Phase 1 of our Racial Equity Action Plan is based on more than 60 pages of comments and suggestions collected from about 400 Public Works staff . Building from this collective feedback , the Action Plan identifies the following priorities :
The foundation of the Action Plan will be department-wide racial-equity training that focuses on best practices to affect organizational change . Trainings will be customized in part by division and bureau to better address specific needs . With training , we will develop racialequity tools that help us analyze budgets , processes and policies through a racialequity lens .
The tools and trainings will support embedding racial-equity work in everything we do including departmentwide initiatives ( the Strategic Plan , performance plans , process improvement , job descriptions , mandatory trainings , new employee orientation , etc .), as well as day-to-day processes and procedures ( work assignments , staff selection for tasks and opportunities , project leadership , etc .).
In addition , feedback from Public Works staff identified these five priority actions :
• Empower frontline workers : Value and engage the voices of our frontline workers , particularly Black , indigenous and people of color . Engage frontline workers in decision-making around process improvements and policies , as well as in implementing the Racial Equity Action Plan .
• Broaden diversity of staff in all bureaus and at all levels : Outreach and recruit Black , indigenous and people of color , particularly for technical and management positions . Invest in and expand internship and apprenticeship programs , increasing racial diversity of participants in all opportunities .
• Support and train managers to be stronger leaders : Ensure that managers are modeling fair , consistent and equitable leadership , and nurturing their staff . Support them through training , recognition and accountability . Develop a mentoring program that supports mentors and mentees , and builds a culture of excellent leadership .
• Reform and rethink disciplinary processes : Ensure processes are transparent , fair and consistent across departmental divisions and bureaus ; empower , train and hold accountable supervisors and staff to work through difficult situations with compassion and equity ; invest in communications trainings that are based in understanding implicit bias ; provide coaching for supervisors that promotes compassionate feedback and personal growth during the discipline process ; and implement peer mediation and other complaint processes .
• Develop career pathways , particularly for lower-wage workers : Ensure that pathways are transparent and achievable through management support , professional development , staff affinity groups , and support staff in diverse and creative ways to attain career advancement .
In triaging action items for the Racial Equity Action Plan matrix below , we are guided by the priorities above , the requirements from the Office of Racial Equity , the department-wide research carried out by the Racial Equity Working Group in fall 2020 and the results of the 2019 Employee Experience Survey . The Office of Racial Equity requires that we respond to these six 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
Racial Equity Plan 2021
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