Deaf Community Services accused of perpetuating systemic racism
The Deaf Community Services (DCS), a nonprofit organization in San Diego, has been accused of racism by at least two Black Deaf individuals who live in San Diego.
Two weeks ago Jesse Jones III posted a vlog on Facebook saying there was “awfully bad systemic racism” because Black Deaf people have had a hard time getting a job there and are typically the first to go. Jones pointed out that two weeks ago, DCS let go two Black Deaf employees and that there is just one Black Deaf employee at DCS. He called for the executive director, Patricia Sieglen-Perry, to resign because she is a hearing person.
There are about 50 employees at DCS according to their website. Two are Black — one deaf, one hearing. There are some employees who are POC, but most are white.
Jasmine Sandifer is one of the two aforementioned employees who were let go. She told “The Daily Moth” that she was fired on June 26 after one year and five months of work as a Deaf Advocate / Client Support Specialist due to a violation of policy. She said she doesn’t know what policy she violated. Her position was “at will,” meaning she can be fired for any reason.
JASMINE SANDIFER:
I believe I was fired due to racial discrimination and retaliation. In June, I talked to DCS about Black Lives Matter and asked for equality, respect, and transparency. I asked what was the solution to this problem. I heard nothing. Then at the end of June I was fired. It didn’t make sense.
THE DAILY MOTH:
I’ll go back a bit. On June 9, the DCS Deputy Director Allie Rice posted an “agency message” vlog to say the DCS supports the black community and the Black Lives Matter movement. The DCS said they would take action internally and externally. Sandifer, who was still working at the time of the vlog, said the video upset her.
JASMINE SANDIFER:
The vlog did not match with their behavior or actions. Their policies didn’t align with what they said. So it felt fake. They said they were doing things, but on the inside they weren’t. It was not cool. I did send an email about it and asked why they made the post. I said it was not true. I heard nothing back, and later on, I was fired.
THE DAILY MOTH:
On June 27, the day after she was fired, there was an online town hall hosted by DCS. Sandifer made a video comment to express her disappointment and anger at being fired without understanding why.
JASMINE SANDIFER:
If you say, “Oh she’s an angry Black woman…” I have every right to be angry today! I’ve been fighting for equality with DCS and with America. I thought I could feel safe in the deaf community and as if I was a part of a family outside of the hearing world. But now that I’m in the deaf community, it’s the same. What is the difference? It seems worse in the deaf community. Why?
THE DAILY MOTH:
That town hall video had some technical breakdowns so we were not able to see the immediate response from DCS officials, but Sandifer sent me a screenshot of a comment from the executive director saying “Time’s up! Two minutes was plenty.”
[Image showing the comments]
The town hall video did later show DCS board member Matt Ellis explaining that he couldn’t comment on personnel matters, he said DCS must do more to address systemic racism.
[Sponsored Video from Convo: https://bit.ly/2RyMogR ]
Sandifer said she would like the opportunity to go back to work at DCS if they change.
JASMINE SANDIFER:
I’m a single mother of three children. I have to provide for them. I would like my job back because I did enjoy what I did for the community. But if DCS refuse to make changes, if they refuse to meet the community’s demands, I won’t go back.
THE DAILY MOTH:
This week, Jones started a petition on change.org titled, “Demand DCS Deaf Community Services to Address Systemic Racism Against BIPOC Deaf Community.” The petition demands for ED Sieglen-Perry and HR Manager Lauren Gordon to resign, for the next ED to be a BIPOC Deaf person, to establish a committee of BIPOC deaf members to lead the search, to reinstate jobs for Sandifer and Razi G Speights-Hall and raise their pay because of the trauma caused to them, and several other demands addressing racism and bias. It has 700 signatures.
Jones posted a second vlog about DCS last night to describe his own experience of racism. He said he was passed over for a job he applied for three times to white deaf individuals who did not have the equivalent degrees as he had (a BA and a MA). Jones said he was not called for an interview the first two times, and when he was interviewed for the third time, he was told he was overqualified. He said that’s what systemic racism is. He said he couldn’t even get his foot in the door to have an opportunity to grow and possibly move up. He said ever since his June 26 vlog, there were “many more” people who reached out to him to say they also experienced systemic racism at DCS.
I was in contact with a deaf person who formerly worked with DCS who said it was bad timing for DCS to let go of two Black Deaf employees because DCS said they support Black Lives Matter but their actions didn’t match their words. The individual said San Diego is a very diverse city but the DCS staff doesn’t match the diversity. The individual said it is the job of the human resources department to take an active role of hiring people of color and to protect the organization.
I want to acknowledge that in the past several days, there was a separate controversy at DCS related to allegations of sexual harassment against at least two people who worked at DCS. There were articles on Deaf Vee Journal that covered it, but the articles were taken down yesterday in a retraction with a statement that said their sources misrepresented information.
I reached out to DCS’ Executive Director two days ago to ask about whether they could explain why Sandifer’s position was terminated and whether they had a response for Jones’ first vlog about systemic racism. I also asked about the sexual harassment allegations, but that was before Deaf Vee retracted their article. DCS said they would email a response, but I have not yet received an official response at the time of publishing this story. If they do respond, I will add it in the transcript.
Sieglen-Perry posted a statement on their website in which she acknowledged comments and concerns related to systemic racism within DCS. They said they would re-evaluate DCS and have requested a facilitator from the National Black Deaf Advocates to foster dialogue. They said they recognize that there is an “infringement of trust” between DCS and the community.
That’s all I have to share today regarding the DCS controversy with systemic racism.
Note: DCS made a response to our questions after this story was completed. Here is their response:
(Regarding the reasons why Jasmine Sandifer was terminated)
DCS is not legally permitted to disclose internal confidential personnel information pursuant to State and Federal privacy laws. Pursuant to State and Federal discrimination law and DCS policy, supporting various social movements including but not limited to: Black Lives Matter, Me Too, and Deaf Empowerment does not on any level affect any employee relations matter up to and including termination decisions. DCS has an open door policy and any grievance process for all employee relation matter, including but not limited to matters of protected class or equity, each grievance is taken with the utmost seriousness.
(Regarding allegations of sexual harassment)
DCS has a strict harassment and whistle blower policy. Additionally, DCS adheres to all applicable State employment laws. All employee relation grievances including but not limited to harassment of any kind are taken very seriously and investigated. DCS works with a third party investigation firm for all grievances to ensure neutrality and proper investigation procedures. Personnel information related grievances, and disclosure of subsequent investigation findings and results is confidential, and it is improper, unethical, and not permitted under State and Federal privacy laws.
(Regarding accusations of contributing to systemic racism and on any efforts to hire BIPOC employees to reflect diversity of San Diego)
DCS strives to recruit and retain a diverse workforce in order to best represent and support the community we serve. Recruiting qualified individuals for open positions remains challenging. DCS acknowledges that we need to work toward recruiting and hiring more individuals from the BIPOC and POC communities. Part of the DCS action plan going forward is to expand diverse recruitment and hiring strategies as well as scholarship and intern programs to assist with training and education.
Recently due to declining service demands and budget cuts due to COVID 19, DCS was faced with challenging fiscal decisions. One such decision resulted in DCS closing a position held by one black deaf employee. DCS is looking at ways to retain that position full time, part time or on a contract basis. In addition to the above referenced employee DCS employs two additional staff who are black (one Deaf and one hearing). We are sharing this information because the actual number of black staff put out in the community is inaccurate.
(Regarding a Consumer Concern process)
DCS values its staff, and believes in providing quality services and support to ensure an overall positive consumer experience to each and every DCS client. DCS has policies in place to provide whistle blower protection related to the grievance policy and process for all employees. Additionally, DCS has a consumer concern form along with processes and procedures to ensure that all community member and consumer grievances that are reported to DCS are dealt with swiftly and appropriately. Completed consumer concern forms can be submitted directly to DCS headquarters or emailed to consumerconcerns@dcofsd.org. Each consumer concern form that is submitted to DCS is reviewed by both the Deputy Director and Executive Director. Depending upon the nature of the concern, if an investigation is warranted one will be conducted so that the concern is addressed by the appropriate DCS management and/or administrator(s). Upon completion of any investigation, the concerned Consumer will receive a response regarding their concern, and may include the outcome of an investigation should one be conducted, unless prohibited by State and/or Federal law.