On the Line: Exposing Theft in Manufacturing

On the Line: Exposing Theft in Manufacturing

On the Line: Exposing Theft in Manufacturing

When your business is in manufacturing, you are the steam engine on a locomotive of consumer progress. Product quality and efficiency start with you—producing the best results so the next link in the chain has a reasonable chance of success. This means hiring the best people to work in your plant is paramount to clearing the black. Human Resource departments dedicate themselves to recruiting the best of the best for their company, but even the most qualified and dependable candidates can give you ugly surprises with dishonest behavior, including malingering, fraud, and most significantly, theft.

All industries experience internal theft lowering their profits, but manufacturing is one of those most heavily affected. The Association of Certified Fraud Examiners (ACFE) has reported in global industries, internal theft accounts for more than $3.7 million of eroded profits every year. The ACFE has determined, for manufacturing and production industries, the median loss is $194,000 per company.  There’s no short of manufacturing industries who suffer this loss, but to a thief, some are more lucrative than others. The top five manufacturing targets of thieves are pharmaceutical, metal, cargo, electronics, and cigarettes. The opioid crisis in the United States is not only responsible for millions of dollars of theft in pharmacies, but also in the plants where drugs are manufactured, or the warehouses where they are stored. Warehouse and plant workers often swipe units of electronics and fabrication materials for use in their own homes. These items can go for a small fortune on the street, or they can be resold on the black market to avoid being traced.

The larger the theft, the quicker it is noticed, but no company should have to wait for a large loss to implement prevention strategies. Any high-ranking employee or human resources employee can recognize the signs of internal theft, if they know where to look. For example, employees might report recent loss, or seeing product in unauthorized locations. Employees may be exhibiting suspicious behavior, like repeated rendezvous in the parking lot, or the surrounding area. Outlandish material possessions, such as new cars, designer shoes, and expensive jewelry, might suddenly be a regular part of the employee’s life. Low morale is one of the most common causes of internal theft, as employees who feel undervalued suddenly rationalize to themselves they deserve to take something from the company for their hard work and sacrifice.

manufacturing theftAs such, human resource departments are always reshaping their recruitment process to ensure they hire only quality individuals to be a part of their team. And this goes for all ranks within a workforce.  While a lower-level employee may not be noticed themselves, higher-level employees are the ones poised to cause significant loss to the company with their status and access to important company records. When everyone is a suspect, HR must implement procedures and methods of prevention that not only educate employees on the warning signs of theft, but also craft a culture that promotes honesty—if you see something, say something. These preemptive measures can be things like a comprehensive employee handbook, specific training to recognize signs of theft, effective security and monitoring systems, and a confidential tip line so that employees can report suspicious behavior without fear of reprisal. In manufacturing industries where groups of employees are assigned to their own sections, it’s important to have regular team meetings to maintain contact with the workforce so policies to protect the company can be reviewed and modified to improve and protect daily operations.

However, despite having a plethora of prevention methods in place, bad apples can still slip through the cracks of due diligence. When all attempts to handle a theft in-house have failed, there is still recourse. Many companies feel the need to handle all matters of theft internally, using teams of Human Resource employees or their own in-house investigator, but in-house operatives often lack the cohesive experience that comes from working in private investigations. The initial instinct might be to use an informal, in-house operative. Unfortunately, using an in-house operative has the potential to backfire quickly. If this investigator is known to the company’s workforce, their undercover efforts to sus out the culprit can be exposed easily, allowing the perpetrator to modify their methods, or disappear entirely before being identified. Poor investigations cannot only leave the perpetrator with an out, but can also exacerbate a workforce’s low morale, as employees become suspicious and paranoid.

Hiring a private investigator to investigate an internal theft has a wealth of benefits for business owners. Most obviously, an external, third-party investigator will be a fresh, unknown face to a company’s workforce. This “new blood” can freely move about the company inconspicuously. Their new hire status coupled with expertise in interviewing subjects will allow them to question other employees without suspicion. Private investigators also have a better chance of thoroughly investigating middle to higher management. As previously stated, these are the employees with the most access—able to alter inventory sheets and cost analyses. Over a period of time, a private investigator can hide in plain sight, keeping meticulous records on conversations and reporting surveillance findings that can be cataloged for any terminations resulting from the investigation.

manufacturing theftTerminations under messy circumstances like internal theft can often have legal repercussions, on both the side of the employer and employee. Companies may feel inclined to prosecute for the losses to the company, or an employee who feels they were wrongly terminated may sue. Internal investigators who have improperly handled an investigation can be the lynch pin that brings any legal proceedings to its knees. Improperly gathered evidence or illegal methods of fact-finding will compromise the company and their position in terminating the employee. Terminated employees can argue the company fired the wrong person in the interest of finding a solution, or argue the termination is vindictive action. However, an external operative like a private investigator has no stakes in the outcome of any investigation. Their only loyalty is to the truth, and as such, their investigation is dependent on facts, not company politics. Private investigators are impartial third-parties, which leaves very little room for a thief to argue wrongful-termination.

When producing a quality product, the integrity begins in manufacturing. Regardless of the type of product being manufactured, theft at this level of production is profitable to an organized thief—especially one who knows how to cover their tracks. Keeping the investigation in-house certainly has public relations benefits, but ultimately, one of the tenets of quality private investigations is confidentiality. Confidentiality between a private investigator and a company will allow them to deal with the theft discreetly, but thoroughly. Their third-party status means they have no dog in the fight, and their solution will stand up to the highest level of scrutiny.

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Why Are Cases of Murdered and Missing Indigenous Women Being Ignored?

Why Are Cases of Murdered and Missing Indigenous Women Being Ignored?

Indigenous women in this country are more likely than any other group to be raped or murdered. The salt in this gaping wound is they are also least likely to see justice. Indigenous women in this country are more likely than any other group to be raped or murdered. The salt in this gaping wound is they are also least likely to see justice. These are very passive terms, but there are no others, because the amount of data available about violent crimes against indigenous women is dwarfed in comparison to those of other groups. Last year, there were 5,646 Native American women entered into the National Crime Information Centre (NCIC) as missing. As of June 2018, there had been 2,758 reported missing. Many of their families have claimed no one bothered to investigate.

The jurisdictional issues surrounding cases occurring on reservations is a giant knot of Christmas lights; difficult to unravel, involving federal, state, and tribal law. It can sometimes be unclear to investigating bodies exactly who should be looking for answers. These cases become stillborn while law enforcement plays jurisdictional musical chairs—trails go cold, witnesses disappear, or develop amnesia, evidence is eroded. These women are not likely to be found, nor are their cases likely to be prosecuted. The disappearance of Ashley Loring HeavyRunner is a chilling example. She went missing from the Blackfeet Reservation in Montana in June of 2017. Her sister begged for help from the Indian Bureau of Affairs, and the FBI did not investigate until March of 2018, nine months later.

Despite the fact tribes on the reservations are guaranteed self-government by the Constitution, the more serious crimes fall under the jurisdiction of the FBI. The FBI is not obligated to notify them if a member of their tribe is reported missing or murdered. On top of that, the crimes do fall under tribal jurisdiction are placed in the hands of a woefully understaffed force. “A lot of times it doesn’t go beyond the missing persons report,” said Marita Growing Thunder, a 19-year-old murdered and missing indigenous women (MMIW) activist.

Annita LucceshiIn fact, the work being done to preserve information about murdered and missing indigenous women is being performed in large part by private citizens, like Annita Lucceshi, a PhD student at the University of Lethbridge in Southern Alberta. “I realised how difficult it is to get a sense of just how many murdered and missing women there are because it changes constantly and there is so little official information,” Annita told Independent. The database she has compiled goes back a little over a century, and she described her experience with obtaining accurate information to be heavy labor. “The police are not helpful. Typically, I get no response at all. If I do, they say they don’t collect the data, or that they won’t be able to pull that information.”

It gets worse. In preparation for his film Wind River, director Taylor Sheridan paid a handful of lawyers to compile a statistic regarding murdered and missing indigenous women. After three months, they came back empty-handed, but had learned some disturbing facts along the way. As recently as 2013, sexual assault of a Native woman by a non-Native could not be prosecuted because it was a state crime on federal land. Natives accused of crimes against non-Natives can be prosecuted twice, by the federal government and by tribal police. This was rectified when the Violence Against Women Act gave criminal jurisdiction over non-indigenous people who commit sexual violence against Native American women.

Missing and Murdered Indigenous Women In 2015, the Department of Justice announced they were developing the Tribal Access Program for National Crime Information (TAP) so tribes can enter and view information in the federal NCIC database, thereby streamlining muddled communications between investigating bodies. Ten tribes were selected for the beta-test of this new system, but as of 2016, some had not received their TAP terminals. Once again, the wheels of justice turn at a glacial pace for missing and murdered indigenous women.

 

Investigating Employee Misconduct

Investigating Employee Misconduct

employee misconduct

Employee misconduct in the workplace can have a toxic effect on morale and productivity, which often incentivizes employers to resolve the situation quickly. These days, there are clear benefits to getting out in front of any misconduct complaint as movements like #MeToo have employers scrambling to vet their workforce so they can identify predators before scandal or evidence of misconduct can become public. In a surveillance culture where both bad behavior and good behavior are fodder for a good viral news story, employers everywhere are starting to understand the value in properly handling a corporate crisis. But in their haste to resolve the situation, are employers handling internal investigations properly?

Regardless of the type of business and type of misconduct, (sexual harassment, drug-trafficking, theft, etc.) the first instinct where there is a whiff of  employee misconduct is often to keep the information very close to executives. As with any investigation, the controlled release of information has an investigative advantage in identifying the true culprits of any misconduct. This is the beginning of employers remaining too close to the situation. It’s not unusual for a well-meaning employer to appoint themselves as the head of the investigation—but this presents a huge conflict of interest. As a person with a great deal to lose, the employer is, by their very nature, biased and an unbiased investigation is the foundation for anything built on an employee complaint. Without the use of an external investigator, the case loses integrity.

external investigatorsHiring an external investigator, like a licensed private investigator, will bring a flattering layer of transparency to any workplace investigation. First and foremost, a private investigator is an independent third-party. Having no personal knowledge of the employees involved—and therefore having no preconceived notions about them—means they can truly approach the case from an indisputable place of objectivity. The employer’s personal knowledge of their employees disqualifies them from such objectivity. Whatever the misconduct du jour, they might never suspect their trusted personal assistant, their senior manager, or their business partner—all individuals with extensive access to company information and property. However, a private investigator will vet this list of possible suspects in search of the truth.

When an employer is unsure of how to proceed when investigating workplace misconduct, it seems like a no-nonsense solution to let the lawyers handle it. And it can often make sense, as they will be fielding any litigation that surfaces. In-house counsel might feel it’s under their purview for the same reasons, but this is very misguided. The lines of their capacities as both in-house counsel and investigator cross one another, thus creating another conflict of interest. While there are states like New York that allow attorneys to act as private investigators without a license to do so, this is still not recommended. Witnesses within the company will likely have anxiety about speaking to the company’s lawyer, and might not be as forthcoming with pertinent details. Leads suddenly begin pancaking into dead ends as nervous employees become less cooperative. Private investigators have the advantage in this situation, as they are not representatives of the individual’s employers in any capacity, and have no power to fire them. It’s the same advantage private investigators have over law enforcement because they have no powers of arrest.

The documentation provided by a private investigator is invaluable to workplace investigations. After all, many reports not handled to the satisfaction of the complainant often lead to legal action, the most common example being the more familiar story of sexual harassment in the workplace: An employee alleges sexual misconduct against another employee. Both parties are interviewed. The interviewer does not tape the interview nor take notes. After a shoddy investigation, the complainant decides to sue the company for negligence. Another common example is the case of an employee who is hastily terminated for FMLA abuse or malingering before the company conducts a thorough investigation.

Not only are paper and ink expensive, but filling out and preparing reports is time-consuming—time that would be better spent trying to improve your business. Private investigators keep meticulous records, just like law enforcement, of all witness statements, evidence, surveillance, and relevant information to the case. This will go a long way towards addressing the complaint after the PI has issued their solution. It’s a perfect package: The investigation is chronicled from beginning to end, all of the relevant information is accessible, and best of all, it was conducted, prepared, and presented by a completely objective, independent third-party. The same third-party can also offer testimony in any court case that might result from the investigation.

Whether you’re investigating sexual harassment allegations, drug-trafficking, theft, or any complaint of employee misconduct, make the proactive choice of hiring a private investigator. It’s the strongest first step you can take in any internal workplace investigation. From the beginning, the investigator will be an impartial, unbiased eye whose only loyalty is to the truth. This kind of due-diligence will go a long way towards demonstrating you, as an employer, have heard the complaint, taken it seriously, and are only interested in what actually occurred. The solution will not be based on pre-conceived notions of colleagues, or biased assumptions, but independent deduction and well-documented evidence. And even if the investigation comes to a less than amiable termination, the foundation laid by the private investigator will protect your business from litigation.

Nassar Case Exposes Culture of Abuse and Silence in USA Olympic Organizations

 

With sexual assault allegations dominating recent news cycles, Americans are further developing their figurative picture of what it’s like for a survivor of sexual assault to come forward with allegations against their abuser. When a survivor comes forward, they are subjected to scrutiny, libel/slander, and fierce criticism from private citizens like themselves about how they should have handled the situation. Knowing that, it’s not incomprehensible that rage continues to fester in the communities affected by the Larry Nassar investigation and the USA Olympic Gymnastics organization’s glacial response time to allegations against him.

Nassar is currently in federal prison serving a 60-year sentence for possession of child pornography, which is a blip compared to the sentences he received from the judges in Ingham and Eaton County, both ranging from 40 years to as long as 175 years. More than 330 women and girls have come forward claiming to be a survivor of Nassar’s abuse. His sentence came after Nassar pled guilty to possession of child pornography and sexual misconduct with the young gymnasts he treated at the famous Karolyi Ranch in Texas. Sarah Jantzi was Maggie Nichols’ coach at the time—Maggie’s allegations of abuse against Nassar are considered some of the first in the string of gymnasts who came forward after the Nassar investigations became public. Jantzi reported her concerns about Nassar to USAG after she overheard Maggie and another gymnast discussing whether Nassar’s practices were considered “normal.”  

Nassar treated Maggie for a knee injury, during which he insisted on examining her groin area. He did not wear gloves, and took pains to close the door and the blinds before beginning the examination. Jantzi also contacted Maggie’s mother, Gina Nichols, who told IndyStar, “It was nothing you’d expect in a million years. I mean, I’m sending my minor daughter the last four years, one week a month, down to the Ranch to train. So proud. She’s on the USA team. Working so hard. Our family making all these sacrifices. It’s just—you wouldn’t even think this is something that would have ever happened.”

 

USA Gymnastics officials waited a jaw-dropping 41 days to report Nassar to police after the first hearing regarding Jantzis concerns. It’s a bad look, and to make matters worse, the organization did not inform Michigan State, where Nassar also worked with young athletes until late summer in 2016. The notoriety of some of the survivors drew a great deal of media attention when the investigation became public, and while much of the country currently associates mention of the USAG with sexual abuse allegations, the reality is this culture of silence and abuse is not unique to the USA gymnastics team. Katherine Starr, a former Olympic swimmer and abuse victim who founded Safe4Athletes, a nonprofit organization working to address and prevent abuse told the Chicago Tribune, “We’re hearing all about gymnastics, but the problems in gymnastics are equally as prevalent in every other sport…I think people are starting to understand the complexity of this, and how this stays in the system…It stays in the system because of governance, because of the people in charge.”

Just this week, two divers for the USA Diving team have filed lawsuits against their former coach, John Wingfield, claiming his academy ignored complaints against a coach under his supervision, Johel Ramirez Suarez. The divers claim the organization had knowledge of Suarez’s alleged predation prior to Suarez sexually assaulting them both. Suarez was eventually arrested in Hamilton County, Indiana in November of 2017 and was subsequently charged with 32 felony counts of child sexual abuse, earning him a spot on the USA Diving teams banned list. Even after USAG had reported Larry Nassar to the FBI (13 months after the initial hearing), they still did add his name to that list.

In a review of documents and data pertaining to the organizations governing the sports, the Washington Post revealed since 1982, there have been over 290 coaches and officials affiliated with American Olympic sports who have been accused of sexual misconduct. That number covers 15 different Olympic sports, and includes both individuals who have been convicted of their crimes and individuals who have never had to answer for the allegations made against them. The figure averages out to one official being accused of sexual misconduct every six weeks for over 35 years. If the Nassar case tells us anything about how Olympic organizations might have typically responded to abuse allegations, it’s not a mystery how a culture of abuse and silence was cultivated as many attempts to investigate the abuse were swept under the proverbial AstroTurf.

Survivors like Aly Raisman have called out USA Gymnastics, claiming that they were more concerned about guaranteeing gold medals that protecting their young athletes. “I don’t think that they cared at all. I think at first it was to ‘get him away,’ Nassar away from the Olympians, but when it was about a 10-year-old, or a 15-year-old, or a 20-year-old in Michigan they didn’t care,” Raisman told the Indy Star. That much is apparent from emails between Nassar’s legal counsel and USAG officials, in which the Olympic organization clearly took part in the effort to conceal the Nassar investigation from athletes and from the public. Aly Raisman also told IndyStar that she received a text message from the former USA Gymnastics President, Steve Penny in July of 2017, advising her that the first priority was keeping the investigation “quiet and confidential.” It would have saved many survivors like Kaylee Lorincz a great deal of pain if the organization had made allegations against Nassar public. While under investigation, Nassar treated Lorincz twice after Sarah Jantzi notified USAG about her concerns. Lorincz says that she was abused both times by the sports medicine “celebrity,” and lamented, “It could have saved many more if they could have just stopped him in 2015. It makes me angry and upset because it could have prevented so much.”

At this time, it’s difficult to determine the motives of the USOC and how they reacted to allegations against Nassar and other officials who have been accused of sexual misconduct with athletes. Did they do so out of ignorance or apathy? Or was this a focused effort to erode investigations into these allegations all together? A recent Washington Post article called for law enforcement and state attorneys to open investigations into other USA Olympic teams and organizations. John Manly, an attorney who represents many survivors of Nassar’s abuse told the publication:

“The most amazing thing about this evolution is that no one has executed a search warrant on USA Gymnastics and no one has executed one on the USOC…If anyone deserves a search warrant given the evidence to date, it’s them. If you believe these Olympic gold medalists, then [USA Gymnastics] violated the reporting laws in Indiana. I mean, why haven’t you done something?”

The Media and Missing White Woman Syndrome

The Media and Missing White Woman Syndrome

If you are a missing person, it helps to be white

(Jasmine Moody vanished in Detroit, Michigan on December 4, 2014.)

Jasmine Moody, a 22-year old Texas Women’s University student mysteriously vanished on December 4, 2014, while visiting a friend in Detroit, Michigan. Nearly four years later, police are no closer to figuring out what happened to her. News coverage of her disappearance has long since vanished from the scene too.

Approximately 7:30 p.m., the evening of December 4th, Jasmine was last seen leaving her friend’s home in the vicinity of the 3700 block of Baldwin, in the Van Dyke and Mack area of Detroit. Her family, who lives in Texas, is convinced foul play is involved in Jasmine’s disappearance and disappointed in the police department’s response and ensuing investigation.

“My daughter was real popular. She had a lot of friends. She was very social and energetic,” Jasmine’s mother Lisa Kidd told Dateline. “She always had a smile on her face. Always, always.”

Jasmine had known she wanted to be a nurse since she was 16 and described as a well-rounded student at Texas Woman’s University. According to her stepfather Patrick Kidd, Jasmine was a straight-A student, danced, and was training to be part of the U.S. Armed Forces through her school’s ROTC program.

According to police, Jasmine had developed an online relationship with Brittany Gurley, a woman who lived in Detroit. Just a few months after meeting online, Jasmine and Brittany had developed a strong friendship and Jasmine flew to visit Brittany and her family for Thanksgiving.

On the evening of December 4th, the two women allegedly got into an argument about Jasmine’s social media posts. Brittany and her family would later tell police that Jasmine put on a hoodie and walked out of the house.

Little else is known about her disappearance. No major ground search was conducted, and ongoing media exposure on a national level has been minimal.

In contrast to Jasmine Moody’s case, Lauren Spierer, a 20-year old student at Indiana University, vanished June 3, 2011, after an evening out with friends in Bloomington, Indiana. Lauren, who grew up in Scarsdale, an affluent town in Westchester, New York. Her disappearance quickly garnered national press attention but remains unsolved.

“Lauren’s disappearance has been and continues to be the most heart-wrenching experience of our lives,” Lauren’s family posted on Facebook on June 4, 2018, seven years after her disappearance. “I remember writing a few short months after Lauren’s disappearance that I never thought I would see an October without answers. I could never have imagined we would still be searching for Lauren seven years later. I end this now as I start each morning, hoping today will be the day.”

After an evening out at Kilroy’s Sports Bar with friends, Lauren was last seen on 11th Street and College Avenue in Bloomington at approximately 4:15 a.m. She had left her cell phone and shoes at the bar, presumedly taking her shoes off in the beach-themed bar’s sand-filled courtyard.

National news quickly began covering Lauren’s disappearance while hundreds of volunteers assembled to distribute thousands of fliers and help conduct ground searches of the area. A billboard overlooking the Indiana State Fairgrounds, along Fall Creek Parkway, asks the public for any information that would lead to the whereabouts of Lauren.

 

 

(Thousands of flyers of missing person Lauren Spierer have been distributed throughout the country.)

Hundreds of volunteers continued to turn out daily to help the family in their search.

Lauren’s case was profiled on popular America’s Most Wanted in 2011, leading to dozens of leads but not that one the family needed. Over the years, dozens of news media outlets have covered Lauren’s story.

Early on, Lauren’s parents hired private investigators and today, maintain an active Facebook group.

In one very revealing and heartfelt post, Lauren’s mother writes, “I could not have imagined on June 3, 2011, that my life would ever have any semblance of normalcy. Unfortunately, that word will never be applied to our lives. You learn to live with routines which get you through your days, weeks, months, and years. We will never know normal. Some of the things taken for granted in ordinary families are so far removed from ours it’s difficult to fathom. They range from everyday life events, a wedding, a birth and yes sadly death. What I wouldn’t do to hear Lauren’s voice or even just to notice a text on my phone. Something so simple as a text. My heart breaks at the thought of it. Well, those responsible will never be able to imagine. I have said it before and I know it’s redundant but what could have been an accident in a few short hours became a crime. The worst nightmare any parent or sister could imagine.”

Every day Lauren’s family simply hopes for answers. That’s all any family of a missing person could ask for.

Two young women, one black, one white, both ambitious students couldn’t be treated more differently by the media. One becomes nearly a household name, the other nearly forgotten. With absolute certainty, no one can say exactly why.

 

What are the numbers?

As of May 31, 2018, there were 87,608 active missing person cases in the National Crime Information Center (NCIC) database at the Federal Bureau of Investigation. Of the active missing person cases listed in NCIC, 40,108 cases are of missing women and 26,842 are black.

(National Crime Information Center Report)

Names like Chandra Levy, Laci Peterson, Elizabeth Smart, Polly Klaas, Natalee Holloway and Lauren Spierer have become familiar household names. Their missing person cases have dominated the headlines over the years. Cases like Jasmine Moody’s are not rare and unfortunately rarely make the local news.

Historically, whenever a female missing person becomes a national headline, she is almost certain to be a pretty, young white woman.

When was the last time you heard of a missing black female on CNN or other national news outlets?

In an NBC news story “Damsels in Distress” Roy Peter Clark, head of Poynter Institute for Media Studies is quoted, “It’s all about sex,” said Clark. “Young white women give editors and television producers what they want.”

“There are several common threads,” said Clark. “The victims that get the most coverage are female rather than male. They are white, in general, rather than young people of color. They are at least middle class, if not upper middle class.”

Some say the cases fit a narrative pattern that storytellers have used for more than a century, a pattern who design still incorporates remnants of an outmoded view of women and black people and their roles in society.

When it comes to popular stories, Clark said, “there is this perverted, racist view of the world. White is good; black is bad. Blonde is good; dark is bad. Young is good; old is bad. And I think we can find versions of this story going back to the tabloid wars of more than a hundred years ago.”

Regardless of class, color or age, it is clear that there is disproportionate coverage of black missing person cases. Referred to as “Missing White Woman Syndrome” and has led to a number of tough on crime measures named after white women who disappeared such as Suzanne’s Law, Kristen’s Law, Jennifer’s Law, Amber Alert and others.

In a study conducted by Baylor University, “The Invisible Damsel: Differences in How National Media Outlets Framed the Coverage of Missing Black and White Women in the Mid-2000s,” Professors Moody, Dorris and Blackwell concluded that in addition to race and class, factors such as supposed attractiveness, body size, and youthfulness function as unfair criteria in determining newsworthiness in the national news coverage of missing women. In addition, news coverage of missing black women was more likely to focus on the victim’s problems, such as abusive relationships, a troubled past, while coverage of white women tends to focus on roles as mothers or daughters.

Zach Somers, a sociologist at Northwestern University, noted that while there has been extensive research that shows that white people are more likely than people of color to appear in news coverage as victims of violent crime, there is relatively none when it comes to missing person cases.

Victim blaming appears to be compounding the unequal coverage and reinforces the view that black female victims are not only less innocent, but less worthy of rescue relative to white women. Thus, the term “Damsels in Distress.”

Others have blamed “police brutality” for the lack of publicity given to black female missing persons, attributing the silence to a habit of “sexism and patriarchy” in American society.

One group is fighting the imbalance of national media exposure that exists. The Black and Missing Foundation’s mission is to draw more attention to missing African Americans by providing an outlet for spreading the word through technology and print – and their work is making a difference.

By creating relationships with the media, government agencies, and the public, they are increasing the chances of missing black women being covered in the news and ultimately, to bring them home.

Derica and Natalie Wilson, two sisters-in-law, and founders of the Black and Missing Foundation have been profiled in People Magazine, Essence, Ebony, Huffington Post, Washington Post and developed a partnership with TV One. This year they celebrate ten years, helping thousands of families of missing persons and finding nearly 300 people.

“Many times, we are a family’s last resort – their last hope., says co-founder Natalie Wilson. This platform allows us to open our doors for families searching for their missing loved ones and not restrict access to help.”

Black and Missing Foundation have set the example for other groups to follow, especially the media.

Thomas Lauth of Lauth Missing Persons: an Expert in Missing Children and Adults noted, “In the 17 years of conducting missing persons cases for families and non-profit organizations, there is certainly a media and public bias against a missing person of color. When the general public and the media see a blonde 18 year-old on CNN that is missing–as opposed to an African American female on CNN–there is immediate attention to the blonde. Luckily there are non profit organizations such as Black and Missing to help bring more exposure to advocacy to the families for persons of color.”

Finding missing persons is a cooperative effort between the police, media, social service agencies and especially the public. With every news story, the coverage generates leads and increases the chance of that one lead being reported that will assist law enforcement in the investigation, and even close a case.

When it comes to missing persons there is no black and white, there are only families who are missing their daughters, siblings missing their sisters, children who are missing their mothers. There is no rich or poor, only families, human beings experiencing the most traumatic experience of their lifetimes.

People . . . who need our help.

For more of Kym Pasqualini’s work in missing persons, please visit her website, Missing Leads , or log on to Facebook and join the conversation on the Missing Leads Discusssion page!