An audit was completed in April to determine if the Oregon Department of Environmental Quality was taking proper steps to meet its goals for becoming an "anti-racist organization," per the agency expectation issued by Gov. Tina Kotek in January 2023.
PORTLAND, Ore. (KOIN) — An audit was completed in April to determine if the Oregon Department of Environmental Quality was taking proper steps to meet its goals for becoming an "anti-racist organization," per the agency expectation issued by Gov. Tina Kotek in January 2023.
Citing the Center for the Study of Social Policy, the audit defines "anti-racism" as: "The active process of identifying and challenging racism, by changing systems, organizational structures, policies and practices, and attitudes to redistribute power in an equitable manner."
"This report does not assess whether or not DEQ is a racist agency," the Oregon Secretary of State Audits Division stated in the report. "In the course of our work, we learned the agency planned to use its strategic plan to assist in its goal of becoming an anti-racist organization in alignment with the Governor’s expectations. This effort also aligns with the objectives of the 2021 State of Oregon DEI Action Plan."
The audit, which was conducted by the consultant firm BerryDunn and Engage to Change LLC, lists several issues that may prevent the DEQ from achieving its "anti-racism" goals. These issues include difficulty recruiting and retaining black, indigenous and other employees of color.
"DEQ is working to enhance staff support, and agency leadership has stated the agency goal is to become an anti-racist organization," the report reads. "These efforts also align with the objectives of the 2021 State of Oregon DEI Action Plan. However, due to the ongoing and iterative nature of anti-racism work, this may take several years to achieve."
The report states that the DEQ continues to work toward developing "an agency-wide strategic plan in line with anti-racist principles" and is following guidelines set by Kotek and the Department of Administrative Services.
• A lack of transparency and accountability within the agency, particularly around staff and management relationships and the chain of command.
• Perfectionism, identified in one example as an overreliance on quantifiable data and excluding anecdotal evidence.
• Defensiveness
• Lack of support for employees of color and protecting 'bad actor' employees close to retirement.
• Isolation through the siloing of the agency, which inhibits trust building and cultivates a sense of 'us vs them.'
"According to [the consulting firm] DEQ is not unique, and meaningful change takes time," the report reads. "This assessment is also a snapshot of where the agency stands now and is subject to change. Without performing similar assessments across other agencies, it is very difficult to determine where DEQ stands in relation to Oregon state agencies generally. Neither this audit nor [the consulting firm] attempted to make such a determination."
