Cleveland Fire Department’s Ongoing Diversity Challenge

A recent News 5 investigation reveals a persistent issue within the Cleveland Division of Fire: despite decades of efforts and legal battles aimed at increasing diversity, the department remains predominantly white. This finding comes as the latest class of 31 new firefighters includes no Black members, highlighting a concerning trend for the community.

A History of Diversity Efforts and Decline

Over 50 years ago, the federal government intervened, ordering Cleveland to address racial discrimination in its firefighter hiring practices. At that time, only 4% of the department was Black. This led to decades of federal oversight, culminating in 2013 when the consent decree was terminated and Black representation reached approximately 26%.

However, urban studies professor Ronnie Dunn notes that numbers have since regressed significantly. Today, only 13% of Cleveland firefighters are Black, with 74% identifying as white. This decline is particularly striking given the city’s diverse population.

Voices from the Department and Academia

Retired Cleveland firefighter Johnny Brewington, hired in 1981 under federal oversight, recalls “bitter feelings” and “racial tension” from that era. He dedicated his career to recruiting and training Black firefighters and other minorities, believing that proactive efforts are crucial. Brewington emphasizes that simply changing leadership without reforming the underlying hiring process won’t achieve different results.

Professor Dunn echoes this sentiment, stating that the regression in numbers post-consent decree highlights an “ongoing challenge” the community must address. Both Brewington and Dunn assert that a diverse fire service is “critically important.” It helps reflect community values, builds trust, and enhances communication in emergency situations, which is vital given firefighters’ wide-ranging roles beyond just extinguishing fires.

Challenges in the Hiring Process

Antoine Crews, President of the Vanguards (the union representing Black firefighters), points to a subjective hiring process as a major hurdle. He explains that there are no clear criteria for what constitutes a disqualifying background, leading to inconsistencies.

One aspiring firefighter, Orlando Booker, exemplifies this challenge. Ranked 30th out of hundreds of applicants for the latest class, he was not selected for one of the 40 spots. Booker received no explanation for his exclusion, and a city spokesperson cited legal reasons for not disclosing specifics. Crews believes that clear disqualification criteria would have ensured Booker’s hiring.

Despite the setback, Booker, who identifies as an “underdog,” remains determined to achieve his dream of becoming a Cleveland firefighter.

Cleveland’s Official Response

Cleveland Safety Director Wayne Drummond, responsible for firefighter hiring, declined an on-camera interview. However, a city spokesperson provided a statement:

“The Department of Public Safety is actively engaging with the Vanguards of Cleveland to attract a broader pool of qualified applicants and strengthen our retention efforts, ensuring that our fire workforce reflects the diversity of our great city.”

Diversity Snapshot in Cleveland’s Safety Forces

The disparity in Black representation is notable when comparing different branches of Cleveland’s safety forces:

Frequently Asked Questions About Cleveland Firefighter Diversity

• What is the current percentage of Black Cleveland firefighters?
  As of the recent investigation, only 13% of Cleveland’s firefighters are Black.
• What was the “Headen decree”?
  The Headen decree was a federal court order from over 50 years ago that mandated Cleveland to hire more Black firefighters due to racial discrimination allegations.
• Why is diversity considered important for fire departments?
  Diversity helps foster trust within minority neighborhoods, improves communication in emergency situations, reflects community values, and enhances overall public safety by providing a broader understanding of resident needs.
• What are some identified issues with the firefighter hiring process?
  The hiring process is described as highly subjective, lacking clear criteria for what might disqualify a candidate. This ambiguity can hinder efforts to increase diversity.

The journey towards a fire department that truly mirrors Cleveland’s diverse population is ongoing. Addressing the subjectivity in hiring and actively engaging with community groups are crucial next steps to ensure equitable opportunities for all aspiring firefighters.

Cleveland Fire Diversity Decline After Progress