A previous review from October 2021 touched upon this subject: the toxicity that continues to permeate some areas of the organization. That reviewer may have been describing the same program.
Despite a process in which employees could submit comments and concerns to leadership in the aftermath of the murder of George Floyd and the subsequent reckoning on race that many organizations faced, staff who were well known to have caused trauma to multiple colleagues, including those of color, have continued to be promoted and given more responsibility, while others continue to perpetuate the toxic behavior that this process was supposed to have addressed. I can only assume a 'business decision' is the primary reason that allows bad actors to continue to thrive at EDF.
A member of program leader with a long and well-known record of causing harm, especially to employees of color by among other things, taking credit for direct reports and other programs' work on a regular basis, lying about their experience, exaggerating to higher-ups on work that really hasn't been done in the ways in which they have been described, promoting primarily those who kiss up (and who happen to be mostly White colleagues), dismissing the suggestions of colleagues of color, and outright shouting down to a direct report of color, has been permitted to thrive at the organization.
This person's toxic behavior is responsible for pushing out a number of EDF staff, particularly those of color. Two direct reports (well, one just now) also displayed similar behavior, bullying staff who do the actual work since apparently, this role is largely to report out on work done by others. The rationale given for the since-departed direct report was that it was done as part of restructuring when it was common knowledge that this individual perpetuated racist microaggressions and was outride rude to many of this person's direct reports and colleagues within the Program.
