Diversity & Inclusion • 2017 Annual Report

Diversity& Inclusion 2017 Annual Report

Office of the Attorney General Department of Law & Public Safety Diversity & Inclusion • 2017 Annual Report Diversity & Inclusion • 2017 Annual Report

Table of Contents A Message From the Attorney General...... i A Message From Our Chief Diversity Officer...... iv Introduction...... vii Acknowledgements...... 1 Section 1: Employee Demographics at a Glance...... 3 Section 2: Diversity and Inclusion Program Initiatives...... 5 Facilitate Access to Opportunities...... 5 Formalized Requirement to Post Promotional Opportunities...... 5 Department-Wide E-Distribution of Job Postings...... 5 External Distribution of Attorney Job Postings to Tri-State Specialty Bar Associations...... 5 Attention to Key Hiring Opportunities...... 5 Enhance Employee Engagement...... 6 Swearings-In: Sacred Texts for Different Religions...... 6 Quiet Room for Prayer, Meditation and Reflection...... 6 Support for Nursing Mothers...... 6 Attorney Mentoring Program...... 6 Employee Resource Groups...... 7 Reinforce Diversity and Inclusion as Core Value...... 7 Department-Wide Mandatory Diversity and Inclusion Training...... 7 Implicit Bias Training...... 8 #StopThehHate Webpage...... 8 Programs that Celebrate Diversity...... 8 Develop the Talent Pipeline...... 9 Strengthen Community Relationships...... 10 Community Policing...... 10 LPS Community Committees...... 10 Attorney General’s Anti-Bias Legal Education (A.B.L.E.) Response Team...... 10 Safe Stop Initiative...... 11 Moving Forward...... 11 Section 3: Demographic Data...... 13 Data Characteristics, Defined Terms and Assumptions...... 13 Department-Wide Demographics (All Divisions/All Occupations)...... 15 Department-Wide Race/Ethnicity...... 15 Department-Wide Gender...... 15 Department-Wide Race/Ethnicity & Gender within Division...... 16 Comparative Benchmarks Overall Labor Force Race/Ethnicity...... 17 Comparative Benchmarks Overall Labor Force Women...... 17 Diversity & Inclusion • 2017 Annual Report

Division Specific Demographics (All Occupations)...... 18 Alcoholic Beverage Control Race/Ethnicity...... 18 Alcoholic Beverage Control Gender...... 18 Division of Civil Rights Race/Ethnicity...... 19 Division of Civil Rights Gender...... 19 Division of Consumer Affairs Race/Ethnicity...... 20 Division of Consumer Affairs Gender...... 20 Division of Criminal Justice Race/Ethnicity...... 21 Division of Criminal Justice Gender...... 21 Division of Gaming Enforcement Race/Ethnicity...... 22 Division of Gaming Enforcement Gender...... 22 Office of Highway Traffic Safety Race/Ethnicity...... 23 Office of Highway Traffic Safety Gender...... 23 Division of Law Race/Ethnicity...... 24 Division of Law Gender...... 24 Office of the Attorney General Race/Ethnicity...... 25 Office of the Attorney General Gender...... 25 Division of State Police Race/Ethnicity...... 26 Division of State Police Gender...... 26 NJ Racing Commission Race/Ethnicity...... 27 NJ Racing Commission Gender...... 27 Victims of Crime Compensation Office Race/Ethnicity...... 28 Victims of Crime Compensation Office Gender...... 28 Election Law Enforcement Agency Race/Ethnicity...... 29 Election Law Enforcement Agency Gender...... 29 Office of Homeland Security and Preparedness Race/Ethnicity...... 30 Office of Homeland Security and Preparedness Gender...... 30 Juvenile Justice Commission Race/Ethnicity...... 31 Juvenile Justice Commission Gender...... 31 Division of State Police (Detailed Metrics)...... 33 State Police Academy Race/Ethnicity & Gender Within Graduating Class...... 33 State Police Enlisted Personnel Gender & Race/Ethnicity...... 33 State Police Enlisted Personnel Race/Ethnicity...... 34 State Police Enlisted Personnel Gender...... 34 State Police Enlisted Personnel Race/Ethnicity & Gender within Rank...... 35 State Police Non-Enlisted Personnel Race/Ethnicity & Gender...... 35 State Police Non-Enlisted Personnel Race/Ethnicity...... 36 State Police Non-Enlisted Personnel Gender...... 36 Diversity & Inclusion • 2017 Annual Report

Comparative Benchmarks Police Officers Race/Ethnicity...... 37 Comparative Benchmarks Police Officers Women...... 37 Division of Criminal Justice Sworn Officers Race/Ethnicity & Gender...... 39 Attorneys (Detailed Metrics)...... 41 Department-Wide Attorneys Race/Ethnicity...... 41 Department-Wide Attorneys Gender...... 41 Comparative Benchmarks Attorneys Race/Ethnicity...... 42 Comparative Benchmarks Attorneys Women...... 42 Department-Wide Attorneys Race/Ethnicity & Gender within Job Title...... 43 Department-Wide Attorneys Race/Ethnicity & Gender within Division...... 44 Alcoholic Beverage Control Attorneys Overall & Within Job Title Race/Ethnicity & Gender...... 45 Office of the Attorney General Attorneys Overall & Within Job Title Race/Ethnicity & Gender...... 46 Division of Criminal Justice Attorneys Overall & Within Job Title Race/Ethnicity & Gender...... 47 Division of Gaming Enforcement Attorneys Overall & Within Job Title Race/Ethnicity & Gender...... 48 Division of Law Attorneys Overall & Within Job Title Race/Ethnicity & Gender...... 49 Victim of Crime Compensation Attorneys Overall & Within Job Title Race/Ethnicity & Gender...... 50 Tenure and Salary Metrics...... 51 Department-Wide Average Tenure Across All Jobs Overall and Within Division...... 51 Department-Wide Average Tenure of Attorneys Overall and Within Job Title...... 52 Department-Wide Average Salary of Attorneys Within Job Title and Overall...... 53 Department-Wide Average Tenure within Racial/Ethnic Group...... 54 Department-Wide Average Tenure Overall and Within Gender Group...... 55 Department-Wide Gender Within Tenure Groups...... 56 Department-Wide Race/Ethnicity Within Tenure Groups...... 57 Diversity & Inclusion • 2017 Annual Report Diversity & Inclusion • 2017 Annual Report

A Message from the Attorney General It is my great privilege and honor to serve as the sixty-first Attorney General of the State of New Jersey. At the Department of Law & Public Safety, we have a special responsibility to reflect and promote our state’s diversity – not simply as the employer of a large and talented workforce, but also as the leading law enforcement agency in the State and as a socially responsible consumer 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 the Department’s leadership to prioritize our diversity initiatives and empowering our Chief Diversity Officer, Assistant Attorney General Lora Fong, to spearhead these efforts. Among other things, our priorities include: • Promoting diversity at State Police. The Chief Diversity Officer will oversee an initiative to promote diversity within New Jersey State Police. • Mandating implicit bias training. Implicit bias training will be required for all State Police officers and all state prosecutors, including those employed by the Division of Criminal Justice and the twenty- one County Prosecutors. • Expanding Human Resource functions. The Department’s Chief Administrative Officer will create a new functional area within our Human Resources organization that focuses on recruitment, retention, promotion, and professional development of all employees, with a particular emphasis on promoting diversity across the Department. • Encouraging career growth and opportunities for employees. The Department will launch a new program that makes it easier for employees to volunteer for new and challenging work assignments, thereby developing skills useful for pursuing lateral growth and

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promotional opportunities. Called the “Stretch Opportunity Assignment Pool,” or SOAP, the program will launch as a pilot program in our Division of Law and expand Department-wide later in the year. • Helping to diversify our outside counsel. The Chief Diversity Officer will produce material to help educate New Jersey’s lawyers, especially those at women- and minority-owned firms, about what they must do to qualify for the Department’s approved outside counsel lists. • Tracking demographic data about outside counsel. The Division of Law (DOL) will require that law firms seeking to represent the state complete a diversity questionnaire that will request demographic information regarding the firms’ attorneys, and that DOL will consider in deciding which firms to approve as outside counsel. • Promoting transparency. The Chief Diversity Officer will collect and make public data regarding the Department’s diversity efforts. This Annual Report, which includes robust demographic data reporting is 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 that we can do together. I am encouraged by the enthusiasm and commitment of the individuals who are the lifeblood of our organization, and confident that as we proceed in carrying out the mission of the Department, that we will do so in a way that respects and values all of our people.

Gurbir S. Grewal New Jersey Attorney General

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A Message from Our Chief Diversity Officer In 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 with the mission of bringing a full-time focus and fresh perspective to fostering diversity within the Department. From the start, I was met with a strong commitment towards promoting a diverse and inclusive workplace – starting at the top, with then Attorney General Christopher S. Porrino, whose vision brought about the creation of the Chief Diversity Officer role, and extending throughout the senior leadership team across the Department and beyond. As 2017 progressed, we worked together to find ways to cultivate and embolden our diversity and inclusion strategy, building upon the solid foundation that previously had been laid, with our Diversity Council and programmatic initiatives that were already underway including our mentoring program for new attorneys in our legal divisions, and a Department-wide invitation to an innovative and compelling one-man show on inclusion, featuring poet, psychologist and performer, Dr. Mykee Fowlin. This report summarizes what we did in 2017 to strengthen LPS’s ability to serve the people of the State of New Jersey by fostering a diverse and inclusive culture. In 2018, as we continue under the leadership and vision of Attorney General Gurbir S. Grewal, I eagerly anticipate making more progress, moving forward with key programs that were launched in the year prior, implementing ideas already in the works, and tackling new and innovative initiatives. In all of these efforts – past, present and future – we are exceedingly grateful to the many individuals throughout our organization and beyond who have contributed their time, energy and ideas to supporting diversity and inclusion, notably including members of our Diversity Council, volunteers who have helped us build our diversity and inclusion training program and lead those training sessions, and members of the community who have contributed their subject matter knowledge and unique perspective to help us better understand and value the myriad differences among us that enrich and enable all of us at LPS to do our jobs.

Lora Fong Chief Diversity Officer

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Introduction

Diversity helps us to leverage the talents and skills within LPS and understand the perspectives of the communities we serve so that we can do our best work in the service of the people of New Jersey. Decades of research show that socially diverse groups are more innovative and better at solving complex problems – not just because greater diversity increases the likelihood that individuals will contribute different information and viewpoints, but also because the process of problem-solving will be improved and drive better performance. Under competitive market forces, the corporate sector has long been focused on building more diverse and inclusive organizations. Unlike private sector companies, LPS is not motivated by profits – our work is to serve the people of New Jersey. LPS has a far-reaching mission that is performed by 13 different divisions and over 7,770 people. Our workforce is made up of both civilian personnel and sworn law enforcement members. We serve as the state’s lawyers. We investigate and prosecute crimes. We assist the victims of crimes and their families. We regulate a variety of industries important to New Jersey’s economy, including gaming, boxing, horseracing, and the distribution and sale of alcohol. We keep our highways safe. We protect consumers from fraud; we regulate the state’s financial marketplace; and we oversee the licensing of various professions, including doctors, dentists, nurses, and pharmacists. We work to rehabilitate juveniles who become involved in the criminal justice system. And we fight to protect and preserve peoples’ civil rights. With such a broad scope of responsibilities, it is easy to see how a diverse workforce better enables us to get it all done in a way that meets the needs of New Jersey – one of the most diverse states in the country.

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Acknowledgements

We are especially grateful to the following individuals who served as members of the Diversity Council during 2017. • Rahat Babar – Office of the Attorney General • Lynn Belletier – Office of the Attorney General • Melica Blige – Office of the Attorney General • Nina Bonner – Office of the Insurance Fraud Prosecutor • Lisa Brown – Division of Law • LaMonica Cross – Division of Criminal Justice • Phillip Dowdell – Office of the Attorney General • Deborah Edwards – Office of the Attorney General • Philip Espinosa – Division of Law • Nancy Fitterer – Office of the Attorney General • Jennifer Fradel – Office of the Attorney General • Ediz Laypan – Division of Consumer Affairs • Bindi Merchant – Division of Law • Christine Neeman – Office of Law Enforcement Professional Standards • John Nicodemo – Division of Criminal Justice • Susan Olgiati – Division of Law • Sharon Price-Cates – Division of Law • Andrew Sarrol – Office of the Attorney General • Diane L. Scott – Division of Law • Stanford Senior, Jr. – Division of Consumer Affairs • Leah Smith – Office of the Attorney General • Peter Traum – Office of the Attorney General • Tracey Warrick – Office of the Attorney General • Eric Weiss – Division of Gaming Enforcement • Michael Williams – Division of Criminal Justice Our deepest appreciation and thanks go to the following individuals who are 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 General Special thanks to the unsung heroes of our Diversity & Inclusion team: • Amy DeWees – Office of the Attorney General • Mary Stubbs – Office of the Attorney General

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Section 1: Employee Demographics at a Glance

As a whole, the Office of the Attorney General/Department of Law and Public Safety (“LPS” or the “Department”) employs approximately 7,700 people1. With regard to race/ethnicity, approximately 70% of these employees have reported their race or ethnicity as White; 18% have reported African American/Black; 3% have reported Asian; and 9% have reported Hispanic/Latino. In comparison, the Department’s workforce is slightly more diverse than the national labor force for the same time period,2 with that data reflecting that Americans in the work force are: 78% White, 12% African American/Black; 6% Asian; and 17% Hispanic/Latino. Looking ahead to 2019, the projected composition of the New Jersey Labor Force is expected to be: 57% White, 14% African American/Black; 10% Asian and 19% Hispanic/Latino. Turning to gender, overall, 35% of the Department’s employees are female and 66% are male. These numbers are significantly impacted by two very large divisions within the Department that employ significant numbers of law enforcement officers, specifically, the Division of State Police (“NJSP”) and the Juvenile Justice Commission (“JJC”). NJSP employs more than half of the Department’s personnel, with more than 3900 employees. Of that number, approximately 2,700 are employees with the ranks of Colonel, Lieutenant Colonel, Major, Captain, Lieutenant, Sergeant First Class, Sergeant, and Trooper (collectively referred to as “Enlisted”). The majority of NJSP Enlisted personnel are men (95.5%). Similarly, JJC employs approximately 1,100 people, approximately a third of whom are corrections officers, the majority of whom are male (87%). Other divisions with significant numbers of employees reflect that the majority of their employees are women, such as the Division of Law (66% of 723 employees) and the Division of Consumer Affairs (68% of 511 employees), but their impact on the Department’s gender representation numbers are outweighed by the two divisions with the largest headcount.

1The employee data reported throughout this report reflects full-time regular employees of the Office of the Attorney General/Department of Law and Public Safety as of November 1, 2017. 2Comparative national labor force data obtained from the U.S. Bureau of Labor Statistics for 2017.

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The Department is the largest single employer of attorneys in New Jersey. We employ approximately 700 attorneys within the following job titles: Attorney General; 1st Assistant Attorney General; Assistant Attorney General; Assistant Deputy Attorney General; Deputy Attorney General. The largest racial/ethnic group represented for all attorney titles is White (81.4%). Representation within attorney ranks for other races/ethnic groups is: Black, 8%; Asian, 7%; and Hispanic/Latino, 4%. Comparatively, against national and regional benchmarks, the Department is slightly more diverse. The American Bar Association and the U.S. Bureau of Labor Statistics , and Vault/Minority Corporate Counsel Association report higher representation of White attorneys nationally (85%, 89% and 84% White respectively). Regionally, the National Association for Law Placement reports that 85% of attorneys in the Northern New Jersey/Newark area are White. With regard to gender, 58% of the Department’s attorneys are women – well above the comparative benchmarks that range from 36% - 43%. Notably, there is a significant disparity between the average salary for attorneys employed by LPS and that reported for all New Jersey lawyers. The U.S. Department of Labor, Bureau of Labor Statistics estimates the annual mean wage (i.e. average) for lawyers in New Jersey is $140,340, and the annual median wage (i.e. midpoint) is $118,2503. In contrast, in 2017, annual salaries for attorneys employed as Deputy Attorneys General in the Department of Law and Public Safety start at approximately $62,000 and the annual salary of the Attorney General – the highest ranking attorney in the Department – was $141,000. Additional details for the above categories as well as additional detailed demographic data about the employees of LPS, including an analysis for each division, is included in Section 3 of this report.

3https://data.bls.gov/oes/#/occGeo/One%20 occupation%20for%20multiple%20geographical%20areas

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Section 2: Diversity and Inclusion Program Initiatives

The driving objectives of our diversity and inclusion initiatives were to: (1) facilitate access to opportunities; (2) enhance employee engagement; (3) reinforce diversity and inclusion as a core value; (4) develop the talent pipeline; and (5) strengthen community relationships.

Facilitate Access to Opportunities. LPS took the following steps during 2017 to enable equal access to and heighten awareness of specific career opportunities to bolster our recruitment efforts. Formalized Requirement to Post Promotional Opportunities LPS codified its policy that public notices must be issued and internal postings are required for promotional opportunities for job vacancies for unclassified positions within the Department. Department-Wide E-Distribution of Job Postings LPS took advantage of technology to electronically push out weekly notifications for all posted job vacancies to all our employees across the Department. External Distribution of Attorney Job Postings to Tri-State Specialty Bar Associations LPS adopted the practice of distributing externally posted job vacancies for attorney positions directly to bar associations that represent the interests of special groups, such as attorneys of color, minority religious faiths or ethnic backgrounds and women. We proactively reach out to these organizations located throughout New Jersey, Pennsylvania and New York. Attention to Key Hiring Opportunities LPS’s senior leaders collaborated to assemble diverse interview panels, standardize interview questions and develop a requirements-driven process for high-level job candidate selection.

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Enhance Employee Engagement. LPS recognizes that employees whose diverse backgrounds are recognized, respected and valued are more likely to be enthusiastic about coming to work and do their best. During 2017, we took the following steps toward enhancing employee engagement. Swearings-in: Sacred Texts for Different Religions Religion is just one dimension of diversity that exists among our workforce and is a deeply personal one. State law requires that individuals holding certain positions within LPS take an oath of office. Often, those oaths of office are sworn, typically, with a one hand laid on a sacred text to signify the solemnity of the oath. Recognizing the diversity of our employees’ religious affiliations, LPS has made the sacred texts of major religions available for those who are being sworn into office. Quiet Room for Prayer, Meditation and Reflection. Quiet can be a rare commodity in a busy workplace. LPS employees at the Hughes Justice Complex can seek the restorative benefit of quiet contemplation in a “Quiet Room” accessible to any employee. Support for Nursing Mothers Going above and beyond the requirements of the law, LPS has set aside a “Lactation Room” at the Hughes Justice Complex for use by our employees who are nursing mothers. Additionally, on request, those who work in other locations are accommodated with a private lactation space, or a nursing mother who has a private office may opt to use her office and will be provided with a lock if needed. LPS also supplies nursing mothers with energy-efficient coolers for the storage of breast milk on request. Attorney Mentoring Program In 2017, we reviewed and re-launched our Attorney Mentoring Program, assigning in-workgroup mentors to newly hired Deputy Attorneys General and conducting networking and professional development programs throughout the year.

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2017 – United States Supreme Court sends the case of G.G. v. Gloucester County School Board back to the 4th Circuit in light Pride Month of the rescission by the United States Departments of Justice and Education of Title IX guidance regarding transgender 2017 – Reiterating its conclusion that “the June 28, 2017 48th Anniversary students. The case raises the question of “whether Title IX Constitution entitles same-sex couples requires schools to provide transgender students access to to civil marriage on the same terms and of the Stonewall Riots – 2006 – New Jersey Supreme Court rules restrooms congruent with their gender identity” and was filed conditions as opposite-sex couples,” the in Lewis v. Harris that same-sex couples on behalf of a transgender male student challenging the school United States Supreme Court decides are entitled to the same equal protection as policy that segregates transgender students in their use of Pavan v. Smith, invalidating an Arkansas heterosexual couples under the New Jersey bathroom facilities. The 4th Circuit had previously overturned law that denies same-sex married couples State Constitution, but remains divided the trial court’s denial of the student’s application for preliminary the same right to be listed on a child’s birth on a remedy. The New Jersey legislature injunction and its dismissal of the student’s Title IX claim. certificate as it affords opposite-sex couples. responds by passing a bill establishing civil unions for same sex couples. 1992 – New Jersey’s Law 2017 – United States Supreme Court 1971 – Minnesota Supreme Court rules Against Discrimination agrees to hear Masterpiece Cakeshop Ltd. 1996 – Defense of Marriage Act is 2013 – Superior Court of New Jersey rules that in Baker v. Nelson that a state law that expanded to protect individuals v. Colorado Civil Rights Commission, the signed, banning federal recognition the state must allow same-sex couples to marry restricts marriage to persons of the based on sexual orientation. case of a Colorado bakery that refused of same sex marriage, defining the 2004 – First legally permitted in Garden State Equality v. Dow. The New Jersey opposite sex does not violate the United to create a wedding cake for a same-sex 1979 – First National March on word “marriage” to mean “only a same-sex marriage in the Supreme Court declines to stay the trial court’s States Constitution. On mandatory appeal couple on the basis of religious objections. Washington for Lesbian and Gay Rights, legal union between one man and United States takes place decision, which then takes effect on October 21st. (not on certiorari) to the United States The case arises from the decision of the with an estimated 75,000 to 125,000 one woman as husband and wife.” in Massachusetts. Over the Supreme Court, the case is dismissed Colorado Court of Appeals upholding the in a one-sentence ruling “for want of a people marching is held on October 14th. course of that same day, 77 1986 – United States Supreme 2013 – New Jersey Governor Chris Christie signs 2014 decision by the Colorado Civil Rights substantial federal question,” and arguably other same-sex couples wed June 28, 2017 marks the 48th Court upholds Georgia law banning a bill banning so-called “gay conversion therapy” Commission that the bakery’s refusal – establishes this case as precedential. across that state. anniversary of the Stonewall riots homosexual sex in Bowers v. Hardwick. (also known as reparative therapy) for minors. violated the state Anti-Discrimination Act. generally regarded as “the single most important event that led to the development of the modern LGBT civil rights movement.” (see www.nps.gov/places/stonewall.htm). In 1969, Stonewall Inn – now designated as a National Historic 1971 1973 1977 1979 1982 1986 1989 1992 1995 1996 2000 2003 2004 2006 2011 2013 2015 2017 Landmark – was among New York City’s LGBT bars that were regular targets of police raids. Raided again during the early morning hours of June 28th, the Stonewall Inn and the 1977 – New York Supreme Court rules in 1982 – Wisconsin is the first state 1989 – Denmark becomes surrounding neighborhood became the site of an angry riot, favor of ophthalmologist and professional to make discrimination in housing, the first country to make same 2000 – Vermont becomes 2003 – United States Supreme Court, 2011 – President Obama 2015 – United States Supreme Court legalizes followed by demonstrations that took place over the next tennis player Renee Richards, a post-surgical employment and public accommodation gender civil partnerships legal. the first state to legalize civil in Lawrence v. Texas, strikes down ends “don’t ask, don’t tell,” the same-sex marriage, ruling in Obergefell v. 6 days in which thousands of people participated. These transgender woman, who was banned from on the basis of sexual orientation illegal. unions for same-sex couples. a Texas law “forbidding two persons 17-year-old law that banned Hodges that the denial of marriage licenses to events spurred LGBT people and their allies to organize competing in the women’s US Open. of the same sex to engage in certain openly gay men, lesbians and same-sex couples and the refusal to recognize throughout the country. [Id.]. To learn more about the intimate sexual conduct.” In finding the bisexuals from serving in the those marriages performed in other jurisdictions events of Stonewall, see the documentary: law unconstitutional, the Court holds United States military. violates the United States Constitution. In so www.pbs.org/wgbh/americanexperience/films/stonewall. 1995 – Federal Hate Crimes Sentencing that it violates the privacy and liberty doing, the Court concludes that: “the right to 1973 – American Psychiatric Association removes Enhancement Act authorizes harsher sentences when of adults to engage in private intimate marry is a fundamental right inherent in the homosexuality as a “mental disorder” from its crime victims are targeted on the basis of actual or conduct under the 14th Amendment, liberty of the person, and under the Due Process diagnostic manual, the DSM-II. Previously, it perceived race, color, religion, national origin, ethnicity, and explicitly overrules the 1986 and Equal Protection Clauses of the Fourteenth had been listed as a “sociopathic personality gender, disability or sexual orientation. decision in Bowers v. Hardwick. Amendment couples of the same-sex may not be disturbance.” The vote tally was 5,854 to 3,810. deprived of that right and that liberty.”

Employee Resource Groups LPS announced programmatic support for the formation of Employee Resource Groups (ERGs) – voluntary and employee-led groups that are formed around shared interests, characteristics or a common background or bond. In general, ERGs typically form along various dimensions of diversity such as race, ethnicity, gender, sexual orientation or expression, disability, veteran status or generational groupings, just to name a few. LPS created its ERG program to help connect employees, promote a culture of inclusion, awareness and respect in the workplace, and support personal and professional development. To begin, while also welcoming the formation of additional ERGs, LPS proactively supported the formation of 5 ERGs along for employee within the following groups and their allies: Asian, Black, Latinx, LGBTQIA and Women. Members of our Diversity Council have volunteered to lead these efforts and ERGs are open to all employees. Reinforce Diversity and Inclusion as a Core Value. Consistent messaging throughout the Department about the importance of diversity and inclusion is a critical success factor in driving our diversity and inclusion progress forward. Department-wide Mandatory Diversity and Inclusion Training A key initiative successfully launched in 2017 reflected months of collaborative development and testing that resulted in a highly successful and extraordinarily well received training program on diversity and inclusion. Our half-day program is facilitated by LPS employees who volunteer to lead a wide ranging discussion on the value of diversity and how to foster a more inclusive workplace. Launching in October, LPS successfully delivered this program to more than 700 employees in 2017. The early returns on participant evaluations tell us that we are on the right track with a 96% positive rating for the overall program.

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Implicit Bias Training Preconceived associations that we all form often show up at the workplace as “implicit bias” – attitudes that exist in our unconscious minds and affect our behavior and the decisions we make. LPS has developed a program on raising our awareness of implicit bias and ways to interrupt it. In 2017, that training was delivered to over 500 members of our Division of State Police as well as to civilian members of our Candidate Review Boards, which are responsible for interviewing applicants to our State Police Academy. LPS also delivered Implicit Bias training to select management personnel, as well as to the incoming class of attorneys newly hired by our Division of Law. #StopTheHate Webpage Reflecting LPS’s commitment to the principle that there is no place in New Jersey for hateful intolerance, LPS established a page on our website under the banner of #StopTheHate. There, visitors will find resources that address bias crimes, civil rights, community policing, grant programs for non-profits that are at high-risk of terrorist attack, and the LPS anti-bias educational programs for community groups. Programs that Celebrate Diversity Diversity celebrations help us acknowledge differences among us and foster understanding. While some of our divisions have had similar programs, In 2017 LPS incepted programmatic Department-wide diversity observances, and for the first time recognized Asian Pacific Islander Heritage Month, by featuring interviews with LPS’s own senior leaders of Asian descent: Lora Fong, Assistant Attorney General and Chief Diversity Officer; Christopher Iu, Assistant Attorney General and Insurance Fraud Prosecutor; Steve Lee, Director of the Division of Consumer Affairs; Kavin Mistry, Assistant Attorney General - Division of Law, Financial Affairs & State Contracting Practice Group; and Craig Sashihara, Assistant Attorney General and Director of the Division of Civil Rights; and by partnering with the Administrative Office of the Courts in an entertaining and informative joint program. LPS also observed LGBT Pride Month for the first time, sharing a timeline display of historic events in the evolution of the American LGBT rights movement, commencing with the Stonewall Riots in New York City.

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Develop the Talent Pipeline At LPS, we recognize that the talent pipeline directly impacts our ability to recruit capable and qualified individuals into our ranks. Infusing existing recruiting efforts across the Department with a diversity consciousness bolsters our effectiveness in on-campus interviews, job fairs and other recruiting events. Additionally, members of the LPS Diversity and Inclusion Team and our Diversity Council have directly engaged with area law schools in a variety of ways, such as volunteering to conduct mock interviews, participating in panel discussions, or making presentations. Further, LPS has directly connected with diversity leaders in local law schools in recruiting for various LPS internship programs.

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Strengthen Community Relationships Community Policing In 2017 LPS held a Community Policing Awards Program, recognizing the best and most innovative efforts by local law enforcement departments throughout New Jersey to build ties with the communities they serve. LPS also established a community policing grant program, named for the late Detective Matthew L. Tarentino of the Summit Police Department, who tragically lost his life in a motor vehicle accident on May 30. Detective Tarentino demonstrated a deep commitment to community outreach, particularly the D.A.R.E. program, helping the Summit Police Department to become a 2017 recipient of the Attorney General’s Outstanding Community Policing Award. LPS Community Committees LPS regularly seeks the input and perspectives of our invaluable community partners. Our Division of Criminal Justice regularly consults a Law Enforcement/Community Advisory Committee, seeking and receiving invaluable assistance on issues such as body worn cameras, shooting response and cultural competency in law enforcement training. The Attorney General and members of the senior staff conducted meetings throughout the year with the Muslim Outreach Committee and participated in discussions with the Interfaith Advisory Council convened by the New Jersey Office of Homeland Security and Preparedness. Attorney General’s Anti-Bias Legal Education (A.B.L.E.) Response Team Responding to escalating concerns about hate crimes and discrimination motivated by xenophobia, racism or illegal bias, LPS developed an informational presentation about Bias Crimes and the New Jersey Law Against Discrimination (“LAD”) that its attorneys deliver to houses of worship, community centers and educational institutions throughout the State. Representatives from the Division of Criminal Justice, the Division of Civil Rights and volunteers from the Diversity Council have collaborated in this effort.

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Safe Stop Initiative LPS’s goal is for every traffic stop to end safely for all involved and has taken the following steps directed at law enforcement: all police officers in New Jersey must complete annual training on de-escalation techniques, cultural awareness and implicit bias through our CLEAR Institute; thousands of police officers now wear body-worn cameras; we have improved protocols for investigation of police-involved use of deadly force; and we have promoted innovative community policing through hundreds of thousands of dollars in grants and awards. In 2017, LPS launched the “Safe Stop” initiative that takes the next step by providing information for the general public about what to do, and what not to do, during a traffic stop, to ensure that all stops are safe and fair. Moving Forward As we look back on the strides made in diversity and inclusion during 2017, there is much to be proud of. But we have not reached the end of the road. As we turn our gaze forward, we envision innovative programs already on the drawing board and know that we must expect the unexpected as we adapt best practices to our continually evolving landscape. We are reminded of the wisdom of the ancient philosopher Lao Tzu that “a journey of a thousand miles begins with a single step.” We are grateful for the collective and individual efforts of so many LPS employees who have given of their time, creativity and talent to move us many steps forward and invite every person who is part of LPS to actively engage with us as we travel along the path to a more diverse and inclusive Department.

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Section 3: Demographic Data

Data Characteristics, Defined Terms and Assumptions The Office of the Attorney General/Department of Law & Public Safety (“LPS” or the “Department”) consists of the following: Alcoholic Beverage Control; Office of the Attorney General; Division of Civil Rights; Division of Consumer Affairs; Division of Criminal Justice (including the Office of the Insurance Fraud Prosecutor); Division of Gaming Enforcement; Division of Law; Office of Highway Traffic Safety; New Jersey Racing Commission; Division of State Police; Victims of Crime Compensation Office; and the following agencies that are in but not of the Department: Election Law Enforcement Agency; and Office of Homeland Security and Preparedness and Juvenile Justice Commission Data throughout reflects only full-time regular employees of the Office of the Attorney General/Department of Law & Public Safety as of November 1, 2017. Within the Division of State Police, “Enlisted” personnel means the following sworn law enforcement officers: Colonel, Lt. Colonel, Major, Captain, Lieutenant, Sergeant First Class, Sergeant, and Troopers; “Non-enlisted” personnel consist of all other employees of the Division of State Police. The category “Attorneys” means employees within the Department having the following job titles: Attorney General;1st Assistant. Attorney General; Assistant Attorney General; Assistant Deputy Attorney General; Deputy Attorney General (levels 1-4). All demographic data (e.g. Male, Female, White, African American/Black, Asian, Hispanic/Latino) is self-reported. The category listed as “Other/Unknown” may include Native Americans, Pacific Islanders and/or unidentified employees.

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Department-wideDEPARTMENT Demographics‐WIDE Race/EthnicityDEPARTMENT‐WIDE (all divisions/all occupations)Race/Ethnicity Race/Ethnicity Other/Unknown 0.5% Other/Unknown 0.5% Latino 9.4% Latino Asian 9.4% 2.9% Asian 2.9%

Black 17.6% DepartmentBlack 17.6% Department n=7,733 n=7,733

White White 69.6% 69.6% DEPARTMENT‐WIDE Gender *Other/Unknown may*Other/Unknown include Native may Americans, include Native Pacific Americans, Islanders Pacific and/or Islanders unidentified and/or employees unidentified employees 4 4

Gender

Female 34.5%

Department n=7,733

Male 65.5%

5

15 Diversity & Inclusion • 2017 Annual Report

DEPARTMENT‐WIDE Department-wideRace/EthnicityDEPARTMENT & ‐GenderWIDE Race/EthnicityRace/Ethnicity Within& Gender Division & Within Gender Division Within Division

Department/Division White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % Department/Division White African Asian Hispanic/ Other/ Female Male n= Black % % % American/ % Latino Unknown* % % % Black % % Department-Wide 69.6 17.6 2.9 9.4 0.5 34.5 65.5 7,733 % Alcoholic Beverage Control 87.8 8.2 0.0 4.1 0.0 65.3 34.7 49 Department-Wide 69.6 17.6 2.9 9.4 0.5 34.5 65.5 7,733 Civil Rights 39.7 37.9 0.0 19.0 3.4 53.4 46.6 58 Alcoholic Beverage Control 87.8 8.2 0.0 4.1 0.0 65.3 34.7 49 Consumer Affairs 46.4 33.3 5.3 13.5 1.6 67.7 32.3 511 Civil Rights 39.7 37.9 0.0 19.0 3.4 53.4 46.6 58 Criminal Justice** 74.8 14.1 4.9 6.1 0.2 51.6 48.4 512 Consumer Affairs 46.4 33.3 5.3 13.5 1.6 67.7 32.3 511 84.6 15.4 0.0 0.0 0.0 38.5 61.5 13 HighwayCriminal Traffic Justice** Safety 74.8 14.1 4.9 6.1 0.2 51.6 48.4 512 76.1 14.8 4.3 4.3 0.4 46.5 53.5 230 GamingHighway Enforcement Traffic Safety 84.6 15.4 0.0 0.0 0.0 38.5 61.5 13 LawGaming Enforcement 73.976.1 16.5 14.8 5.9 4.3 3.7 4.3 0.0 0.4 66.046.5 34.0 53.5 723 230 OfficeLaw of the Attorney General 76.173.9 16.5 16.5 3.1 5.9 4.3 3.7 0.0 0.0 54.966.0 45.1 34.0 255 723 RacingOffice of the Attorney General 94.476.10.0 16.5 0.0 3.1 5.6 4.3 0.0 0.0 50.054.9 50.0 45.1 36 255 StateRacing Police 77.594.4 8.90.0 2.3 0.0 10.8 5.6 0.5 0.0 19.350.0 80.7 50.0 3,969 36 VictimsState of Police Crime Compensation 39.477.5 30.38.9 3.0 2.3 27.3 10.8 0.0 0.5 72.719.3 27.3 80.7 333,969 ElectionVictims Law of Enforcement Crime Compensation Agency*** 67.239.4 14.9 30.3 4.5 3.0 11.9 27.3 1.5 0.0 62.772.7 37.3 27.3 67 33 Homeland Security and Election Law Enforcement Agency*** 88.167.25.9 14.9 2.0 4.5 4.0 11.9 0.0 1.5 36.662.7 63.4 37.3 101 67 Preparedness***Homeland Security and 88.1 5.9 2.0 4.0 0.0 36.6 63.4 101 JuvenilePreparedness*** Justice Commission*** 44.6 43.7 1.1 10.1 0.4 32.1 67.9 1,176 Juvenile Justice Commission*** 44.6 43.7 1.1 10.1 0.4 32.1 67.9 1,176

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees **Criminal*Other/Unknown Justice includes may include the Office Native of the Americans, Insurance Pacific Fraud Islanders Prosecutor and/or unidentified employees ***These**Criminal Agencies Justice are includes in but not the of Office the Department of the Insurance Fraud Prosecutor 6 ***These Agencies are in but not of the Department 6

16 Diversity & Inclusion • 2017 Annual Report

Comparative Benchmarks

Overall LaborCOMPARATIVE ForceCOMPARATIVE BENCHMARKS BENCHMARKS Race/Ethnicity Overall Labor Force Race/EthnicityOverall Labor Force 17% 9% 19% 6% 3% Women 12% 18% 10% 14% Latino Asian Black 78% 70% White 57%

Total Dept. OAG/LPS NJ Labor Force National Labor Force 2019 Proj. 2017 BLS

NJ Labor Force 2019 Projection ‐ https://www.nj.gov/labor/lpa/dmograph/lfproj/lfproj_index.html National Labor Force 2017 ‐ https://www.bls.gov/cps/cpsaat11.htmCOMPARATIVE BENCHMARKS 48%7 47% Women Overall Labor Force 35% Women

48% 47% 35% Total Dept. OAG/LPS NJ Labor Force National Labor Force

Total Dept. OAG/LPS NJ Labor Force National Labor2019 Force Proj. 2017 BLS 2019 Proj. 2017 BLS

NJ Labor Force 2019 Projection ‐ https://www.nj.gov/labor/lpa/dmograph/lfproj/lfproj_index.html NJ LaborNational Labor Force Force 2017 2019 ‐ https://www.bls.gov/cps/cpsaat11.htm Projection ‐ https://www.nj.gov/labor/lpa/dmograph/lfproj/lfproj_index.html 8 National Labor Force 2017 ‐ https://www.bls.gov/cps/cpsaat11.htm

17 8 Diversity & Inclusion • 2017 Annual Report

DivisionALCOHOLIC SpecificALCOHOLIC Demographics BEVERAGE BEVERAGE CONTROL(all CONTROL occupations) ALCOHOLIC BEVERAGERace/EthnicityRace/Ethnicity CONTROL

Race/Ethnicity Latino LatinoBlack 4.1% 8.2% Black 4.1% 8.2%

ABC ABC n=49 n=49

White 87.8%

White ALCOHOLIC BEVERAGE87.8% CONTROL Gender *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 10 Gender *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 10

Male 34.7% ABC n=49

Female 65.3%

18

11 Diversity & Inclusion • 2017 Annual Report

Division SpecificDIVISION Demographics OF CIVIL RIGHTS (all occupations) DIVISION ON CIVILRace/Ethnicity RIGHTS

Race/Ethnicity

Other/Unknown 3.4% Latino 19.0%

White 39.7% DCR n=58

Black DIVISION37.9% OF CIVIL RIGHTS Gender

*Other/UnknownGender may include Native Americans, Pacific Islanders and/or unidentified employees 12

DCR Male 46.6% Female n=58 53.4%

19

13 Diversity & Inclusion • 2017 Annual Report

DivisionDIVISION Specific DemographicsOF CONSUMER (all AFFAIRS occupations) DIVISION OF CONSUMERRace/Ethnicity AFFAIRS

Race/Ethnicity

Other/Unknown Latino 1.6% 13.5%

Asian 5.3% DCA White 46.4% n=511

Black 33.3% DIVISION OF CONSUMER AFFAIRS Gender

*Other/Unknown mayGender include Native Americans, Pacific Islanders and/or unidentified employees 14

Male 32.3%

DCA n=511

Female 67.7%

20

15 Diversity & Inclusion • 2017 Annual Report

Division DIVISIONSpecific Demographics OF CRIMINAL (allJUSTICE occupations) DIVISION OF CRIMINALRace/Ethnicity JUSTICE

Other/Unknown Race/Ethnicity 0.2%

Latino Asian 6.1% 4.9%

Black 14.1% DCJ n=512

White 74.8% DIVISION OF CRIMINAL JUSTICE Gender

*Other/UnknownGender may include Native Americans, Pacific Islanders and/or unidentified employees 16 **Criminal Justice includes the Office of the Insurance Fraud Prosecutor

DCJ Male Female n=512 48.4% 51.6%

21

*Criminal Justice includes the Office of the Insurance Fraud Prosecutor 17 Diversity & Inclusion • 2017 Annual Report

DivisionDIVISION Specific OF Demographics GAMING ENFORCEMENT (all occupations) DIVISION OF GAMINGRace/Ethnicity ENFORCEMENT Race/Ethnicity Other/Unknown 0.4%

Latino Asian 4.3% 4.3%

Black 14.8% DGE n=230

White DIVISION OF GAMING ENFORCEMENT76.1% Gender

Gender

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 18

Female 46.5% DGE Male n=230 53.5%

22

19 Diversity & Inclusion • 2017 Annual Report

DivisionOFFICE Specific OF HIGHWAYDemographics TRAFFIC (all occupations)SAFETY DIVISION OF HIGHWAYRace/Ethnicity TRAFFIC SAFETY Race/Ethnicity

Black 15.4%

HTS n=13

OFFICE OF HIGHWAY TRAFFICWhite SAFETY 84.6% Gender

Gender

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 20

Female 38.5% HTS n=13 Male 61.5%

23

21 Diversity & Inclusion • 2017 Annual Report

Division SpecificDIVISION Demographics OF LAW (all occupations) DIVISION OF LAWRace/Ethnicity

Race/Ethnicity

Latino Asian 3.7% 5.9%

Black 16.5% DOL n=723

White 73.9% DIVISION OF LAW Gender

*Other/Unknown mayGender include Native Americans, Pacific Islanders and/or unidentified employees 22

Male 34.0% DOL n=723

Female 66.0%

24

23 Diversity & Inclusion • 2017 Annual Report

DivisionOFFICE Specific OF Demographics THE ATTORNEY (all GENERAL occupations) OFFICE OF THE Race/EthnicityATTORNEY GENERAL

Race/Ethnicity

Latino Asian 4.3% 3.1%

Black 16.5%

OAG n=255

White 76.1% OFFICE OF THE ATTORNEY GENERAL Gender

*Other/UnknownGender may include Native Americans, Pacific Islanders and/or unidentified employees 24

Male OAG 45.1% Female n=255 54.9%

25

25 Diversity & Inclusion • 2017 Annual Report

Division SpecificDIVISION Demographics OF STATE POLICE (all occupations) DIVISION OF STATERace/Ethnicity POLICE

Race/Ethnicity Other/Unknown 0.5%

Latino 10.8% Asian 2.3% Black 8.9% State Police n=3,968

White DIVISION OF STATE77.5% POLICE Gender

Gender *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 26

Female 19.3%

State Police n=3,968

Male 80.7%

26

27 Diversity & Inclusion • 2017 Annual Report

Division SpecificNJ RACING Demographics COMMISSION (all occupations) NEW JERSEY RACINGRace/Ethnicity COMMISSION Race/Ethnicity

Latino 5.6%

RACING n=36

NJ RACING COMMISSIONWhite 94.4% Gender

Gender *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 28

Female Racing Male 50.0% n=36 50.0%

27

29 Diversity & Inclusion • 2017 Annual Report

DivisionVICTIMS Specific OF CRIME Demographics COMPENSATION (all occupations) OFFICE VICTIMS OF CRIMERace/Ethnicity & COMPENSATION OFFICE

Race/Ethnicity

Latino 27.3% White 39.4% VCCO Asian 3.0% n=33

Black VICTIMS OF CRIME30.3% COMPENSATION OFFICE Gender

*Other/Unknown mayGender include Native Americans, Pacific Islanders and/or unidentified employees 30

Male 27.3%

VCCO n=33

Female 72.7%

28

31 Diversity & Inclusion • 2017 Annual Report

DivisionELECTION Specific LAW Demographics ENFORCEMENT (all occupations) AGENCY ELECTION LAW ENFORCEMENTRace/Ethnicity AGENCY

Other/Unknown Race/Ethnicity 1.5%

Latino 11.9% Asian 4.5%

Black ELEA 14.9% n=67

White 67.2% ELECTION LAW ENFORCEMENT AGENCY Gender

*Other/UnknownGender may include Native Americans, Pacific Islanders and/or unidentified employees 32

Male 37.3% ELEA n=67 Female 62.7%

29

33 Diversity & Inclusion • 2017 Annual Report

OFFICE OF HOMELAND SECURITY Division SpecificAND Demographics PREPAREDNESS (all occupations) OFFICE OF HOMELANDRace/Ethnicity SECURITY & PREPAREDNESS Race/Ethnicity

Asian Latino 2.0% 4.0% Black 5.9%

OHSP n=101

White OFFICE OF HOMELAND88.1% SECURITY AND PREPAREDNESS Gender

*Other/Unknown mayGender include Native Americans, Pacific Islanders and/or unidentified employees 34

Female 36.6% OHSP n=101 Male 63.4%

30

35 Diversity & Inclusion • 2017 Annual Report

DivisionJUVENILE Specific Demographics JUSTICE COMMISSION (all occupations) JUVENILE JUSTICERace/Ethnicity COMMISSION

Other/Unknown Race/Ethnicity 0.4%

Latino Asian 10.1% 1.1%

White JJC 44.6% n=1,176

Black 43.7% JUVENILE JUSTICE COMMISSION Gender

*Other/UnknownGender may include Native Americans, Pacific Islanders and/or unidentified employees 36

Female 32.1%

JJC n=1,176

Male 67.9%

31

37 Diversity & Inclusion • 2017 Annual Report

32 Diversity & Inclusion • 2017 Annual Report

Division of StateSTATE Police POLICE (detailed ACADEMY metrics) Race/Ethnicity & Gender State Police WithinAcademy Graduating Class Gender & Race/Ethnicity Within Graduating Class

Class Graduation White African Asian Hispanic/ Other/ Female Male Class Number Year % American/ % Latino Unknown % % Size Black % % % 148 2008 87 1 0 12 0 5 95 76 149 2008 84 2 2 12 0 4 96 85 150 2009 69 5 5 21 0 1 99 104 151 2012 76 2 6 15 0 13 87 85 152 2013 49 13 7 29 2 4 96 91 153 2013 49 16 5 25 4 4 96 118 154 2014 69 11 3 13 3 7 93 149 155 2015 80 10 1 7 2 6 94 109 156 2016 66 7 7 20 1 8 92 134 157 2017 STATE58 POLICE9 0 28 5 2 98 148 158 2018 59 10 4 22 4 9 91 161 10-YEAR TOTALENLISTED ------66 PERSONNEL9 4 19 2 6 94 1,260 EnlistedGender Personnel & Race/Ethnicity Gender & Race/Ethnicity 1

Race/Ethnicity % n= White 79.2 2177 African American/Black 5.9 161 Asian 1.9 52 Hispanic/Latino 12.5 343 Other/Unknown* 0.6 16

Gender % n= Female 4.5 125 Male 95.5 2624 Total 100.0 2749

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees.

33

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 39 Diversity & Inclusion • 2017 Annual Report

Division of State Police (detailed metrics) Enlisted PersonnelSTATE POLICE ENLISTED PERSONNEL Race/Ethnicity Race/Ethnicity

Other/Unknown 0.6%

White Asian Latino 79.2% 1.9% 12.5%

Black 5.9% Enlisted Personnel STATEn=2,749 POLICE ENLISTED PERSONNEL Gender Gender *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 40

Female 4.5%

Enlisted Personnel n=2,749

Male 95.5%

34 41 Diversity & Inclusion • 2017 Annual Report

STATE POLICE Division of StateENLISTED Police (detailed PERSONNEL metrics) EnlistedRace/Ethnicity Personnel & Gender Within Rank Race/Ethnicity & Gender Within Rank

Rank White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % Black % % % Colonel 100.0 0.0 0.0 0.0 0.0 0.0 100.0 1 Lt. Colonel 100.0 0.0 0.0 0.0 0.0 0.0 100.0 4 Major 83.3 11 0.0 5.6 0.0 0.0 100.0 18 Captain 83.1 5.1 0.0 11.9 0.0 10.2 89.8 59 Lieutenant 87.9 3.4 1.3 6.9 0.4 4.7 95.3 232 Sergeant First Class 89.3 5.4 0.3 4.0 1.0 4.0 96.0 299 Sergeant 83.9 4.5 1.9 9.3 0.5 4.5 95.5 644 Trooper 2 84.2 2.9 1.8 11.2 0.0 3.6 96.4 278 Trooper 1 82.1 4.3 1.7 10.6 1.3 3.3 96.7 302 Trooper 67.4STATE 9.0 POLICE 2.9 20.2 0.5 5.2 94.8 912 Total 79.2 5.9 1.9 12.5 0.6 4.5 95.5 2,749 Job Titles are listed NONfrom highest‐ENLISTED to lowest rank. PERSONNEL Race/Ethnicity & Gender Non-Enlisted*Other/Unknown may include Native Americans,Personnel Pacific Islanders and/or unidentified employees 42 Race/Ethnicity & Gender

Race/Ethnicity % n= White 73.7 899 African American/Black 15.9 194 Asian 3.1 38 Hispanic/Latino 6.9 84 Other/Unknown* 0.3 4

Gender % n= Female 52.5 640 Male 47.5 579 Total 100.0 1219

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees.

35

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 45 Diversity & Inclusion • 2017 Annual Report

Division of State PoliceSTATE (detailedSTATE POLICE POLICE metrics) Non-EnlistedNON Personnel‐ENLISTEDNON‐ENLISTED PERSONNEL PERSONNEL Race/Ethnicity Race/EthnicityRace/Ethnicity Other/UnknownOther/Unknown 0.3% 0.3%

Asian Latino Asian Latino 3.1% 6.9% 3.1% 6.9%

Black Black 15.9% 15.9% Non‐EnlistedNon‐Enlisted PersonnelPersonnel n=1,219 n=1,219

White White STATE POLICE73.7% 73.7% NON‐ENLISTED PERSONNEL Gender *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 46 *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 46 Gender

Non‐Enlisted Male Female Personnel 47.5% 52.5% n=1,219

36

47 Diversity & Inclusion • 2017 Annual Report

Division of State Police (detailed metrics) Comparative Benchmarks: Police Officers COMPARATIVE BENCHMARKS Race/Ethnicity Police Officers Race/Ethnicity Latino Asian 13% Black 2% 12% White 6% 3% 12%

79% 63%

COMPARATIVE BENCHMARKS NJ Division of StateCOMPARATIVE Police (Enlisted) BENCHMARKSNational Police Officers (DOJ) Police Officers Within the Division of State Police, “Enlisted” personnel means the followingWomen sworn law enforcement officers: Colonel, Lt. Colonel, Major, Captain, Lieutenant, Sergeant First Class, Sergeant, and Troopers National data source: Department of Justice (DOJ) Bureau of Justice StatisticsWomen as of 2013 ( https://www.justice.gov/tribal/pr/percentage‐local‐police‐officers‐ who‐were‐racial‐or‐ethnic‐minorities‐nearly‐doubled’ There Womenis an additional source of data provided by U.S. Census that lists the following race/ethnic benchmarks as of 2016, but does not separately report Latino/Hispanic, and the White category includes White Latino/Hispanics: White 79%, Black 13%, Asian 2% ( 43 https://datausa.io/profile/soc/333050/#demographics )

12% 12%

5% 5%

NJ DivisionNJ Division of ofState State Police Police (Enlisted) (Enlisted) National (DOJ)(DOJ) WithinWithin the Division the Division of State of State Police, Police, “Enlisted” “Enlisted” personnel personnel means means the the following following sworn sworn law law enforcement enforcement officers: Colonel,Colonel, Lt. Lt. Colonel, Colonel, Major, Major, Captain, Captain, Lieutenant, Lieutenant, SergeantSergeant First Class, First Class, Sergeant, Sergeant, and andTroopers Troopers Source:Source: Department Department of Justice of Justice (DOJ) (DOJ) Bureau Bureau of Justice of Justice Statistics Statistics as asof of2013 2013 ( https://www.justice.gov/( https://www.justice.gov/tribal/pr/percentagetribal/pr/percentage‐local‐local‐police‐police‐officers‐officers‐who‐who‐were‐were‐racial‐racial‐or‐‐or‐ ethnicethnic‐minorities‐minorities‐nearly‐nearly‐doubled’‐doubled’. Note:. Note: the theFBI’s FBI’s Uniform Uniform Crime Crime Report Report for for Full Full‐Time‐Time Law Law Enforcement Enforcement Employees, 2016 2016 reflects reflects that that the the overall overall representation representation of of FemaleFemale officers officers across across all agencies all agencies nationally nationally is 12.1%, is 12.1%, with with representation representation varying varying between between 8% 8% ‐ ‐17.8%17.8% based onon thethe relevant relevant population population group group of ofthe the community community servedserved by the by law the enforcement law enforcement agency. agency. See, See, https://ucr.fbi.gov/crime https://ucr.fbi.gov/crime‐in‐‐inthe‐the‐u.s/2016/crime‐u.s/2016/crime‐‐inin‐‐thethe‐‐u.s.‐2016/tables/table‐25‐25. There. There is isan an additional additional source source of data of data providedprovided by the by U.S. the Census U.S. Census that thatlists liststhe theWomen Women percentage percentage as as13% 13% as as of of 2016 2016 (https://datausa.io/profile/soc/333050/#demographics (https://datausa.io/profile/soc/333050/#demographics ) ) 4444

37 Diversity & Inclusion • 2017 Annual Report

38 Diversity & Inclusion • 2017 Annual Report DIVISION OF CRIMINAL JUSTICE SWORN OFFICERS DIVISIONRace/Ethnicity OF CRIMINAL & GenderJUSTICE Sworn Officers Race/Ethnicity & Gender

JOB TITLE White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown % % Black % % % LIEUTENANT 86 14 0 0 0 14 86 22 SERGEANT 72 20 4 4 0 24 76 25 DETECTIVE 2 77 11 6 6 0 28 72 88 DETECTIVE 1 67 15 7 11 0 37 63 46 DETECTIVE 75 6 6 13 0 31 69 16 TRAINEE TOTAL 75 13 5 7 0 28 72 197

“LIEUTENANT” means“LIEUTENANT” the job titlemeans LIEUTENANT the job title LIEUTENANT - STATE INVESTIGATOR,‐ STATE INVESTIGATOR, DIVISION DIVISION OF OF CRIMINAL CRIMINAL JUSTICE;JUSTICE; “SERGEANT” means“SERGEANT” the job titlemeans SERGEANT the job title -SERGEANT STATE INVESTIGATOR, ‐ STATE INVESTIGATOR, LAW LAWAND AND PUBLIC PUBLIC SAFETY. SAFETY. “DETECTIVE 2” means the job title DETECTIVE 2 STATE INVESTIGATOR, LAW AND PUBLIC SAFETY; “DETECTIVE 2” means“DETECTIVE the job 1” meanstitle DETECTIVE the job title DETECTIVE2 STATE INVESTIGATOR, 1 STATE INVESTIGATOR, LAW LAW AND AND PUBLIC PUBLIC SAFETY; SAFETY; and “DETECTIVE 1” means“DETECTIVE the job TRAINEE” title DETECTIVE means the job1 STATE title DETECTIVE INVESTIGATOR, TRAINEE STATE LAW INVESTIGATOR AND PUBLIC LAW SAFETY; & PUBLIC and SAFETY. “DETECTIVE TRAINEE” means the job title DETECTIVE TRAINEE STATE INVESTIGATOR LAW & PUBLIC SAFETY.

2 Job Titles are listed from highest to lowest rank.

39 Diversity & Inclusion • 2017 Annual Report

40 Diversity & Inclusion • 2017 Annual Report

Attorneys Detailed Metrics DEPARTMENT‐WIDE Department-wideATTORNEYS Race/Ethnicity Race/Ethnicity Other/Unknown 0.1%

Asian Latino 6.7% 3.7%

Black 8.0%

Department‐Wide Attorneys DEPARTMENTn=699 ‐WIDE * ATTORNEYSWhite 81.4% Gender

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees st *All employees within the Department of Law & Public Safety with the following job titles: Attorney General;1 Asst. Attorney 49 General;Gender Asst. Attorney General; Asst. Deputy Attorney General; Deputy Attorney General (all levels)

Male Department‐Wide 42.5%

Female Attorneys 57.5% n=699

"Attorneys" means employees with the following job titles: st *All employeesAttorney within theGeneral Department ("AG");1st of Law Assistant & Public Attorney Safety with General the following ("1st Asst. job AG"); titles: AssistantAttorney AttorneyGeneral;1 GeneralAsst. Attorney 50 General; Asst.("AAG"); Attorney AssistantGeneral; Asst. Deputy Deputy Attorney Attorney General General; ("ADAG"); Deputy AttorneyDeputy Attorney General (allGeneral levels) ("DAG") levels 1 through 4. 41 Diversity & Inclusion • 2017 Annual Report

Comparative Benchmarks: Attorneys COMPARATIVECOMPARATIVE BENCHMARKS BENCHMARKS ATTORNEYSATTORNEYS Race/Ethnicity Race/EthnicityRace/Ethnicity 5% 4% 5% 5% 4% 5% 4% 5% 4% 4% 5% 7% 2% 4%6% 7% 7% 2%5% 6% 7% 9% 8% 5% 3% 9%2% 8% Latino 3% 2% Latino Asian Asian 81% 85% Black 89% 84% 84% 81% 85% Black 89% 84% 84% White White

OAG/LPS National National National Northern OAG/LPS National National National Northern Attorneys* 2017 ABA 2017 BLS 2017 NJ/Newark Attorneys* 2017 ABA 2017 BLS 2017 NJ/Newark Vault/MCCA Lawyers Vault/MCCA Lawyers NALP NALP *All employees within the Department of Law & Public Safety with the following job titles: Attorney General;1st Asst. Attorney General; Asst. Attorney General; Asst. Deputy Attorney General; *All Deputyemployees Attorney within General the Department (all levels) of Law & Public Safety with the following job titles: Attorney General;1st Asst. Attorney General; Asst. Attorney General; Asst. Deputy Attorney General; DeputyAmerican Attorney Bar General Association (all levels) (ABA), https://www.americanbar.org/content/dam/aba/administrative/market_research/National_Lawyer_Population_Demographics_2008‐2018.authcheckdam.pdf AmericanBureau Bar of AssociationLabor Statistics (ABA (BLS), https://www.americanbar.org/content/dam/aba/administrative/m) https://www.bls.gov/cps/cpsaat11.htm (page 4) arket_research/National_Lawyer_Population_Demographics_2008‐2018.authcheckdam.pdf Bureau2017 of Vault Labor MCCA Statistics Law ( FirmBLS) https://www.bls.gov/cps/cpsaat11.htmDiversity Report https://www.mcca.com/wp(page‐content/uploads/2017/12/2017 4) ‐Vault‐MCCA‐Law‐Firm‐Diversity‐Survey‐Report.pdf 2017National Vault MCCA Association Law Firm for Diversity Law Placement Report https://www.mcca.com/wp(NALP), http://www.nalp.org/uploads/Membership/2016NALPReportonDiversityinUSLawFirms.pdf‐content/uploads/2017/12/2017‐Vault‐MCCA‐Law‐Firm‐Diversity‐Survey‐Report.pdf 51 National Association for Law PlacementCOMPARATIVE (NALPCOMPARATIVE), http://www.nalp.org/uploads/Membership/2016NALPReportonDiversityinUSLawFirms.pdf BENCHMARKS BENCHMARKS 51 Women ATTORNEYSATTORNEYS WomenWomen

58%58% 43%43% 36%36% 37%37% 35%35%

OAG/LPSOAG/LPS NationalNational NationalNational NationalNational NorthernNorthern Attorneys*Attorneys* 20172017 ABA ABA 20172017 BLS BLS 20172017 NJ/NewarkNJ/Newark Vault/MCCAVault/MCCA LawyersLawyers NALPNALP

st *All employees*All employees within within the Department the Department of Law of & Law Public & Public Safety Safety with thewith following the following job titles: job titles:Attorney Attorney General;1 General;1st Asst. AttorneyAsst. Attorney General; General; Asst. AttorneyAsst. Attorney General; General; Asst. Asst.Deputy Deputy Attorney Attorney General; General; DeputyDeputy Attorney Attorney General General (all levels) (all levels) AmericanAmerican Bar Association Bar Association (ABA), ( ABAhttps://www.americanbar.org/content/dam/aba/administrative/m), https://www.americanbar.org/content/dam/aba/administrative/market_research/National_Lawyer_Population_Demographics_2008arket_research/National_Lawyer_Population_Demographics_2008‐2018.authcheckdam.pdf‐2018.authcheckdam.pdf BureauBureau of Labor of StatisticsLabor Statistics (BLS) https://www.bls.gov/cps/cpsaat11.htm (BLS) https://www.bls.gov/cps/cpsaat11.htm(page (page4) 4) NationalNational Association Association for Law for Placement Law Placement (NALP (),NALP http://www.nalp.org/uploads/Membership/2016NALPReportonDiversityinUSLawFirms.pdf), http://www.nalp.org/uploads/Membership/2016NALPReportonDiversityinUSLawFirms.pdf 2017 Vault2017 MCCAVault MCCALaw Firm Law Diversity Firm Diversity Report Report https://www.mcca.com/wp https://www.mcca.com/wp‐content/uploads/2017/12/2017‐content/uploads/2017/12/2017‐Vault‐‐VaultMCCA‐MCCA‐Law‐Firm‐Law‐‐DiversityFirm‐Diversity‐Survey‐Survey‐Report.pdf‐Report.pdf 52 52 42 Diversity & Inclusion • 2017 Annual Report

DEPARTMENT‐WIDE Department-wide:ATTORNEYS Attorneys WithinRace/Ethnicity Job Title & Gender Race/Ethnicity & WithinGender Job Title

Job Title White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % Black % % % AG 100.0 0.0 0.0 0.0 0.0 0.0 100.0 1 1st Asst. AG 100.0 0.0 0.0 0.0 0.0 0.0 100.0 1 AAG/ADAG 83.3 9.3 7.4 0.0 0.0 48.1 51.9 54 DAG 1 83.7 4.7 0.0 11.6 0.0 48.8 51.2 43 DAG 2 75.7 11.4 5.7 5.7 1.4 60.0 40.0 70 DAG 3 83.1 10.6 4.2 2.1 0.0 55.6 44.4 142 DAG 4 81.2 6.7 8.5 3.6 0.0 60.3 39.7 388 Total 81.4 8.0 6.7 3.7 0.1 57.5 42.5 699

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees. “Attorneys” means employees with the following job titles: Attorney General (“AG”);1st Assistant Attorney General (“1st Asst. AG”); Assistant Attorney General (“AAG”); Assistant Deputy Attorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees Job Titles are listed from highest to lowest rank. 53

43 Diversity & Inclusion • 2017 Annual Report

DEPARTMENT‐WIDE Department-wide Attorneys* Race/Ethnicity & GenderATTORNEYS Within Division Race/Ethnicity & Gender Within Division

White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown** % % Black % % Division % ALCOHOLIC BEVERAGE 91.7 8.3 0.0 0.0 0.0 58.3 41.7 12 CONTROL CRIMINAL JUSTICE*** 84.5 6.2 5.4 3.1 0.8 59.7 40.3 129 GAMING ENFORCEMENT 93.8 0.0 0.0 6.3 0.0 37.5 62.5 16 LAW 80.9 7.5 7.5 4.1 0.0 57.6 42.4 507 OFFICE OF THE ATTORNEY 72.7 21.2 6.1 0.0 0.0 57.6 42.4 33 GENERAL (OAG) VICTIMS CRIME 0.0 100.0 0.0 0.0 0.0 50.0 50.0 2 COMPENSATION OFFICE DEPARTMENT-WIDE 81.4 8.0 6.7 3.7 0.1 57.5 42.5 699

“Attorneys” means employees with the following job titles: Attorney*All employeesGeneral (“AG”);1st within the Assistant Department Attorney of Law General & Public (“1st Safety Asst. with AG”); the Assistant following Attorney job titles: General Attorney (“AAG”); General;1 st Asst. Attorney AssistantGeneral; Deputy Asst. Attorney Attorney General General; (“ADAG”); Asst. Deputy Deputy Attorney Attorney General; General Deputy (“DAG”) Attorney levels General 1 through (all levels) 4. **Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees ***Criminal Justice includes the Office of the Insurance Fraud Prosecutor 54

44 Diversity & Inclusion • 2017 Annual Report

ALCOHOLICALCOHOLIC BEVERAGE BEVERAGE CONTROL CONTROL Attorneys OverallATTORNEYS & Within Job Title Race/EthnicityRace/Ethnicity & Gender & Gender Overall & Within Job Title

White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % Black % % % ALCOHOLIC BEVERAGE 91.7 8.3 0.0 0.0 0.0 58.3 41.7 12 CONTROL DEPARTMENT-WIDE 81.4 8.0 6.7 3.7 0.1 57.5 42.5 699 ATTORNEYS

White African Asian Hispanic/ Other/ Female Male n= American/ Latino Unknown* Job Title Black AAG/ADAG 100.0 0.0 0.0 0.0 0.0 0.0 100.0 1 DAG 1 100.0 0.0 0.0 0.0 0.0 0.0 100.0 1 DAG 2 n/a n/a n/a n/a n/a n/a n/a 0 DAG 3 100.0 0.0 0.0 0.0 0.0 66.7 33.3 3 DAG 4 85.7 14.3 0.0 0.0 0.0 71.4 28.6 7

“Attorneys” means employees with the following job titles: Attorney General (“AG”);1st Assistant Attorney General (“1st AAG”); Assistant Attorney General (“AAG”); Assistant Deputy Attorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 55 Job Titles are listed from highest to lowest rank.

45 Diversity & Inclusion • 2017 Annual Report

OFFICE OF THEOAGOAG ATTORNEYATTORNEYSATTORNEYS GENERAL Attorneys OverallRace/EthnicityRace/Ethnicity & Within && GenderGender Job Title Race/EthnicityOverallOverall & Gender && WithinWithin JobJob TitleTitle

WhiteWhite AfricanAfrican AsianAsian Hispanic/Hispanic/ Other/Other/ FemaleFemale MaleMale n=n= %% American/American/ %% LatinoLatino Unknown*Unknown* %% %% BlackBlack %% %% %% OFFICEOFFICE OF OF THE THE 72.772.7 21.2 21.2 6.1 6.1 0.0 0.0 0.00.0 57.657.6 42.4 42.4 33 33 ATTORNEYATTORNEY GENERAL GENERAL DEPARTMENT-WIDEDEPARTMENT-WIDE 81.481.4 8.0 8.0 6.7 6.7 3.7 3.7 0.10.1 57.557.5 42.5 42.5 699 699 ALLALL ATTORNEYS ATTORNEYS

JobJob Title Title WhiteWhite African African AsianAsian Hispanic/ Hispanic/ Other/Other/ FemaleFemale Male Male n= n= American/American/ LatinoLatino Unknown*Unknown* BlackBlack AGAG 100.0100.0 0.0 0.0 0.0 0.0 0.0 0.0 0.00.0 0.00.0 100.0 100.0 1 1 11ststAsst.Asst. AG AG 100.0100.0 0.0 0.0 0.0 0.0 0.0 0.0 0.00.0 0.00.0 100.0 100.0 1 1 AAG/ADAGAAG/ADAG 83.383.3 8.3 8.3 8.3 8.3 0.0 0.0 0.00.0 50.050.0 50.0 50.0 12 12 DAGDAG 1 1 100.0100.0 0.0 0.0 0.0 0.0 0.0 0.0 0.00.0 66.766.7 33.3 33.3 3 3 DAGDAG 2 2 50.050.0 50.0 50.0 0.0 0.0 0.0 0.0 0.00.0 75.075.0 25.0 25.0 4 4 DAGDAG 3 3 25.025.0 75.0 75.0 0.0 0.0 0.0 0.0 0.00.0 50.050.0 50.0 50.0 4 4 DAGDAG 4 4 75.075.0 12.5 12.5 12.5 12.5 0.0 0.0 0.00.0 75.075.0 25.0 25.0 8 8

*Other/Unknown*Other/Unknown may may include include Native Native Americans, Americans, Pacific Pacific Islanders Islanders and/or and/or unidentified unidentified employees employees 5656 “Attorneys” means employees with the following job titles: Attorney General (“AG”);1st Assistant Attorney General (“1st AAG”); Assistant Attorney General (“AAG”); Assistant Deputy Attorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. Job Titles are listed from highest to lowest rank.

46 Diversity & Inclusion • 2017 Annual Report

DIVISION OF CRIMINAL JUSTICE DIVISION OF CRIMINAL JUSTICE DIVISION OF CRIMINAL JUSTICE ATTORNEYS ATTORNEYS Attorneys Overall & Within Job TitleRace/Ethnicity & Gender Race/Ethnicity & Gender Race/Ethnicity & Gender Overall & Within Job Title Overall & Within Job Title

White African Asian Hispanic/ Other/ Female Male n= White African Asian Hispanic/ Other/ Female% American/Male n= % Latino Unknown* % % % American/ % Latino Unknown* % Black% % % Black % % % % CRIMINAL JUSTICE** 84.5 6.2 5.4 3.1 0.8 59.7 40.3 129 DEPARTMENT-WIDE CRIMINAL JUSTICE** 84.5 6.2 5.4 3.1 0.8 59.781.4 40.3 8.0 129 6.7 3.7 0.1 57.5 42.5 699 DEPARTMENT-WIDE ALL ATTORNEYS 81.4 8.0 6.7 3.7 0.1 57.5 42.5 699 ALL ATTORNEYS Job Title White African Asian Hispanic/ Other/ Female Male n= Job Title White African Asian Hispanic/ Other/ FemaleAmerican/ Male n= Latino Unknown* American/ Latino Unknown* Black Black AAG/ADAG 80.0 10.0 10.0 0.0 0.0 60.0 40.0 10 AAG/ADAG 80.0 10.0 10.0 0.0 DAG 1 0.0 60.0100.0 40.0 0.0 10 0.0 0.0 0.0 33.3 66.7 6 DAG 1 100.0 0.0 0.0 0.0 DAG 2 0.0 33.371.4 66.7 14.3 6 7.1 0.0 7.1 50.0 50.0 14 DAG 2 71.4 14.3 7.1 0.0 DAG 3 7.1 50.090.9 50.0 0.0 14 4.5 4.5 0.0 54.5 45.5 22 DAG 3 90.9 0.0 4.5 4.5 DAG 4 0.0 54.584.4 45.5 6.5 22 5.2 3.9 0.0 64.9 35.1 77 DAG 4 84.4 6.5 5.2 3.9 0.0 64.9 35.1 77

“Attorneys” means employees with the following job titles: *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees Attorney General (“AG”);1st Assistant Attorney General (“1st Asst. AG”); Assistant Attorney General (“AAG”); 57 Assistant*Other/Unknown Deputy Attorney may include General Native (“ADAG”); Americans, Deputy Pacific Attorney Islanders General and/or unidentified(“DAG”)**Criminal levels employees Justice 1 through includes 4. the Office of the Insurance Fraud Prosecutor **Criminal Justice includes the Office of the Insurance Fraud Prosecutor 57 Job Titles are listed from highest to lowest rank.

47 Diversity & Inclusion • 2017 Annual Report DIVISION OF GAMING ENFORCEMENT DIVISION OF GAMING ENFORCEMENT ATTORNEYS DIVISION OF ATTORNEYSGAMING ENFORCEMENT Attorneys Overall & Within Job TitleRace/Ethnicity & Gender Race/Ethnicity & Gender Overall & Within Job Title Race/EthnicityOverall & Gender & Within Job Title

White African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % White African Asian Hispanic/ Other/ Female Male n= Black % % % American/ % Latino Unknown* % % % Black % %GAMING 93.8 0.0 0.0 6.3 0.0 37.5 62.5 16 % ENFORCEMENT GAMING 93.8 0.0 0.0 6.3 0.0DEPARTMENT-WIDE37.5 62.5 16 ENFORCEMENT 81.4 8.0 6.7 3.7 0.1 57.5 42.5 699 ALL ATTORNEYS DEPARTMENT-WIDE 81.4 8.0 6.7 3.7 0.1 57.5 42.5 699 ALL ATTORNEYS Job Title White African Asian Hispanic/ Other/ Female Male n= American/ Latino Unknown* Job Title White African Asian Hispanic/ Other/ Female Male n= Black American/ Latino Unknown*AAG/ADAG 100.0 0.0 0.0 0.0 0.0 50.0 50.0 2 Black DAG 1 100.0 0.0 0.0 0.0 0.0 33.3 66.7 3 AAG/ADAG 100.0 0.0 0.0 0.0 0.0 50.0 50.0 2 DAG 2 n/a n/a n/a n/a n/a n/a n/a 0 DAG 1 100.0 0.0 0.0 0.0 0.0 33.3 66.7 3 DAG 3 100.0 0.0 0.0 0.0 0.0 50.0 50.0 2 DAG 2 n/a n/a n/a n/a n/a n/a n/a 0 DAG 4 88.9 0.0 0.0 11.1 0.0 33.3 66.7 9 DAG 3 100.0 0.0 0.0 0.0 0.0 50.0 50.0 2 DAG 4 88.9 0.0 0.0 11.1 0.0 33.3 66.7 9

*Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees 58 “Attorneys” means employees with the following job titles: Attorney*Other/Unknown General (“AG”);1st may include Assistant Native Attorney Americans, General Pacific (“1stIslanders AAG”); and/or Assistant unidentified Attorney employees General (“AAG”); 58 Assistant DeputyAttorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. Job Titles are listed from highest to lowest rank.

48 Diversity & Inclusion • 2017 Annual Report

DIVISION OF GAMING ENFORCEMENT DIVISION OFDIVISION LAW OF LAW DIVISION OF LAW Attorneys Overall & Within Job Title Attorneys OverallATTORNEYS & Within Job Title ATTORNEYS Race/Ethnicity & Gender Race/Ethnicity & Gender Race/Ethnicity & Gender Race/Ethnicity & Gender Overall & Within Job Title Overall & Within Job Title

White African Asian Hispanic/ Other/ Female MaleWhite n= African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % % American/ % Latino Unknown* % % Black % % Black % % % % LAW 80.9 7.5 7.5 4.1 0.0 LAW 57.6 42.480.9 507 7.5 7.5 4.1 0.0 57.6 42.4 507 DEPARTMENT-WIDE DEPARTMENT-WIDE 81.4 8.0 6.7 3.7 0.1 57.5 42.581.4 699 8.0 6.7 3.7 0.1 57.5 42.5 699 ALL ATTORNEYS ALL ATTORNEYS

Job Title White African Asian Hispanic/ Other/Job Title Female MaleWhite n= African Asian Hispanic/ Other/ Female Male n= American/ Latino Unknown* American/ Latino Unknown* Black Black AAG/ADAG 88.9 3.7 7.4 0.0 0.0 AAG/ADAG 44.4 55.688.9 27 3.7 7.4 0.0 0.0 44.4 55.6 27 DAG 1 76.7 6.7 0.0 16.7 0.0 DAG 1 53.3 46.776.7 30 6.7 0.0 16.7 0.0 53.3 46.7 30 DAG 2 78.8 7.7 5.8 7.7 0.0 DAG 2 61.5 38.578.8 52 7.7 5.8 7.7 0.0 61.5 38.5 52 DAG 3 82.9 10.8 4.5 1.8 0.0 DAG 3 55.9 44.182.9 111 10.8 4.5 1.8 0.0 55.9 44.1 111 DAG 4 80.1 6.6 9.8 3.5 0.0 DAG 4 59.2 40.880.1 287 6.6 9.8 3.5 0.0 59.2 40.8 287

“Attorneys” means employees with the following job titles: Attorney General (“AG”);1st Assistant Attorney General (“1st AAG”); Assistant Attorney General (“AAG”); Assistant DeputyAttorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. *Other/Unknown may include Native Americans, Pacific Islanders and/or unidentified employees*Other/Unknown may include Native59 Americans, Pacific Islanders and/or unidentified employees 59 Job Titles are listed from highest to lowest rank.

49 Diversity & Inclusion • 2017 Annual Report

VICTIMSVICTIMS OF OF CRIME CRIME COMPENSATION COMPENSATIONVICTIMS ATTORNEYS OF CRIME COMPENSATION ATTORNEYS Attorneys OverallRace/Ethnicity & Within & Gender Job Title Race/Ethnicity & Gender Race/EthnicityOverall & Gender & Within Job Title Overall & Within Job Title

White African Asian Hispanic/ Other/ Female MaleWhite n=African Asian Hispanic/ Other/ Female Male n= % American/ % Latino Unknown* % % % American/ % Latino Unknown* % % Black % % Black % % % % VICTIMS OF CRIME VICTIMS OF CRIME 0.0 100.0 0.0 0.0 0.0 50.0 50.00.0 2 100.0 0.0 0.0 0.0 50.0 50.0 2 COMPENSATION OFFICE COMPENSATION OFFICE DEPARTMENT-WIDE DEPARTMENT-WIDE 81.4 8.0 6.7 3.7 0.1 57.5 42.581.4 699 8.0 6.7 3.7 0.1 57.5 42.5 699 ALL ATTORNEYS ALL ATTORNEYS

Job Title White African Asian Hispanic/ Other/Job Title Female MaleWhite n= African Asian Hispanic/ Other/ Female Male n= American/ Latino Unknown* American/ Latino Unknown* Black Black AAG/ADAG 0.0 100.0 0.0 0.0 0.0 AAG/ADAG 50.0 50.00.0 2 100.0 0.0 0.0 0.0 50.0 50.0 2 DAG 1 n/a n/a n/a n/a n/a DAG 1 n/a n/an/a 0 n/a n/a n/a n/a n/a n/a 0 DAG 2 n/a n/a n/a n/a n/a DAG 2 n/a n/an/a 0 n/a n/a n/a n/a n/a n/a 0 DAG 3 n/a n/a n/a n/a n/a DAG 3 n/a n/an/a 0 n/a n/a n/a n/a n/a n/a 0 DAG 4 n/a n/a n/a n/a n/a DAG 4 n/a n/an/a 0 n/a n/a n/a n/a n/a n/a 0

“Attorneys” means employees with the following job titles: Attorney*Other/Unknown General (“AG”);1st may include Assistant Native Americans,Attorney General Pacific Islanders (“1st AAG”); and/or Assistant unidentified Attorney employees*Other/Unknown General (“AAG”); may include Native60 Americans, Pacific Islanders and/or unidentified employees 60 Assistant DeputyAttorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. Job Titles are listed from highest to lowest rank.

50 Diversity & Inclusion • 2017 Annual Report

VICTIMS OF CRIME COMPENSATION Tenure and SalaryDEPARTMENT Metrics ‐WIDE Attorneys Overall & Within Job Title Department-WideAverage Tenure Average Across Tenure All Jobs Race/Ethnicity & Gender Across All JobsOverall Overall and Withinand Within Division Division

Average Tenure (YRS)

HIGHWAY TRAFFIC SAFETY 20

RACING 19

VICTIMS CRIME COMPENSATION OFFICE 19

GAMING ENFORCEMENT 18

OFFICE OF THE ATTORNEY GENERAL 18

CONSUMER AFFAIRS 16

CIVIL RIGHTS 15

ELECTION LAW ENFORCEMENT AGENCY 15

ALCOHOLIC BEVERAGE CONTROL 15

JUVENILE JUSTICE COMMISSION 14

DEPARTMENT‐WIDE 14

CRIMINAL JUSTICE 13

STATE POLICE 13

LAW 12

HOMELAND SECURITY AND PREPAREDNESS 9 1

51 Diversity & Inclusion • 2017 Annual Report

Department-WideDEPARTMENT Average‐WIDE Tenure of Attorneys Overall and WithinAverage Job TenureTitle of Attorneys Overall and Within Job Title

ALL ATTORNEYS 9

DAG 4 4

DAG 3 15

DAG 2 16

DAG 1 20

AAG/ADAG 17

First1st AAG 1

AG 1

0 5 10 15 20 25

2 “Attorneys” means employees with the following job titles: Attorney General (“AG”);1st Assistantt Attorney General (“1st AAG”); Assistant Attorney General (“AAG”); Assistant Deputy Attorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4. Job Titles are listed from lowest to highest rank.

52 Diversity & Inclusion • 2017 Annual Report

Department-WideDEPARTMENT Average‐WIDE Department-Wide Average Tenure of Attorneys Overall Salary of Attorneys Within Average Tenure of Attorneys and Within Job Title Job Title andDEPARTMENT OverallDEPARTMENT‐WIDE‐WIDE Overall and Within Job Title AverageAverage Salary Salary of ofAttorneys Attorneys WithinWithin Job Job Title Title and and Overall Overall

ALL ATTORNEYS 9 $141,000 $140,000 n=1 $141,000 n=1 $140,000 $140,000 n=1 n=1 $123,980 $121,134 $140,000 n=54 $123,980 n=43 $121,134 DAG 4 4 n=54 n=43 $101,996 $97,564 n=70 $101,996 n=142 $97,564 $88,242 n=70 n=142 n=699 $88,242 DAG 3 15 $73,460 n=699 n=388 $73,460 n=388 DAG 2 16

DAG 1 20

AAG/ADAG 17 AG 1st1st Asst.Asst. AG AAG/ADAG DAG 1 DAG 2 DAG 3 DAG 4 Department‐Wide BenchmarkNJ BLS AG AAG/ADAG DAG 1 DAG 2 DAG 3 DAG 4 ALL ATTYS AGAG 1st1st Asst.Asst. AG AAG/ADAG DAG 1 DAG 2 DAG 3 DAG 4 Department‐WideATTYS BenchmarkNJ BLS AG AAG/ADAG DAG 1 DAG 2 DAG 3 DAG 4 ALL ATTYS AG ATTYS First AAG 1 Benchmark: Bureau of Labor Statistics, 2017 National Employment Statistics – for New Jersey Lawyers Annual Mean Wage (https://www.bls.gov/oes/current/oes231011.htmBenchmark: Bureau of Labor Statistics, 2017) National Employment Statistics – for New Jersey Lawyers Annual Mean Wage AG 1 (https://www.bls.gov/oes/current/oes231011.htm) 3 3 “Attorneys” means employees with the following job titles: Attorney General (“AG”);1st Assistant Attorney General (“1st Asst. AG”); Assistant Attorney General (“AAG”); 0 5 10 15 20 25 Assistant Deputy Attorney General (“ADAG”); Deputy Attorney General (“DAG”) levels 1 through 4.

2

53 Diversity & Inclusion • 2017 Annual Report

Department-Wide Average Tenure within Racial/Ethnic Group DEPARTMENT‐WIDE Average Tenure Within Racial/Ethnic Group

Under 5 yrs 5‐10 yrs 10‐15 yrs 15‐20 yrs 20‐25 yrs 25‐30 yrs 30‐35 yrs 35+ yrs

White 24% 11% 23% 21% 11% 4% 4% 2%

Hispanic or Latino 34% 13% 25% 16% 7% 3% 2%

Asian 36% 15% 22% 18% 3% 4% 2%

African American/Black 23% 6% 21% 22% 10% 10% 6% 1%

4

54 Diversity & Inclusion • 2017 Annual Report

Department-Wide Average Tenure Overall and Within Gender Group DEPARTMENT‐WIDE Average Tenure Overall and Within Gender Group

Under 5 yrs 5‐10 yrs 10‐15 yrs 15‐20 yrs 20‐25 yrs 25‐30 yrs 30‐35 yrs 35+ yrs

Grand Total 25% 10% 23% 20% 11% 5% 4% 2%

Male 26% 11% 24% 19% 12% 4%2% 1%

Female 23% 9% 21% 22% 7% 8% 7% 3%

5

55 Diversity & Inclusion • 2017 Annual Report

Department-Wide Gender Within Tenure Groups DEPARTMENT‐WIDE Gender Within Tenure Groups

Female Male

37% 47% 46% 63% 69% 69% 69% 66% 76%

63% 53% 54% 37% 31% 31% 31% 34% 24%

Under 5 yrs 5‐10 yrs 10‐15 yrs 15‐20 yrs 20‐25 yrs 25‐30 yrs 30‐35 yrs 35+ yrs Total

6

56 Diversity & Inclusion • 2017 Annual Report

Department-Wide Race/Ethnicity Within Tenure Groups DEPARTMENT‐WIDE Race/Ethnicity Within Tenure Groups

White African American/Black Asian Hispanic/Latino Other/Unknown

0.6% 0.4% 0.6% 0.3% 0.7% 0.3% 1.4% 0.5% 6.2% 5.1% 3.6% 7.4% 1.3% 9.4% 12.9% 11.6% 10.6% 2.1% 2.6% 0.9% 13.0% 2.9% 4.1% 2.8% 4.1% 17.2% 19.3% 27.5% 10.0% 16.5% 17.6% 16.0% 34.1%

85.6% 74.0% 75.0% 70.3% 66.4% 69.5% 67.2% 69.6% 58.7%

7 Under 5 yrs 5‐10 yrs 10‐15 yrs 15‐20 yrs 20‐25 yrs 25‐30 yrs 30‐35 yrs 35+ yrs Grand Total

57 Diversity & Inclusion • 2017 Annual Report

Diversity& Inclusion 2017 Annual Report

Office of the Attorney General Department of Law & Public Safety