S tat e o f D e l awa r e
hearings
Summary of Findings Report
Executive Summary
JANUARY 2016
Prepared by: Social Solutions LLC
INtroduction...
The Committee on Racism in State Government (the Committee), comprising the Interdenominational
Ministers Action Council (IMAC), the Interdenominational Ministerial Alliance (IMA), the Interdenominational
Faith Coalition of Sussex County (IFC Sussex) and the National Association for the Advancement of Colored
People (NAACP ) Delaware was established to investigate Delaware State employees’ recitation of incidents
and complaints and a timeline of highlights of discrimination in government workplaces. Interviews with
current and former State employees revealed countless incidents of racial discrimination dating back
to 1987.
In 2015, the Committee released the “Preliminary Briefing Report—Delaware’s Concerned Clergy
and African American Leadership Speak Out Against Racist Practices at the State of Delaware (the
Report).” The Report introduced the Committee’s mission, provided the Delaware Landscape, outlined the
Committee’s approach, and issued a call to action. To further this goal, the Committee provided
public and private forums for State employees to share their experiences of racial discrimination in
the workplace and created a hotline to accept State employees’ complaints of racial discrimination.
Delaware State employees reported egregious incidents of racial discrimination at numerous departments
and divisions across the state. The employees’ experiences were collected via intake forms, personal and
private interviews, and written correspondence. The quantitative and qualitative data collected from the
State of Delaware Hearings on Racism in State Government and the additional data sources are
reported in this Executive Summary.
state of delaware hearing process
IMAC and the NAACP convened the first public hearing
on July 28th in Wilmington, Delaware. In August, the
IMAC and NAACP partnership expanded to include Kent
& Sussex Counties. The series of hearings were scheduled during the months of July, August and September
in community churches throughout all three counties to
provide state employees an opportunity to speak about
their experiences in state government in a “safe” environment.
Well over 100 minority State employees courageously
shared their experiences and made more real what the
numerical data showed—that African Americans and
other people of color experienced repeated instances
of discrimination, unfair treatment, retaliation, and no
redress for grievances across government departments and
agencies. Approximately 400 people in total attended
the hearings. Many state workers who provided their
testimonials were accompanied by friends and family
members lending support. The Committee contracted
court recorders and videographers to document the
hearings. A hotline number was created to receive
phone calls from state workers reluctant to attend
the hearings for fear of reprisal and for those who
were unable to attend the sessions. Approximately 50
additional telephone calls alleging discrimination in
the workplace were logged through the hotline and
37 emails alleging discrimination in the workplace
were received, some anonymous, from state workers
seeking assistance. Private interviews were scheduled
with state workers, prior to the July hearing schedule
and after the September hearings.
It is important to note that a significant increase in
calls to the Office of Management and Budget (OMB)
Employee Relations hotline followed the public
announcement of the hearings schedule and the
Governor’s email. Calls continued during the hearings process, demonstrating a widespread interest
in bringing the issue of racism and discrimination
to light.
pg 1
Our Findings...
Testimonials were shared from state workers
representing the following agencies:
Call Volume Regarding Hearings
Employees Relations Hotline
% Increase in Call Volume
from 7/27/25 to 8/12/15
TOTAL EmpRel
+ IMAC Calls
• Department of Natural Resources and
Environmental Control (DNREC)
145%
• Division of Corporations
87%
IMAC Calls ONLY
• Division of Motor Vehicles
• Division of Research
40%
IMAC Union Calls
• Division of Agriculture
0%
20%
40%
60%
80%
100% 120% 140%
160%
Total After IMAC = 145%, 87% of which are IMAC related
Increased calls received from state workers regarding the date, time and
location of hearings
Public and private testimonials were shared by current and former state employees. In the interest of
time, participants were asked to state only the facts
of their case. Many participants were nervous, afraid
and anxious to share their story. The hearings were
often very moving as countless state employees
recounted their experiences in the workplace and the
emotional scars they still carry. Hearing Officers
were instructed to listen and ask follow up questions
for clarification only. All participants in the public
and private hearing process were asked to sign an
informed consent document. At the beginning of
each hearing disclaimers were read informing state
employees of the purpose of the hearings and advising
them to consult their attorney prior to speaking if
they were currently represented by legal counsel.
• Department of Corrections
• Department of Labor
• Department of Education
• Department of Health & Social Services
• Department of Transportation
• Delaware Courts – Family Court
• Department of Services for Children, Youth &
Their Families
• Delaware State Trooper Association
• Delaware State Housing
“The hearings were often very moving as countless state employees recounted their
experiences in the workplace and the emotional scars they still carry.”
__-Reverend Lester Justice, IMAC Social Action & Justice Chair
pg 2
State workers were asked to indicate the type of complaint they were filing by choosing one of the following
categories 1) recruitment, hiring, promotion 2) racial discrimination 3) hostile work environment 4) disciplinary action and 5) retaliation. In some instances, multiple categories were selected.
State of Delaware Employee Complaints
17%
16%
18%
26%
Recruitment, Hiring, Promotion
24%
Racial Discrimination
18%
Hostile Work Environment
26%
Disciplinary Action
16%
Retaliation
17%
24%
“ The reality is that any systemic perception of a problem by a substantial
number of employees is as detrimental as any problem that may or may not
exist. We must address repeated injustices in the workplace or we will create
potentially hostile work environments that hobble staff morale and cripple
the state’s ability to deliver services to Delaware’s citizenry.”
– Councilman Jea Street, State of Delaware Public Hearing Officer
pg 3
Sa mp lin g of Ra cia l Dis cr imi na tio n Com p laint s
by S tate Dep ar tme nt or D iv is ion s
Agency
Issue
DNREC
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
100
100
50
50
50
DMV
Hostile Work Environment
Disciplinary Action
100
50
Div of Corp
Hostile Work Environment
Retaliation
100
100
Div of Research
Recruitment, Hiring, Promotion
100
Div of Agriculture
Recruitment, Hiring, Promotion
100
DOC
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
61.5
13
53.8
23
53.8
DOL
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
80
60
20
40
20
DOE
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
44
22
33
11
33
DHSS
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
46
49
65.8
37
34
DOT
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
54.5
27
18
36
18
DE COURTS/
FAMILY COURTS
Recruitment, Hiring, Promotion
Complaints/Reports Racial Discrimination
Hostile Work Environment
Disciplinary Action
Retaliation
12.5
12.5
75
37.5
37.5
KEY
DNREC [Department of Natural Resources and Environmental Control]
DMV [Department of Motor Vehicles]
DOC [Department of Corrections]
DOL [Department of Labor]
DOE [Department of Education]
DHSS [Department of Health and Social Services]
DOT [Department of Transportation]
Percentage
pg 4
State Employee Complaints: Title VII of the Civil Rights Act of 1964
Scores of individuals testified that they have no confidence in the state’s grievance process, the Office of
Management & Budget’s (OMB) Human Resource Division, the unions or the Equal Employment Opportunity Commission (EEOC). Individuals expressed most employees are reluctant to pursue the grievance
process or file charges with the EEOC because they fear loss of their jobs and have witnessed severe acts
of retaliation inflicted on employees who have pursued grievances and EEOC complaints against the state
of Delaware.
As the chart below indicates, out of 190 discrimination charges filed by state workers against state
agencies with the DDOL in Delaware from 2012 through 2015, only one (0.05%) was found to have cause.
Delaware Department of Labor (DDOL)
(Reported as of July 2015)
Federal Fiscal Year
Executive Branch
Agencies Charges of
Discrimination
(*Not including DDOL or
anyone who filed at EEOC)
Cause findings for
Executive Branch
Agencies
2012
58
0
2013
45
0
2014
49
1
2015 (Year To Date)
38
TBD
190
1
Total
“I can’t imagine what’s happening there [DOL Anti-Discrimination Office] that they would
have such a small number,” Peterson said. “That one case must have been so egregious that it
jumped off the page and hit them in the head.”
– Sen. Karen Peterson, D-Stanton , former Administrator,
DOL Office of Anti-Discrimination (The News Journal, 10/24/15)
Voices of State Workers
A sample of the employees’ narratives. To protect the employees’ who participated in the hearings, employees’
names, titles and any other information that would reveal the identity of participants is not disclosed.
…I was told that I couldn’t do my job (I had approx.
11.5 years’ experience in another state doing this
exact job). I was harassed on an almost weekly basis
where I was told that I wasn’t producing enough and
if I didn’t make that number I wouldn’t be promoted.
….I asked what number I would need to get and she
(supervisor) couldn’t tell me. …Everyone saw how I
was being treated but nothing was done. It’s funny
how they hated me being there, yet they surely liked
to use my Spanish-speaking abilities. However, I wasn’t
the only one being abused. Any non-Caucasian per-
son is harassed, bullied and discriminated against
at that agency. Its systemic racism or institutional
racism at its worst. Do you know why many people
don’t file complaints at that agency? It’s because the
agency deputy director is friends w the Secretary of
Labor, HR Director and VR director. … Anyone who
wants any kind of employment or upward mobility
with the state of DE had better not make a complaint
or they are liable to go nowhere in their careers…the
deputy director told me that he would fix things. I
had spoke to him 3 times before about what has hap-
pg 5
pening and yet the only time he did anything was
when I was going to file a grievance. …By the time I
left the state of DE, I was on 3 anti-anxiety medications just to help me at work, which can be proven by
my dr visits. I dreaded going to work. I was having
panic attacks on an almost daily basis. …Working
for the state of DE has been the worse experience in
my life.
... I have 25 years of experience working for the
state…DOL employees were pressured to hire white
employees for contract positions. I was a supervisor
for years and I applied for another position that
would have been a promotion. I qualified for the
position and received my Cert letter. The position
stayed open for 4 months. Two other African Americans applied for the position and also made the Cert
list. The white female applied for the position and she
didn’t pre-qualify so the job posting was pulled. The
management started to train the white female and
several months later the job was posted again. Four
African Americans applied the next time it was
posted. I applied again and made the Cert list however I was not called for an interview. I am not sure if
the other African Americans were called for an interview but the white female was given the position. I
filed complaints with my manager but no action was
taken and I didn’t file with the EEOC because it was
a waste of time.
A job opening was posted in DOL and it was only
posted internally. There was an African American
female who had more experience and should have
gotten the job however it appeared as though the job
was written for the white female, who was also an
elected official. There is preferential treatment given
to politicians. No one bothered to apply for the position because they knew it was written for her.
…Racial jokes are made in the lunch room in the
presence of blacks and whites. I remove myself
from the group. White workers have confederate
signs and emblems on their vehicles. One morning
when I arrived at work a white male co-worker
approached me and threw an Aunt Jemima cookbook
called “You’ve had worst things in your mouth”. I
asked him why did he do that. He laughed and said it
was a joke. The incident was very upsetting to me
and I reported it to HR and the EEO. They met with
me and asked me what happened. I told them and
they apologized for him. Then they asked me “what
do you want us to do?” I told them he needed to be
fired and they said they couldn’t do that because he
was about to retire and had close to 40 years of service”. He was suspended for a week or so. Afterwards
they held diversity training classes. I suffered from
depression for months and sought spiritual counseling as well. It was difficult to return to work and see
him every day but I did eventually forgive him. There
were incidents where banana peels were thrown on
the ground near the entrance where one of the black
supervisors enters and a rat trap placed on his desk.
It was reported to the HR/EEO manager but nothing
really happened.
…When President Obama won his second term
one of my co-workers (white male) was speaking to
another employee (white male) about the election.
I heard him say “you know that monkey made it back
in there”. This type of stuff happens in the workplace
all the time. One of individuals who was talking bad
about the president was our local union representative.
…I filed an EEOC claim and union grievance
against the Director. It was part of a class action
grievance against the Director in E&T with four additional employees — the union filed the grievance on
our behalf. The other employees didn’t pursue the
grievance, people started backing off. We were overlooked for promotions that were given to white
women, witnessed racial slurs and jokes in department
and staff meetings. The Director said in a staff meeting
at Buena Vista that he wanted us to hire people who
look like him (white male). I applied for a position and
met the qualifications. I was on the certification list to
be interviewed. The Director called me and told me
not to bother applying for the employment and training
chief position because he was going to give the job to
the white female who worked in the department.
pg 6
Testimonials along with reported data highlight disturbing retaliatory and discriminatory actions within
state government. For example, the 2015 GCEEO
AA/EEO Plan Review from Department of Services
for Children, Youth and Their Families (DSCYF)
reveals a significant problem exists in the area of meting out discipline, which implies that a serious issue
with discrimination or insidious racism may exist.
The information has revealed there are a number of
deeper questions we need to ask. Data from the state’s
Affirmative Action Reports shows that instead of increasing the number of people of color in managerial
positions in accordance with the Affirmative Action
Executive Order #8 issued in 2009, we are seeing a drop.
Parity is spotty. Repeated, consistent reports from
African Americans and other people of color in State
employment, reveal that the current system of handling
complaints regarding hiring and promotional practices,
racism and discrimination is rife with problems and
retaliatory actions that result in no way for employees
to seek redress.
DSCYF Discipline Trends
2011
2012
2013
2014
%Inc
69
93
137
174
152%
% Female
41%
34%
23%
22%
-19%
% Minority
19%
25%
28%
32%
13%
% Minority Male
54%
60%
69%
68%
15%
Total Discipline
Minority males were 56% of the department employees in 2014 and 68% of the discipline incidents.
Minorities made up 46% of the total employees and 86% of the discipline incidents. A disproportionate
amount of discipline for minority males was reported. A 47% increase in disciplines over FY12.
Total Minority Discipline = 150 (86%)
Total Female Discipline = 39 (22%)
Total Discipline = 174
The Executive Branch
Although, the Office of Management Budget (OMB)
is the central management division for equal opportunity, affirmative action and diversity matters for state
agencies, the human resource function is decentralized
and managed at the department level. The OMB
Human Resource Management Division provides
training and education support to state agencies; is
responsible for maintaining management practices
that assure workplace fairness and stability; is
responsible for maintaining effective confidential
communications with agencies and Merit employees
statewide; manages all recruitment related processes
for the State of Delaware; and is responsible for
policies, procedures and guidance regarding classification, position management and competitive compensation. The OMB provides a hotline for state
workers to report problems and the Human Resource
Division will investigate employee claims when a
complaint is filed with their office. State workers
consistently reported they have no confidence or trust
in the Governor’s office or OMB.
Remedies Sought to Address Racial Discrimination
in Delaware State Agencies
Contrary to the statements expressed by the Office
of Management and Budget (OMB) and the Office of
Anti-Discrimination at DOL in the October 2015
News Journal article, State Workers Have Hard Time
Proving Discrimination, most discrimination complaints are not resolved within an agency and the
firing of an offending supervisor or a financial settlement is not the remedy the majority of state workers
were seeking. Current and former state employees
stated their desire to eradicate racism, equality in the
workplace and opportunities for advancement. State
workers shared concerns for clients impacted by
administrative policies and management they felt
pg 7
were unfair and discriminatory. The majority of state
employees expressed a strong desire to improve the
quality of the services and the work environment.
Only a fraction of the participants stated they wanted
to be compensated for the economic losses they suffered as a result of racial discrimination.
Historical Timeline: Delaware At
A Glance
Reports highlighting the
lack of diversity and inclusion and disparities in
state agencies are readily
available. Numerous studies and assessments
have been conducted
and data collected to
show the disparities and
areas needing improvement.
• 1994 .... The News
Journal publishes a Special 4 day Report titled
”Unequal Opportunity”.
The series of articles point out the actual numbers in
state government — that women and minorities dominate the lower-paying jobs, while high-paying positions
are dominated by whites and men.
• 1999 .... Findings and Recommendations to the
Complaint filed by the Coalition for Equal Justice
in Public Education is presented by the State of
Delaware Human Relations Commission. The review
was completed as a result of a racial discrimination
complaint filed by the Coalition in 1996.
• 2001 .... The State Personnel Director was directed
to undertake an investigation into the workplace
climate at the Delaware State Police as a result of
discrimination complaints. The US Department of
Justice launched an investigation in 1997 and filed a
lawsuit in January 2001.
• 2015 .... The Delaware Department of Education’s
Teacher and Leader Effectiveness Unit releases ‘The
Set’: Racial Diversity in DE’s teacher and school
leader workforce. Delaware’s teacher and school
leader workforce is much less diverse than its student
population. The demographics of Delaware principals
are changing. While the diversity in our nation and state
is increasing, over the past five (5) years Delaware
School Administrators have become less diverse.
• 2015 .... Federal Transit Authority (FTA) launches
a compliance review in November of the Delaware
Transit Corporation (DART), a subsidiary of the
Department of Transportation, in response to a petition
from a group of African American employees alleging
discriminatory hiring, recruitment and promotion;
disparate impact in the context of hiring, recruitment
and promotion; pay disparity; racial disparity; racial
discrimination.
• 2015 .... Criminal Justice Reform, Chief Justice
Leo Strine calls for criminal justice reform, empaneling a group to study racial disparities in Delaware's
justice system.
The Impact of Unequal Treatment
The majority of state employees, former and current,
stated they experienced health and/or a financial
crisis as a result of pursuing a racial discrimination
grievance or complaint against the state of Delaware.
The majority of state workers reported they now
suffer from chronic health conditions such as high
blood pressure, rheumatoid arthritis, anxiety and
depression, heart disease, etc., as a result of the
workplace stress and hostile work environments.
State workers have experienced extreme financial
hardships resulting from loss of income (due to
medical leave, disability or termination). The financial implications included loss of homes, automobiles,
children required to withdraw from school and
individuals filing bankruptcy.
State workers stated HR personnel showed little regard for the mental health and wellness of employees
who filed discrimination complaints. Workers testified HR personnel and management delayed processing of paperwork or documents for benefits such as
disability, unemployment, etc., as a form of retaliation. In some extreme cases, state workers who had
10, 15 or 20+ years of service were targeted by the
administration and terminated.
pg 8
There is an economic cost associated with racism and
discriminatory practices in state government — the
loss of human capital — workers on medical leave
suffering from anxiety, depression due to hostile
work environments or excessive absenteeism due to
work-related stress; reduced productivity due to
underutilized and overlooked talent — all are contributing factors to the state of Delaware's bottom
line. The culture of racism and discrimination in the
workplace influences state agency policies and impacts service delivery to the citizenry of Delaware.
When state employees are negatively impacted the
effects translate into service delivery deficiencies.
The employee experience creates the client experience. We all pay the price!
Taking Action — The 2016 Agenda
As was recently reported in the October 25th edition of
the News Journal, it is extremely challenging to prove
that there is a consistent issue regarding discrimination in State workplaces; however, an increasing crop
of evidence and data strongly suggest that widespread
racism exists in State government workplaces, and
because the grievance system is riddled with inequities
and inconsistencies, we must all understand that we
are dealing with a structural problem. As the research
has made clear, our collective focus cannot be limited
to a lack of diversity in the workplace. The lack of diversity is a byproduct of racism. While this reality can be
somewhat assuaged by including diversity and inclusion,
respect and harassment or cultural competency classes,
training and education alone will not dismantle structural racism. It is incumbent upon every stakeholder
to make sure incidents are not isolated or compartmentalized across institutions statewide. There must
be a commitment to change – in deeds not just words.
Resources are required — both human and financial.
To better determine and more quickly begin to address
the full nature of this problem, our short and long-term
objectives are to:
• Request the U.S. Department of Justice Employment Litigation Section of the Civil Rights Division
launch an investigation into employment patterns and
practices in state government.
• Prompt remedial action for state employees
filing retaliation complaints. Develop a penalty
mechanism and enforcement authority that will punish perpetrators of racist and discriminatory acts, as
well as departments that condone them. Review of
the Whistleblower Act and protections.
• Appropriation of resources from the General
Assembly and the Executive Branch for a comprehensive Human Resource Management assessment of
the Office of Management & Budget and HR department personnel by an independent firm to provide
recommendations for transformative institutional
change. Potential enterprises that have experience
and expertise in the areas of diversity and inclusion,
and race relations are being researched and information compiled. The Committee should be an active
participant in the selection and implementation
process.
• Creation of a Task Force by January 2016 to
continue the work of implementing the outlined recommendations and developing strategic workforce
initiatives to eradicate racism in state agencies (Task
Force should include state employee representation
from each executive branch agency; each EEO-4
category, current and former employees) Promulgate
an Executive Order to establish the Task Force and
provide the resources (human and financial) to
support its work.
• Creation of a uniform anti-discrimination
complaint process. Currently each department has its
own procedure. The lack of consistency we believe
contributes to the larger problem: built-in inequities
and too much leeway for discrimination to hinder
fair treatment. African Americans and other people
of color need to be engaged in this review, and
implementation process.
• Review and revise Delaware Title 19 Labor/
Employment Practices statute — Discrimination
in Employment. Creation of laws, regulations and
policies with statutory timeframes to enforce the
anti-discrimination state policy with oversight from
an independent agency.
pg 9
• A legislative agenda for 2016 which includes the
establishment of a Civil Rights Commission. The
Commission would be an independent agency that
serves individuals, businesses, and communities
throughout the State. The Commission would have
the ability to investigate complaints of discrimination
in employment, housing, public accommodations
and state contracts from members of protected
classes that are covered under those laws. The Commission should be funded with state of Delaware
appropriations and have dual reporting responsibilities to the General Assembly and the U.S. Attorney
General's Office.
There must be a commitment to change — in deeds not just words. More importantly, we must
have a commitment from state leadership to not only adhere to the letter of the law but truly realize
the spirit of the law and transform state government into a place of equity and inclusiveness.
Faith, civic and community leaders in addition to community members must work collectively to
ensure the state of Delaware lives up to the reality of its declaration — racism and discrimination is
a violation of the law and must not be tolerated. We believe, together, we can transform our state
into a place that doesn’t just talk about social and economic justice, but delivers on its promises.
pg 10
Specifically, we thank:
Every individual who appeared at the hearings and shared their personal stories so candidly. Our heartfelt
appreciation goes to the hundreds of employees who testified during these proceedings, and submitted documentation. Many of them felt they would suffer for speaking out — but did so anyway.
Hearing Officers were: Claire Carey, human resources executive (retired); Suzanne Perry, human resources
consultant; Rev. Paula Maiorano, Unitarian Universalists of Southern Delaware; Rev. Dr. Richard Speck,
First Unitarian Church of Wilmington; Councilman Jea Street, New Castle; State Representative J.J. Johnson,
Wilmington; Rev. Alyce Husser, healthcare professional (retired) Shiloh Baptist Church, Wilmington; Rev.
Lester Justice, Simpson United Methodist Church, Newport; Rev. Jermaine Scott, Divine Empowerment
Christian Church, Smyrna; Rev. Michael Rogers, Central Baptist, Dover; Estelda Parker-Selby, Millsboro
County Council, Sussex County; Jane Hovington, NAACP, Sussex County; Rev. Phil Hill, Cheswold Baptist
Church; Wayne Taskins, educator (retired), Sussex County; Rev. Maxine Johnson, St. Paul AME, Harrington.
Serving as moderators at the public hearings were:
Rev. Vincent Oliver, Calvary Baptist Church, Wilmington; Lamar Gunn, NAACP Central Branch;Rev. Lester
Justice, IMAC Social Action & Justice Chair; and Rev. Michael Rogers, IMA President, Rev. Lawrence
Livingston, IMAC Executive Committee
The churches who opened their doors to us: Ezion Fair Baptist Church, Simpson United Methodist Church,
Dale’s United Methodist Church, Divine Empowerment Christian Church, Whatcoat United Methodist
Church, St. Paul’s AME Church, Friendship Baptist Church, Immanuel House of Praise, and Mt. Pisgah AME
Church.
Principal Investigator & Author:
Contributors:
Alicia Clark, Social Solutions LLC
Dariel Janerette, J.D., LL.M., Ph.D.
Dena Ellis, MPA
Sima Robbins
Advisors:
Bradford M. Berry, General Counsel, NAACP National
Yasser A. Payne, Ph.D., Associate Professor, Department of Black
American Studies,
University of Delaware
Former State Senator, Larry Young
Chairman, Racism in State Government Committee
Maryland Black Caucus, 1994
IMAC Office, 100 W. 10th Street, Suite 106, Wilmington, DE 19801 Phone: 302-777-1190
Email address: [email protected]
Visit www.defaithinaction.org for more information on the state workers movement
To support DEFaithinaction donations should be sent to:
DEFaithInAction
c/o Delaware Community Foundation, 100 W. 10th Street, Suite 115, Wilmington, Delaware 19899
pg 11