beliefs, values, and behaviors directly impacts mission readiness and fosters environments where everyone can thrive and feel protected. At the unit level, we will conduct "Our Team, Our Culture" workshops will give members practical tools for having difficult conversations that result in learning, establishing clear standards, and creating accountability.

(October 2024)

Implemented new, in-person Bystander Intervention Training that will encourage members to think deeply about how to intervene as a bystander, the impact of sexual assault, and how to make positive changes that align with the Coast Guard’s Core Values.

(2025)

Established and launched a new week-long course called Sentinel Transformation and Readiness Training (START) for our new enlisted members. The training modules cover a range of topics including conflict management, core values and ethics, bullying and hazing, and other modules designed to encourage a safe and supportive culture.

(2025)

Establishing a new survey office as directed by the Commandant that will coordinate, control, and prioritize survey data collection and analysis pertaining to Coast Guard Service Culture. The new office will seek to combine data from various culture surveys, including the Defense Organizational Climate Survey, the Workplace and Gender Relations Survey, the Federal Employee Viewpoint Survey, and the Organizational Assessment Survey into an overall Service Culture Index. The Index will allow the Service to review cultural progress in multiple dimensions across time and better identify areas of strength and improvement.

Engaged the Homeland Security Operational Analysis Center, operated by RAND, to conduct a holistic study of Sexual Assault and Sexual Harassment in the service in order to document and evaluate past and present Coast Guard service climate and culture metrics and other factors to include preventative measures such as the utilization of SAPRR resources, accountability, transparency, victim support, and awareness of policies and resources available to Coast Guard members; identify and evaluate completed and ongoing efforts and reforms undertaken to improve these areas; and make recommendations for additional efforts and reforms that should be undertaken to close remaining gaps. The Service will receive recommendations, based upon analyses, that are targeted to reduce the incidence of sexual assault and harassment affecting the total workforce, including implementation plans to affect positive changes to USCG culture and climate.

Conducted a service-wide Defense Organizational Climate Survey where more than 24,000 Active Duty or Reserve and 1,000 civilian personnel responded to the survey providing leadership with the best picture to date around the culture and climate of the workforce.

(Fall 2023)