Letter to DEQ Management

I am so disappointed in the toxic behaviors that management continues to practice with BIOPIC staff.

This is an unacceptable practice. Especially for an agency who claims to be committed to change and DEI.

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.

So disappointing

Please address this issue. Jim Orr

BIPOC DEQ employees deserve better than this. The person who is doing the firing should be held to a higher standard of behavior. Failure to hold mgmt accountable continues the pattern of systemic violence and abuse against our BIPOC teammates that is on display right now. This is an opportunity for DEQ to act with integrity with our values related to Diversity, Equity and Inclusion. While our BIPOC community members should not have to resort to a community petition for the organization to act with integrity, now is your opportunity to be in alignment with the needs of our BIPOC teammates, colleagues and community members and build trust a foundation of trust within our organization.

We can do better than this. As it's clearly explained, this is an egregious example of where racism is systemically practiced at our agency. We can't keep centering procedure over equitable action. Let's do better starting now by centering those who have been harmed.

Discrimination against DEQ's Black, Indigenous and People of Color continues to run rampant. This example is a blatant disregard for this person's dignity and humanity. It should be standard practice that all people new to a position and in trial service have a clear position description and standards of evaluation. It is clear that DEQ leaders knew this latest action was wrong because they didn't even give this person the decency of an in-person meeting to communicate the news, nor did they provide a clear rationale for their termination. This should be a standard across the agency! I was already skeptical of leadership at this agency, but had thought things would improve. Unfortunately, I am losing all hope.

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?!

Please review your decision in this matter prior to the upcoming termination of the employee.

How many times have I've seen this before?

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.