Opinion: Exposing the fire

For far too long, the New York City Fire Department has operated as a closed institution, resistant to diversity and plagued by systemic racial and gender bias. Black, brown, and female firefighters have been forced to navigate a culture that repeatedly obstructs their professional advancement, while white male firefighters benefit from an unaccountable and opaque promotional system. The recent $30 million class action settlement – a result of yet another lawsuit exposing FDNY’s discrimination – underscores what many of us have known for decades: this department does not treat firefighters of color fairly.

The facts of this latest lawsuit are damning. More than 300 Black and Hispanic FDNY members alleged that they were repeatedly passed over for promotions in favor of less-qualified white colleagues. The complaint details how leadership’s wide discretion in promotions, special assignments and disciplinary actions has consistently maintained a racial imbalance, making it all but impossible for firefighters of color to rise through the ranks. And while this settlement is a step toward justice, it is nowhere near enough to change the deeply entrenched culture of bias within the department. Without structural oversight and reforms, the FDNY will continue to fail people of color, just as it has for generations.

Despite efforts over the years to improve diversity, the FDNY remains overwhelmingly white and male at its highest levels. This is no accident. The department has resisted change, creating new barriers whenever progress seems possible. Firefighters of color who dare to speak out about racial bias or discrimination are often met with retaliation, hostility and exclusion. The system is designed to protect itself rather than those who serve within it.

This is why the New York City Council must take decisive action to enforce transparency and accountability within the FDNY. That is why the three of us have introduced Int 1197-2025, which would require the commissioner of the city Department of Investigation to conduct an ongoing investigation into the FDNY’s compliance with federal, state and local laws regarding discrimination, harassment and equal employment opportunity.

This legislation would mandate a close examination of how promotions and special assignments are awarded, how complaints are handled and whether retaliation occurs against those who report discrimination. Moreover, it would create a dedicated website where firefighters and other department employees can provide information relevant to the investigation – ensuring that their voices are heard without fear of retribution. The Department of Investigation would then be required to regularly report its findings and recommendations to the mayor and the City Council, creating a level of oversight that has never existed before.

Radically reforming the FDNY’s culture is not just about fairness – it is about making the department stronger, more inclusive and truly reflective of the city it serves. A fire department that prioritizes equity and ensures that promotions are based on merit rather than favoritism will ultimately be better for all New Yorkers. It is unacceptable that in 2025, Black and brown firefighters must still fight to receive the same opportunities as their white counterparts.

This charter revision would fundamentally change the way the FDNY operates, breaking the cycle of discrimination that has denied so many firefighters of color their rightful place in leadership. If we truly believe in equity and justice, we must act now. The status quo is unacceptable, and we cannot allow another generation of firefighters to suffer in silence. It is time to shine a light on the institutional failures of the FDNY and demand the change our city desperately needs.

The flames of injustice have burned for too long. With this legislation, we have the opportunity to finally extinguish them.