Actions |
Timeline |
Implementation |
Resources |
Committed |
|
6.2.5 . Keep all staff informed equally . Be attuned to the multiple ways people take in information and communicate ; ensure that department communication is sufficiently multi-modal .
Leaders should ensure all staff are aware of projects , programs and team activities and offer different ways for people to participate .
|
2021 Expand modes of communication . |
Staff time : Low |
Increase in staff , particularly BIPOC , feedback , participation and communication . |
In progress |
Executive team , bureau managers , Communications team , managers / supervisors , Racial Equity Working Group |
Level 1 Moderate High |
ORGANIZATIONAL CULTURE OF INCLUSION AND BELONGING |
6 |
Actions |
Timeline |
Implementation |
Resources |
Committed |
|
6.3.1 . Educate departmental wellness coordinators on racial-equity issues and health outcomes .
Initiate protocols to hear from these employees and offer access to services , including EAP and others that perhaps are departmentspecific .
|
2021 Empower Health and Wellness team to take the lead on this . Develop necessary curriculum and programs .
Generally incorporate racial equity considerations into wellness work .
Institute quarterly EAP events related to racial equity .
Incorporate racial equity into health fair .
|
Staff time : Moderate
Financial : As necessary
|
Track staff participation in wellness challenges .
Track staff participation in special events like health fair .
Track availability of resources to all staff , no matter which shift they work .
Track efficacy of programs .
|
Not started |
Health and wellness manager and liaisons , University , Communications team |
Level 1 Easy High
Racial Equity Plan 2021
|
139 |