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Division of Diversity & Development

In an effort to reinforce our mission of promoting public safety and modeling best correctional practices, the Indiana Department of Correction (IDOC) must continue to provide meaningful and effective opportunities for ALL.

With Governor Holcomb’s recent announcement of adding a Chief of Equity, Inclusion and Opportunity Officer to his cabinet, the Indiana Department of Correction joined in the initiative to ensure that we too are doing all that we can towards enhancing the notion of Diversity and Inclusivity within our agency.

The Indiana Department of Correction has named Angela Sutton as the Deputy Commissioner (DC) of Diversity and Development. Deputy Commissioner Sutton will work with IDOC leadership, staff and offenders to maintain and improve standards of equity and inclusion to build on the existing successes of a workforce that champions diversity, values cultural differences, and recognizes that each staff member plays an important part in creating and maintaining a safe work environment. As an agent of change, the Indiana Department of Correction is committed to championing equity and diversity and has woven these principles into the fabric of all that we do.

Deputy Commission Sutton and the Division of Diversity and Development have begun to plan the following strategic goals outlined below to increase the presence of diversity, inclusion, and belonging throughout the agency.

Deputy Commissioner of Diversity and Development

Angela Sutton

Strategic Goals

  • * The Indiana Department of Correction (IDOC) will:
    • - Increase the presence of visual diversity amongst the Wardens, Deputy Wardens, and Custody Supervisor staff by 5% by 12/1/2021.
    • - Ensure that all IDOC facility supervisors attend and complete in-class/virtual (interactive) Implicit Bias and Culture Diversity training by 6/1/2021.
    • - Ensure that all IDOC staff attend in-class/virtual Implicit Bias and Culture Diversity training by 12/21/2021.
    • - Actively recruit applicants from diverse backgrounds (minorities, LGBTQI, veterans, women, persons with disabilities, etc.) by attending job fairs that caters to underrepresented populations.
    • - Establish a partnership with Martin University to establish a foundation for recruitment training and career development initiatives.
    • - Purposefully identify and acknowledge diverse cultural events and recognition throughout each calendar year.
    • - Identify specific data points to focus on regarding disparities with:
    • + Offender disciplinary reports
    • + Transfers
    • + Mental Health Services
    • + Jobs (within the facility and post-release)
    • + Education
    • + Programming
    * Fervently work towards improving the overall vision of IDOC regarding diversity, inclusion, and belonging.

Whats Next?

  • * The IDOC has partnered with Indiana State University to participate in an Implicit Bias Study.
  • * The IDOC will be partnering with Martin University and their Center for Racial Equity and Inclusion to work on initiatives that will aid in strengthening the awareness and practices of diversity, equity, and inclusion within our agency.
  • * The IDOC also plans on working collaboratively with Martin University to provide internships to students interested in a career or who wish to learn more about the Criminal Justice field.
  • * The Division of Diversity and Development will be working closely with the Hoosier Initiative for Re-Entry (HIRE) Female Empowerment Panel and their female-specific training modules that will be utilized with women participating in the pre-release programs within IDOC facilities.

What You can Do

  • * Treat everyone with respect. Simply saying hello to someone will make a big difference and establish a respectful foundation of civility and collegiality.
  • * Speak up, say something when you witness harassment or discrimination of any kind towards any group whether you are a part of that group or not (this would include off-colored jokes/remarks).
  • * Reach out to your co-workers who are by themselves or are feeling alienated.
  • * Recognize your own biases and be the solution to those biases.
  • * Be an active participant in your facility’s cultural assessment surveys. The information obtained from these surveys will aid the Division of Diversity and Development in developing strategies that will champion equity and diversity within our agency.
  • * Learn how to file a report inside or outside of your facility/office.
  • * If you have any questions, reach out to the Division of Diversity and Development and/or your Recruitment and Retention Coordinator.