Page 14 - Mar2019_BarJournal

BarJournal DIVERSITY & INCLuSION

JU LY /A UGUST 20 15
fEaTUrE diversity & Inclusion at the

Court of Common Pleas

A Story of Energy and Collaboration

BY ALIDA MOONEN & LAuRA CREED

t is one thing to hear a report on the The genesis of the Diversity and Inclusion pro- leaders (supervisors, managers, and administrators).
five o’clock news that someone unknown to gram at the Court began in 2002 in the Probation It was at this very first deep dive into some difficult
you has been harassed by the police, and it Department, which has 40% of the Court’s total em- concepts that we heard the story from our colleague
is quite another to hear the same story from ployees. Andrea Gorman, Probation Department about his experience outside the barbershop.
I a co-worker who you respect. At one of our Trainer, expressed to then Deputy Chief Probation Also in 2016, the Court put together a student
manager training sessions, an African-American Officer, Bill Kroman, that diversity training was a art show that was displayed in the main lobby of
probation officer shared the story of an incident top priority for her. He encouraged her to gather the Justice Center. Poster profiles of prominent
that he experienced when he was 25 years old. a Diversity Training Workgroup (DTWG). Some and influential African-Americans in the Ohio
He and his friend, both college graduates, were probation officers felt that a DTWG was insulting and local justice systems were also displayed in
waiting outside a barbershop to get a haircut. The and unnecessary, but with Kroman’s support, Gor- the lobby and posted on the Court’s website. That
barbershop was located at the corner of E. 114th man and the DTWG forged ahead. In 2003, Dr. year, too, the Mental Health and Developmental
Street and Miles Road in Cleveland. As they waited Kenneth V. Hardy and (now Dr.) Tameka Taylor led Disabilities Court (MHDD) put together a series
their turn, two vice cars screeched to a halt near the Probation Department in their first mandatory of events that honored mental health awareness,
them. The officers jumped out of their cars with diversity training. The idea was to give probation which “helps to reduce the stigma of mental
their guns drawn. “Get the hell on the ground,” one officers some insight and understanding into their health and substance abuse issues,” according
officer yelled. Our co-worker tried to explain he clients so they could help them be successful. to MHDD Court Coordinator Meghan Patton.
was a probation officer and that he had his badge The goals of the DTWG were modest — to pro- The DTWG presented the movie (Central Park
in his back pocket. “I don’t give a damn who you vide training for department staff and to expose them Five) as part of a mandatory training event to all
are,” the officer responded. The officers frisked the to the different aspects of diversity. They spoke about members of the Probation Department. The vari-
men laying on the ground. The officer checked race and culture, but also provided opportunities to ous showings were led by four judges currently
our co-worker’s back pocket and found his badge. learn about and discuss gender, mental health issues, on the Court bench. Judges Dick Ambrose, Brian
“What the hell are you doing on the corner?” the developmental disabilities, sexual orientation, sexual Corrigan, Peter Corrigan, and Robert McClelland.
officer asked like it was his fault. “You might want harassment, and more. It was clearly understood It was after these showings that Judge Russo led
to find a new barbershop,” the officer said as he that diversity means just that, and all were welcome the way to develop an educational process for all
was leaving. No apology or explanation was given. at the table. The group provided a wide range of members of the Court. This process would explore
As he ended his story, you could have heard a activities to the department, including video-based issues of racism, such as unconscious bias, and how
pin drop. Fifty people in the room. Silence. For discussions, special observances like Black History to go about the difficult work of transformation to
most people in the room, the story sounded like Month, panel presentations, and Diversity Jeopardy, developing a truly diverse and inclusive workplace.
something we hear about on the news, while for among others. These events kept the concepts of We have not looked back since. In 2017, we
others it was disturbingly familiar. To happen to Diversity and Inclusion “top of mind” and served implemented court-wide mandatory training in
a well-respected colleague was unfathomable. as opportunities for continuing dialogue. Diversity and Inclusion. These day-long educa-
That story was shared almost three years ago In late 2014, Tamir Rice was shot in a Cleveland tion sessions, again taught by diversity expert Dr.
and remains vivid in the hearts and minds of all park. This event brought clarity to the issue of un- Tameka Taylor and her staff, were not easy. The
who were in the room. It was a turning point in conscious bias, which was not lost on the Court. awareness these sessions brought about elicited
our inclusion efforts here at the Court, serving as Shortly afterward, Judge John J. Russo took his very mixed responses, ranging from outrage (“How
both a shocking moment and an energy focuser. place as the Administrative and Presiding Judge could this still be happening?”) to less sympathetic
It also affirmed the efforts begun years earlier by here at the Court and decided the entire Court (“Aren’t we past this yet?”). There was clearly a
the Diversity Training Workgroup in the Probation should engage in a deeper dialogue. His initial goals great deal of difference between people’s views
Department and catalyzed the expansion effort to were to “change the organizational chart. Almost and understandings. What was becoming clear,
include everyone in the Court. two-thirds of the court employees are female, yet however, was that dialogue was possible and that
In this article, we will describe the evolution the males make the higher salaries. Additionally, I the classroom was a safe space where people could
of the Diversity and Inclusion effort of the Court, wanted to look at who we serve and say how do we be free to share their ideas and reactions.
with a focus on the impact that this work has had change the culture of the court to serve them better?” In 2018, our major Diversity and Inclusion
on the people at the Court. This includes new So, what began in earnest in one department of effort was to show the movie 13th — all based on
collaborations, friendships, and synergy of ideas the court began to spread to other groups in the a suggestion by a participant when we presented
that have created a buzz of communication and organization. In June 2016, Dr. Tameka Taylor led the movie at Black History month. This effort
energy throughout our organization. the first of three all-day training sessions for Court brought mostly positive responses, but also some

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