Greg DeShields, a Philadelphia-area DEI executive, was fired from his role at Tourism Diversity Matters (TDM) and resigned from his role as president of the Independence Business Alliance (IBA) following accusations that he created a hostile work environment.
DeShields, who co-founded TDM — a nonprofit that aims to be an industry resource for diversity expertise — is the former executive director at the Philadelphia Convention and Visitors Bureau. Women from both organizations signed an open letter accusing DeShields of problematic behavior.
The letter and its impact
In an open letter directed to leaders of the tourism and hospitality industry, eight women who previously worked for and with Greg DeShields accused him of creating a hostile work environment over at least a decade. The letter also includes accounts from two people who chose to remain anonymous.
“Not only do we represent women who have worked with Greg DeShields as board chairs, assistants, contractors, interns and assistants, we are mothers, daughters and sisters who have long experienced the pervasive systemic issue of sexism upheld by those in positions of power within the industry,” the letter, which was published in February, reads.
In a number of documents that outline their concerns, DeShields is accused of acting aggressively, yelling at and insulting others, overworking and underpaying his staff, belittling non-native English speakers, lacking cultural humility and competency, refusing to learn from mistakes, and other problematic behaviors.
“We fear that Greg DeShields will not be held accountable but instead shifted into a new role where his behavior could cause even more harm to the women he works with,” the letter says.
After the Philadelphia Inquirer published an article about the letter, DeShields was removed from leadership at the aforementioned organizations. DeShields told the Inquirer that misperceptions may have led to misunderstandings about his comments or behavior towards those who signed the letter but that offense was never his intention.
A call for change
The open letter resulted after three women who collectively addressed their concerns with the TDM board on Jan. 15 felt their concerns were not adequately addressed. Their collective email underlines concerns about the workplace environment as a whole and includes a special focus on mental health.
“My initial intention was to gracefully step aside, avoiding confrontation and preserving TDM’s reputation, even if it meant compromising my own well-being,” wrote Dr. Brandi Baldwin, former board chair of TDM. “However, a recent tragic incident involving workplace bullying came to my attention in the news and prompted a reevaluation of my approach. [Lincoln University’s former Vice President of Student Affairs] Antoinette “Bonnie” Candia-Bailey’s unfortunate suicide underscored the urgency of addressing workplace issues that I have observed.”
Sofia Mendoza-Muller and Amber Dugger, who previously worked for TDM and whose own letters to the board accompanied Baldwin’s, wrote that they both suffered from anxiety following issues at TDM.
“As leaders within TDM, it is our collective responsibility to address internal issues that undermine the very values we stand for,” Baldwin wrote. “Failing to hold our people accountable at all levels means we’re essentially contributing to the ongoing perpetuation of inequity within our organizations, and the industry.”
“Upon learning of these allegations, the board acted immediately, placing Mr. DeShields on administrative leave, and retained an independent investigator with expertise in workplace law to conduct a thorough, objective review of the matter,” Adam Burke, current board chair of TDM, told PGN about the Jan. 15 letters.
Burke noted that a third-party investigator was able to complete one-on-one interviews with 11 individuals who had relevant knowledge about the situation.
“In addition, while we wanted to address the situation as expediently as possible, TDM did not put any predetermined time frame on the process and instead relied on the investigator to notify TDM when his inquiries were complete,” he added.
“Mike Gamble, the CEO of TDM and Searchwide Global was aware of how I was treated by Greg. He did nothing, and since there wasn’t an HR department or any real processes, I was stuck being bullied for over a year without any protection,” wrote Mendoza-Muller in the February open letter.
“And I haven’t received an apology email from Mike Gamble or even an acknowledgment from anyone at TDM that he or the organization are remorseful for how I was treated,” she continued. “Just a generic email that they’re doing an ‘HR Review’ to make themselves better. What a disappointing lack of empathy from an organization that works in the DEI space.”
Moving forward
“The TDM Board found that Mr. DeShields’ alleged conduct failed to support the organization’s mission and founding principles and unanimously voted to terminate his employment with immediate effect,” Burke said, underlining that the actions of one individual should not be conflated with the organization as a whole. “Mr. DeShields was formally notified of the Board’s decision on February 18, 2024 — approximately one month after Dr. Baldwin first made her concerns known to the TDM Board of Directors.”
“We are sincerely grateful to those individuals who came forward to share their concerns knowing that it takes courage to speak out under these circumstances, and we deeply appreciate their vulnerability and trust,” said Burke, who noted that he has since reached out to Baldwin and others, “asking if they would be willing to discuss their experiences so we can forge a meaningful path forward.”
“We recognize this is a pivotal moment for self-reflection and learning,” he said. “This experience underscores the need for us to recommit ourselves to pursuing TDM’s mission with great care and intentionality, and to ensure that everyone associated with the organization is held accountable to upholding the principles of equity and inclusion that are core to our work.”
“Effective policies and procedures serve as the bedrock of equitable treatment in any workplace. Without them, organizations risk fostering toxic environments where power imbalances are exploited, leading to hostility and injustice,” Baldwin told PGN, underlining the need to not only find new leaders but also evaluate how issues in the structure of an organization can lead to problems.
Burke did not answer questions about training or other tangible actions TDM is taking to promote a healthier workplace environment or to better address the needs and concerns of women and other marginalized people in the future. He didn’t comment on specific policies and procedures at TDM.
“Upholding these structures [of effective policies and procedures] ensures that every employee and stakeholder is afforded fairness and respect, guarding against abuse of power by key leaders. In essence, policies and procedures are not just guidelines; they are the guardians of workplace integrity and dignity,” Baldwin underlined.
“We always want professional spaces to be ones where people can show up ostensibly as who they are — and to be able to thrive, professionally and socially, and to have strong, confident leadership behind them that will hold folks accountable when they feel like they’re not able to be themselves,” said Zach Wilcha, CEO of Independence Business Alliance — Philadelphia’s LGBTQ+ Chamber of Commerce.
“It’s a couple of weeks full of important conversations for our organization, and I’m really proud of the way that our board leadership has come together to handle it,” said Wilcha, who noted that the organization’s succession plan allowed for their current board president to step in seamlessly.
Wilcha said that to IBA’s knowledge, there have not been any issues with DeShields within the organization. However, he said it “felt like a really good time to recommit to making sure that structures are in place — so that should behavior like that occur, there are proper channels by which to report it and then proper actions to make sure that there’s accountability.”
The IBA is a small organization, which like TDM, doesn’t have an official HR function. This, Wilcha said, makes it especially important to implement a structure that protects employees and the organization’s members who deserve a healthy workplace and professional environment.
“So what we’ve been doing over the past couple years is setting up ways to make sure that there is accountability. For example, where can our staff go if they need to make a complaint about me?” he said, adding that he and other IBA leaders have also been using this situation to listen to IBA members who have explained how they hope the organization moves forward.
“I respect the Independence Business Alliance’s decision,” Deshields told PGN about his recent resignation. “My focus remains on our common goal of promoting tourism and attention to issues of diversity, equity and inclusion. I am looking forward to continuing this important work in my future pursuits.”