By Clyde Merriwether
I have spent some time recently researching what appears to be systemic racial issues, problems, and practices in the Seattle School District. In seeking out information on this subject I have discovered that there appears to be a long history of alleged discriminatory practices, primarily against African Americans, males in particular.
The alleged methodologies for implementation of these practices vary. In a like manor the reasons and purposes for these practices also vary and it appears that many of the alleged practices have gone on without proper oversight and/or appropriate disciplinary action for some time.
From interviews and conversations with current and former SPS employees, there also appears to be a practice of nepotism, cronyism, and disparate treatment within The Seattle Public School District that is disheartening, shameful, infuriating, disgusting, and certainly harmful to the development and advancement of the minority community it is supposed to serve. However, discrimination alone does not appear to be the only impediment to advancement.
In point of fact however, the alleged practices appear to have become so tied into the “Standard Operating Procedures” of the district that for many who work and administrate in the system the problems are probably invisible. It’s become like smog, something you just have to breathe to exist in the system.
Based on these conversations, there has been and continues to be a tracible pattern of questionable demotions, restricted opportunity, exclusion from decision making positions, placement into non-effective positions with some created specifically to pacify expressed advancement concerns but having no meaningful power, pumped up charges leading to dismissals, the providing of uncomfortable working environments, and other means limiting meaningful advancement of African American males within the system. Whether it’s being done with intent or by accident or omission doesn’t change the fact or its impact.
I’ve spoken with people who have described how they have been overlooked for promotions. Some of them have submitted applications multiple times for multiple positions only to see someone with less experience and/or qualifications get the positions. Sometimes that has been accomplished by transferring people in from other departments. Sometimes from outside sources. It also appears that some are getting their positions/promotions due to having family or other personal/business connections, and some others apparently just belong to the right social club/clique.
As an example, in the current Custodial department there are no African American males in a supervisory position, and none have been selected under the current Director. More than that, it appears that there has only been one African American male in a supervisory position in the last 15 years plus. Given the racial composition of the staff, how is that possible?
In truth the Director may not be the singular cause for this. There have been changes in how custodial supervisors are selected for schools. That power for selection was passed to the schools being serviced and those in charge apparently are not required or bound to a philosophy of inclusion and diversity and can therefore pick whoever they feel will help make their school great again.
While this is nothing new when it comes to African American employment in America’s workforce, it appears that hardworking and highly-qualified minorities throughout the district have seen their careers stifled by these practices and that has proven true throughout SPS departments. From maintenance crews to delivery people, from receptionists to managers, from teachers to directors to principals the stories sound unmistakably the same. So much so that it’s hard to believe that SPS could be blind to the issues and not have aggressively taken actions to significantly improve the workforce culture.
One person with whom I spoke alleges that they were told that they were getting overlooked for promotions because they did not have a master’s degree, even though no previous holder of the position had one. It appears the person who did get the position didn’t have the so-called required degree. Others who have worked for the district for many years claim that they have submitted applications for advancement and consistently been rejected.
While many of the groups and individuals with whom I’ve spoken to have been silent for far too long, they are now feeling more passionate about the fight and to set aside their personal fears to do what is right. They have been enthused and expressed their thanks for my willingness to fight. However, these people deserve more than my support, they need the support of our community to create change.
Like for attaining freedom itself, how we African Americans will be able to productively function and advance in this country, in this system, requires some to stand up for what is right. While America’s eyes are open due to the BLM movement, now is the time to address issues like these. I herein challenge the school district and the school board to connect with their workforce and clean up this mess internally before it becomes a publicly driven issue.
Support from the community is building, and its only a matter of time until the community lights a fire to the bush that the leadership in SPS has been hiding behind. Changes can and must be made. It has been done before, and my hope is that the district leadership will seriously address this problem.
Rest assured, I will be following up on this subject in future opinion pieces.
