OHR's Annual report

7/24/2019 OHR's Annual report

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D i s t r i c t o f C o l umb i a

Office of Human Rights

Highlights of Fiscal Year 2015


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The District of Columbia Office of Human Rights (OHR) works to eradicatediscrimination, increase equal opportunity and protect human rights for individualswho live in, work in, or visit the District of Columbia. The agency enforces local andfederal civil rights laws by providing a legal process to those who believe they havebeen discriminated against. The local laws OHR enforces include the DC HumanRights Act of 1977, DC Family & Medical Leave Act, Parental Leave Act of 1994, FairCriminal Record Screening Amendment Act of 2014, Protecting Pregnant WorkersFairness Act of 2014, Language Access Act of 2004, Youth Bullying Prevention Act of2012, and the Unemployed Anti-Discrimination Act of 2012.

OHR also proactively seeks to end discrimination in the District through proactivepolicy and awareness initiatives, and by identifying and investigating practices thatmay be discriminatory. The agency oversees the Language Access Program and theCitywide Youth Bullying Prevention Program.

DC Human Rights Act of 1977

The District of Columbia Human Rights Act of 1977 (HRA) bans discrimination in theareas of employment, housing, public accommodations and educational institutionsbased on 19 protected traits. The Act one of the most progressive non-discrimina-tion laws in the nation allows individuals who believe they were targets of discrimi-nation to file complaints with OHR and receive damages or remedies if discrimina-tory behavior is found. The Act only applies to discriminatory incidents that occur in

the District.

Protected Traits

The HRA prohibits discrimination based on these 19 traits: race, color, religion, na-tional origin, sex, age, marital status, personal appearance, sexual orientation, gen-der identity or expression, family responsibilities, political affiliation, disability, ma-triculation, familial status, genetic information, source of income, place of residenceor business, and status as a victim of an intrafamily offense. Some exceptions apply.

Our Mission


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Directors MessageOur Program AreasComplaints of Discrimination

FY15 Docketed Cases by Area and Protected Trait (8)

Fair Criminal Record Screening Amendment Act (9)

Initiatives & Awareness By the Numbers: OHR Outreach and Impact (12)

Social Media Highlights (13)

Language Access ProgramBullying Prevention ProgramLooking Forward

Meet the Staff

456

10

141618

19

This was a transformative year for our agency. We receivedan unprecedented number of inquiries from the public, beganenforcement of new civil rights laws, and expanded our outreachefforts to new issues and communities.

Contents

Mnica Palacio, Directo


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file complaints, we also ai

to prevent discriminatioWe enhanced our businesoutreach efforts to hethem better understanour laws, which can reducacts of discrimination foemployees and applicant

and save businesses time and money. Additionalour relationships with business associations anchambers of commerce are stronger than eveand these networks will remain important playein disseminating crucial information on new anexisting laws.

And as always, raising public awareness of Districivil rights laws and increasing understandinamong the Districts many communities is alsan OHR priority. More than 1700 participan including employees from 46 businesses registered for our End the Awkward campaigwhich encouraged participants to engagcustomers, family and friends in conversationabout interacting with people with disabilitieOur #WomenAreEqualDC campaign used Metrads to share important information about lawprotecting women. And our groundbreakin

Qualified and Transgender report shared thfindings of the first government-run testinproject in the nation to focus on employmendiscrimination against transgender and gendenon-conforming people.

It has been a productive and exciting year. Thankfor your support, and enjoy our highlights.

Sincerely,

Dear Friends of OHR,

This year was a momentous one for civil rights.Marriage equality became the law of the land,the Americans with Disabilities Act celebratedits 25th anniversary, and transgender individualsand issues received mainstream media attentionacross the nation.

But it was a difficult year for civil rights as well.Devestating losses, including shootings of AfricanAmericans by police, revealed to many the extentpeople of color are mistreated by our criminaljustice system. Immigrants and Muslims becametargets in political rhetoric and for violence, and

voting rights in various jurisdictions were furtherrestricted for those most vulnerable. More thanfifty years after the Civil Rights Act of 1964 becamelaw, there continues to be much work to do.

Despite the mixed year across the nation, theDistrict is moving forward and OHR is more activethan ever. We investigated an unprecedentednumber of discrimination complaints, beganenforcing new laws, wrote our first research reporton discrimination and expanded our outreachinitiatives. These efforts raised our profile, whichis vital for ensuring people know where to turn

when they experience discrimination.OHRs increased visibility and broaderenforcement authority resulted in more thandouble the number of cases received anddocketed over fiscal year 2014. To meet the newcase load, we expanded the investigations teamand built new efficiencies into our processes, sowe continue to deliver high quality investigationsand reliable customer service.

While we are proud that constituents trust OHR and

New laws to enforce, an unprecedented number of complaintinquiries and our largest outreach efforts yet have made this anexciting year for OHR. Yet Director Palacio has worked to ensurethe agencys core function remains the focus: quality and efficientenforcement of the Districts civil rights laws.

Mnica Palacio, Director


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Complaints ofDiscriminationIndividuals who believe theyexperienced discrimination in

the District can file a complaintwith our office. Our staff willmediate and investigate thecomplaint cost-free, and make adetermination that can result indamages being awarded.

Language AccessProgramOur team builds the capacity ofDistrict agencies to ensure theycommunicate with limited ornon-English proficient customersin their preferred language. Wealso investigate complaintswhen services are denied.

Citywide BullyingPrevention Program

Our program aims to ensureschools, youth-serving agencies,and youth-serving governmentgrantees have the knowledgeand expertise to implementresearch-based methods toprevent bullying and create safespaces for youth.

Policy & Awareness

InitiativesOur team develops policyand awareness initiatives,conducts extensive outreach,and produces reportsthat pro-actively preventdiscrimination and educate thepublic about civil rights laws.

OHRs work is

concentrated infour areas...

Through programs and investigations, OHR staff works toproactively prevent discrimination and address it when it occurs.

A political struggle that does not have women at the heart of it, above it, below it, and within it is no struggle at all.- Arundhati Roy


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OHR docketed 1,075 casesin FY15, a 113 percentincrease. Individualsfiled 2,008inquiries, up

from 1,306 in FY14, a54 percentincrease.

Complaints of Discrimination

Complaint Process

Its time for parents to teach young people early on that in diversity there is beauty and there is strength. - Maya Angelou

Individuals who believe they have been subjected to discriminationin employment, housing, public accommodations, or educational in-stitutions in the District may file a complaint online or at the OHRoffice. The complaint process is cost-free and does not require anattorney. After the initial complaint questionnaire is submitted, anintake interview will be held, and OHR will determine whether it hasjurisdiction to investigate the case. Details about the alleged discrim-inatory incident will also be gathered during the interview. If OHR hasjurisdiction, it will docket the case and send it to a mandatory medi-

ation session, where the parties will work with an OHR mediator in anattempt to find an agreement that can quickly resolve the case. If anagreement cannot be reached in mediation, OHR will launch a full in-vestigation, which can include interviewing witnesses, and reviewingrelevant documents and policies. After a legal sufficiency review, theDirector will determine if there is probable cause of discriminationand will send the case to the Commission on Human Rights if prob-able cause is found. The Commission will review the case and holdhearings to make a final determination, and can award damages ifdiscrimination is found.

Employment Cases

832

Public Accommodation Cases

156Educational Institution Cases

13Language Access Cases

9

Housing Cases

65

FY12 FY13 FY14

31 33

FY12 FY13 FY14

279 288

FY12 FY13 FY1421 22

FY12 FY13 FY14

3 5

FY12 FY13 FY14

7

9

FY12 FY13 FY14

341 357

Total Docketed Cases

1075

504 38836

637

9

FY15

1075

FY15

832*

FY15

65

FY15

156

FY15

13

FY15

9

399

365

68

* Of the 832 employment-related cases docketed

399 alleged a violation of the Human Rights Ac365 alleged a violation of the Fair Criminal RecorScreening Amendment Act, and 68 alleged a viola

tion of the DC Family and Medical Leave Act.


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Settlement Amounts

(in millions)

Commission Penalties

$594Kamount of penalties ordered

by the Commission

Mediated Cases Mediation Settlement Rate New Cases at Commission

18number of new cases certified

to the Commission

Commission Background Cases

6criminal background cases

received by the Commission

Mediation ProgramComplaints of discrimination filed with our office must go througha mandatory mediation process. An OHR mediator works with bothparties to assist them in finding a mutually agreeable resolution.Agreements can be monetary, or can include other reparations such asjob reinstatement, employee training or changes in business practices.In FY15, OHR mediated 634 cases, a 52 percent increase over FY14. Ofthe mediated cases, 307 were settled, a 65 percent increase over FY14.In FY15, more than $3.69 millionwas awarded in settlements duringsuccessful mediations, a 74 percent increase over FY14.

Commission on Human RightsWhen probable cause of discrimination is found by OHR, a final attempt to encourage settlement is made. If that fails, the casis certified to the Commission on Human Rights, which is a quasi-independent body whose primary function is to adjudicatprivate sector discrimination complaints brought under the DC Human Rights Act and appeals under the Criminal BackgrounChecks for the Protection of Youth Act. An administrative law judge at the Commission reviews the case and recommends determination to a panel of three Commissioners appointed by the Mayor, who will agree with or modify the determination. FY15, 18 new caseswere certified to the Commission, up from six new cases in FY14, a 300 percent increase. In FY15, 13 casewere closed by decision or order, with $594 thousand in penalties ordered, and 17 cases were pending. The Commissioalso received six criminal background cases to review. In addition to its adjudication duties, the Commission works with thGeorgetown School of Laws Street Law program on the Youth Human Rights Ambassador Program, which trains law schostudents to teach District high school students about the DC Human Rights Act and UN Universal Declaration of Human Right

Disabilitywas themost commonly citedprotected trait in FY15docketed cases, followedby raceand sex.

We need to help students and parents cherish and preserve the ethnic and cultural diversity that nourishes and st rengthensthis community and this nation. - Cesar Chavez

FY12 FY13 FY14

41%47% 44.7%

FY15

48.4%

FY12 FY13 FY14

348 372416

FY15

634

FY12 FY13 FY14

$2.7

$1.98 $2.12

FY15

$3.69


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FY15 Docketed Cases by Area and Protected TraitOf the 1,075 complaints docketed in FY15, some were filed with more than one protected trait. Therefore, the protectedtraits below do not equal the total number of cases docketed. Fields marked with an X indicate the particular trait is noprotected under the Human Rights Act for that area type.

Employment HousingPublic

AccommodationsEducationalInstitutions

Age 78 3 4 0

Color 14 0 5 0

Disability 106 29 21 10

Familial Status X 1 0 0

Family Responsibilities 29 0 0 0

Gender Identity & Expression 5 2 65* 1

Genetic Information 0 X 0 X

Marital Status 3 0 0 0

Matriculation 1 2 0 X

National Origin 62 2 8 3

Personal Appearance 26 2 15 1

Place of Residence or Business X 0 0 X

Political Affiliation 1 0 0 0

Race 112 15 27 4

Religion 21 0 6 1

Sex 116 5 14 2

Sexual Orientation 25 5 13 1

Source of Income X 13 2 0

Status as a Victim of anIntrafamily Offense

X 1 X X

Retaliation(not a protected trait)

162 1 3 3

DC Family and Medical Leave Act Complaints

In FY15, 68 cases were docketedclaiming a violation of the DC Family and Medical Leave Act, compared to 25 cases in FY1

* Forty-nine of the gender identity or expression cases were alleged gender-neutral bathroom violations that went to investigations.

Sixteen cases were discrimination complaints that claimed a violation under the DC Human Rights Act.

Disability is not a brave struggle or courage in the face of adversity. Disability is an art . Its an ingenious way to live.- Neil Marcus


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The nature of marriage is that, through its enduring bond, two persons together can find other freedoms, such as expression,intimacy, and spirituality. This is true for all persons, whatever their sexual orientation. - Jus tice Anthony Kennedy

In December 2014, OHR began enforcing the Fair CriminalRecord Screening Amendment Act of 2014 (FCRSA), whichprohibits most employers in the District from askingabout criminal backgrounds on job applications or duringthe interview process. The law is part of a nationalmovement to help returning citizens secure employmentand stability so they can avoid recidivism. To prepare forthe laws enactment, OHR released fact sheets and videosfor both employers and job applicants, and conductedextensive outreach to businesses, returning citizens, andtheir advocates. In FY15, OHR received 488 complaintinquiries and docketed 365 cases alleging violations of

FCRSA. The vast majority were Type A complaints, whichclaim an employer asked about criminal backgrounds on itsapplication form. Only a handful were Type B, which claiman employer asked about a criminal background during theinterview process and before a conditional job offer.

A National Model

OHR has been called a national model by the NationalEmployment Law Project and other advocacy groups

Fair Criminal Record Screening Amendment Act (Ban the Box)

Gender-Neutral Bathroom Reports

The #SafeBathroomsDC campaign, launched in April 2014,asks the public to submit reports of single-stall publicbathrooms that are not gender-neutral as required by law.In FY15, 84 reports of non-compliancewere sent to OHR,and 46 new businesses became compliant. The remainingcases were pending docketing or under investigation. Thecampaign is ongoing. More at ohr.dc.gov/bathrooms.

Investigations Law Clerk Program

OHR developed an Investigations Law Clerk Programspecifically designed for law school students interestedin working in the civil rights field. OHR provides guidanceand mentoring on civil rights enforcement, and law clerksreceive substantive experience in assisting with OHRinvestigations. Thirteen law clerks participated in theprogram during the three sessions held in fiscal year 2015

OHR staff speak about FCRSA with soon-to-be-released Districtresidents at the US Penitentiary in Hazelton, West Virginia.

In an OHR video, returning citizens speak about the importanceof employers focusing on their skills and not past convictions.

Since December 2014, OHRhas made significant effortsto focus on education,outreach, and laying thegroundwork and mechanismsfor strong enforcement.- From the National Employment Law Project s Fair-Chan

Implementation Case Studies For Government Agencies.

for its implementation and enforcement of FCRSA. OHhas received and docketed far more cases than othjurisdictions, in part because of the agencys proactivoutreach and trust-building efforts, as well as itransparent and efficient enforcement process.


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We are bringing together Americans from all walks of life to push back against anti-Muslim rhetoric and make it unacceptablefor public figures of any kind, but especially elected officials, to espouse anti-Muslim hate. - Farhana Khera

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End the Awkward: Focus on the Person, Not the Disability

More than 1700 participants including employees from 46 businesses andorganizations registered to participate in the End the Awkward: Focus on thePerson, Not the Disability campaign on July 26, which encouraged participants

to wear End the Awkward pins and have conversations about respectful waysto interact with people with disabilities. Restaurant servers, baristas, bartendersand bank tellers shared tips with customers, and members of the public heldconversations with family, friends and strangers. The campaign, which included 17partner organizations and agencies, was one of several District events celebratingthe 25th anniversary of the Americans with Disabilities Act.

Right: More than 200 participants and businesses shared photos with End theAwkward pins using the #EndTheAwkwardDC hashtag.

Through policy initiatives, education campaigns, research projects, and outreachto community members and organizations, OHR works to proactively preventdiscrimination and inform individuals of District civil rights laws.

Qualified and Transgender Testing Report

OHR released a groundbreaking report Qualified and Transgender: A Report on

Results of Employment Discrimination Resume Testing Based on Gender Identity on results of an OHR testing project showing employers appeared to preferless-qualified applicants over more-qualified transgender applicants in 48 percentof teststhat received a response from the employer. The high rate of employmentdiscrimination was calculated after 200 cover letters and resumes were submittedto 50 job openings, with each opening receiving two applications from individualswho appeared to be transgender and two applications from individuals who didnot. The study is the first government-conducted resume testing to focus ondiscrimination against transgender and gender non-conforming applicants. Theproject was conducted over six months and tested employers from five sectors.

#WomenAreEqualDC Campaign

The #WomenAreEqualDC campaign appeared throughout the Metro system topromote workplace fairness and protections for women. It included seven ads,each featuring a different woman and the tagline: Common sense says treat meequally in the workplace. If that fails, DC civil rights laws protect women. Theads referenced protections provided by several civil rights laws OHR enforces,including laws that prohibit discrimination based on sex, allow for breastfeeding inall circumstances, and require reasonable accommodations for pregnant womenin the workplace. The ads represented the diversity of District women, featuringindividuals from various races, ethnicities, religions and gender identities.

Right: A #WomenAreEqualDC campaign advertisement on the Metro says Hireme... Value me... Respect me... as if I were equal. Because I am.

Initiatives & Awareness


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Oppressed people, whatever their level of formal education, have the ability to understand and interpret the world aroundthem, to see the world for what it is, and move to transform it. - Ella Baker

Above: Director Palacio gives aTEDx talk at the TEDxMidAtlantic

conference Intersections.

TEDX TALK ONRACIAL EQUITY

At the 2015 TEDxMidAtlanticconference Intersections inSeptember, Director Palaciogave a talk on the connectionsbetween racism and theDistrict being denied votingrepresentation in the UnitedStates Congress. She argued theDistricts disenfranchisementwas maintained in part to denythe large population of formerlyenslaved Black residentsthe right to vote, given whiteresidents were often federalworkers who secured votingrights in their home state. Shealso asserted that voting rightswould have likely been grantedin later decades if the Districthad a different demographicmakeup. The talk was givento an audience of more than800 people and is available attedxmidatlantic.com/2015-talks.

HUMAN RIGHTSAWARDS

Immigrant and educationadvocate Sonia Gutierrez washonored at the 4th AnnualCommission on Human RightsAwards. She received a standingovation from the 150 attendeesafter her speech on the ability ofall people to make real change.

Below: Attendees listen to Ms.Gutierrezs acceptance speech.

HUMAN RIGHTSLIAISON PROGRAMThe Human Rights LiaisonProgram invites direct serviceproviders from communityorganizations to an all-daytraining intended to enhancerepresentatives ability toidentify potential discriminationagainst their clients and filecomplaints with OHR. In FY15,OHR trained 81 Human RightsLiaisons from 48 organizations.This is the second year of theprogram. In FY14, OHR trained 24liaisons from 19 organizations.

FAIR HOUSINGSYMPOSIUM

More than 105 attendeesparticipated in our 14th AnnualFair Housing Symposium, hostedwith the Equal Rights Centerand Department of Housing &Community Development. Theevent raises awareness abouthousing discrimination issues.


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I speak not for myself but for those without voice those who have fought for their rights their right to live in peace, theirright to be treated with dignity, their right to equality of opportunity, their right to be educated. - Malala Yousafzai

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Know Your Rights presentationsor

trainingsdelivered by OHR staff

239outreach eventsor meetings were heldthroughout all 8 wards

views of the Facebook postannouncing the release of the

Qualified and Transgenderreport

twenty-eight percentincrease in followers on Facebook, Twitter and Instagram

17organizationsand agencies

partnered withOHR on End the

Awkward

62outreach eventsattended by OHR staff

48community meetingswith OHR participation

129

25,856

81

By the Numbers:

OHR Outreachand Impact

488inquiries claiming a violation of the Fa

Criminal Record Screening Amendment

1700+

84#SafeBathroomDC

reports ofnon-compliance

105attendees atFair HousingSymposium

registered participants for

End the Awkwardnew representatives from communityorganizations trained as Human Rights Liaisons 48 organizations sent representatives to betrained as Human Rights Liaisons


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OHR Staff: How many cups of joe do you drink perday to fuel your civil rights work?America is White and Black and Latino and Asian. America is mixed. America is immigrants. - Jose Antonio Vargas

#EndTheAwkwardDCFacebook posts

received more than11,400 views.

#WomenAreEqualDCFacebook posts

received more than12,750 views.

Qualified and TransgenderFacebook posts receivedmore than 25,850 views.

Social Media Highlights


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Resolve to be tender with the young, compassionate with the aged, sympathetic with the striving, and tolerant with the weakand the wrong. Sometime in your life you will have been all of these. - Dr. Robert H. Goddard

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Improving accessto governmentservices for limitedand non-Englishspeaking people.

OHRs Language Access Program used

fiscal year 2015 to implement systematicchanges that improved agencies servicedelivery for residents who are limitedor non-English proficient (LEP/NEP).Through regulations, OHR expandedthe number of agencies designatedas entities with major public contactunder the Language Access Act of 2004,created a new training toolkit to sharebest practices with agency language

access teams, and invested in a

electronic reporting system to bettemonitor citywide implementation othe Language Access Act. OHR alspartnered in a multi-pronged effoto improve LEP/NEP residents abilito obtain Limited Purpose Licenseand conducted 46 language accesand cultural competency trainings fogovernment employees from dozens oagencies.

Through technical assistance to District agencies, customer service complianceassessments and outreach, our Language Access Program works to ensure limitedand non-English speaking people have equal access to government services.

Above: Language Access Director Winta Teferi presents on language access at CentroNa.

Language Access Program


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Above: Large banners were placed at DMV Service Centers, visibly informing LEP/NEP

customers in 10 languages of their right to request an interpreter.

1,325The team conducted 46 trainingsfor District government agencies,training 1,325 employees onlanguage access compliance andcultural competency.

Improving Access to the DMV

In the spring, OHR joined the Department of Motor Vehicles (DMV), and the MayorOffices on Latino Affairs (MOLA), Asian and Pacific Islander Affairs (MOAPIA) anAfrican Affairs (MOAA) to launch a campaign designed to improve issuance of thDMVs Limited Purpose License (LPL) and overall service to LEP/NEP customerIn an effort to eliminate linguistic and cultural barriers for LPL applicants anensure they were fully equipped to navigate the application process, fouSaturday pre-screening sessionswere held at MOLA where DMV staff partnerewith bilingual volunteers to review documents and assist applicants. Ten speci

Monday appointmentswere hosted by DMV for applicants vetted in these sessionand 24 in-language knowledge test preparation classes were provided bCentral American Resource Center (CARECEN) through a grant from OHR to ensurapplicants were equipped to navigate the application process. Additionally, OHcoordinated quality reviewsof DMVs translated knowledge tests in 13 languageworked with DMV to ensure practice tests were translatedand made availabonline in six languages, and created large multilingual bannersinforming LEP/NEcustomers of their right to request an interpreter. In all, 561 applicantsattendea pre-screening session, 123 applicants attended knowledge test preparatioclasses, and 536 applicantsreceived special appointments.

Employees Trained

New Training Toolkit

OHR developed a robust new toolkitto ensure language access teamscan train and prepare their agencyto serve LEP/NEP customers. Thetoolkit reviews agency requirements,details which documents mustbe translated, explains how toaccess telephonic interpreters,and provides tips on interactingwith customers. It is available at

ohr.dc.gov/languageaccess.

Expanding Covered Agencies

Four agencies and DC Public CharterSchools became entities withmajor public contact in fiscal year2015 through a revision of LanguageAccess Act regulations (D.C. MUN.REG. tit.4. 1205). The agencies andschools must now complywith theAct and ensure quality services are

provided to LEP/NEP customers.Theywill receive their first compliancescorecard in fiscal year 2016. Inaddition to charter schools, thefour newly designated agencies are:Department of General Services,Department of Health Care Finance,Office of Administrative Hearingsand Office of Attorney GeneralsChild Support Services Division.

The moral test of government is how it treats those who are in the dawn of life, the children; those who are in the twilight oflife, the aged; and those in the shadows of life, the sick, the needy and the handicapped. - Hubert H. Humphrey


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A feminist is anyone who recognizes the equality and full humanity of women and men. - Gloria Steinem16

With nearly all

policies in place,implementationbased on bestpractices is nowthe priority.

The Citywide Youth Bullying PreventionProgram is tasked with assistingschools, youth-serving agenciesand youth-serving governmentgrantees in implementing existingbullying prevention policies and usingresearch-based best practices tocreate safe spaces for youth. Duringfiscal year 2015, all but two schoolswithout bullying prevention policiesadopted them, and nearly all metrequirements of the Youth BullyingPrevention Act of 2012.

In fiscal year 2015, OHR developed andisseminated its Bullying Preventio& Intervention in DC EducationInstitutions Training Toolkit, whicprovides school officials with thinformation necessary to train staff ocreating positive school climates. OHthe Office of the State Superintendenand Child Trends were also awarded $3.8 million federal grant to focus oschool climate and bullying preventioin District schools during fiscal yea2016, 2017 and 2018.

Our Citywide Youth Bullying Prevention Program works with schools, advocates,parents and students to build safe environments for youth using research-basedbest practices.

Above: Mayor Muriel Bowser swears in several members of the Youth Bullying Prevention Task Force, which OHR leads.

Citywide Youth Bullying Prevention Program


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For to be free is not merely to cast off ones chains, but to live in a way that respects and enhances the freedom of others.- Nelson Mandela

Above: Bullying Prevention Director Suzanne Greenfield and Child Trends conducts atraining for school officials and teachers using the new bullying prevention toolkit.

More than 200 people participatedin train-the-trainer sessions

using the Bullying Prevention &Intervention in DC EducationalInstitutions Training Toolkit,including representatives fromDC Public Schools, WashingtonTeachers Union, Childrens LawCenter, Communities in Schools,and the Mayors Youth BullyingPrevention Task Force. Participantsare then expected to train schooland other youth-serving staff.

Federal Grant Provides $3.8 Million for Building Positive Climates

OHR, the youth-research organization Child Trends, and the Office of the StatSuperintendent of Education (OSSE) were awarded a $3.8 million grantfrom thNational Institute of Justice to focus on school climate and bullying preventioin District schools. Thirty-six public and public charter schoolswill be recruiteto participate in the Safe School Certification Program, and will receive expesupport and technical assistance to identify needs, define and implemenstrategies to improve climate and prevent bullying, and use data to assess theffectiveness of the strategies. Schools participating in the three-year prograwill be announced in early 2016, and will begin the program in the 2016 201school-year. Schools will also have the ability to apply for sub-grants from OSSto help support implementation of evidence-based programs. The grant is a bstep forward in OHRs efforts to assist schools in adopting research-based bespractices on bullying prevention and building positive school climates.

Toolkit Trainings

Bullying Prevention Toolkit

OHR and Child Trends released theBullying Prevention & Interventionin DC Educational InstitutionsTraining Toolkit, which providespresentation slides, scenarios andself-assessments for schools touse in ensuring staff are preparedto prevent and properly respond toincidents of bullying.Topics include:(1) understanding the Youth Bullying

Prevention Act and its requirements;(2) defining what is and what is notbullying; (3) best practices in bullyingsituations; and (4) recognizing therole of school climate in bullyingprevention. The toolkit is availableat ohr.dc.gov/bullyingprevention.

Guidance for AdultsOHR created a Tips for Parentsbrochure, which gives parents,guardians and caregivers guidanceon how to identify and respondwhen their child is being bulliedor bullying others. The guide wasdisseminated in schools and withcommunity partners, and is availableat ohr.dc.gov/bullyingprevention.

Youth Bullying Prevention Act Compliance

98.4%63 of 64 DC PublicCharter Local Education

Agencies submittedbullying prevention

policies to OHR

95.4%62 of 65 DC PublicCharter Local EducationAgencies and DC PublicSchools have policies

fully compliant with law

100%All DC Public Schoolsare covered by a

system-wide bullyingprevention policy fully

compliant with law


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While OHR is proud of its fiscal year 2015 accomplishments, we look forwardto working with Mayor Bowsers administration on embracing new civil rightsopportunities in the year ahead. In fiscal year 2016, OHR is enforcing the ProtectingPregnant Workers Fairness Act and Unemployment Anti-Discrimination Act,launching campaigns on equity, and increasing efforts to reduce conscious andunconscious bias toward marginalized communities. OHR also plans to increaseoutreach efforts to communities often targeted for discrimination, includingreligious communities, transgender and gender non-conforming people, andAfrican Americans. Lastly, OHR will continue to ensure those who file complaintsof discrimination receive thorough and timely investigations.

It is revolutionary for any trans person to choose to be seen and v isible in a world that tells us we should not exist.- Laverne Cox

Looking Forward

Row 1: OHR attends Pride at Wilson High School. Row 2 (left to right):Director Palacio speaks about mental health at National Mall rally; Fellow works on Qualifi

and Transgenderreport; Staff wears pink for Breast Cancer Awareness Month. Row 3 (left to right): Model poses for #WomenAreEqualDC campaign; Right Prop

Brewing Company participates in End the Awkward; OHR on ban the box panel at Governing Racial Equity Conference. Row 4 (left to right): Intern prepares En

the Awkward pin shipments; OHR provides information to Congress Heights Day attendees; More than 100 attend 14th Annual Fair Housing Symposium.


19/20

Mnica Palacio, Director

Rahsaan Coefield, Deputy Director

David Aneiva, Receptionist

Josephine Ansah-Brew, Administrative Officer

Alexis Applegate, Human Rights Officer

Dontee Barringer, Human Rights Coordinator

Julia Bradley, Human Rights Officer

Francesco Brittingham, Program Support of Operations

Thomas Deal, Attorney Advisor

Jaime Diaz Villarroel, Human Rights Officer

Ashlei Ferguson, Human Rights Officer

Brian Ferguson, Human Rights Officer

Stephanie Franklin, Policy & Communications OfficerSandy Gallardo, Human Rights Specialist

Carson Gardner, Human Rights Officer

Diana Godoy, Human Rights Officer

Suzanne Greenfield, Director of Citywide Bullying Prevention Program

Keith Grimes, Mediator

Dianne S. Harris, Administrative Law Judge

J.P. Howard, Administrative Law Judge

Elliot Imse, Director of Policy & Communications

Hnin Khaing, Legislative and Compliance Manage

Ayanna Lee, Operations and HR Manager

Aimee Peoples, Human Rights Officer

Isha Plynton, Attorney Advisor

Deidra Precia, Human Rights Specialist

Teresa Rainey, Community Outreach Coordinator

Gretta Rivero, Language Access Specialist

Eloisa Rocha-Bermudez, Human Rights Specialist

Al Santiago, Human Rights OfficerMelissa Sharpe-Jones, Human Rights Officer

David C. Simmons, Chief Administrative Law Judg

Akita Smith-Evans, Senior Human Rights Officer

Georgia Stewart, Mediation Manager

Winta Teferi, Language Access Program Director

Jaime Wojdowski, Human Rights Officer

Mayor Bowser with Director Palacio and MediationManager Georgia Stewart, who has served at OHR fomore than 40 years.

The hard workand idealismofthe OHR team are the reasonsfiscal year 2015 was such asuccess. The team believes inthe importance of its civil rights

enforcementmission, and itsability to improve the lives ofDistrict residents.

Peace does not just mean putting an end to violence or war, but to all other factors that threaten peace, such asdiscrimination, such as inequality, poverty. - Aung San Suu Kyi

Meet the Staff


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DISTRICT OF COLUMBIA

OFFICE OF HUMAN RIGHTSHighlights of Fiscal Year 2014

ohr.dc.gov

Phone: (202) 727-4559

Fax: (202) 727-9589

441 4th Street NW, Suite 570N

Washington DC 20001

ohr.dc.gov

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441 4th Street NW, Suite 570N, Washington DC, 20001 (202) 727-4559

OHR's Annual report

Documents

Transcript of OHR's Annual report