logo
Baltimore City leaders and activists recall how Freddie Gray's death prompted change

Baltimore City leaders and activists recall how Freddie Gray's death prompted change

CBS News21-04-2025

The
death of Freddie Gray in 2015
was a catalyst for a new generation of leaders in Baltimore.
Gray died on April 19, 2015, after he was injured while in the custody of Baltimore Police. His death sparked protests across the U.S.
Community activist Kwane Rose was on the frontlines of the unrest 10 years ago after Gray's death.
"Freddie Gray never had a chance to live," Rose said. "Born with lead paint poisoning like far too many people, thousands of children in Baltimore City came out of a neighborhood that had the highest rate of incarcerated Black males in the entire city."
Shortly after the unrest, then-city councilman Brandon Scott voiced his and the community's frustrations.
"I am simply pissed off," Scott said in 2015. "This is the city I love. This is the city I chose to dedicate my life to."
"His [Freddie Gray's] untimely death was literally the straw that broke the camel's back," Mayor Scott said during a recent interview. "You'll never forget where you were, but more importantly for me, how the city came together."
Gray's death caused decades of systemic oppression to boil over and spill into the streets.
Established organizations, like Leaders of A Beautiful Struggle, were at the forefront of helping the community.
"What the uprising did was, I think it gave voice to a radical perspective that otherwise would not be seen as a legitimate course of conversation in mainstream political dialogue," said Dayvon Love, Director of Public Policy at Leaders of a Beautiful Struggle.
A new generation of leaders was born out of Baltimore's darkest moments.
"I've been able to do some incredible things," Rose said. "At the same time, understanding my entire career is built off of a Black man dying and people suffering."
The city was shaped by redemption, grit, culture and the will to overcome. They call it Charm City, and its people claim it with passionate pride.
"What it looks like when you actually invest in people in a way where we're the solution, we're not the problem, we're the solution to our problem," Love said.
However, there are still some challenges.
"We are not the perfect best Baltimore that we're going to be one day, but we are definitely light years away from where we were in 2015," Mayor Scott said.
The future is being written by Baltimore youth with eyes on the next decade and hearts full of hope.
"To be from Baltimore is everything, bus stop benches read 'it's the greatest city in America,' and I believe that," Rose said.

Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Professor: Los Angeles …You Are Becoming The Exact Thing Trump Needed
Professor: Los Angeles …You Are Becoming The Exact Thing Trump Needed

Yahoo

time19 minutes ago

  • Yahoo

Professor: Los Angeles …You Are Becoming The Exact Thing Trump Needed

Hate to say this but Los Angeles…you're not helping. Before you get mad and turn off your phone, let me explain. Last week, U.S. Immigration and Customs Enforcement agents (ICE) arrested 118 immigrants during operations in L.A. Since then, protests have erupted in the city that Mayor Karen Bass says has turn the entire metropolitan area into a 'tinderbox.' In one confrontation, police employed tear gas and pepper spray as protestors gathered outside a detention center on Sunday. President Trump said he would deploy 2,000 National Guard soldiers to respond to the protests. In a post on Truth Social, Trump attacked what he called 'Radical Left protests' by 'instigators and often paid troublemakers.' OK. Listen. We are all sympathetic to the reason why these protests are happening. Treating immigrants this way is not American. This country is unique in that it is one made up of people from other countries. But…these riots and protests? They are doing nothing but distracting us from the sneaky sh*t Trump is doing right in front of our faces. The One Big Beautiful Bill Act, passed by the House in May, includes tax cuts, spending cuts, and policy changes that would devastate many Americans, especially Black folks. It would strip millions of heath care and drive many people who look like us into crippling debt. Then there is the travel ban that Trump unsuccessfully tried to implement in his first term that he has gotten little to no resistance on in this second one. People were marching in the streets outraged in 2016, now he has implemented it with little to no pushback. And even though Trump has fallen out with Elon Musk, DOGE is still running roughshod through the federal government. Just a few days ago, the department got access to our SOCIAL SECURITY NUMBERS. (Yes. Had to write it like that because it is a big f**kin' deal.) That means that they have all our sensitive data which is…great. And all the while, Black folks are still being killed by police. Health outcomes of Black people are worse now because public health research is dwindling. And even the wigs and weave will go up because of Trump's Tariffs. So, look. We are with you, Los Angeles. We support your anger. But all these violent clashes with ICE agents and the police? You are exactly the kind of distraction Trump has been needing so he can do what he wants without anyone noticing.

Federal judge dismisses lawsuit challenging minority representation on Alabama board
Federal judge dismisses lawsuit challenging minority representation on Alabama board

Yahoo

time19 minutes ago

  • Yahoo

Federal judge dismisses lawsuit challenging minority representation on Alabama board

The Alabama State Capitol in Montgomery, Alabama as seen on Feb. 4, 2025. A law that maintains diversity on the Alabama Real Estate Appraisers Board remains after case challenging it is dismissed. (Brian Lyman/Alabama Reflector) A federal judge dismissed a lawsuit last week that challenged a state law and administrative regulation requiring the Alabama Real Estate Appraisers Board to have at least two minority members. U.S. District Judge R. Austin Huffaker, Jr. dismissed the case on Friday after both parties agreed to end the proceedings after the plaintiff in the case, American Alliance for Equal Rights (AAER), objected to being subjected to discovery. With both parties agreeing to end the litigation, Huffaker then agreed to the stipulations from both parties and ended the case with prejudice. The American Alliance for Equal Rights (AAER), a group founded by anti-affirmative action activist Edward Blum, argued that a 1989 law requiring that 'no less than two of the nine board members shall be of a minority race' on the board violated the Equal Protection Clause of the Fourteenth Amendment of the U.S. Constitution. Huffaker, appointed to the bench by President Donald Trump, dismissed the case without weighing in on the merits of the case after the litigants agreed to end it. Pamela Wyatt, president of the Alabama Association of Real Estate Brokers (AAREB), a mostly-Black organization that intervened to preserve the law, said in a statement that the case 'allowed us to demonstrate how important state laws ensuring diversity on state boards are to people in Alabama.' 'State boards make decisions that affect all Alabamians and should be reflective of the communities they serve,' the statement said. 'For the past three decades, this Alabama law has aimed to ensure that state boards reflect the state's rich diversity, and we are thrilled that this case has been dismissed with prejudice.' The association intervened in the case after Gov. Kay Ivey's office said in court filings that the regulations were an 'unconstitutional requirement that 'she does not—and will not—enforce,'' according to court documents. The governor's office did object to AAER's challenge to inclusivity language in the statute. Blum, the founder of the AAER, brought a lawsuit that led to the U.S. Supreme Court in 2023 to strike down race-conscious college admissions. The AAER sued the state after the appraisers board rejected an application filed by Laura Clark, a member of AAER, because her appointment would have violated state statute that at least two of the board members be nonwhite. Clark, who is white, also serves as the interim president of the Alabama Center for Law and Liberty, a conservative nonprofit law firm that says it advocates for 'limited government, free markets, and strong families.' The AAREB said Alabama's long history of racial discrimination in housing made minority representation on the state appraisal board critical to fairness. 'This particular law is critically important for that organization and many, many, other real estate professionals of color, and people of color in the state, who will suffer immensely if the law is struck down,' said Brooke Menschel, an attorney with Democracy Forward, representing the AAREB, last year. The parties proceeded to discovery last July after Huffaker rejected a request for summary judgment filed by AAER for the court to rule in its favor. AAER was listed as a plaintiff in the case, which subjected it to discovery. That meant opposing counsel could depose the members and staff of the organization and request documents to be used as evidence during litigation. 'Rather than continue to litigate an issue that both plaintiff and defendant agree is unconstitutional, we went ahead and agreed to have the case be dismissed,' said Haley Dutch, an attorney with Pacific Legal Foundation. In the spring, AAER requested to be removed as a party to the case and have Clark added instead, which would have subjected her to discovery. 'AAER brought this case on Ms. Clark's behalf, relying on the doctrine of associational standing to assert her interests, not its own,' AAER said in a request filed with the court in March to substitute Clark for AAER as the plaintiff. 'AAER is thus not a necessary or indispensable party to the litigation.' Democracy Forward opposed the request. 'It is a fundamental rule of litigation that when you choose to sue you have to expose yourself to discovery,' Democracy Forward said in a filing in April opposing the substitution. 'AAER has a clear choice. If AAER does not want to litigate this case, it may voluntarily dismiss this litigation and Ms. Clark can file a new case if and when she has standing with regard to a live controversy. But if AAER wants to maintain this action, it must sit for a deposition, like all other litigants. It cannot shirk its discovery obligations.' Huffaker rejected the request for substitution. 'What does appear clear is that AAER declared itself the jockey in a race that it started and has ridden this horse in this manner since February 2024,' Huffaker said. 'Clark could have been the jockey from the outset, but AAER chose not to proceed in that manner. Similarly, AAER could have switched riders (i.e., Clark for AAER) well before the amended pleadings deadline.' 'The Court will not tolerate such tactics,' Huffaker added.

Tacoma ex-deputy police chief had ‘pattern of disrespect' to women, inquiry says
Tacoma ex-deputy police chief had ‘pattern of disrespect' to women, inquiry says

Yahoo

time20 minutes ago

  • Yahoo

Tacoma ex-deputy police chief had ‘pattern of disrespect' to women, inquiry says

The Tacoma Police Department's former deputy chief, Paul Junger, wasn't fired for one egregious incident, an investigation report shows, but because of consistent demeaning behavior that created a hostile work environment for women. One instance, in which Junger downgraded a patrol officer's punishment for creating a meme that disrespected his commanding officer and three other women, was described as appearing to be part of a 'pattern of disrespect' to women. That pattern included belittling comments Junger made to Assistant Chief Crystal Young-Haskins, who brought a Human Resources complaint against him in November, weeks after she reported his behavior to former Police Chief Avery Moore. It also entailed questioning her judgment in front of her peers, interrupting her in meetings, not accepting her advice but taking it from men and undermining Young-Haskins by offering support to her in private but then withdrawing it in public. One witness said Junger's treatment was 'death by a thousand cuts.' Those are some of the findings outlined in a March 26 report authored by an attorney with the Seattle-based law firm Ryan, Swanson & Cleveland, PLLC detailing an investigation into Junger's behavior in the workplace. The 21-page report was released to The News Tribune through a public records request with some redactions. It determined that allegations of a hostile work environment and gender discrimination were true. Interim Police Chief Patti Jackson chose to terminate Junger's employment March 31 based on the external investigation. 'The evidence provided by [redacted] and other witnesses was of numerous incidents, actions and comments, most of which if taken individually would be considered unpleasant, derogatory and/or inappropriate, but would not, taken alone, constitute a hostile work environment,' the report states. 'However, the events and actions must be considered together, to show the 'totality of the circumstances.'' Junger did not respond to a request for comment about the investigation Tuesday. The report notes that after he returned to work from administrative leave last year, he apologized to several people individually for the way he had treated them. 'Junger explained that his leadership style is building trust and relationships, and so after being placed on administrative leave he felt this was the appropriate way to try and rebuild relationships with individuals in the department,' the report states. The witnesses who spoke to the investigator about the apologies were all Black women, according to the report, and several described it as an 'apology tour.' Most thought it was too little, too late, but one said Junger's apology felt sincere. As deputy chief and the department's second in command, Junger was responsible for assisting in the overall direction of the department's internal operations. He reported to the chief of police, and the department's three assistant chiefs reported to him. According to The News Tribune's salary database, his total pay in 2023 was $272,455.60 Young-Haskins also did not respond to a request for comment Tuesday. Although it was Young-Haskins who filed a complaint with the city's HR department, the investigator described how multiple women were subjected to discriminatory behavior. According to the report, three women who left the Police Department tied their departures, in part, to how Junger treated them. 'A witness who left the department after 35 years told me that she was treated extremely disrespectfully and condescendingly by Junger, including an incident where he was angry about something she and AC [redacted] had done, and he approached them, pointing his finger and saying 'You. Down the hall. NOW.'' Young-Haskins now leads the Investigations Bureau for the Police Department. She came to Tacoma in summer 2022 from Little Rock, Arkansas, where she served as the city's interim police chief. Junger joined the Tacoma Police Department around the same time from the Dallas Police Department, where he worked with Moore. Young-Haskins complained of Junger's harassing behavior about two years after she began working in Tacoma, but her emailed report to HR said the hostile work environment began shortly after she was hired. She said she feared coming forward about Junger because she wanted to be a team player and of a desire to do her job to the best of her ability. Not all of Young-Haskins' allegations about Junger were substantiated by workplace investigation. The claim that Junger engaged in race discrimination was not sustained, and allegations of age discrimination and that he retaliated against Young-Haskins were deemed to be unfounded. The report said it was difficult to determine whether race played a factor in Junger's treatment of employees, noting that the treatment was directed toward a white woman as well as several Black women, but it wasn't directed toward all white women in the department. Instead, the treatment seemed directed toward women who reported directly to Junger, and it appeared more aligned with gender differences. One man interviewed for the investigation recalled a time when Junger referred to the women assistant chiefs as 'the girls' in a private meeting in 2024 where no women were present. A man also reported that Junger commented to him that one of the women assistant chiefs wasn't really sick when she called out of work for a sick day. Young-Haskins reported that Junger gave her unequal treatment for her use of leave. The investigation found examples of male employees receiving less scrutiny for leave requests, and it described one incident that escalated to Junger contacting a deputy city attorney. That incident appears to have prompted Young-Haskins to report Junger's behavior to the police chief. In October 2024, according to the report, Young-Haskins was scheduled to attend a conference that required her to travel from Seattle to Boston. Her leave request was for the dates of the conference, Oct. 18-22, but she didn't include time needed to travel to and from the conference, which required an extra day before it started and after it ended. Young-Haskins notified the person who was covering for her that she needed the extra time, and she sent a memo via email about the correct dates of her absence, which Junger received, according to the report. On Oct. 23, while Young-Haskins was on her flight out of Boston, Junger emailed and texted her to ask her if she would be attending the one-on-one meeting they had scheduled that day. Young-Haskins tried to respond to the text, but it didn't go through, according to the report, and she wasn't able to respond to him until her plane landed hours later. When Junger was interviewed about that for the investigation, he said he believed Young-Haskins was 'AWOL' or absent without leave. According to the report, he repeatedly questioned her about the absence and talked to the deputy city attorney assigned to the Police Department. Young-Haskins asserted that Junger was being unreasonable and treating her differently than her male counterparts. 'She noted that when Junger did not know where one of his team members were, he would ask around, but never implied or stated that the person was AWOL,' the report states. When Junger was interviewed, he said he relied on the dates in the leave request, and, when she was absent, he was concerned. The day after Young-Haskins got back from Boston, she reported to Moore that she felt Junger had created a hostile work environment and subjected her to unlawful harassment, according to her email to HR. An embarrassing image depicting a caricature of Young-Haskins and three other women in the department was another subject of Junger's investigation because of his decision to downgrade the punishment of the patrol officer who made it. The investigation doesn't show the meme or describe it in detail, but an internal investigation about it reportedly found it was offensive to women and constituted insubordination toward one of the women it depicted. 'The creator of the meme was unapologetic about it and stated the women deserved it,' according to the report. A bureau-level reprimand was recommended for the patrol officer, which stays on file for five years. Typically the decision of whether to discipline an officer and how severe that punishment should be is up to the police chief, but Moore was on leave when the investigation concluded. Junger was entitled to make the decision himself as acting chief in the meantime, and he decided to instead give the officer who created the meme an oral reprimand, which stays on file for one year instead of five. That outcome 'surprised and upset' two people interviewed for Junger's workplace investigation. One said Junger's actions indicated the department doesn't support women in leadership. Another said his actions were a 'slap in the face.' Junger said he believed the five-year reprimand was too harsh, and he considered the fact that the patrol officer didn't have any prior disciplinary matters. Junger also said the officer would have to take some form of training, which he felt was consistent with the department's progressive discipline policy.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into the world of global news and events? Download our app today from your preferred app store and start exploring.
app-storeplay-store