View the KCFD Culture Assessment Report PDF

Chief Equity Officer LaDonna McCullough thoroughly reviewed the report and has provided a summary and also a list of previous and future action steps in response to the report and other ongoing work.  The City seeks to be intentional in its exercise of due diligence and takes all claims of discrimination, harassment, and workplace violence seriously. The KCFD Culture Assessment Report is the end product of a yearlong data collection process that directly engaged KCFD employees across all ranks and positions. To ensure anonymity and confidentiality, steps to de-identify data were implemented throughout all data collection and analyses processes to produce an aggregate report of the findings. Due to the aggregate nature of the report, City leadership will research internally to determine the investigation status of the claims that were brought forward in the report and take the appropriate steps in accordance with City policy.

The Kansas City Star investigative reporting on racial and gender discrimination and harassment within the Kansas City Fire Department (KCFD) in early December 2020 revealed the following systemically oppressive outcomes and/or issues

• Hiring and recruitment process
• Promotion process
• Labor management process
• Racial discrimination and harassment
• Gender discrimination and harassment
• Safety (cognitive, equipment, physical)
• Retaliation
• Inequitable disciplinary processes
• Collective Bargaining Agreement

Committed to developing an informed understanding of the issues revealed in the KC Star report, KCFD leadership developed a six-point plan focused on improving: recruitment, training and mentoring, station culture and internal systems, promotion processes, community outreach, and leadership. 

The plan launched in December 2020 detailing the following six points:

1. Point 1: Full investigation of all events and issues detailed in the KC Star Report.
2. Point 2: Develop zero tolerance policy for discriminatory behaviors and actions.
3. Point 3: Diversity recruitment and retention efforts.
4. Point 4: Review of all policies and procedures, and compliance efforts.
5. Point 5: Revisions to KCFD disciplinary action procedures and protocols.
6. Point 6: Diversity, Equity, and Inclusion (DEI) Officer Position.

Phase 1 actions taken by KCFD:

• Development of three DEI work groups. 
• Engaging community partners in various DEI initiatives of the department (e.g., recruitment, community events, DEI work groups).
• Self-assessment of KCFD culture (qualitative assessment of issues, incidents, and department climate).
• Hiring of consulting firm to assist KCFD in the strategic planning process. Development of plan is in progress. 

KCFD hired Debra J. Jarvis Associated Consulting & Training LLC to conduct a qualitative assessment of the department’s culture. Substantial time was dedicated to the collecting rich descriptive data of KCFD personnel lived experiences and perceptions within the department, as it concerns: (a) accountability, (b) physical safety, (c) psychological safety, and (d) DEI. The assessment was comprised of focus groups, interviews and site visits. KCFD participation rate was 18.6% (n = 231 of 1,240 employees). 

Eight core recommendations emerged during data analysis. Each recommendation has numerous sub-parts and action items and the City intends to pursue all of these. 

1. Identify KPIs for each division and who is responsible for related results and outcomes.
2. Encourage and reward Safety, Accountability, Diversity, Equity, and Inclusion (SADEI).
3. Identify professional development systems that define and reinforce desired behaviors.
4. Identify ways to engage personnel at all levels in developing intercultural competence and their capacity to have courageous, authentic conversations about challenging issues.  
5. Engage IAFF Unions in meaningful, sustainable, organizational culture transformation.
6. Develop a communications system for effectively communicating important information and messaging to all employees. 
7. Develop systems to improve cooperation between siloed divisions and Executive Team members.
8. Identify ways to build interagency relationships between KCFD firefighters, mutual aid fire departments, and other KCFD divisions.

Furthermore, seven additional recommended items were included due to their reoccurring frequency across participant responses.

Additional Recommendations the City will be pursuing:

• Establish new residency requirements for KCFD recruits. 
• Active recruitment in school districts and vocational schools.
• Develop standard onboarding processes for all KCFD divisions.
• Increase hires of EMS positions.
• Create a KCFD Recruitment Department
• Establish alternative rigorous methods/processes for successful completion of the Candidate Physical Ability Test (CPAT).
• Expand resources and compensation within the KCFD Apprentice Program as an essential method for developing a pipeline of diverse medics.

Providing the time and space for KCFD personnel to verbally process their experiences and perceptions through semi-structured facilitation has equipped both the department and City with detailed evidence-based information that will inform the next phase of DEI work. 

Phase 2 of KCFD DEI work involves a technical assistance approach to DEI capacity building within the department to both cultivate and strengthen awareness and efficacy to: (a) identify inequitable practices and systemic outcomes across internal processes and external service delivery; and (b) develop, disseminate, implement, and measure equity across all departmental processes, infrastructure, and engagement.