6 |
ORGANIZATIONAL CULTURE OF INCLUSION AND BELONGING |
6.1.6 . Have staff participate in trainings , conferences and discussions that promote a wider understanding of racial equity .
Offer trainings on including how racism affects people on a daily basis , from micro-aggressions to harassment to unfair treatment , and how that can lead to physical and mental health consequences .
Integrate implicitbias and anti-racist trainings into classes that relate specifically to our work , such as landscape architecture , communications , permitting and customer service .
Offer implicit-bias and anti-racist trainings to all staff that are intensive , ongoing and whose learnings are reinforced in multiple ways and venues throughout the year .
2021 Develop curriculum and / or partners to offer these in-house trainings .
Determine how to disseminate trainings .
Demonstration of ongoing and reinforcing nature of the trainings .
Focused presentations at bureau , section and staff meetings .
Establish anonymous communication methods that can inform racial-equity needs and trainings .
Staff time : Low
Financial : Overhead
|
Indicators Status Lead Priority Lift Impact
Number of training , conference or discussion regarding diversity , equity and inclusion completed by staff per quarter . Data disaggregated by race , gender , bureau and job class .
Number of staff who have the capacity to navigate discussions about race , identity and power dynamics and embrace the challenges and tension that often accompany this work .
Survey before and after training to assess improvement .
Not started
Executive team , bureau managers , University , ADM training , Racial Equity Working Group
Level 1 Easy High
|