Power Dynamics, Privilege, Oppression, and Racism: Examining the Environment at BHA under Current Leadership
In recent media coverage and public comments, JFM observes fear and intimidation looming over the Colorado Behavioral Health Administration (BHA). Employees have expressed concerns about speaking up against injustices due to the fear of retaliation in the media effectively silencing them unless sharing anonymously. Community groups and stakeholders have also expressed similar feelings with little to no media coverage or examination of the root of these sentiments.
This environment of fear, combined with blocking the JFM website on the State network and warning staff not to speak to the media raises serious questions about the state of transparency, accountability, and employee well-being within the BHA.
The actions of BHA current leadership reveal deeper issues rooted in power dynamics, privilege, oppression, and racism. This troubling state of affairs, exacerbated by censorship and suppression of staff’s voices, highlights the impact of these systemic challenges on the organization. Understanding these interconnected themes sheds light on the environment of fear and the urgent need for accountability.
Power Dynamics and Fear
Power dynamics play a crucial role in perpetuating an environment of fear. The fact that staff members may feel afraid and scared to voice their experiences is a troubling reflection of the current leadership's management style. When employees fear retaliation, it hampers their ability to express dissenting opinions, offer constructive criticism, or advocate for positive change. The current leadership's actions demonstrate an imbalance of power, with employees feeling powerless and apprehensive about speaking out against injustices. This power disparity creates a climate where dissent is stifled, and the fear of reprisals suppresses the ability of marginalized voices to challenge and reshape the organization. This suppression of voices can stifle innovation, hinder problem-solving, and create an atmosphere of conformity, ultimately harming the overall effectiveness of the organization.
Privilege and Retaliation
The fear of retaliation within BHA can also be viewed through the lens of privilege. Those in positions of power may leverage their privilege to maintain the status quo, silencing dissent and perpetuating oppressive practices. Marginalized employees, who often lack the same level of privilege, face more significant risks when speaking out against injustices. The fear of losing job security or facing professional consequences disproportionately affects those who are already marginalized, reinforcing systemic inequities within the organization. This cycle of oppression further entrenches existing power structures and maintains the status quo. Essentially, the powerful do not have to answer questions that they have made sure they are not asked.
Racism and Censorship
Censorship, including the blocking of the Justice for Medlock website, highlights the intersection of power dynamics, privilege, and racism. When leadership limits access to information and stifles alternative viewpoints, it reinforces racial inequalities within the organization. Censorship hinders discussions around racial justice and obscures the experiences of former employees with historically-excluded identities, further marginalizing and silencing those affected by racism within BHA.
Media Gag Orders as a Tool of Oppression
The imposition of media gag orders is another manifestation of power dynamics, privilege, oppression, and racism. Instructing BHA staff members not to talk to the media further compounds the environment of fear and censorship. By forbidding staff members from speaking to the media, the leadership suppresses the voices of those who systemic issues may disproportionately impact. This restriction perpetuates the marginalization of individuals affected by racism, denying them the opportunity to share their experiences and advocate for meaningful change. Such policies prevent the public from gaining insights into potential issues within the organization and a fair, unbiased understanding of the harm perpetuated against Dr. Medlock.
The current state of fear and intimidation at BHA, combined with the leadership's efforts to stifle dissent and censor the truth, raises serious concerns about the organization's commitment to transparency, accountability, and employee well-being. Recognizing and addressing these interconnected themes is essential.
When employees are too afraid to speak up or face retaliation for doing so, the organization as a whole suffers. It is crucial for BHA to foster an environment that encourages open dialogue, respects the right to dissent, and values the well-being and professional growth of its employees. Only then can the organization begin to address systemic issues, rebuild trust, and create a healthier, more effective workplace culture.
Sign the Petition to Reinstate Dr. Medlock
On Monday, April 17, 2023, Colorado Behavioral Health Administration (BHA) Commissioner, Morgan Medlock, MD, MDiv, MPH, a Black community leader, was unjustly removed from her Colorado cabinet position without cause. Her removal risks the lives of millions of people in Colorado who deserve accessible, trauma-informed, and culturally-responsive behavioral health care. It also perpetuates the message that strong, qualified Women of Color are vulnerable to the whims of political systems and cabinet leadership.
Demand justice for Dr. Medlock by signing the petition for Governor Polis to bring her back as the Commissioner of the Colorado Behavioral Health Administration (BHA).