Gurbir S. Grewal, New Jersey attorney general, speaks at Seton Hall Law School. Photo by Carmen Natale.

• Increased efforts to promote diversity in the ranks of the state police, including efforts to develop a pipeline of candidates from diverse backgrounds.
• Requiring that each of the department's 13 divisions develop its own “diversity and inclusion plan” that identifies specific goals, and methods to achieve them.
• Requiring bias training for all state police officers, all prosecutors and detectives employed by the Division of Criminal Justice, and all prosecutors and detectives employed by each of the 21 county prosecutor offices.
• The creation of a new human resources unit that will focus on departmentwide recruitment, retention, promotion and professional development for all employees, with an emphasis on championing diversity.
• The creation of a program that provides employees equal access to seek out new and challenging work assignments outside of their typical workload, in order to test their interests and talents in new areas, develop additional skills that may qualify them for promotions, and increase their visibility within the department. Grewal, in the interview, said this move could prove particularly vital to lawyers, especially in the Division of Law, who might want to try their hand at different jobs, without having to leave their assigned sections.
• Developing and hosting programs to educate all New Jersey law firms—including women- and minority-owned firms—about how to qualify for the lists of approved firms that can be retained by the department for work that cannot be performed in-house.
• A requirement that law firms seeking to be included on that list complete a diversity questionnaire to be considered by the department in its selection process.