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Government Alliance on Race and Equity (GARE) - 2017-2018 - Golden Valley Racial Equity Work Plan 2017-18 Racial Equity Plan – Page 1 2017-18 Workforce/Racial Equity Plan The City of Golden Valley’s Valley Values embraces the opportunity to further explore our community’s inclusiveness, and we recognize the need to openly examine and willingly engage together in advancing equality by:  using racial equity tools to create and amend policies, educate our constituencies, and share our message  strengthening our community socially, culturally, and economically  believing all can have access to the opportunities necessary to satisfy their essential needs, advance their well-being, and achieve their full potential The journey toward racial equity for us starts within the organization. Our 2017-2018 action plan is designed to focus on our internal practices, with some additional resources directed at community involvement/engagement in our Racial Equity Plan. * The Inclusive Engagement–Workforce Equity Team is made up of the City’s management/department heads: City Manager, Human Resources Director, Communications Manager, Finance Director, Physical Development Director, Parks and Recreation Director, Police Chief, and Fire Chief. 1. Golden Valley’s employees understand and are committed to achieving racial equity. Community Indicator Outcomes and Actions Timeline Accountability Performance Measure Progress report  Percent of employee population who believe advancing racial equity should be a priority of government  Percent of employee population who understand the City of Golden Valley’s commitment to racial equity A. Golden Valley’s employees understand, are committed to, and have the infrastructure needed to advance racial equity. 1) Inclusive Engagement–Workforce Equity Team – Golden Valley’s leadership convenes an Inclusive Engagement–Workforce Equity Team responsible for high-level accountability and oversight of implementation that focuses on enhancing an inclusive workforce. 2) Departmental Racial Equity Plans – Inclusive Enagement–Workforce Equity Team provides department directors with the GV Racial Equity Plans with an opportunity to enhance with department-specific strategies unique to their own line of business. 3) Racial Equity Training – Provide all employees with respect in the workplace/conscious inclusion training with racial equity components. Use a “train-the-trainer” model to continue to build internal expertise. Provide Racial Equity Toolkit training to all managers. Train all new employees, board Q1 2017 Q4 2017 Q1 2018 Inclusive Engagement– Workforce Equity Team Inclusive Enagement– Workforce Equity Team Inclusive Enagement– Workforce Equity Team and department leaders Infrastructure in place to implement the Racial Equity Action Plan Percent of departments that have reviewed and returned enhanced GV Racial Equity Action Plan (if applicable) Percent of employees who have attended training 2017-18 Racial Equity Action Plan– Page 2 1. Golden Valley’s employees understand and are committed to achieving racial equity. Community Indicator Outcomes and Actions Timeline Accountability Performance Measure Progress report members, commission members, and council members as part of the onboarding process. 4) Employee Racial Equity Survey – Conduct a biennial employee racial equity survey. Q4 2017; Follow-up after training Q2 2018 Inclusive Enagement– Workforce Equity Team and department leaders Percent of employees who can identify examples of institutionalized racism 2. City of Golden Valley strives to achieve racial and workforce equality in the workplace. Community Indicator Outcomes and Actions Timeline Accountability Performance Measure Progress report  Percent of employee population who understand the City of Golden Valley’s commitment to racial equity 1) Establish a Framework for Effective and Inclusive Recruitment Measures – Review policies to identify racial equity barriers to hiring, retention, and upward mobility. Develop policies and practices that engage diverse communities in employment processes. Continue sending open positions to network of diverse groups. 2) Representation of Diverse Candidates – Collect demographic baseline of existing applicants, identify gaps, and develop recruiting strategies to address gaps. Collect demographic information of current employee population. 3) Conduct Initial and On-going Training – Train all hiring managers on equitable hiring practices and clear expectations and accountability for racially equitable work places. Managers will use best practices within hiring processes to minimize bias and incorporate equity throughout all phases of the process. Q3 2017 Q3-Q4 2017 Q4 2017 Inclusive Enagement– Workforce Equity Team (Includes HR) Human Resources Inclusive Enagement– Workforce Equity Team, department leaders Policy and procedure guidance developed and recruitment network enhanced Racial representation at each stage of the hiring process Number managers/supervisors who complete training 2017-18 Racial Equity Plan – Page 3 3. Golden Valley community neighborhoods and people are safe and commited to providing impartial public service. Community Indicator Outcomes and Actions Timeline Accountability Performance Measure Progress report  Level of trust in the criminal justice system  Neighborhood crime rates  Arrest rate for youth and adults A. Golden Valley is committed to establishing a framework for inclusive engagement within diverse communities. 1) Leverage Existing Relationships and Community Member Assets – Develop and maintain relationships with community members who have ties to diverse populations, can act as ambassadors for the City, and can communicate racial equity goals. This includes relationships with commissions, boards, business leaders, and other existing advisory groups. 2) Education and Outreach – Continue advertising educational and community outreach opportunities, including “Coffee with a Cop” and presence within the community. 3) Training and Development – Continue diversity, conscious inclusion, and unconscious bias training of employees charged with protecting and serving the community (specifically Police and Fire). Q2 2018 Q3 2017 Q3 2017 Inclusive Enagement– Workforce Equity Team Inclusive Enagement– Workforce Equity Team Inclusive Engagement– Workforce Equity Team Number of commission and meeting agendas that include the topic of workforce equity Schedule of events dedicated to community outreach Percent of employees who continually participate in both initial and ongoing trainings.