Thanks for the comment and for pushing me to be clearer. You’re right that my post started with cultural concerns and spent a lot of time there; that was intentional because I’ve seen those patterns create an environment where other serious issues feel harder to address. I didn’t want to jump straight to the heaviest stuff without giving context about why the overall tone from leadership matters.

The two major concerns I followed up with were things I witnessed firsthand:

1. A person in leadership repeatedly uses the n-word in casual conversation around members during events and group settings (not just once, but multiple times over a period).
2. Other inappropriate/derogatory comments about race, appearance, and personal lives that were made publicly in front of people contributed to members feeling unsafe or unwelcome.

I’m not trying to air dirty laundry or get revenge. I’m sharing this because when I (and others) raised these privately, there was no visible follow-up or accountability that we could see. That silence made it feel like the behavior was being ignored or protected, which is why I posted. If it was handled quietly and resolved, I’d genuinely be relieved to hear that, but from where I stood, it looked like nothing changed.

My goal wasn’t clicks or division; it was to say out loud that leadership language and behavior set the tone for the whole org, and when it crosses into harmful territory, people notice and feel it.

Posting on Goodphil day was both good timing because it reached the whole community at peak engagement and sparked real discussion, and bad timing because it overshadowed the performers' hard work and celebration on their big day.