JFM is elevating and centering Arthur Chan’s most recent educational illustration shared on LinkedIn, “Here is a glimpse of the experience of marginalized folks in the workplace as it relates to invisibility-hypervisibility.”

By promoting transparency, evidence-based discussions, and holding individuals responsible for their words, we can foster a more respectful and honest public discourse that respects the dignity and reputation of all individuals involved.

It has now come to light through a source that Behavioral Health Administration (BHA) Interim Commissioner Barnes, serving in her role as Director of CDHS, signed the dismissal letter for Medlock, which held neither the Governor’s nor his Chief of Staff’s signatures.

In the pursuit of dismantling systemic racism and promoting inclusivity, uncomfortable conversations and confrontations are inevitable. It is crucial to recognize the concept of "right to comfort" and how white-identifying individuals can sometimes weaponize it in response to being called out on their racist, harmful, and oppressive actions by BIPOC.

The struggle for equity, diversity, and inclusion (DEI) has gained significant attention in recent years. However, a concerning pattern persists in which white individuals with reputations as "turnaround experts" are chosen to replace BIPOC leaders who have centered lived experiences, DEI, justice, and marginalized identities.

In this blog post, JFM delves into a set of thought-provoking reflection questions designed to foster awareness and promote understanding of microaggressions, particularly those experienced by BIPOC. These questions encourage introspection, empathy, and actionable steps toward creating more inclusive environments.

Microaggressions often stem from unconscious biases and reinforce stereotypes about racial or ethnic groups. They perpetuate harmful narratives, assumptions, and prejudices, contributing to the marginalization and oppression of those groups. These repeated messages can create a hostile environment that reinforces systemic racism. They can have a profound psychological and emotional impact on individuals who experience them.

JFM has created reflection questions to encourage individuals to approach the content in the most recent drop with an open mind and engage in critical thinking and inquiry. It is important to evaluate information and claims thoughtfully while being open to different perspectives and maintaining a respectful and constructive dialogue.

The timing and impact of Dr. Medlock's unjust removal without cause raise questions about whether there was a deliberate distraction from CDHS budget gaps. The sudden resignation of key leaders, examination of public documents, information from the Justice For Medlock (JFM) network, and false media narratives raise further suspicions that something is amiss.

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.

The actions and opinions of privileged individuals in positions of power, particularly when driven by ego and a need for control, can have severe consequences for BIPOC (Black, Indigenous, and People of Color) communities. When leaders prioritize their ego-driven decision-making processes over the well-being and voices of historically-excluded identities, it perpetuates systemic oppression and further marginalizes these communities.

JFM is elevating and centering the words of Caroline J. Sumlin, “Whitelash always responds to Black advancement. Period.” In response to the Supreme Court striking down Affirmative Action, Caroline shared, “White supremacy is built on the belief that white people are superior, and that white people (and whiteness) should always remain at the top of the social and power hierarchy. Any time this is challenged, there is white backlash, better known as whitelash.”

It is disheartening to witness and learn about individuals unfairly judging JFM’s intent. For example, people who do not understand or support the movement are labeling JFM activities and the leaders JFM supports as "unprofessional".This harmful practice not only perpetuates stereotypes but also undermines the valuable contributions and significant impact these leaders have in various domains.

Psychological safety is vital for fostering inclusive and productive work environments. However, Black women often face unique challenges in achieving psychological safety due to historical and sociocultural contexts.

It is discouraging and painful that this collective must continue to elevate the truth. Please listen to and believe the stories of BIPOC. Publishing and sharing misinformation is a form of anti-Black oppression and causes harm.

It is discouraging and painful that this collective must continue to elevate the truth. Please listen to and believe the stories of BIPOC. Publishing and sharing misinformation is a form of anti-Black oppression and causes harm.

JFM developed sample questions to ask the new BHA leadership at public forums regarding the situation with Dr. Medlock and the harmful nature of the organization.