Diversity Advocates Say Melrose HR Head Hire A Missed Opportunity

MELROSE, MA — A request from local diversity advocates for the city to use open hiring practices to diversify candidates for replacing the outgoing Human Resources director went unanswered, something the mayor said was a necessity to meet "ambitious plans" he has for the city.

Mayor Paul Brodeur on Wednesday announced the hiring of Polina Latta as Melrose's new director of Human Resources and Labor Relations. Latta, who is replacing Marianne Long, has been the HR manager since 2011.

His announcement came days after a group called the Racial Justice Community Coalition sent a letter signed by more than 130 residents expressing concern that "there has been little effort or emphasis in regards to re-envisioning the Director of Human Resource position or that there was a strategic plan for recruiting diverse candidates to apply."

The letter asked for the position, for which the application deadline had already passed, be reposted with an effort to recruit applicants of color.

The position is of particular importance to creating diversity among city ranks due its inherent responsibilities. In the city's "Two Weeks Toward Change" report released in July, the HR director was described as the "employer" and "affirmative action officer" for the city, responsible for hiring practices, among other things.

Brodeur said in a letter to the coalition obtained by Patch diversity is a priority, but the position required someone ready to hit the ground running in order to meet goals that had been delayed by the pandemic.

"In the end, I decided that the urgency of this moment, and the ambitious plans I have for the City demanded a candidate who would be able to act effectively on day one," Brodeur said, noting all external applicants indicated they would need six months to settle into the position.

Latta is a first-generation American whose family emigrated from Bulgaria. Brodeur said in a memo to City Hall staff many of the challenges she has faced make her well-equipped to foster diversity, and her plan to achieve a diverse recruitment strategy was "far superior" to that of other candidates.

In "Two Weeks Toward Change," a department-by-department self-examination of implicit bias and systemic racism commissioned by the mayor in the aftermath of George Floyd's death, the HR department made an appeal for addressing implicit bias and building a culture of inclusion, saying "the lack of diversity in our community is reflective in the makeup of the current workforce."

The HR department laid out several ideas for diversifying city hires, including hiring fewer "locals," considering how someone could add to the workplace culture rather than fit into the existing one and using hiring resources such diversification job boards that work to eliminate implicit bias.

The coalition said in its letter to Brodeur a critical way to make sure diversity, equity and inclusion were implemented citywide was to start with this position.

"This hire could also position the City of Melrose to make significant gains in DEI work, if we specifically look for candidates who have experience in diversity, equity and inclusion and have exhibited success in the recruitment and retention of staff," the letter reads.

Correction: A previous version of this story said the Racial Justice Community Coalition wanted a person of color hired for the position. It has been clarified to say the group wanted an open and more transparent hiring process to attract more applicants of color.

Mike Carraggi can be reached at mike.carraggi@patch.com. Follow him on Twitter @PatchCarraggi and subscribe to Melrose Patch for free daily newsletters and local news alerts.