BE A NATIONAL LEADER IN WORKFORCE DIVERSITY, INCLUSION, AND ACCEPTANCE
Increase outreach efforts to attract, develop, and retain diverse talent pools and heighten the cultural competencies of county leadership and workforce.
STRATEGY 2.1
DEVELOP A MULTI-DIMENSIONAL, COLLECTIVE DEFINITION OF DIVERSITY, INCLUSION, AND ACCEPTANCE
A.
Convene County partners to collaboratively develop key definitions
B.
Conduct community outreach through County departments to ensure thorough understanding of constituent needs and relevance of existing and developing programs
C.
Ensure alignment of County policies, practices for hiring, developing, and promoting employees in alignment with our diversity, inclusion and acceptance values
STRATEGY 2.1
DEVELOP A MULTI-DIMENSIONAL, COLLECTIVE DEFINITION OF DIVERSITY, INCLUSION, AND ACCEPTANCE
A.
Convene County partners to collaboratively develop key definitions
B.
Conduct community outreach through County departments to ensure thorough understanding of constituent needs and relevance of existing and developing programs
C.
Ensure alignment of County policies, practices for hiring, developing, and promoting employees in alignment with our diversity, inclusion and acceptance values
STRATEGY 2.2
INSTILL A CULTURE OF DIVERSITY, INCLUSION AND ACCEPTANCE (DIA) THROUGHOUT THE ORGANIZATION
A.
Develop and implement DIA key responsibilities and priorities for departmental leaders and managers
B.
Partner with GARE and other relevant agencies to identify real and perceived institutional barriers to employment opportunities in the County and work with departments to eliminate/reduce them
C.
Design and implement a communication strategy to recognize and celebrate those who have overcome barriers and actively promote their stories as recruitment and retention tools
D.
Expand management’s awareness and understanding of the need for inclusion and acceptance, and for reasonable accommodations and related County processes
STRATEGY 2.3
INFUSE ALL LEVELS OF WORKFORCE WITH THE VALUES OF CULTURAL COMPETENCY AND THE UNDERSTANDING OF IMPLICIT BIAS
A.
Develop and deliver intensive training for department heads on implicit bias and cultural competencies
B.
Develop and implement an online implicit bias and cultural awareness and competency training to reach all County employees
C.
Develop multi-year training curricula for diversity, inclusion, and acceptance skill building for all levels in the organization
D.
Build on the DHR Signature DIAlogue series showcasing Supervisors, County and community leaders, and employee groups
