This Oregon Official’s Bold Choice Between ‘Qualified’ and Gender Identity Is Going Viral!

A top expert in diversity, equity, and inclusion (DEI) has triggered a major shakeup at the Oregon Department of Forestry, as her former boss was placed on administrative leave. The decision comes after Megan Donecker, a DEI strategy officer, filed a formal complaint against her boss, Mike Shaw. According to OregonLive, Donecker criticized Shaw for allegedly prioritizing merit over personal identity in hiring decisions. Shaw’s approach to recruitment, she claimed, was out of step with the department’s DEI goals.

Shaw, who served as second-in-command under State Forester Cal Mukumoto, was suspended from his duties on August 6 following Donecker’s complaint. Donecker took issue with Shaw’s belief that hiring decisions should focus on qualifications rather than gender or identity. “Looking beyond gender and identity in hiring, seeking only candidates most qualified for the job,” she noted in her criticism, as reported by OregonLive.

The tension between Donecker and Shaw appeared to build over time, particularly when Shaw voiced concerns about the pace of DEI reforms. He compared it to “speeding on an icy road,” reportedly saying, “We don’t go 60 (mph) out of the gate, or we’re gonna crash the car.” This metaphor highlighted Shaw’s preference for a slower, more cautious implementation of DEI policies. Donecker, however, saw this as a resistance to necessary change.

In her formal complaint, Donecker also pointed out that six queer staff members had expressed discomfort at work. According to her, these employees didn’t “feel safe or comfortable” because they were unable to openly discuss pronouns in the workplace. She went on to describe the department as a “boys club,” indicating a deeper cultural issue within the agency. These revelations added fuel to the already sensitive discussions around diversity and inclusion in the department.

The Oregon Department of Forestry did not respond directly to media inquiries about the situation, but it did release a statement emphasizing that employee complaints are taken seriously. Leadership asserted that all concerns are “handled in accordance with state laws, rules, policies, and HR best practices.” They further assured that retaliation would not be tolerated. State Forester Cal Mukumoto reiterated this commitment, stating, “Providing a safe, diverse and inclusive workplace is a shared core value and priority of both the department and the Board of Forestry.”

Donecker, who has since left the department, is now working as a DEI consultant. The Daily Mail described her as an “accomplice to marginalized communities,” with a unique look that includes pink hair and tattoos. Her departure marks the end of a tumultuous chapter within the Oregon Department of Forestry, but the reverberations of her actions are likely to be felt for some time.

The leadership of the Department of Forestry holds significant weight in the state. As local journalist Noelle Crombie explained, “The Department of Forestry is charged with protecting about 16 million acres of public and private forestland and serves as Oregon’s largest fire department.” Headed by Mukumoto, who was appointed in 2021, the agency oversees nearly 1,400 employees and operates on a biennial budget of $577 million.

Oregon’s push for DEI initiatives took off after the nationwide racial justice protests that followed the killing of George Floyd in 2020. In Portland, these protests raged for over 100 consecutive nights. However, not all residents are in favor of these sweeping changes. Earlier this year, Clackamas County moved to dismantle its $830,000-a-year DEI office, labeling it as an “unnecessary expense” that “only foments friction.”

Donecker’s complaint and Shaw’s administrative leave underscore the broader conversation about how quickly, and in what way, DEI principles should be incorporated into the workplace. While DEI initiatives remain a priority for many institutions, this case highlights the challenges that arise when balancing those goals with other values like merit-based hiring.

This unfolding situation within the Oregon Department of Forestry reflects larger national debates over diversity, equity, and inclusion. The outcome may shape how other state agencies approach their DEI efforts moving forward.