DEVELOPMENT OF THE RACIAL EQUITY ACTION PLAN
In fall 2020 , the Racial Equity Working Group embarked on a two-month-long focused engagement among Public Works staff to gather ideas , concerns and feedback that would guide the construction of the Racial Equity Action Plan .
The implementation of the Action Plan will be successful only if the process itself is equitable . That is why the Working Group has been and is guided by the following principles :
• Transparency .
• Accountability .
• Inclusiveness .
LISTENING TO AND GATHERING FEEDBACK
The Action Plan has two phases . This phase – the first – focuses on internal dynamics and operations of the department . The second will focus on delivery of services to the public . Phase One is rooted in these focus areas :
1 . Hiring and Recruitment 2 . Retention and Promotion 3 . Discipline and Separation
4 . Diverse and Equitable Leadership 5 . Professional Development 6 . Organizational Culture of Inclusion and Belonging 7 . Boards and Commissions
At this time , Public Works does not have a board or commission . However , Proposition B , a voter-approved charter amendment on the November 2020 ballot , allows the Board of Supervisors to set up a commission to oversee Public Works . If a commission is formed , the department ’ s racial-equity framework and recommendations will be presented for discussion and the department will devise an action plan that addresses Focus Area 7 : Board and Commissions .
In September 2020 , the Working Group developed a presentation that described what is required for the Action Plan and the process of staff engagement , based on the above six focus areas mandated by the Office of Racial Equity . This presentation was used by Working Group members at a variety of standing bureau and division meetings , as well as with the executive team and the managers / supervisors monthly meeting . Attention was focused on the multiple ways staff are informed about department-wide initiatives : emails , virtual meetings , inperson meetings , posters , conversations with colleagues and newsletters .
In October , we initiated two months of feedback and information gathering on the six focus areas ; there were twice-weekly discussion circles ( on different times and days of the week to accommodate our staff ’ s aroundthe-clock work schedules ): Each week focused on one topic . Discussion circles averaged approximately 30 participants and were co-facilitated by Working Group members . The bulk of the time was in small groups with focused conversations that solicited barriers to equitable practices and potential solutions for each topic and sub-topic . Extensive and diverse outreach was done to bring out staff . About 210 individuals joined these discussions , with many people attending as many as five sessions .
In addition , we used an in-depth online survey , which received more than 70 responses , and a paper survey , which received 40 responses . We also gathered focused feedback from small group discussions among standing meetings and the managers / supervisors monthly meeting , which together reached another
Racial Equity Plan 2021
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