Report: Parallels Between Arlington Cops, Marginalized Groups

ARLINGTON, MA — Arlington's Community Conversations: Racism and Reforms series continued Monday, with nonprofit VISIONS, Inc. presenting its assessment on diversity, inclusion and cultural climate of the Arlington Police Department.

VISIONS, Inc., a training and consulting organization, was asked to conduct the study following Lt. Richard Pedrini's controversial comments in a police trade publication in late 2018. It consisted of five one-hour focus groups, as well as some individual interviews, ranging from 3-9 participants in each. Groups were held for patrol officers – two male groups, one female – ranking officers and civilian staff.

Thirty-eight members of the department out of 90 employees participated.

Participants discussed the reputational fallout of Pedrini's comments – one officer described being prepared for the physical dangers of being a police officer but not the "assault on their reputation."

"What many in the APD are feeling in terms of being labeled or viewed based on the actions of a few 'bad apples' parallels the prevalent experience of many in marginalized groups (people of color, women, non Christians, people who are LGBTQ+, people with physical/emotional/cognitive disabilities, low income people, immigrants, etc.) who have lived with such stereotyping and perceptions (plus systemic discrimination) based on their group memberships," VISIONS, Inc. wrote.

But, the organization determined, there is a "cost or liability" that comes from being in positions of power as members of law enforcement. The report found some in the Arlington Police Department may struggle to understand this, especially when feeling misunderstood, devalued or vilified – as one participant put it, "we are held to a higher standard than the public – but I guess we should be."

Officers also described successes in working alongside the Arlington community. These included daily "park and walks," events such as the Citizen's Police Academy, Pizza in the Park, youth programs and veterans' breakfasts and trainings on transgender people.

Participants said there is an increasing respect for female officers, though some said they wanted to see more women on the Arlington police force. There are currently five women working as police officers in Arlington.

Officers said racial profiling "doesn't happen," as they do not initially see the race of a person during stops. They cited data showing eight years of "no differential treatment" and five years without an excessive force complaint. Participants expressed dismay over these achievements getting "thrown out" over the Pedrini controversy.

Many participants felt that town leadership – including the Select Board and Town Manager Adam Chapdelaine – are not in the police department's corner, instead listening to a "vocal minority." The sentiment was that those who do not know what police "go through" should not be involved in decisions regarding the Arlington Police Department.

Among VISIONS, Inc.'s recommendations was for the department to work with people from groups different from its own. It also advised the creation of a Diversity and Inclusion position and expansion of the Citizen's Police Academy. Recommendations also included developing clear guidelines/behavioral expectations and a discipline policy related to expressing personal opinions in the public domain, reviewing/updating policy and procedures and ensuring a welcoming environment for people to come forward with complaints, both internally and externally.

"While there is reportedly no indication of OVERT manifestations of sexism or

racism within the department, it is important that any employee who feels discomfort
around subtle comments or actions related to race, gender, age, role, etc. be permitted and encouraged to raise their concern without fear of retribution," the organization wrote.

Read the full vision report below: