Workforce 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
For us, the journey toward racial equity starts within the organization. Our 2017-2019 action plan is
designed to focus on our internal practices, with some additional resources directed at community
involvement/engagement in our Workforce 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.
Objectives of the City of Golden Valey –
We commit to the following:
1. an infrastructure that supports and advances workforce equity.
2. ensuring fair and equitable hiring practices.
3. a framework for inclusive engagement and equitable business practices.
4. providing impartial public service.
Objective 1. Commit to an infrastructure that supports and advances workforce equity.
Action Items
Lead Performance
Measure
Progress
Develop workforce
equity team dedicated
to workforce equity,
with authority and
ability to influence
change and direction
of the City.
Tim Completed
Spring 2017
Design workforce
equity plan
Kirsten/
Workforce
Equity Team
Completed
2017
Review Valley Values Do our values reflect
an inclusive,diverse,
and equitable
workforce?
Kirsten/
Cheryl
Survey all staff Completed
Summer 2017
Provide ongoing
training
Current staff need
training on workforce
equity – to
understand the
importance, and how
each staff member
plays a role
Kirsten/
Workforce
Equity Team
Staff
attendance – all
staff trained by
end of 2018
Objective 2. Commit to ensuring fair and equitable hiring practices.
Action Items
Lead Performance
Measure
Progress
Identify representation
of diverse candidates
in recruitment pools.
Collect demographic
data of applicants over
past two years.
Where do applicants
find us?
Basic demographics:
race/ethnicity, gender,
and age group.
Kirsten
Establish framework
for inclusive and
effective recruitment
measures
Using demographic
information, identify
areas for improvement
in job posting
locations.
Review policies and
practices for potential
equity barriers (in
hiring, retention, and
upward mobility).
Review recruitment
practices and identify
ways to enhance
recruitment
opportunities within
diverse communities
(eg, online postings,
job fairs, and college
and high school
relations).
Kirsten/
Workforce
Equity Team
Conduct initial and
ongoing implicit bias
training
Reduce implicit bias in
hiring by providing all
supervisors/hiring
managers with
training.
Objective 3. Commit to a framework for inclusive engagement and equitable business practices.
Action Items
Lead Performance
Measure
Progress
Review City contracts
and RFP process to
ensure elimination of
racial biases.
Tim/Marc/
City Attorney
Leverage relationships
with community
members who have
ties to diverse
organizations and can
communicate equity
goals.
Including commissions,
boards, and advisory
groups.
M-Team
Objective 4. Commit to providing impartial public service.
Action Items
Lead Performance
Measure
Progress
Continue conscious
inclusion and implicit
bias training with
members of public
safety.
Continue opportunities
for community
education and
outreach.
Jason/John