Great External Mission, Low Internal Equity - Director Instruction Partners Employee Review

While the organization presents itself as committed to equity externally, my experience revealed significant internal gaps related to race, culture, and belonging, especially for staff of color. Some themes that may be important to know: 1. Lack of transparency around staff departures- It is common for employees, especially employees of color, to disappear from the org without acknowledgement or explanation. There is no communication when colleagues leave, even when departures are sudden or repeated. This creates an environment of uncertainty and makes patterns hard to ignore. 2. Concerning patterns around “restructures” and rehiring- During reorganizations or layoffs, staff of color are disproportionately impacted. At the same time, there are repeated instances of formerly laid-off white employees being rehired into new or similar roles shortly afterward. The patterns raise questions about equity and consistency in decision-making. 3. Silence around demographic data and representation- The organization used to share demographic information about staff. That transparency has quietly stopped. Public-facing staff images were also removed from the website, reportedly due to concerns about appearing “too diverse” after the most recent presidential election, which sends a disheartening message to employees of color about how their identities are valued internally. 4. Equity is emphasized externally but inconsistently practiced internally- The organization is strong at talking about equity in school systems, but many employees of color experience inequity within the org itself. There are few internal structures that actively support, protect, develop, or retain staff of color. DEI feels more like an external-facing brand promise than an internal priority. 5. Use of NDAs during staff exits- It is standard for departing staff to be asked to sign nondisclosure agreements in exchange for severance. While not uncommon in some industries, the practice contributes to a culture of silence and limits honest feedback from those who leave, especially those harmed or marginalized.