6 |
ORGANIZATIONAL CULTURE OF INCLUSION AND BELONGING |
6.1.9 . Improve onboarding and integration procedures to be more inclusive with programs such as introductions , tours and mentorship programs , as well as the technology , workspace and information they need to succeed .
6.1.10 . Create work experience programs that offer employees a better understanding of what the entire department does and how it functions .
2021 Include presentations from affinity and heritage groups .
2022 Develop and publicize career pathway and mentorship program .
Staff time : Moderate
Staff time : Moderate
Financial : Overhead
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Indicators Status Lead Priority Lift Impact
Survey employees .
Rate of participation in survey .
Survey employees .
Rate of participation in survey .
In progress
Not started
University , ADM training , Racial Equity Working Group
University , bureau managers
Level 1 Moderate Moderate
Level 2 Moderate Moderate
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6.1.11 . Support and provide spaces for affinity groups , prioritizing historically marginalized peoples .
Create safe and healing spaces for staff to talk about their experiences in regards to race and racism , and to build empathy , trust and community through association .
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2021 Number of BIPOC staff who feel better supported .
Develop process for recognizing affinity / cultural groups .
Develop and expand heritage celebrations .
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Staff time : Low |
Survey employees .
Rate of participation in survey .
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Not started |
Executive team , Racial Equity Working Group |
Level 1 Easy High |
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6.1.12 Ensure that all art , decor and design where staff work daily reflect racial and social diversity . |
2021- 2022 |
Assess work spaces . Staff time : Low |
Get staff feedback on workspace design . |
Not started |
Building Design and Construction , Racial Equity Working Group |
Level 2 Easy Low |
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