INDIANAPOLIS — City-county councilors are putting forward a detailed plan to investigate claims of sexual harassment in Indianapolis government.
The investigation comes after Lauren Roberts and Caroline Ellert spoke publicly about alleged sexual harassment by former Chief Deputy Mayor Thomas Cook. The women allege their complaints weren't handled properly.
At the Aug. 12 council meeting, councilors introduced two proposals to address the issue, after Mayor Joe Hogsett apologized to the women and called for better protections. On Friday, Aug. 23, the Rules and Public Policy Committee will meet to discuss them, and councilors are expected to introduce detailed amendments to investigate how past claims were handled and how to handle future ones.
The new amendments
At the Rules and Public Policy Committee meeting at 5:30 p.m. on Aug. 23, councilors are expected to introduce amendments that provide details on five parts of the proposals:
- Creation of an Investigative Committee: Five Democrats and two Republicans would be tasked with overseeing the investigation into past allegations and better protections for employees in the future.
- Engagement of Independent Firms: They would investigate the past allegations of sexual harassment and recommend policy changes to better protect employees in the future.
- Authority to Subpoena: The investigative committee would have the power to subpoena witnesses and documents to ensure a comprehensive investigation.
- Victim Protection: The identity of any victims would be kept private from the public and privacy protocols would be put in place.
- Sexual Harassment Training: Modifying Revised Code Section 293-304 to include all city county employees in an annual mandatory sexual harassment training, and add, where appropriate, a requirement that all workplace relationships be disclosed to Human Resources through a consensual relationship agreement.
Democrats introduced the proposal to investigate future protections for employees. Republicans introduced the proposal to investigate the past allegations. Both proposals passed with bipartisan support.
“Our priority is to restore trust in city leadership and to ensure that Indianapolis is a place where every employee feels secure, valued, and supported,” Democratic Majority Leader Maggie Lewis said. “We are committed to making the necessary changes to protect our employees now and in the future. This is a critical step in holding leadership accountable and creating a safer work environment for all.”
"The importance of this is that we are going to rebuild our trust in our systems. When I've heard from people in the building when I talked to them, they're afraid to report because they're not going to be taken seriously," said Councilor Ali Brown.
"Under no circumstances should anyone employed by city agencies feel threatened, harassed, or intimidated. All citizens of Indianapolis should have confidence that city leaders are taking these matters seriously," said Councilor Crista Carlino.
They agreed that the goal is to gain greater accountability for all leaders.
"This is not a political move. It's not about politics. It really is about doing what is right for our community," said Councilor Lewis.
They believe this is the best path forward for the city and current and future employees.
"I think this reflects us doing our job. As a co-equal branch of government that's charged with holding the executive branch accountable, one of the main functions is oversight of the executive branch and what you're seeing tonight and the proposal you see reflects that," said Councilor Andy Nielsen.
What has already been done
On Aug. 20, Hogsett signed an executive order requiring all city-county employees to attend mandatory sexual harassment training every year.
The order also says the city will have a zero-tolerance policy for sexual harassment.
According to the order, the office of corporation counsel will be in charge of keeping track of making sure everyone participates in the training. If an employee fails to complete the mandatory training, they could face discipline.
Employees have until Dec. 31, 2024 to complete the training.
In a letter to employees on Aug. 16, Hogsett said the executive order "will allow every single person who serves this community to know their rights, their protections, their reporting obligations, and what to do if they find themselves on the receiving end of any unacceptable behavior."