Two NYPD officers claim City Hall’s backroom dealings and racial bias prevented their promotions.
On Wednesday, the New York Police Department (NYPD) honored Officer Brian Larkin with the “Mayor’s Excellence in Customer Service” award at police headquarters, acknowledging his exceptional contributions to community affairs in the 19th Precinct. This accolade has been described by the NYPD as a reflection of Larkin’s steadfast dedication and professionalism while serving the residents of the Upper East Side. Despite this public acknowledgment, Larkin has been consistently overlooked for promotion to the rank of detective, an upgrade that would yield a significant financial benefit, amounting to approximately ,000 in annual salary and overtime, along with an added ,000 in post-retirement pension payments each year.
Larkin expressed his frustration regarding the disparity between receiving accolades and being passed over for promotions, stating that it raises questions about the appreciation for his work. He pointed out that 11 other officers in community affairs, whom he claimed possess less experience and fewer achievements, have recently advanced in rank. Alongside another officer, Stephen Jones, Larkin recently filed a lawsuit in Manhattan state court. The lawsuit alleges that the NYPD leadership, particularly Deputy Commissioner Mark Stewart and Assistant Commissioner Alden Foster, has favored promotions based not on merit but on perceived biases toward Black and Hispanic officers, as well as connections to the Guardians, a prominent fraternal association of Black officers.
The lawsuit further asserts that former senior mayoral advisor Tim Pearson, along with former Deputy Mayor for Public Safety Philip Banks, undermined the NYPD’s independence in promotion practices, enabling a convoluted “shadow power structure” driven by political loyalty rather than professional achievements. Each of these officials resigned following federal investigations, though they have not been charged with any criminal misconduct.
Unlike past instances of discrimination lawsuits filed by minority officers, the case involving Larkin and Jones represents a unique perspective of white officers alleging bias in promotions. Jones, who has served since 2007, and Larkin, who joined in 2008, highlight the disparities in promotions within community affairs, where officers have been elevated in rank with significantly fewer years of service. For example, the lawsuit points out that some of the promoted officers had as little as six months of experience in community affairs.
Both officers stress the demanding nature of their roles, which encompass a wide range of community resources, including managing parades and addressing local issues. They have stated that the recognition of their contributions has been diminished due to a promotion process clouded by favoritism and political affiliation. Their claims underscore a broader issue within police promotion practices, calling into question the fairness and integrity of the processes designed to uplift deserving officers based on their accomplishments.
As the NYPD continues to navigate complex internal dynamics and reassess its promotional criteria, the case against these allegations will attract attention not just for its implications for Larkin and Jones, but for the future of meritocratic advancement within the department. The NYPD has refrained from commenting on the lawsuit, and the response from the Guardians organization contends that it had no influence in the promotions being scrutinized. The ongoing legal challenges and the conditions within the NYPD highlight the urgent need for a transparent and fair promotion process that remains free from political agendas and bias.
The completion of investigations and potential changes within the department’s structure will be watched closely, as they may ultimately shape the culture and operational integrity of the NYPD moving forward.
