(Washington, DC) – Judicial Watch announced today that it 311 pages from US Secret Service (USSS) records showing that the Secret Service has made it a top priority that “diversity and inclusion is not just ‘discussed’ – but is implemented by all employees through ‘Every action, every day.‘“ (emphasis in the original)

Records show that the Secret Service, which is under the Department of Homeland Security (DHS), requires that 12 percent of its workforce consist of “people with disabilities” and that The Secret Service’s policy is to provide equal employment opportunity without regard to non-merit-related factors such as “disability (physical or mental).”

Judicial Watch received the documents under a FOIA suit against DHS over records of an incident in April at Joint Base Andrews in Maryland in which a Secret Service agent assigned to protect Vice President Kamala Harris got into a scuffle with colleagues (Judicial Watch v. Department of Homeland Security (No. 1:24-cv-01705)).

According to a report from April 24 report through the Washington ExaminerA Secret Service agent was relieved of duty after she physically attacked the commander in charge and other agents who attempted to subdue her.

A later report states: “The agents involved in the arrest of (Michelle) Herczeg were particularly concerned because she still had her gun in her holster. They wrestled her to the ground, removed her weapon, handcuffed her, and then escorted her out of the terminal.” The report also states that after the incident at Joint Base Andrews, home base of Air Force One and Air Force Two, “Secret Service agents and officials are questioning the hiring process and whether the agency adequately checked Herczeg’s background.”

Recently obtained records include an undated document titled “Secret Service Inclusion and Engagement Council Charter: Changing the Game of Diversity and Inclusion,” in which the Secret Service lays out a strategy for the council and establishes an “Executive Champion for Inclusion and Engagement” at the SES level:

The collective mission of the IEC is to help the Secret Service build, promote, create, and inspire a workforce where diversity and inclusion is not just “talked about,” but embraced by all employees through “Every action, every day.“ (emphasis in the original)

The document states that the Secret Service’s Inclusion and Engagement Council “will not rely solely on statutory requirements to strengthen equal opportunity and voluntary initiatives through diversity programs. Rather, the IEC will look outside the agency’s statutory requirements for innovative solutions to create a culture that values ​​and recognizes differences and promotes employee engagement.”

The “Vision Statement for Inclusive Diversity” states: “We want to be the employer of choice and the ‘gold standard’ for leveraging inclusive diversity by modeling mutual respect, admiration and appreciation for cultural differences and diverse perspectives.”

A document dated fiscal year (FY) 2023 and titled “Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities” states that the Secret Service should set a “numerical goal” of having 12 percent of its workforce comprised of “persons with disabilities” (PWDs).

A 2005 Secret Service “Human Resources and Training Manual” states in its general provisions that it is the policy of the Secret Service to provide equal employment opportunity without regard to non-merit-related factors such as “disabilities (physical or mental):”

It is the policy of the Secret Service to provide equal employment opportunities throughout the Service to all employees, former employees, and applicants who are otherwise eligible and qualified, without regard to non-merit factors such as race, color, religion, sex, national origin, disability (physical or mental), parental status, protected genetic information, sexual orientation, age, or retaliation for objecting to discrimination or past or current participation in the Equal Employment Opportunity (EEO) grievance process. This policy applies to appointments, special assignments, career development, training, reassignments, promotions, and work assignments, as well as any other action or situation involving employment status where the opportunity to consider non-merit factors exists.

The document also describes a Secret Service program called “Special Emphasis Programs” that:

(S)hey are designed to assist the organization in meeting its positive discrimination obligations. SEPs are positive discrimination programs established to increase the representation, retention, and advancement of their member groups in underrepresented occupations and pay levels. SEPs are also responsible for promoting cultural awareness, identifying policies, procedures, and practices that affect their groups, and advising management on actions that can increase the participation of minorities, women, and persons with disabilities in all Secret Service programs and activities. The Secret Service offers the following six programs:

Federal Women

Employment of Hispanics

African American

Asian/Pacific Islander

People with Disabilities/Disabled Veterans

Native Americans/Alaska Natives

A February 2001 document titled “Diversity Management Program” states: “The Diversity Management Program was implemented at the Secret Service to create a culture that values ​​diversity and utilizes the full potential of employees regardless of age, gender, race, or other factors.”

The document also sets out the “tasks, functions and responsibilities” of the diversity management program, including the objectives:

Promotes awareness of diversity in the workplace, improves interpersonal relationships and strives to create a corporate culture free of racism, sexism and other prejudices.

Actively supports the recruitment, development, promotion and retention of a diverse workforce.

An undated Secret Service Human Resources PowerPoint training slide presentation titled “SAITC-UDITC (Special Agent Introductory Training Course-Uniformed Division Introductory Training Course) Zero Tolerance Briefing” describes “Special Emphasis Programs” that “focus specifically on groups that are not represented or have below-expected participation rates in certain job categories or pay levels within the Intelligence Community workforce.” These include the Federal Women’s Program, the Hispanic Program, and the LGBT Program, among others.

“These documents show that for years the Secret Service appears to have placed woke politics above its own protection and law enforcement mission, as stated in its DEI policy: ‘Every Action, Every Day,'” said Tom Fitton, president of Judicial Watch.

Judicial Watch recently uncovered records from the Butler County, Pennsylvania, district attorney’s office that reveal extensive preparations by local police for the rally where former President Trump was shot, including sniper teams, counter-assault teams and a rapid response force.

On August 9, in response to a separate public records request, Judicial Watch received bodycam footage of the July 13 attacks from the Butler Township Police Department.

On August 12, Judicial Watch reported that the FBI withheld information about its cooperation with the U.S. Secret Service regarding the July 13 rally in Butler, Pennsylvania, in response to a Freedom of Information Act (FOIA) request.

On July 31, Judicial Watch reported that the U.S. Secret Service had completely rejected several requests for documents related to the assassination of former President Trump under the Freedom of Information Act (FOIA).

Judicial Watch currently has more than 25 FOIA and public records requests related to Trump’s shooting pending with the Biden administration and local and state officials and agencies in Pennsylvania.

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