Across the state, Ohio's domestic violence prevention programs are improving their services for human trafficking survivors.

A $1.8 million grant from the Ohio Department of Public Safety will help 32 shelters provide human trafficking training and expand case managers.

Shelley Marsh, deputy director of the Ohio Domestic Violence Network, said it will better serve the needs of individuals who may not realize what has happened to them.

"A lot of human trafficking survivors either may not know or understand that they've been trafficked," Marsh explained. "And/or don't maybe have the language to explain to someone when they are seeking services that they are a victim or survivor of human trafficking."

Marsh pointed out the grooming tactics used by traffickers normalize abuse and exploitation to the point many survivors report believing their experiences are just "how the world operates." A study by the Polaris Project of 457 trafficking survivors found 37% were trafficked by a close family member or guardian.

Marsh added the funding will also help shelters meet the needs of individuals coping with high levels of trauma.

"We also know that mental health and substance use is also not only a component of domestic and intimate partner violence and sexual violence," Marsh noted. "But certainly a significant component of human trafficking as well."

Marsh added advocates are working to increase awareness about how all interpersonal and gender-based violence is connected.

"These victimizations, while all have distinct, unique qualities, they also have a lot of intersectional issues that really need sort of holistic approaches and holistic service delivery," Marsh emphasized.

According to the Ohio Attorney General's Office, signs of possible human trafficking include a person not having their own identification documents or money, being in the presence of an overtly controlling male or female friend, and showing signs of mental, emotional or physical abuse.

To report suspected trafficking, call the National Human Trafficking Hotline at 833-373-7888.

By Mary Claire Molloy for Mirror Indy.
Broadcast version by Joe Ulery for Indiana News Service reporting for the Mirror Indy-Free Press Indiana-Public News Service Collaboration.

A little more than a year after launching a plan to address the needs of Black women, the Domestic Violence Prevention Network is in turmoil.

For months, several staff have been challenging leadership over concerns that the nonprofit is failing to meet the plan’s promise following what they describe as years of mismanagement and toxic workplace culture. Since 2022, two Black employees have been fired and there have been at least four resignations, including by two Black employees. One of them filed an Equal Employment Opportunity Commission complaint.

The conflict came to a head in February. That’s when nine unnamed employees submitted a nearly 70-page letter to the nonprofit’s board, detailing their complaints about the organization’s executive director at the time.

In the letter, the employees called for her to be fired.

“We cannot, in good conscience, continue to promote inclusivity, equity and healthy relationships if those principles are not genuinely reflected within the organization itself,” staff wrote in the letter.

The tensions couldn’t come at a worse time. The nonprofit is already at risk of losing some funding as the Trump administration targets programs that focus on diversity, equity and inclusion. DVPN has locked down parts of its website, including information about programming and an about page.

It’s also a bad time for Indianapolis, a city where Black residents face a disproportionate amount of domestic violence. For years, DVPN has provided an important service here, helping thousands of victims by training community members and local organizations to recognize signs of abuse.

Now, the nonprofit is leaderless. A week after employees sent the letter to the board, executive director Kelly McBride resigned, ending her nearly 12-year tenure leading the organization.

Reached by phone, McBride declined a Mirror Indy request for an interview but agreed to respond to emailed questions.

“These claims are false and inconsistent with my character and leadership style,” McBride wrote March 17. “At no time did I behave in an illegal, improper or unethical manner.”

McBride did not specifically answer Mirror Indy’s question about why she resigned. But in an email to supporters and community members, McBride said she “decided to embark on a new chapter in my professional journey.”

The nonprofit’s board, meanwhile, told staff in a March 10 email about plans to update the organization’s discrimination policies and provide harassment training. That decision came after the board hired an attorney to conduct an internal investigation.

Board president Kristen Moreland declined to specifically answer Mirror Indy’s questions about allegations of a toxic workplace and the experiences of Black staff under McBride. In a phone call, Moreland said she couldn’t comment because they were confidential personnel matters.

In a follow-up statement emailed to Mirror Indy, Moreland said McBride’s resignation was a “personal decision” and noted the internal investigation found no evidence of illegal activity.

“Our priority remains clear and focused: supporting victims of domestic violence, promoting prevention efforts and enhancing the services we provide to our community,” the statement said, in part.

To do that, according to 12 current or former employees interviewed by Mirror Indy, the nonprofit’s board must first repair the years of harm. But most remain skeptical about the board’s motives, believing the members are trying to maintain a positive image publicly while neglecting their duties inside the workplace.

Mirror Indy agreed not to publicly identify the current employees because they feared they would be fired for speaking to journalists.

That fear appears to be justified. On March 10, Moreland sent an email to staff saying they could lose their jobs for speaking with the media.

“They’re trying to make it look like DVPN isn’t as harmful and dysfunctional as we are,” one employee said.

‘I was the Black poster child’

Niesha Neal, 44, knows what it’s like to suffer in silence. She carries the scars from being stabbed by a previous partner.

Two decades later, in September 2021, she started working for the Domestic Violence Prevention Network to help other survivors.

Inside the office, though, Neal said she was underpaid and tokenized by McBride.

Neal is one of at least four Black staff members who have been fired or resigned under McBride’s leadership since 2022. All told Mirror Indy their departures were part of a pattern at the organization: They said Black employees were paraded around donors and community members, then discarded when leadership decided they weren’t useful anymore.

Neal said McBride “dumbed down” her title to pay her less than the previous person who held the same position, according to an Equal Employment Opportunity Commission complaint filed in February 2023. At the same time, according to the complaint, McBride, who is white, sent Neal to predominantly Black neighborhoods — including a time when Neal said she was told she needed to be “the face of DVPN” in a community video “if she wanted to get paid.”

“I was the Black poster child for the organization,” said Neal, who resigned in October 2022.

The last straw was fried chicken. That’s what McBride wanted to serve people in Martindale Brightwood for a Thanksgiving meal, Neal said.

“Out of every protein we could serve the Black community,” said Neal, pointing to the damaging history of the racial stereotype. “I was taken aback.”

In her statement to Mirror Indy, McBride did not specifically address the concerns about the Thanksgiving meal.

“I have worked hard to ensure that education and support services are available throughout all areas of our community,” McBride told Mirror Indy in her statement, “especially with historically marginalized communities.”

McBride also said that she initiated a study to ensure staff were being compensated “fairly and competitively,” and noted that the Equal Employment Opportunity Commission found no wrongdoing by her or DVPN.

Neal, however, said the commission gave her the right to file a discrimination lawsuit and the matter was resolved through her lawyers. She declined to specify whether she reached a settlement with the nonprofit.

In 2023, Elle Roberts and Charlie Redd were hired to start a restorative justice program, which focuses on repairing harm. They would use a $250,000 grant from the Hogsett administration and the Indianapolis Foundation to lead healing circles with victims and perpetrators of domestic violence in predominantly Black neighborhoods.

But in a letter shared with the board, Roberts and Redd said they were abruptly ousted in June 2024 after McBride verbally accused them of “stealing” the restorative justice framework from the organization to start their own projects.

McBride did not respond to Mirror Indy’s questions about the reason behind the terminations.

Roberts and Redd said they were hired because of their past work freelancing in wellness and equity spaces, and they still don’t have formal documentation about why they were fired.

“The wildest thing is that nobody owns restorative justice,” said Redd, 35. “This is a pattern of leadership being so flippant with the hiring and firing of Black queer people.”

Redd and Roberts said McBride verbally cited two other reasons for their terminations: They used “outdated” marketing materials and took too long to respond to emails.

That reminded Imani Jones of their time at DVPN. The 26-year-old said they resigned as the youth program coordinator in March 2024 after finding out leadership had documented six infractions against them.

“There was no communication about what I did wrong,” Jones said. “I didn’t feel safe.”

Witnessing Roberts and Redd’s firings — among others — reminded them of their own abusive childhood home.

“It’s the way they just give people infractions and fire them and then say they have grant money and can send you on trips,” Jones said. “Throwing gifts on top of issues and errors to keep people comfortable.”

Board threatens staff with terminations

Multiple employees interviewed by Mirror Indy said they felt hopeful in January 2024 when the nonprofit announced the “Beyond Equity” plan to focus on the needs of Black women.

At a launch event that month, McBride said the nonprofit would move beyond “white feminism.”

Since then, though, the employees said they’ve grown frustrated by the organization’s failure to address the concerns of employees. Now, they believe the publicly released plan was for posturing more than anything else.

Six employees spoke to Mirror Indy on the condition that they not be publicly identified because they feared they would lose their job or otherwise face retaliation from DVPN. Another two employees initially agreed to be identified, but then asked to withdraw their names from this article.

That happened after Moreland, the president, emailed staff to tell them it was against policy to discuss “confidential personnel information” with the media.

“If we learn that any employee has violated this policy, (they) may be subject to discipline, up to or including termination,” Moreland wrote.

In follow-up emails, Moreland sent a list of talking points developed by a PR firm to share with funders and the public.

“We are in crisis communication mode,” Moreland wrote in a March 14 email.

Employees said the board didn’t take their concerns seriously until they started speaking to journalists. And rather than spending money on the mission, they said, the board is protecting the Domestic Violence Prevention Network’s image.

One employee pointed to a portion of the PR document: “What is DVPN doing to address the harm caused by this situation?”

“As an organization committed to restorative justice, we are taking steps to acknowledge, address and correct any harms caused,” the PR response said. “We believe in leading by example and in the power of collective action to heal and move forward.”


Mary Claire Molloy wrote this article for Mirror Indy.


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April is Sexual Assault Awareness Month. Crimes against men and women ranging from grabbing and fondling to rape to criminally deviant conduct are more common than people want to believe.

Beth White, president and CEO of Indiana Coalition to End Sexual Assault, said three in five women and one in four men in Indiana will experience a sexual assault in their lifetime, and added that a stigma exists among victims of sexual assault and sexual violence, causing too many incidents to go underreported.

"People are afraid to come forward," she explained. "They think they will be blamed and shamed based on what's happened to them. So in the month of April in particular, we talk about how important it is for people to realize they are not alone."

Another misconception is that the crime is a random act by a stranger. White said the vast majority of sexual violence occurs between people who know each other - a trusted family member or an intimate partner - which only adds to the victim feeling they will be blamed, especially if alcohol or another substance was a factor.

Historically, sexual assault reports by women point to a man as the aggressor. But those statistics are changing. White asserted that sexual abuse is an equal opportunity crime, and explained that men, non-binary and transgender people are more at risk. The organization works with law enforcement to underline that when men report a sexual-violence incident, they should be believed.

"When people come forward, we start by believing them, and then we make sure that they can seek the help they need. They do not have to suffer in silence, whether they are men, women, transgender, or nonbinary people, it's really important to understand this happens to anyone," she continued.

The National Sexual Violence Resource Center website lists sexual abuse, assault and harassment to include sexual exploitation and trafficking and nonconsensual image sharing or coercion, including AI-generated imagery.

April is National Child Abuse Prevention Month, and new research at Utah State University finds one in seven Utah children experiences sexual abuse -- higher than the national average of one in nine. The data also find Utah girls experience a higher rate of sexual abuse than boys.

Kolene Anderson, associate director of the Utah Women and Leadership Project, suspects those figures are even higher. She contends there is a gap between what people think is happening in their communities and what is actually taking place.

While the state ranks fifth in the nation for the number of people sentenced for sexual abuse, according to the United States Sentencing Commission, Anderson noted the cases that actually reach the sentencing stage are only a fraction of all sexual crimes.

"Sure, we need to continue with the accountability side, but we've got to start having conversations about child sexual abuse in terms of prevention -- and it can't always just focus on parents and children," she explained.

The report indicates the state did allocate funding for child sexual abuse prevention in K-6 curriculum last year, which Anderson sees as a positive, but said additional support and resources are still needed. She's calling for more investment to teach Utahns about respect, consent and bystander intervention.

If you or someone you know is a victim, you can call 801-736-4356 or 801-924-0860 for assistance in Spanish.

Anderson said the state has historically focused on policies that punish offenders after abuse has happened. She added there is a narrative that registered sex offenders are the ones people should be worried about. But according to the Centers for Disease Control and Prevention, in most cases, a child is victimized by someone they know and trust.

"It's not the registry that we need to be focusing on," she said. "It is really understanding the vulnerabilities that our children have and the various places that individuals may insert themselves to be able to gain access."

Anderson is convinced that the state needs to reconceptualize its outlook on child sexual abuse and start looking at the issue from every angle.

"It is much like training everyone out on the roads how to avoid a drunk driver -- and punishing the drunk driver after someone is killed. That is already impacting a family, and our approach to child sexual abuse has kind of been like that," she concluded.