Unraveling the BHA Staffing and Turnover Narrative
The Behavioral Health Administration (BHA) has been embroiled in controversies surrounding its staffing and high turnover rates. While some argue that these numbers are indicative of poor leadership under Dr. Medlock, a deeper analysis reveals a more nuanced and troubling reality tied to racism and harm within the organization.
Honestly, JFM wishes this narrative about turnover and resignation was not used to discredit Medlock’s leadership in the first place yet this discussion feels necessary because of the one-sided telling.
Under the leadership of Barnes and Gathercole, BHA has witnessed at least seven staff departures, including two senior leadership team members, since April 2023. Moreover, several team members have submitted their resignations, with more expected to follow suit. Journalist Chris Osher highlighted that 27 people resigned from the BHA under Medlock’s leadership but there is no context given for this number.
The majority of the departures under Medlock's leadership were from the former Office of Behavioral Health (OBH), and some of these acquired staff faced civil rights complaints. In one surprising story shared by an anonymous JFM source within the BHA, former OBH and CDHS leaders, including Gathercole and Barnes, responded by creating a tailored position for an individual facing a civil rights complaint, allowing them to remain employed without a supervisory role.
Of course, there were also departures due to new career opportunities, fatigue, family issues, retirement, and more reflecting the realities of humanity.
Disturbingly, only three of the 27 departures cited by Osher reported directly to Dr. Medlock, pointing to a lack of transparency and accountability within the organization. Most departures occurred under Gathercole's supervision, with an alarming trend of continued departures from the BHA's Statewide Programs team occurring now. The disproportionately high number of departures from the Statewide Programs team and the lack of accountability underscore the pressing need for genuine transformational change in the organization's leadership. But, this is a story beyond numbers and statistics because it is about people.
BHA turnover under Medlock’s leadership raises deeper questions about the challenges that Black leaders often face in positions of authority. When a leader, such as Medlock, amplifies BIPOC voices and advocates for equity, the very foundation of entrenched privilege is shaken. This paradigm shift threatens the notion of superiority that some white individuals unconsciously cling to, stemming from a privileged identity. The concept of inclusion for all is sometimes misinterpreted as a threat by those who have been accustomed to maintaining exclusionary practices.
A poignant example of this unsettling dynamic unfolded during the BHA's internal launch event. JFM sources shared that Dr. Medlock presented a balanced and powerful all-staff presentation that seamlessly wove together her lived experiences and professional insights, shedding light on the intersection of equity, racism, and behavioral health. Her presentation, which centered on the journey of a Black woman within the behavioral health system, resonated deeply with many members of the BHA team. They shared their feelings of inspiration and a newfound sense of being seen and valued by Medlock's authentic approach and clinical expertise.
However, after the presentation a concerning incident took place. An anonymous BHA team member, fearing potential retribution, revealed a toxic encounter that exemplified the discomfort experienced by some white individuals when confronted with the reality of a BIPOC leader addressing BIPOC experiences. An individual, with a privileged identity and a line staff title, seized an opportunity to corner Dr. Medlock in a small, enclosed kitchen space. Their words were as chilling as they were revealing: "The BHA does not represent me." They reprimanded Medlock for focusing on the experiences of a Black woman, unveiling a troubling manifestation of the misguided fear that embracing inclusivity erases their own standing. This narrative is reminiscent of the fallacy that sharing a piece of the pie diminishes the whole, ignoring the fundamental truth that expanding the table doesn't shrink individual portions.
This moment of audacity came from someone who eventually chose to leave the BHA and is represented in the “27” metric reported by the media—an individual whose entitlement, racism, and resistance to meaningful change were emblematic of a deeper issue of bias.
In retrospect, it becomes clear that such departures can indeed be viewed as a silver lining. The departure of individuals who hold onto racist beliefs, entitlement, and a toxic resistance to equity and inclusion can be a step toward creating a healthier and more inclusive workplace. The departures of those who failed to embrace the evolving landscape of diversity and equality align with the broader goal of dismantling systemic biases. In these moments, it is not just a farewell to certain individuals, but a chance for the BHA to evolve, to transform into a space where the leadership of Dr. Morgan Medlock could have been fully realized without the barriers of ignorance and prejudice.
This episode also underscores the stark dichotomy between BIPOC and white audience reactions to leaders like Dr. Medlock. The resonating impact on BIPOC individuals, who find validation and hope in Medlock's leadership, stands in stark contrast to the reactionary resistance from those who fear the loss of their own unearned privileges. This disheartening truth echoes the broader pattern where white individuals might be comfortable with a Leader of Color being present, yet not willing to relinquish control to their leadership.
Many of the BHA staff whose superiority complex was prompting them to challenge Medlock’s control and who misguidedly felt their identity-derived power threatened by her existence have now found comfort in current BHA leadership’s monolithic whiteness signaling a snap back to the status quo. JFM imagines that if we were a legislator who referred to Medlock’s BHA as a gorilla, a stakeholder who used the n-word at a lunch with Medlock, a CEO who wrote a secret letter, a leadership team member who antagonized her, a cabinet-level peer who felt threatened by her excellence, a Division Director who stayed silent during the oppression, or any other character who committed or was complicit in acts of racial harm, we would feel relief that a leader dedicated to anti-racism and DEI efforts like Medlock were removed, unjustly or not. The end result is a broken system for the people of Colorado with leaders who make surface-level commitments to DEI but aren’t actually willing to do the reflection or the work, especially within themselves.
The turbulent landscape that Dr. Morgan Medlock navigated sheds light on a pervasive challenge: dismantling the deeply ingrained biases that shape reactions to BIPOC leaders. Her experiences illustrate the complex interplay between empowerment and threat that such leaders face when advocating for equity and amplifying marginalized voices. As we strive for true inclusion and equity, it's imperative to recognize these dynamics and actively work toward change. Only through open dialogue, self-awareness, and a commitment to embracing diverse perspectives can we dismantle the toxic cycle and create an environment where all voices are not just heard, but valued and respected.
The staffing and turnover narrative at BHA sheds light on troubling aspects tied to racism, nepotism, and harmful workplace practices. In JFM’s drop The Scarlet Letter-Writing Campaign, the movement highlights Daniel Darting, CEO of Signal, as a letter-writer in support of Medlock’s removal. Darting chose to cite this familiar and exhausting narrative of staffing and turnover which is also mentioned in other letters.
Darting expressed these concerns tied to Medlock’s leadership, is he also expressing these concerns for Barnes and Gathercole’s leadership or was there an underlying motivation for seeking the removal of Medlock? It is alarming that any of the letter-writers would lift up such a narrative, although they probably imagined a movement like JFM would not rise to name and label acts of harm, oppression, and racism.
It is concerning that Dr. Medlock, the only Black leader, is the sole figure facing public scrutiny amidst these issues, raising questions about potential biases and unfair treatment. JFM is hopeful that discrediting Medlock and challenging her leadership with these toxic staffing and turnover narratives is finally done.
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Have you been confronted about your racist, harmful, and oppressive behaviors? JFM encourages you to explore the concept of "processing right to comfort" to better understand its significance. In our efforts to dismantle systemic racism and foster inclusivity, uncomfortable conversations and confrontations are bound to occur. It's essential to remember that JFM’s intention is not to be adversarial but to promote growth and awareness. If you find JFM’s words hitting close to home, take the opportunity to introspect and understand the reasons behind your reactions.
Sign the Petition to Reinstate Dr. Medlock: Demand justice for Dr. Medlock signed the petition for Governor Polis to bring her back as the Commissioner of the Colorado Behavioral Health Administration (BHA).
Tell a story: If you have benefited from Dr. Medlock and her leadership, show up and uplift a true people-first leader dedicated to community and transformational reform.
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).