6 |
ORGANIZATIONAL CULTURE OF INCLUSION AND BELONGING |
6.1.1 . Ensure that the department ’ s mission , policies and procedures reflect an ongoing commitment to an organizational culture of inclusion and belonging .
2021-22 Department mission , policies and procedures are updated and available .
Develop process for recognizing affinity / cultural groups .
Develop a racialequity framework to analyze policies and procedures .
Staff time : High
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Indicators Status Lead Priority Lift Impact
Number of scheduled events completed .
Number of policies and procedures reviewed using a racial-equity framework .
Not started
Executive team , bureau managers , supervisors , Racial Equity Working Group
Level 1 High High
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6.1.2 . Develop a Racial Equity Action Plan that is updated regularly and available to the public annually . |
2021 Racial Equity Action Plan is published on department website .
Present at Board of Supervisors and other public forums .
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Staff time : High |
Number people who have read Action Plan . |
Ongoing Executive team , Racial Equity Working Group |
Level 1 High High |
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6.1.3 Create a racial-equity team consisting of racial equity leads committed to keeping the department accountable for reaching its Racial Equity Action Plan goals and guides implementation . |
2021 Regular , scheduled meetings with Racial Equity Working Group to implement Racial Equity Action Plan .
Constitute Racial Equity Working Committees at bureau / unit levels .
Publish terms of engagement in working committees ; develop procedures to equitably engage participants .
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Staff time : Moderate
Financial : Overhead
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Track efficacy of racial-equity team and leads in terms of work plan and deliverables .
Track number of participants by race , gender , bureau , job class and rate of participation .
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Ongoing |
Racial Equity Working Group |
Level 1 Easy High |
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