LAPD Offers Revised Policies for Curbing Bias and Retaliation

The Los Angeles Police Department has proposed new policies to address long-standing allegations of systemic discrimination and harassment within the force.

The new policies seek to ensure that all employees, regardless of gender, race or sexual orientation, are treated equally by the LAPD.

The three-inch thick document, titled “Existing Policies and Future Plans for Structural Change,” comes in response to a 4-year-old class-action lawsuit alleging that hundreds of department employees have been subjected to discrimination, sexual harassment and retaliation.

The plaintiffs, who are mostly female LAPD employees, have not endorsed the department’s plan. However, much of the content of the department’s document grew out of lengthy settlement negotiations that are still ongoing between the two sides.

Attorney Carol Sobel, who represents the plaintiffs, said she had not seen the LAPD plan, but is aware of many of the department’s positions on the issue of discrimination and harassment.

“We are encouraged, but we feel some of their positions could be stronger,” she said.

Much of the document, which is expected to be discussed at Tuesday’s Police Commission meeting, is a recitation of the department’s existing policies and procedures concerning harassment and discrimination. The commission will also review a department report showing that the LAPD has met 21 of 36 promotion goals for minorities and women. Those goals were established as part of a consent decree in another discrimination lawsuit.

In a letter to the commission, Chief Bernard C. Parks said he intends to ensure that equal opportunity is available for all of the department’s 12,000 employees.

He said his new plan “is particularly tailored toward” ending retaliation problems. One of the plaintiffs’ main concerns in the so-called Tipton-Whittingham lawsuit is that they frequently face further harassment after coming forward with complaints.

“This is a new commitment for the future,” said Assistant City Atty. Robert Cramer of the LAPD plan.

“It’s our view that this deals with whatever systemic concerns the plaintiffs may have had.”

To create a “discrimination-free workplace” the LAPD is considering establishing conflict resolution and mediation programs within its ombudsman office.

The LAPD plan also calls for a new tutorial program to help prepare employees for promotion exams.

Additionally, a new training supplement will be included in the ongoing programs that address discrimination, harassment and retaliation issues, according to the LAPD plan.

The department’s document outlines the goals and objectives that LAPD officials have set for ending discrimination and harassment. According to the document, the LAPD seeks to “prevent any and all unlawful impediments to the advancement that are faced by any race, gender or other group. This includes . . . impediments imposed upon employees seeking to achieve promotions and advancements to all ranks and pay grades.”