6 |
ORGANIZATIONAL CULTURE OF INCLUSION AND BELONGING |
6.2.4 . Develop and lift up more visible ways to enhance representation of all staff , particularly frontline and BIPOC and those who aren ’ t sufficiently heard .
Offer new opportunities for particularly frontline and BIPOC to work on department-wide initiatives ; consider and make transparent general criteria for selecting staff for these opportunities .
2021 Periodic meetings with affinity / heritage groups with a focus to identify and resolve issues or concerns .
Anonymous suggestion box .
Publish response to questions or concerns received .
Staff time : Moderate
Financial : Overhead
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Indicators Status Lead Priority Lift Impact
Increase in BIPOC staff feedback , participation and communication .
Not started
Executive team , bureau managers , managers / supervisors , Racial Equity Working Group
Level 1 Moderate High
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Engage frontline workers in decisionmaking around process improvements and policies , as well as in implementing the Racial Equity Action Plan . |
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Provide venues for people to share their experiences , opinions and beliefs that are safe and free from repercussions . |