The Overlapping Experiences of Women of Color in Nonprofits and Colorado's Behavioral Health System

The experiences of Women of Color in the nonprofit sector, as depicted in the "Problem" Woman of Colour in the Workplace tool by the Centre for Community Organizations (COCo), resonate with the challenges faced by Dr. Medlock within Colorado's behavioral health system. These narratives align with extensive research and studies that highlight the systemic biases, discrimination, and barriers that hinder the advancement and well-being of Women of Color, particularly Black women, in professional environments. By connecting these stories with relevant research, we can gain a deeper understanding of the broader patterns of inequity and the urgent need for change.

The Dynamics of Tokenism and Initial Welcoming

In both scenarios, the journey begins with the hiring of a racialized woman into predominantly white-led organizations or systems. Initially, there is a sense of excitement and inclusion, as the woman feels welcomed and ready to contribute her skills and qualifications. This phase, often referred to as the honeymoon period, reflects a temporary sense of belonging and optimism.

Research conducted by various scholars and organizations consistently reveals the prevalence of workplace discrimination and barriers faced by Women of Color. Studies, such as those by Williams and colleagues (2018), have documented the impact of racial and gender biases on career advancement opportunities, unequal pay, and limited access to leadership positions for Women of Color. These findings substantiate the experiences depicted in the COCo tool and underscore the urgent need for organizations to address systemic inequities.

Microaggressions and Structural Barriers

However, as time progresses, the reality of a white-dominant space becomes evident, leading to the experiences of recurring microaggressions and structural barriers. Within the nonprofit sector, the COCo tool outlines examples such as heightened surveillance of work, comments about physical appearance, and the expectation for the woman to address internal race dynamics. Similarly, Dr. Medlock faced racial slurs, dehumanizing language, and higher expectations than her white counterparts.

Microaggressions, subtle and often unintentional acts of discrimination, contribute to the daily challenges faced by Women of Color in professional settings. Research by Sue and colleagues (2007) highlights the damaging effects of microaggressions on mental health, job satisfaction, and overall well-being. These experiences align with the recurring microaggressions outlined in the COCo tool and emphasize the need for organizations to cultivate inclusive and respectful work environments.

Denial of Experiences and Retaliation

When Women of Color attempt to address these dynamics, both the organization as a whole and individuals within it often deny their experiences of racism. This denial becomes a catalyst for retaliation, where the woman is labeled as "not qualified" or "not a good fit." Within the nonprofit sector, this can result in the woman leaving the organization through various means, such as being fired, quitting, finding a new job, or going on sick leave. Similarly, Dr. Medlock's removal from her position as BHA Commissioner can be seen as a form of retaliation and targeting.

The COCo tool's depiction of retaliation when Women of Color address racial dynamics aligns with research on workplace retaliation and organizational culture. Studies by Aquino and Thau (2009) indicate that when individuals challenge the status quo and raise concerns about discrimination, they are often subjected to retaliation. This retaliation can take various forms, including informal ostracism, exclusion from opportunities, and formal disciplinary actions. These findings emphasize the importance of fostering a culture that encourages open dialogue, accountability, and support for addressing racial dynamics in the workplace.

Underestimation and Lack of Accountability

The COCo research highlights the underestimation by white respondents regarding the number of People of Color leaving their jobs due to discrimination. This underestimation perpetuates the lack of accountability and understanding of the racial dynamics at play within organizations. Similarly, the lack of response to community leaders' calls for Dr. Medlock's reinstatement and the comments made by individuals with influence without being held accountable further perpetuate systemic injustice.

Shared Impacts and the Need for Change

Both narratives emphasize the impact of these dynamics on Women of Color, organizations, and the wider community sector. The experiences of harm, racism, marginalization, and exclusion ultimately hinder the progression of Women of Color in leadership positions, erode institutional knowledge, disrupt operations, and perpetuate systemic inequities. Recognizing the interconnectedness of these issues calls for a collective effort to address unconscious biases, dismantle discriminatory practices, and create inclusive and equitable environments where diverse voices are valued and centered.

The experiences of women of color in the nonprofit sector, as depicted by COCo's tool, and Dr. Medlock's ordeal within Colorado's government provide compelling evidence of the urgent need for change. By acknowledging and addressing the systemic biases, discrimination, and barriers faced by Women of Color, we can work towards creating workplaces and systems that foster diversity, equity, and inclusion. There is a body of research and studies that substantiate the systemic biases and barriers faced by Women of Color in professional environments. By integrating these research findings, we gain a more comprehensive understanding of the challenges at hand and the urgent need for organizational change. It is imperative for organizations to actively engage in addressing workplace discrimination, fostering inclusive cultures, and recognizing the intersecting forms of bias to create equitable and empowering environments for all employees. It is only through collective action and a commitment to dismantling systemic inequities that we can build a more just and equitable future for all.

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).