Solidarity with BERG — Point of Action #1: Increase Black Representation

To the BERG: Our union sees, recognizes and values the incredible leadership and perseverance of our Black colleagues at OHSU. We stand in solidarity with the BERG. AFSCME Local 328 has been reflecting as a union, and we recognize our ability to do much better.

As stated in our December 2020 letter to the OHSU Black Employee Resource Group, AFSCME Local 328 has committed to stand and bear witness to the BERG’s letter sent to OHSU leadership and the board of directors on August 31, 2020, which called out concerns around OHSU’s racist practices, particularly those impacting Black employees. This month we address the first of the BERG’s 14 Points of Action, which is to:

Make a specific, measurable and public commitment to improve Black representation at all levels of agency staffing, especially senior and leadership positions. Post specific, broken-down-by-race progress quarterly — internally for all employees and externally for public stakeholders, affected communities and interested parties. The starting annual range of improvement representing progress in each major job group is 5- 10%.

So what exactly does this mean? If we are going to be brutally honest, those of us who have been at OHSU for any significant period of time have likely seen, heard or experienced firsthand the frustration, anger and sense of defeat that accompany roadblocks to advancement. If we are willing to truthfully engage in this work, we should ask ourselves how and why these barriers occur in the first place.

What we are told is that hiring managers look for “suitable” candidates. That statement calls us to dig deeper into what determines the true suitability of a candidate — especially when the first round of candidates often come from within OHSU itself. Is “suitability” determined by knowledge-based understanding, work experience or education? This is challenged by the many stories of Black employees with bachelor’s and master’s degrees — even doctorates — having been turned away from higher-level positions at OHSU in favor of a white counterpart. Is “suitability” tied to the ability, potential, drive or candor of an applicant? If so, why are there long-time Black employees who understand OHSU inside and out — often better and in more depth than those they report to — to whom opportunities for growth and advancement are not routinely afforded?

We must ask ourselves who suffers from the often-subjective opinions on what makes a “suitable” candidate. Firstly and immediately, of course, is the Black applicant who is turned down for a new position — the one who has to work twice as hard to get half as far, who has already heard “Sorry, we’ve gone with another person” at least once before. Next is that person’s immediate family, who may be experiencing varying levels of stress and financial impacts. More broadly, the patient experience at OHSU also suffers. Has OHSU leadership considered how it must feel to have medical needs, walk into a clinic and not see one person look like you? For there to not be a medical assistant, a nurse or a provider who understands your truth? Would you feel comfortable baring your entire truth to someone who can’t really identify with you? We must ask ourselves what this says about OHSU as a medical institution whose reach extends across and beyond the state of Oregon.

AFSCME Local 328 continues to hold the entire OHSU community accountable (including but not limited to members of our bargaining unit, OHSU leadership, students and researchers) to do their part — individually and collectively — in remaking OHSU into an anti-racist institution. In order for this to happen, we must all be accountable and demonstrate transparency. As such, we stand with the BERG and their call for an annual 5 – 10% range of improvement in Black representation in each major job group, particularly in leadership positions and those with an annual income of $70,000 or more.