ON THE DCF WEBSITE

On the DCF website, particular attention is given to the discussion of “Joint Juvenile Justice Strategic Planning”
DCF and the Court Support Services Division have embarked upon an initiative designed to examine and improve the juvenile justice system in Connecticut. One of the purported focuses of the initiative reads as follows:

“Workforce Development and Training – Both families and stakeholders involved in the development of the plan emphasized the importance of having a workforce that reflects the population it serves, and is competent to address the intricacies of cultural and gender related issues because race, culture and gender matter in service delivery. The planning process revealed that training, long considered of great importance in system reform, is insufficient in many essential areas including information sharing, court procedures, cultural competence, gender responsive services, the impact of trauma, and family engagement. The strategies in this plan seek to create a structure for developing effective training programs and recruitment efforts to provide clients with more informed and sensitive staff.”

Now, notice the words I have emphasized in bold print. The DCF claims it recognizes the importance of its workforce being reflective of the children in its custody, AND that it strives to provide an environment conducive to this goal. From the experiences of Black and Latino employees of the Connecticut Juvenile Training School, this seems to be about as far from the truth as possible.

If the DCF is truly dedicated to providing an environment for children where their cultural backgrounds are respected and reflected in the programming, then why has management of CJTS continually refused to treat their Black and Latino employees with a modicum of respect? Shouldn’t the DCF foster an environment in which Black and Latino employees can serve as mentors and positive role models for the predominantly Black and Latino children at CJTS? It seems like that would make a lot of sense right?

Instead, the DCF has consistently ignored the information provided by Black and Latino employees about the hostile work environment at CJTS. They have ignored the voices of their Black male employees, who have expressed frustration time and time again about unfair disciplinary practices. They have refused to address the dearth of Black and Latino representation in the upper levels of the managerial ranks.

How can the Black and Latino employees of CJTS be effective role models and advocates for the children they are charged with taking care of when they are constantly bombarded with discriminatory practices? The employees of CJTS should be encouraged to provide a safe environment for the children housed there, rather than having to fight for even the most meager scraps of respect from management. Who can possibly function adequately as a role model when they are being victimized themselves by an unjust system?

The DCF needs to redress the complaints of their employees. If an employee does not feel safe in his work environment, how can he help promote a safe space for the children he is supposed to care for? It is a damn near insurmountable task! Yet the DCF refuses to see that there is a problem!

Until the DCF ameliorates the problem of discriminatory employment practices, both the employees of CJTS and the children at CJTS are in a dangerous, psychologically vulnerable position. All concerned residents of the community need to hold the DCF responsible to its employees and to the children of this state.

By-- Queen Sheba Diba