Letter to DEQ Management

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.

I do not know this employee nor the manager, but based on what I've read in this petition, it sounds like the employee had no chance of succeeding here at DEQ. That is so disappointing considering all the talk about new awareness of discrimination and efforts to thwart it. I would encourage you to take a look at the actions of the manager. A good manager would make sure their new employee has everything they need to succeed, including but not limited to a comprehensive PD and work agreement. Is the manager expecting the new employee to intuit expectations? Come On! Furthermore, I find it absolutely appalling that anyone could be informed of termination via email. RUDE and COWARDICE on behalf of the manager and HR. This certainly seems like a power play. Like the manager doesn't even have to give the employee the respect to tell them face to face. As if they are irrelevant, unimportant and beneath them. It smacks of inequality. I implore you to take a close look at all the circumstances of this situation. I would also suggest that you re-evaluate the qualifications of this manager and consider removing them. At the least you should consider re-assigning the new employee to a manager that knows what they are doing. Please reconsider this termination. 42% loss of BIPOC staff over 2 years is outrageous. Whether they were terminated or quit, it demonstrates our inability to do what is necessary to find a safe & welcoming environment for these folks here at DEQ. This makes me sad. We are better when we are diversified (I would imagine...).

Great news!

So glad for this one small win. And there's so much more work to do!

I don't think it's any secret that HR is here for management. That's why we need the Union.

This manager has made many questionable comments, so unfortunately this is a pattern of behavior.

I wish I was shocked to learn this, but because of my experience with this manager it sadly, is not. Manager sang this employee's praises to me when employee was first hired. Employee relocated for this position, which manager was aware of, and that makes this even more heinous. I worked with employee and they were always diligent and attempting to do their best despite very little guidance from management (I believe there are issues with both managers in this section, but that is not relevant to this) I have also heard manager make borderline racist comments (more along the way of tone-deaf, but still off-putting to me). I, and other people in the section have noticed the tendency towards racism and sexism, despite manager's "talking the talk." (which also makes this action very puzzling) Manager is certainly not "walking the walk." DEQ did both staff and this manager a disservice without letting manager know what is appropriate or not, and basic union/management relations, and what is expected of them as a manager, and possibly enabling manager in this poor behavior. But that is not this employee's problem - they are simply a product of it. I believe strongly that manager is not doing a good job for DEQ, and possibly setting DEQ up for further issues if they are not removed from management.

Dear DEQ Management, I hope you will consider the letter and comments expressed here by DEQ staff. Entering a new agency or role can be daunting even for highly qualified applicants. For staff to succeed, expectations must be clear, and there must be adequate opportunity for feedback that will support improvement. With the power dynamics that currently exist within and outside of our agency, there must be policies and procedures in place to prevent harm, as well as interrupt harm when it does happen. After harm is interrupted, there must be action taken to change behavior to not replicate harm with new or existing staff. Please work toward repair with this staff member where possible and with all affected staff whose trust has been broken. We must create a DEQ where staff of all protected classes can thrive. New and existing staff should be able to focus on learning their roles without fear of discrimination, retaliation, unjust termination, or tokenization.

Dear DEQ Management, I hope you will consider the letter and comments expressed here by DEQ staff. Entering a new agency or role can be daunting even for highly qualified applicants. For staff to succeed, expectations of a role must be clear, and there must be adequate opportunity for feedback that will support improvement. With the power dynamics that currently exist within and outside of our agency, there must be policies and procedures in place to prevent harm, as well as interrupt harm when it does happen. After harm is interrupted, there must be action taken to change behavior to not replicate harm with new or existing staff. Please work toward repair with this staff member where possible and with all affected staff whose trust has been broken. We must create a DEQ where staff of all protected classes can thrive. New and existing staff should be able to focus on learning their roles without fear of discrimination, retaliation, unjust termination, or tokenization.

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.

The lack of action on the BIPOC letter, circumstances of the recent DEI staff departure, and tone of the Organizational Assessment indicate that this remains a challenging issue for DEQ. The broader context here makes today's accusations of HR malfeasance believable. This is a serious issue and DEQ staff deserve a clear response from DEQ leadership on the matter.

DEQ management says they want to prioritize supporting BIPOC employees, but this cannot be true when situations like this are possible.

Very dissapointed to see this pattern continue without any corrective action.

I would love to start formally reviewing the OA that was sent out in June 2023. We were sent the email and told to look at it, and that's the last I've heard about it.

I am completely outraged and heartbroken about this decision. This employee is a hardworking, intelligent, and responsible individual and to see the mistreatment of one of my fellow BIPOC members is extremely disappointing. This employee has my full support!

I strongly disagree with the way this decision is attempting to be made. Based on the information shared, it doesn't seem like this person was set up to succeed in their trial service and now it's coming to pass - at no surprise. How can any employee have any sense of their job without a position description or work agreement, to inform fulfillment of that job? I do not agree with the way this situation is being handled and I'm glad that light has been shed on it so that we take the opportunity to make it right.

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.

These actions are unacceptable and not grounded in just cause. The Agency must reconsider its decision. The Agency should not hide behind its ability to terminate employment during the trial service period as an excuse for this action.