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I have been in the ”progressive,” “anti-racist” environmental nonprofit field for over a decade. I have an environmental law degree and have even taken on increasingly more challenging roles and responsibilities with each job change. I expected a lot more from progressives – as they certainly like to talk the talk when it comes to BLM, environmental justice, equity, and “anti-racism.” However, for anyone reading the news about the attempts at all the national green groups attempting to retaliate against workers for unionization, we know that is not the case.  

After nine years in the healthcare IT consulting business, with two of those years at Liberty IT Solutions, my manager approached me with a promotional opportunity to become a portfolio director.  I had turned down a similar offer before.  This time my manager applied more pressure, expressing encouragement from not only himself, but his manager who would become the Chief Operation Officer (COO) and colleagues who would become my peers. I asked, “Why me?” He responded with “Because you’re a minority and you’re a female.”  

I wish it weren’t the case, but due to ongoing litigation, I am limited on what I can currently discuss. All I can say is that I am representing many like myself who have experienced vicious and targeted attacks simply due to our race and ethnicity. 

“I’m looking for a few more white hairs in my enterprise sales leader.”

I worked for a biotech startup in Boston for a few years. From the start, my manager (a White woman) would routinely take credit for my work, speak over me in meetings, and not acknowledge my contributions in meetings (but if someone else repeated the idea I brought up earlier, she would acknowledge them by name, and not me). This was especially an issue because she would insist on attending all meetings with me. Moreover, as I successfully completed projects and gained more recognition from the larger organization, the more my manager tried to suppress my voice and undermine my work. About a year later we hired another colleague to the team who happened to be a White woman. She was treated very differently from the start: our manager did not insist on attending meetings with her, she was given much more independence, and credit for even small contributions of work.

A few months ago, I was the only person “laid off” from my team, and I think it happened because my manager wanted to punish me for filing an internal complaint about them.