Letter to DEQ management
To: Brian Boling, Christine Svetkovich, Penny Robertson, Leah Feldon, Shannon Davis
An urgent matter needs to be brought to the attention of colleagues at DEQ regarding blatant disregard for BIPOC community concerns of discrimination at this agency. See below for supportive actions that you can take.
Over two years ago, the DEQ Black, Indigenous and People of Color (BIPOC) affinity group issued an open letter to the DEQ community regarding the experience of employees of color at this agency. To date, agency leadership has not taken action to address any of the issues identified in that letter. By our count at least 20 BIPOC employees have left the agency in the two years since. More recently, our recommendations were underscored and recommended for implementation by outside consultants Engage to Change in their Organizational Assessment in June 2023.
One issue we highlighted in that letter was concerning the trial service period. To quote that letter:
"42% experienced issues during trial service:
- Lack of clear standards for evaluation has led to disproportionate numbers of BIPOC employees being pushed out during this time (it is hard to get solid numbers due to many resigning in lieu of termination).
- BIPOC employees are fearful of speaking out about discrimination during trial service due to lack of job protection.
- Whether they were pushed out or simply left for better employment, such quick turnover is often due to managers not setting employees up to succeed in a position they were qualified for. This again lowers morale and reduces trust of DEQ in the broader community.
- No accountability for managers who have a demonstrated pattern of pushing people out during trial service."
It is with heavy hearts that we now learn one of our newest BIPOC employees was informed last Friday that they would not pass trial service, and their employment will be terminated this Friday, Sept 29.
The employee did not receive an in-person meeting to communicate this news; they instead learned second-hand and through email. The employee worked under conditions of intense scrutiny and accusations in an environment hostile to their personhood. To date they have not been provided with a rationale for their termination. They were never given a position description or work agreement during the entirety of the trial service period.
Given the blatant disregard for the humanity of our colleagues, the following actions are being taken:
• The union has filed a multi-violation grievance based on evidence thus far that this decision was grossly irresponsible and discriminatory, but their employment is due to be terminated prior to any investigation of the grievance. While not the first time this has happened at the agency, this termination and the process that led to this decision appears to be particularly unfair and wrong.
• The BIPOC affinity group is supporting this employee with an Oregon Bureau of Labor and Industries complaint.
We are beyond outraged at the ongoing egregious treatment of BIPOC employees at this agency.
How to help:
- We call on our allies to sign onto this open letter.
- We ask that you call the following agency leaders who have reviewed and approved this decision and urge them to reverse it before Friday 9/29 from 2-3pm:
- Brian Boling: 503-593-6747
- Penny Robertson: 503-446-7244
- Christine Svetkovich: 971-563-1165
Sincerely,
The DEQ BIPOC Group
32 Comments
42% loss of staff of color in the trial period?! That is a huge indication that DEQ has the problem, not the staff we are losing. Please halt this termination, build an equitable plan with this employee and dig deep into where DEQ is failing to support new employees.
DEQ leadership has enthusiastically assumed the vocabulary of DEI, but, as always, actions speak louder than words. Time after time, staff make it clear that they don't trust management and do not consider themselves safe, and we hear pious promises to "do better" and "change the culture." And here is another egregious example that puts the lie to all of these empty words.
They were never given a position description or work agreement during the entirety of the trial service period. Is that even legal? How can someone even hope to meet expectations if they don't know what they are?!
It appears that HR is only protecting management and not employees. They should be impartial and investigate both sides of the situation. For the employee to learn of this via an email is rude and wrong, and completely unprofessional from our HUMAN resources division.
I am deeply concerned by DEQ’s continued pattern of ignoring serious issues raised by BIPOC staff, especially around trial service and discriminatory treatment. The recent termination of a valued BIPOC colleague without clear process or accountability shows how urgently change is needed. I urge you to reverse this decision, address the longstanding recommendations, and demonstrate real commitment to equity and justice for all employees.
The federal actions day after day and now this?! And just after the governor's statements on how OR has so many protections. I see actions in the governor’s office to back up DEI work. As leadership of the state agencies, I hope a big spotlight is shown on DEQ's hypocrisy. This is so disappointing and hard to stay at an agency that just talks at us year after year without any meaningful change.
It is long past time for meaningful and concrete steps to be taken by leadership to end what seems to be flexibility inherent in the onboarding system that allows for BOPIC employees to suffer discrimination.
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Letter to DEQ management
To: Brian Boling, Christine Svetkovich, Penny Robertson, Leah Feldon, Shannon Davis
An urgent matter needs to be brought to the attention of colleagues at DEQ regarding blatant disregard for BIPOC community concerns of discrimination at this agency. See below for supportive actions that you can take.
Over two years ago, the DEQ Black, Indigenous and People of Color (BIPOC) affinity group issued an open letter to the DEQ community regarding the experience of employees of color at this agency. To date, agency leadership has not taken action to address any of the issues identified in that letter. By our count at least 20 BIPOC employees have left the agency in the two years since. More recently, our recommendations were underscored and recommended for implementation by outside consultants Engage to Change in their Organizational Assessment in June 2023.
One issue we highlighted in that letter was concerning the trial service period. To quote that letter:
"42% experienced issues during trial service:
- Lack of clear standards for evaluation has led to disproportionate numbers of BIPOC employees being pushed out during this time (it is hard to get solid numbers due to many resigning in lieu of termination).
- BIPOC employees are fearful of speaking out about discrimination during trial service due to lack of job protection.
- Whether they were pushed out or simply left for better employment, such quick turnover is often due to managers not setting employees up to succeed in a position they were qualified for. This again lowers morale and reduces trust of DEQ in the broader community.
- No accountability for managers who have a demonstrated pattern of pushing people out during trial service."
It is with heavy hearts that we now learn one of our newest BIPOC employees was informed last Friday that they would not pass trial service, and their employment will be terminated this Friday, Sept 29.
The employee did not receive an in-person meeting to communicate this news; they instead learned second-hand and through email. The employee worked under conditions of intense scrutiny and accusations in an environment hostile to their personhood. To date they have not been provided with a rationale for their termination. They were never given a position description or work agreement during the entirety of the trial service period.
Given the blatant disregard for the humanity of our colleagues, the following actions are being taken:
• The union has filed a multi-violation grievance based on evidence thus far that this decision was grossly irresponsible and discriminatory, but their employment is due to be terminated prior to any investigation of the grievance. While not the first time this has happened at the agency, this termination and the process that led to this decision appears to be particularly unfair and wrong.
• The BIPOC affinity group is supporting this employee with an Oregon Bureau of Labor and Industries complaint.
We are beyond outraged at the ongoing egregious treatment of BIPOC employees at this agency.
How to help:
- We call on our allies to sign onto this open letter.
- We ask that you call the following agency leaders who have reviewed and approved this decision and urge them to reverse it before Friday 9/29 from 2-3pm:
- Brian Boling: 503-593-6747
- Penny Robertson: 503-446-7244
- Christine Svetkovich: 971-563-1165
Sincerely,
The DEQ BIPOC Group
32 Comments
I hope that HR and management take the time to reflect on why 42% of BIPOC employees are experiencing issues during trial service. It is a managers responsibility to provide feedback before having their position terminated and also to provide a position description or work agreement so an employee can be set up to succeed. DEQ recognizes there is an issue with equity within the agency, it is with hope and expectation that action is taken the work towards a healthier work environment.
42% loss of staff of color in the trial period?! That is a huge indication that DEQ has the problem, not the staff we are losing. Please halt this termination, build an equitable plan with this employee and dig deep into where DEQ is failing to support new employees.
DEQ leadership has enthusiastically assumed the vocabulary of DEI, but, as always, actions speak louder than words. Time after time, staff make it clear that they don't trust management and do not consider themselves safe, and we hear pious promises to "do better" and "change the culture." And here is another egregious example that puts the lie to all of these empty words.
They were never given a position description or work agreement during the entirety of the trial service period. Is that even legal? How can someone even hope to meet expectations if they don't know what they are?!
It appears that HR is only protecting management and not employees. They should be impartial and investigate both sides of the situation. For the employee to learn of this via an email is rude and wrong, and completely unprofessional from our HUMAN resources division.
I am deeply concerned by DEQ’s continued pattern of ignoring serious issues raised by BIPOC staff, especially around trial service and discriminatory treatment. The recent termination of a valued BIPOC colleague without clear process or accountability shows how urgently change is needed. I urge you to reverse this decision, address the longstanding recommendations, and demonstrate real commitment to equity and justice for all employees.
The federal actions day after day and now this?! And just after the governor's statements on how OR has so many protections. I see actions in the governor’s office to back up DEI work. As leadership of the state agencies, I hope a big spotlight is shown on DEQ's hypocrisy. This is so disappointing and hard to stay at an agency that just talks at us year after year without any meaningful change.
It is long past time for meaningful and concrete steps to be taken by leadership to end what seems to be flexibility inherent in the onboarding system that allows for BOPIC employees to suffer discrimination.
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I hope that HR and management take the time to reflect on why 42% of BIPOC employees are experiencing issues during trial service. It is a managers responsibility to provide feedback before having their position terminated and also to provide a position description or work agreement so an employee can be set up to succeed. DEQ recognizes there is an issue with equity within the agency, it is with hope and expectation that action is taken the work towards a healthier work environment.