Testimonials

"There are only five Black people on staff who don’t work in visitor services, custodial, security, retail, or food service—that’s after laying off five others in May 22nd. There’s also only one Black board member and one Black volunteer advisor to the CEO.

The sole Presidential Councilor who’s Black is a high level historian at a local HBCU who had been up for a VP job several years ago. He turned down the offer because the board and several other senior staff members were blatantly racist towards him during the interview process that he would “never” work here." - Current Employee

"I’ve worked in many museums and have been involved in the field for a long time—NWWIIM is THE most toxic environment for any staffer. It starts with the founders: Steven Ambrose plagiarized most of his work from other scholars. Nick Mueller knows how to manipulate donors and people who truly believe in the power of storytelling while lining his own pockets. He “retired” in 2017, but still had 4-5 staffers working for him in the Emeritus office until May 2020, has a new Jaguar bought and paid for by the museum every year, and makes over 300k a year as emeritus. When asked why a retired staff member gets so much money, it was shared that he negotiated a long term payment plan with the board in the aftermath of Hurricane Katrina. In exchange for not collecting his paycheck for a year, he gets paid double what he would have received after retirement. " - Current Employee

"The Museum will try to say that they’re working on diversity issues with their task forces—these are brand-new, from the top down groups that force BIPOC staff to do all the educating on why this museum is racist. When over the course of the last 5 years, leadership has shut down any and all efforts to change internal culture. Leadership and the board does not want to change—they only want to keep their pockets fat and pats on the back for the bare minimum." - Current Employee

"It’s traumatic looking into a sea of all-white audience members, show after show, and only seeing black representation, on occasion, in the form of waitstaff. In Boysie Bollinger’s Stagedoor Canteen, I had to conform to the standards and expectations of my other white women colleagues who make up the public faces of the Entertainment department. The only reason I have survived this long is because I have the ability to code-switch in order to make everyone around me comfortable with the fact that I’m the only black life present. Being a token is traumatic. My hair has been touched without my permission. I’ve been singled out by long-time supporters as the “definite new one.” I’ve been non consensually pressured to express my opinions on racial relations due to the fact that I am a loud, outspoken advocate for black rights when I’m not in costume. I’ve worked for clients who have openly supported the dehumanization of (black) prisoners. I’ve shed so many tears on stage in front of all-white audience members who think I’m crying because I love my country so much when, in actuality, I’m a shedding tears of hopelessness for the “land so fair” that they get to call “home sweet home.” It’s not fair that I have to be a public, tokened representation of the National WWII Museum when the museum finds my life to be too political to make a public statement that “Black Lives Matter” on their various social media outlets. My humanity is not political." - Current Employee

"There has been several cases of male employees sexually harassing female staff—with the bulk of the most infamous cases coming from two men who were VPs. In one case, it wasn’t until a case action lawsuit against the Museum was filed by a victim was that VP terminated from employment. The other VP was terminated during an extremely busy anniversary week in 2019—for allegedly trying to erase security camera footage of him having sex with another employee in the Museum while closed." - Former Employee

"When I worked at the National WWII Museum, I witnessed how they treated the one African American Director in the Education and Access Division. When this individual's boss left the museum, we all knew this individual should and would get the promotion to replace their boss. The (white, cis male, retired military with no museum education, knowledge, or experience) VP of Education and Access made this individual perform their current duties, as well as the duties of the vacant Director for 9 months without a pay increase. That VP made this individual go through 5 interviews before they were offered the position. When the VP finally offered this individual the Director position, the salary offer was $15,000 less annually than the other three Directors in that division. Many of us knew this wasn't right, but feared speaking up because retaliation is a real thing by senior leadership at this museum( keep you out of the loop on important museum information. Slow your department approvals down so you can't pay vendors, or get items you need to work.), but we all knew they were trying to justify overlooking this individual based on race and gender." - Former Employee

"So many things to touch upon, but most of my first-hand experiences were with gender discrimination. In my department, comprised of equal numbers male and female identifying, ALL the men were at a higher pay rate than the women. Some of these women had also been employed at the museum for longer, and had lengthier resumes than their higher-paid coworkers.

When lift operation training was scheduled, all the men in the department were offered training, while none of the women were. This included myself, who had past extensive experience in lift operation, but were looked over because none of the management of Entertainment or Engineering thought any of the women on the crew had any experience at all.

This was all while a member of the engineering team had been disciplined numerous times for sexually harassing female employees. He's still employed there because he quiets down until his 'probationary discipline' time is over (3 months or so) before he does it again, so it doesn't count as a final strike.

Then there's the mind blowing racism exhibited by the volunteers. From overt racism like loudly having conversations about how 'all those Muslims are just terrorists,' directly adjacent to a lovely Muslim family who were just trying to enjoy their day, to more 'nudge, wink, you know what I mean' comments like 'oh, I'm so glad he didn't have a bomb! I was getting worried!' in reference to the brown-skinned young man who was digging through his backpack trying to find his wallet. Treating employees of color with condescension and disdain, masked in 'oh, I'm just old and too set in my ways to change now.' No repercussions for any of it because free labor is more important than recognizing the humanity of visitors.

Conservative employees harassing liberal employees to the point of threats of violence. Volunteers making complaints to their handler about employees showing solidarity with the BIPOC or LGBTQIA+ community. Senior 'leadership' making decisions that revolve around money, not humans. Avoiding negative feedback by constantly rescheduling and never holding exit interviews after employees finally have enough of the passive aggressive 'is it really that bad?' gaslighting. And, of course, the delightful all-employee meetings praising everyone for record profits, while denying the majority of their staff a living wage and 'encouraging' everyone to work even harder at the holiday party." - Former Employee

"I worked with a family interested in donating a Medal of Honor to the Museum’s collections. The medal was issued posthumously to a Black WWII veteran and hero who allowed himself to be stripped of his own rank so that he could serve in combat. After being shot numerous times, this veteran walked across an open field alone, captured German soldiers, interrogated them in German and turned them over for further questioning. He is responsible for helping the Americans make significant advancements in the war. After the war, due to the racism in this country he was not allowed to serve again and his family believes he died of a broken heart because of it. He is buried in Arlington National Cemetery alongside other heroes. President Clinton issued a full apology to the family on behalf of the United States.

Where did the Museum propose to display such a medal? In a back corner, hidden away without any reference to the story behind it.

This is one of many examples of how irresponsible the Museum is in telling the truth about history. Soldiers risked their lives for this country and need to be treated with honor and dignity at the Museum. " - Former Employee

"I have been with the museum for 7 years. I am disappointed in the board of directors being made up of only caucasian men, middle aged and older. There is a lack of diversified members of the upper management positions and African American employees seem to be centered in facilities and ground floor positions. I think the most injust scenario the museum promotes is African American school children are shown only caucasian men are heroes. Almost everything presented to the black student says that, not in words but in substance. Another situation that was disturbing was the broadcast of Trump's inauguration on all screens in the museum. The National WW2 Museum should not show partisanship. It should stay neutral in all political matters. I dare say with certain members of the board's influence the highest standards were replaced with a sad influence. Considering Trump's well documented bigotry the museum's African American guests, I suspect, were uncomfortable at best. Personally, I was very offended. I hope the museum alters it's continued bias toward other races. The pronouncement of Black Lives Matter is necessary and long overdue. The board of directors should be a balance of men and women to reflect our country. The museum should give each man, woman and child of every race stories and exhibits to insure they each leave with a feeling of pride and recognition mirroring who they are and their people from whom they came." - Current Employee

"We’re often told not to discuss salaries and bonuses with other staff—truly, it’s due to the fact that most female and POC staff are woefully underpaid in comparison to male, white staff, even if they are doing the same or similar jobs. It breeds an atmosphere of distrust and anger between staff, rather than management who decides on salaries and if staff receive bonuses. Also, senior staff give themselves significant bonuses every year."

- Current Employee

"The former AVP of Education and Access terrorized staff the entire six-ish years he was on staff—his anger and work thievery was especially palpable for women, LGBT+, and POC staff, who he constantly belittled, often publicly. When brought to HR and the CEO’s attention, he consistently received slaps on the wrist and excuses as to why he couldn’t be reprimanded more harshly. When he was finally fired due to fucking up a relationship with a significant donor and content partner, we had already lost significant great staff members who couldn’t take it anymore. The saddest part is that none of us received any kind of remorse or apology from the CEO, who never took responsibility nor accountability for hiring and protecting a terrible hire over long term and high performing staff." - Current Employee

"I’ve worked for the museum as a “contract worker” for about 2 years. I knew there were issues but not that ran this deep and so sexist. I know I’ve often been frustrated seeing museum employees working 60 hours and week and barely getting paid a living wage while the former CEO builds his second vacation home. As a performer there, I have been ogled and touched inappropriately. I also had to perform at a “Gentleman’s Club” dinner where all the male guests had a female “escort” at their beck and call. I know the museum can claim that we were hired but they were not aware of who and what we were hired by. Keep fighting this fight. I support you." - Current Employee

"The pay is poverty wages - and there is no regard for the education, experience, and emotional labor that front-facing staff put into their work. There were multiple instances where I was faced with sobbing guests, anger, negative family dynamics, racism, sexism, homophobia, and anti-Semitic comments from guests and I was put into the roles of counselor/educator to diffuse the situation, or I had to pretend I had not heard it. The expectation is that everyone will have a positive experience in a war museum, and that is not realistic.

When I asked why the museum did not have any benefits for front line workers in school, or offer programs that would give us dual experience, I was told "they don't do that here." In short, we were expected to quit and go elsewhere if we wanted a career in curatorial or education, because we were not going to be given any consideration, training, or help from the museum. On our busiest days, I could ring up more in sales than I made in a year, but none of our work was ever given any real credit. We certainly were not paid a living wage, or offered health care. The college students working on the floor were not eligible for education benefits because they would not allow us to work full time. When I asked for a pass to attend AAM, was told it "was not pertinent" to my job in Visitor Services.

A few months after I started working there, I was offered another job at another museum for the same pay, and I turned it down, thinking the NWWII Museum would be a better path for my career. I now consider that my biggest mistake. I had hope that Stephen would put the Museum on a better path, but when the Proud Boys were allowed to freely move about the campus, film with the Museum in their background, and use our bathrooms without question, I knew it would not get better." - Former Employee

"Leadership is currently in a state of denial about what’s come to light via this platform. It’s been said by some that “everything on there is untrue.” Sure, some smaller details may be confused, but the we all have heard some version of these stories for years. And, the core takeaway remains steadfast: leadership has created a pay-for-play atmosphere that benefits incompetent higher ups, rich donors, the underwhelming board, and others over the mission of the institution and the staff tasked with achieving said mission. Instead of become defensive when questioned about what’s come up here, how about acknowledging that the culture of abuse and distrust that’s been sown over the past 20 years is being reaped? What will you do to change what you may not have created but have chosen to maintain through word and action? How about starting by publicly holding yourselves and each other accountable to staff, volunteers, and supporters?"

-Current Employee

"I attended AAM NOLA 2019 and visited the WW2 museum at the closing event. There was a trio of women singers there who’s act was based on 1940’s singers/did a whole set singing songs dressed up in period-esqu dresses and make up. One high ranking member of the Museum went up and started dancing with the lead singer during the number, he was extremely close to her, had hands on her in a way that was way too low, and kissed her on the cheek. The singer played it off well but everything in her body language screamed how uncomfortable she was. The fact was when I tried to point this out to a fellow attendee, who works in NOLA at a separate museum, she said she had seen this happen at every event hosted by the Museum that involved a performer dressed from the era." - Visitor

"An old Latvian woman who worked at the volunteer desk found out that I spoke some German, so she told me (in German) how one of her favorite childhood memories was listening to "Herr Doktor Goebbels" on the radio, how he was a great speaker, and how much she loved his speeches." - Volunteer

"When working in the education department, a colleague and I noted that all females who had been promoted had to do so by applying and doing rounds of internal interviews. All males who had been promoted had been called into the office and told that they were being promoted to recognize their hard work with a promotion/elevated job title. Every. single. one." - Former Employee

"As a visitor, I thought the best content in the museum focused on the experiences of African-American soldiers and the struggles for civil rights they faced when they got home. I saw it on my first visit and I remember being pleasantly surprised at the thoughtful presentation and the great use of interviews and first-person accounts. I was disappointed that it seemed to be hiding off the beaten path, because it was such an important counterpoint to the dominant narrative of World War II. I was even more disappointed when a staff member told me the exhibit was only temporary. World War II was an important, defining moment for people of color, women, and queer people. Many took their experiences and fought for their rights after fighting to liberate Europe. Our treatment of the Japanese tested our values as Americans. The stories of how the war affected marginalized people should be front and center in this museum, not relegated to the sidelines. " - Visitor

"I take issue with the idea that many of the issues discussed can be and will be solved through the DEI work team. Unless the team is given the authority to actively make recommendations that are received and implemented by leadership, there is nothing that they can do. Institutional change is from the top down—and active leadership buy-in and support are the only things that will activate that change. The DEI work team staff members did not create these issues and cannot be made responsible for what is ultimately the duty of leadership to create and maintain active lines of communication, a system of accountability, and discipline those who fight that change."

- Current Employee

"One of the most alarming things I learned and experienced while working at the museum was the fact that there was no review process for subordinates to review their reporting managers or greater departments. The employee review process was only from the top down, missing an important part to developing productive change. Perhaps if this issue was addressed, we’d see diversity and stronger leadership occur more naturally."

- Former Employee

"If you want to see gender discrimination by the numbers, analyze the Museum’s form 990s posted publicly on their website.

Over the last five fiscal years (2014-2018), the highest earning male staff had a collective 67% increase in salary. The highest earning female staff had a collective increase in salary of 21%.

Part of the explanation for the increase was the addition of more males to the highest earners category while female highest earner positions remained static. So while the museum claims to be addressing discrimination, this is not reflected in how they value staff and who they are placing in leadership roles.

I’d like to demand an explanation of these numbers as well as a justification for why they are paying the CEO emeritus a salary above the sitting president of the United States and the highest salary within the Museum. Is this an ethical use of donor’s dollars?"

-Visitor

"I've witnessed racial profiling in the stores by members of the security team. I also have friends that are highly qualified for positions in educational departments, but they are stuck working in retail and ticketing positions. Those that do get into better positions are treated deplorably by staff who still see those employees as nothing more than a cash register."

-Former Employee

"Your privilege is showing, Executive Team. Considering that all of this began due to the uprising of the BLM movement, you would think the Museum would address this much more clearly than a small post about their solidarity with their black employees whilst throwing in a Tuskegee Airmen photo to promote their brand.

To be perfectly clear, I have had meetings with 2 of the 3 mentioned and email exchanges about what I feel the Museum should do to become diverse, equitable, and inclusive. I’ve cried in their presence out of frustration and exhaustion. They know about how detrimental this has been to my health. Their silence is so deadly right now. Instead of including me in their discussions with the DEI team and consultants, I’m told they will be working on it and that “Change takes time.” My life as a Black woman can be taken before the end of today, and you expect me, of all employees, to be patient? "

-Current Employee

"I directly listened in on multiple DEI meetings and I can tell you first hand that everyone on the team with the exception of the CEO and the HR members are absolutely terrified of speaking during these meetings for fear of retaliation, and these are museum leaders! The DEI contractors have to pull comments, ideas, and thoughts out of people during these meetings and none of it is of real value. Most of the people on the DEI team want things to change, but without having direct access to the DEI contractors to inform them of how serious things are, along with hoping the DEI contractors are seriously interested in helping facilitate actual change (not just a paycheck), and getting individuals on the team from all levels of work within the museum, these meetings will be nothing more than an expensive way for NWWIIM to say they have done something without doing something. "

-Visitor

(To Be Continued)