When Art & Ethics Collide: The Broad Museum’s Legal Battle

At the heart of the legal battle are two former employees: Darron Rezell Walker, the museum’s former HR director, and Rick Mitchell, a longtime facilities manager. Their lawsuits tell a similar story—one of workplace retaliation and alleged bias. Walker claims he was fired after refusing to justify the dismissal of Mitchell, a 65-year-old employee who had asked for safety standards to be reviewed in his department. Meanwhile, Mitchell’s lawsuit directly accuses the museum’s former COO, Alysa Gerlach, of pushing him out based on age and racial bias. The allegations include defamation, wrongful termination, and a workplace culture that allowed retaliation to thrive.

If true, these claims raise serious questions about the Broad’s leadership and the treatment of employees within the museum sector. The art world often prides itself on progressive values, championing diversity and inclusivity in its exhibitions and public statements. But behind the scenes, the industry has long been criticized for failing to practice what it preaches. From gender and racial discrimination to labor disputes and toxic work environments, museums have repeatedly been accused of prioritizing reputations over people.

In the case of the Broad, the lawsuits suggest a hierarchy where power dynamics overshadow fairness. Mitchell’s claim that Gerlach referred to him as an “old white man” and sought to replace him with “fresh blood” touches on a sensitive issue in modern workplaces: age discrimination. It’s a rarely discussed but deeply felt issue in many industries, where experience is sometimes cast aside in favor of newer, younger hires. The fact that Mitchell had reportedly received positive performance reviews for years makes his termination even more suspect.

Meanwhile, Walker’s case underscores the challenge of standing up against workplace injustice. If his claims are accurate, he was punished for doing his job—ensuring that terminations were based on merit rather than personal bias. His dismissal sends a chilling message to HR professionals everywhere: do what leadership wants, or face the consequences.

The Broad’s response—categorically denying all allegations—may be the standard corporate playbook, but it doesn’t necessarily mean the case is closed. If these lawsuits proceed, they could expose internal practices that might otherwise remain hidden, adding another entry to the growing list of workplace scandals in the art world.

Regardless of the legal outcome, this controversy serves as a wake-up call. Museums, no matter how prestigious, must be held accountable for their treatment of employees. If institutions truly believe in diversity and fairness, those values must extend beyond gallery walls and into the way they operate every day. If not, they risk becoming yet another example of an industry that talks a big game but fails to deliver when it matters most.