A Review Of Baltimore City's Fire Department
This memo is to address the current recruitment strategies and employment processes used by Baltimore City’s Fire Department. New recruitment campaign designs will also be discussed in efforts to decrease potential discrimination cases and increase a more diverse pool of candidates.
The recruitment practices used prior to the hiring freeze should not be continued. There is also room to argue that the current employment tests and recruitment strategies have had a negative impact on a particular class of applicants. For example, test takers who grew up in economically deprived area, did poorly on the city’s entry exam. In an area that is greatly proportioned with Hispanic and African Americans, white men appear to make up the majority of the city’s firefighters. The recruitment efforts used in the past may not have intentionally been designed to rule out a class of individuals, but a job applicant could argue under the disparate impact theory an issue of discrimination. The disparate impact theory of discrimination is a legal theory recognized by the federal court system and the burden of proof bears on the employer.
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Court cases addressing issues with the disparate impact theory stem from lay-offs, pre-employment tests, and employment actions that affect a large group of individuals. We definitely want to avoid discrimination cases and in efforts to do so, the former recruitment strategies must be revised. Because of the disparate treatment law, I recommend outsourcing employment entry exam experts in conjunction with a diverse pool of police and fire professionals to assist with creating the entry exam. This will help to ensure a fair and balanced
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