Gainesville Fire Rescue Diversity Initiative

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1 Gainesville Fire Rescue Diversity Initiative 2016

2 Diversity is mission-critical and relates directly to GFR s Mission Statement and Values. Gainesville Fire Rescue s Diversity Initiative began in 2012 in response to a challenge to our commitment to diversity. GFR held several meetings, conducted a self-evaluation, and reported to the City Commission s Equal Opportunity Committee. Through this process we provided not only a clear record of our previous efforts, we also developed an initiative that would better address perceptions while challenging us to greater efforts. We listened to our key stakeholders, internal and external, as to how to best communicate our commitment to diversity and to assist us in not resting on past success but prepare for the challenges, maintaining and increasing our diversity in the face of attrition and more competitive job markets. This eight-month effort culminated in the adoption of the formal diversity plan for GFR. We will demonstrate our commitment to excellence through our efforts to attract, hire, and retain the very best candidates as firefighters at all ranks. We will assure our opportunities are open, fair, and competitive while providing exceptional diligence to attracting and developing a more inclusive and diverse department. We will value our people as unique individuals, invest in them and support them to be successful as a team and at every level of professional development and promotion. We will be committed to a better positioned, prepared, and diverse department with excellent leaders who are credentialed, educated, and judged second-to-none in leading this organization into the future. 1

3 In 2012, GFR s commitment to a diverse workforce was directly challenged and that experience resulted in a new appreciation for how important this issue is. Sometimes it takes a specific challenge to move an organization to re-evaluate itself. As Fire Chief, I am convinced that issues of diversity and inclusion are not only important---they are mission critical. To adequately address these complex issues will require serious commitment and determination of the entire department. The GFR Diversity workgroup was formed to assist the department in the development of the goals, planning, resources, and outreach. Together we have framed our diversity plan and adopted the model taken up by the United States Coast Guard. The goal of this plan is to deliver on our commitment of inclusion and outreach to the under-represented, while transforming our organization to be forward-thinking and innovative. The plan will work actively to eliminate social and other barriers, while casting a wide net in our recruitment and assuring a level playing field in the hiring process. The plan includes the promotional process and must include the same commitment to lowering barriers to participation by all, especially the under-represented. The plan is supported by the Diversity Handbook. Realizing diversity requires the creation and maintenance of an inclusive work environment that respects and values the differences each member and employee brings to GFR. The GFR Diversity Plan endeavors to support this goal and to demonstrate diversity by coupling action with commitment. In preparing for the future, recruiting alone is not enough. Everyone, Administration, Operations, Risk Reduction, and Training, must work together if we are to create a climate that fosters inclusion and diversity. Of key importance will be recurring efforts to gather and learn from candidate and employee feedback as elements of the diversity efforts. We are proud of the effort this plan represents and look forward to our future success, together. Jeff Lane Fire Chief 2

4 It is the goal of our Diversity Plan to create awareness of, and access to, the full spectrum of GFR opportunities: Fire, Emergency Medical Services, Inspections, Investigations, Public Education, Training, Technology, Administration and supervision. The challenges of the future will be met by a GFR that is comprised of men and women who better reflect the diversity of our community and whose contributions will continue the legacy that has made GFR a leader in the Florida fire service for over 130 years. Our Diversity Plan builds upon the progress we have already achieved, and which we continue to strive for, and provides direction for our collective efforts to make GFR a leader in diversity management and a model within the City and the fire service. Total Sworn Personnel as of 2/1/16 = 163 Female = 11 (7%) Male = 152 (93%) Minority = 41 (25%) Non-Minority = 122 (75%) Minority Female = 0 Minority Male = 41 GFR Sworn Personnel Ethnicity Race Non-Hispanic Hispanic American Indian or Alaska Native 1 N/A Asian 2 0 Black of African American 21 0 Native Hawaiian or other Pacific Islander 1 N/A White Balance of Other Not Listed 3 0 Unknown or Not Disclosed 0 0 Total Non- Minority 75% Total Minority 25% 3

5 Our goals should support retaining our entire workforce while maintaining and improving our diversity. 1. Communicate commitment to diversity a. Individual members will be enabled to engage and support diversity goals. b. Company level activities will encourage open dialog and positive interactions. c. District Chiefs will assure that the Goals and Objectives are supported d. Division Level Officers will align accountability with goal setting e. Department will be accountable and committed to goals f. Community will be informed and efforts transparent g. Partners will be encouraged and supported 2. Demonstrate concepts of inclusion and diversity in creating a diverse department a. Hiring will be sensitive to barriers and seek out diverse candidates b. Acting/Interim Assignments will seek greatest pool of candidates c. Special Project Assignments will seek and prepare by inclusion d. Committees and Workgroups will be balanced and inclusive e. Contracts and Purchases will be compliant and inclusive f. Community functions and activities will be sensitive to inclusion g. Daily activities and family life in the fire station will be open to all h. Attendance at professional events that foster diversity and inclusion 3. Recruitment and outreach to increase diversity a. Identification of future candidate pools from the local population b. Development of sustainable, recurring recruitment efforts with local partners c. Utilize the media sources of current and future generations 4. Equitable hiring and career opportunities a. Feedback loop for unsuccessful candidates b. Feedback loop for successful candidates c. Updated job descriptions and minimum requirements d. Training for staff who develop recruitment, testing, and interview tools 4

6 5. Diversity training and education a. Recruit training will include specific module for Diversity and GFR Initiative b. Human Relations Committee will monitor and support Initiative Goals c. Department-specific training will focus on qualified and diverse candidate pools d. City diversity training will be supported and encouraged e. Fire Service professional education opportunities conferences and instructional material will be incorporated and aligned with GFR efforts: i. Fire 2020 (fire2020.org) f. Office of Equal Opportunity is a valued partner in goal setting, networking and community outreach efforts. 6. Model Manual and Resources [link]: 1. Measuring Success: a. Gap analysis between applicant pools and candidate pools for hiring and promotions. b. Gap analysis between candidate pools and successful candidates for hiring and promotions. c. Survey feedback from current employees. d. Survey feedback from current supervisors. e. Feedback from exit interviews with Fire Chief. 2. Reporting Results: a. Include documentation in accreditation self-assessment Category 7: Human Resources. b. Work with Human Resources/Organizational Development to prepare annual statement of achievement of goals for City Manager s Office and Office of Equal Opportunity. 3. Documenting Efforts: a. Statement of individual efforts in performance appraisals. b. Statement of department efforts from Deputy Fire Chief. 5

7 1. Feedback from: a. Candidates b. New employees c. Trainers/Mentors d. Supervisors e. Division Managers f. Human Resources 2. Application of new ideas into: a. Recruiting b. Testing c. Interviewing d. Hiring e. Training f. Committees and Teams g. Career Development 1. Develop a Recruitment Team comprised of a representative group of GFR employees to actively participate in career fairs, community events, conduct presentations, and actively recruit at local high schools, colleges, religious assemblies, athletic organizations and other appropriate locations. 2. Continue to work with HR/OD to develop diverse hiring pools. Post vacant positions that may be advertised to the general public on the City of Gainesville website which is a part of the Governmentjobs.com network which is nationwide. 3. Work with HR/OD to post vacant firefighting positions with a national vendor, Ergo metrics, to reach a broad and diverse population. 4. Partner with local agencies such as Florida Works Institute for Workforce Innovation and Career Source of North Central Florida to assist with scholarships for local residents to attain fire and EMS training to increase the local qualified applicant pool. 5. Continue to foster a positive relationship with the Loften Professional Academy Fire and EMS program to encourage future participation of these young Fire and EMS professionals in the GFR Mentorship and Cadet program. 6. Continue to build the GFR Mentorship and Cadet program to ensure candidates are prepared to participate successfully in hiring processes. 6

8 1. Professional Development for all Employees a. Ensure all employees have equal access to training & promotional opportunities. b. Review training programs, promotional opportunities, and seniority systems to ensure that they are nondiscriminatory. c. Take affirmative steps to provide promotional and career advancement opportunities, including compensable training to identified members. d. Assist employees with utilizing GFR s Professional Development Model career development strategy. 2. Strategies to Foster an Environment of Diversity and Inclusion a. Publish GFR s Diversity Initiative so that it may be shared with both internal employees and external customers. b. Continue to stress to Staff through training and discussions that diversity is larger than race and gender and a diverse workforce is best able to serve diverse customers. c. Identify and address any parts of the corporate culture that may create an environment that would stifle the inclusion of diversity. d. Provide a department-wide program called Courageous Conversations. This program is an innovative and successful approach to building teams by encouraging members to embrace diversity and resolving conflict. This program will be facilitated by a diverse group of department members and will address these wicked issues head on. e. Conduct minority and female focus groups to discuss concerns and issues related to retention, promotion, and inclusion. The input and recommendations from these groups will be incorporated into the Courageous Conversations program. a. Continue to use local women- and minority-owned vendors, including servicedisabled veterans, when possible. Ensure that any requests for bids or proposals are evaluated to eliminate potential barriers for these businesses. b. Participate in SBE/MBE/WBE/SDV business fairs held within the community. c. Train GFR personnel in SBE/MBE/WBE/SDV policies and procedures. 7

9 a. Track hiring and retention demographics of who is joining and leaving the organization. Look for disparity among traditionally discriminated and underrepresented designated groups. b. Analyze the make-up of potential hiring and promotional pools. c. Track contracts issued to SBE/WBE/MBE/SDV businesses. Gwendolyn Saffo, City Of Gainesville Office of Equal Opportunity Paul Forte, City of Gainesville Diversity Recruiter President Tracey Higdon, Officers, and Members of IAFF Local 2157 The Human Relations Committee The GFR Diversity Workgroup GFR Executive Team 8

10 To protect and serve through community involvement, education, prevention, and rapid intervention by professionals committed to excellence. To enhance our mission capabilities the Gainesville Fire Rescue Department values diversity, teamwork, and effectiveness. Our mission in valuing diversity is to build a positive and inclusive workforce that fosters respect for all personnel, regardless of their similarities or differences. Gainesville Fire Rescue will be recognized as the model of excellence by the provision of our services. To achieve our vision, Gainesville Fire Rescue will be recognized for recruiting, retaining, and sustaining a ready, highly-skilled and diverse workforce. We will foster an environment of respect in which every individual has the opportunity to prosper and contribute to the Gainesville Fire Rescue mission. Responsible, Accountable, Professional, Innovative, Dedicated The Gainesville Fire Rescue Core Values embody the very nature of selfless service and can only be achieved through diversity and the contributions of each individual. 9