Diversity in Action: Washoe County Diversity Strategic Plan

Transcription

1 Diversity in Actin: Washe Cunty Diversity Strategic Plan What is Diversity? Diversity is the variety f differences based n age, gender, sexual rientatin, religin, disability, race, clr, r natinal rigin. Diversity in Actin demnstrates the cmmitments f Washe Cunty t the inclusin f diverse attributes, backgrunds, cultures, and ideas brught by individuals in the wrkplace. This Diversity Strategic Plan was created after review and cmpilatin f many years wrth f wrk by Washe Cunty Human Resurces Department, ther Department and Divisin Heads, and partners including Cmmunity-based rganizatins representing diversity, Ad-Hc Diversity Cmmittees, the Organizatinal Effectiveness Cmmittee, and the Washe Cunty Emplyee Assciatin. 1

2 Why a Diversity Plan? Washe Cunty is cmmitted t inclusin f diversity at all levels f the rganizatin. Diversity adds significant value t ur rganizatin and enriches the cmmunity we serve. Thrugh diversity we are able t deliver quality service t ALL custmers, which is the fundamental reasn Washe Cunty exists. A diverse wrkfrce requires an inclusive envirnment built n a fundatin f tlerance and respect fr individual differences, values, and perspectives. Washe Cunty recgnizes that diversity is an imprtant part f a healthy wrkfrce and that it allws us t better relate t ur cnstituents. Departments have been implementing inclusin prgrams and practices int their departmental culture fr at least a decade, thus the title Diversity In Actin. We wuld like t make thse effrts knwn, while presenting specific strategies t expand ur effrts t enhance inclusiveness and diversity at Washe Cunty. If yu understand anything abut diversity, it s nt abut ne grup. It s abut peple finding talent and giving them pprtunities. MGM-Mirage Diversity Training Directr, Ondra Berry Diversity in Actin is nt a new cncept, it is nt an initiative, and it is nt prgram. Rather, Diversity in Actin is the framewrk that links all f the pieces tgether: federal and state laws n equal emplyment and discriminatin, the Cunty Cde f Cnduct and Washe Cunty Values, as well as the Diversity Visin, Missin, Objectives, and Actins. We value diversity as a business philsphy beynd standalne prgrams, plicies, and initiatives. The develpment f this strategically aligned diversity plan demnstrates that value. 2

3 Diversity as a Business Philsphy Diversity is vital t success in tday s glbalized sciety, fr the private and public sectr. Frtune magazine Diversity initiatives in hiring are nt just gd business, but essential fr the future survival f majr crpratins, Nevada Business Jurnal Gvernment, like business, prvides and develps services tailred t meet the needs f the diverse cmmunity. Tp business leaders knw that leveraging diversity in the crprate wrld is crucial t their prfitability, success, and cmpetitive advantage. In the public sectr, prfitability is measured by efficient and effective delivery f services. Greater success will result frm having varied viewpints t identify and deliver thse services. Washe Cunty will als gain a cmpetitive advantage twards becming the emplyer f chice. Diversity prvides a better business utcme all arund by attracting a skilled, cmpetent and diverse wrkfrce that is representative f the cmmunity, and by ensuring ur cnstituents are served in areas and ways that best meet their needs. As a result f critical wrkfrce shrtages lming in many lcal gvernment jbs, it is essential fr us t lk t nn-traditinal sectrs just t meet ur staffing requirements in mandated services. Why is Diversity Relevant? Washe Cunty s Values Statement answers that best; We strive t treat all peple with equity, dignity, respect, and fairness. We believe that ur emplyees are ur mst valuable resurce. Each persn s cntributin is essential t ur success. Diversity als has a clear linkage t the Bard f Cunty Cmmissiners adpted Cde f Cnduct: Hnesty, Respect, Duty t Serve the Public, Tlerance, Fairness, Curtesy, and Cmpliance. Emplyees are expected t cnduct themselves at all times in a manner cnsistent with the Cde f Cnduct, and implicitly, the inclusiveness f differences is part f that manner f cnduct as are prfessinalism and ethics. Perfrmance evaluatins are perfrmed annual n emplyees at all levels f the rganizatins. 3

4 Visin, Missin and Gals The Future Visin Our rganizatin will have a diversity-friendly reputatin, by demnstrating diversity in recruitment, selectin, wrk envirnment, facilities, and peratins fr service delivery. Missin T prvide equal emplyment pprtunities fr emplyees and applicants that is thrugh meritbased selectin f the qualified individuals in rder t ensure a balanced wrkplace and prgressive, respnsive services. Gals Fulfill the cmmitments f the Equal Emplyment Opprtunities Plan (EEOP) and its measurable bjectives, while prviding a wrkplace that reflects diversity and aligns with the principles f equal emplyment pprtunity. Cmmunicate ur accmplishments and effrts twards inclusin t the cmmunity we serve, such as the verall percentage f increase in minrity emplyees cmpared t previus years. Prmte and encurage the develpment f a mre diverse representatin n vlunteer bards and cmmissins, and in the cunty wrkfrce. Fster a wrkplace culture f respect and inclusin with regard t age, gender, sexual rientatin, race, clr, religin, disability, natinal rigin, marital status, and veteran status thrugh nging frmal training, infrmal leadership, and envirnmental design. Identify and plan t meet the differing needs f a changing demgraphic base. Identify specific mechanisms, cunty structures, gvernance r activities that limit ur effrts tward becming a mre inclusive rganizatin and reslve thse limitatins accrdingly. Establish and maintain a clearinghuse f infrmatin and resurces n issues f accessibility, equity, diversity, and services within the Washe Cunty rganizatin. Establish a training prgram fr cultural cmpetency that will identify barriers and strengthen the understanding f different cultures and abilities, helping t encurage inclusin. 4

5 What We Will D Cunty Cmmissin Cmmitment Prvide the necessary financial and staff supprt needed fr the effective implementatin f the gals and actins identified in Diversity in Actin. Strive t establish vlunteer bard and cmmittee membership representative f the cmmunity. Pledge the cperatin f all cunty fficers and emplyees t a climate embracing inclusiveness. Management Cmmitment Prvide leadership n diversity issues and cmmunicate thse t emplyees and the cmmunity. Establish measurable bjectives upn which t evaluate Cunty effrts and perfrmance in diversifying the wrkfrce. Eliminate and prevent ccurrence f arbitrary, unnecessary, and artificial practices that adversely impact the Cunty effrts twards inclusiveness. Ensure and prmte a tlerant and respectful wrk envirnment thrugh annual perfrmance evaluatins, and by addressing behavirs that are intlerant f diversity. Emplyee Cmmitment Actively cntribute t creating a tlerant and respectful wrk envirnment. Engage in recruitment and utreach effrts targeted at diverse ppulatins. Supprt and participate in training and inclusive practices. Reprt any cnduct that adversely impacts the Cunty effrts twards inclusiveness. 5

6 Statutry Backgrund n Diversity It is the plicy f Washe Cunty t be fair and impartial in recruitment, retentin, examinatin, appintment, training, prmtin, cmpensatin, discipline and any ther aspect f human resurces administratin. Washe Cunty has adpted administrative plicies and prcedures in cmpliance with applicable laws and statutes in rder t prduce fair and impartial, nndiscriminatry decisins in all aspects f human resurces. Our Equal Emplyment Opprtunity Plan states that the Cunty will: 1) develp a Diversity Strategic Plan; 2) establish measurable bjectives t evaluate effrts and perfrmance in diversifying the cunty wrkfrce; and 3) reprt annually t the Bard f Cunty Cmmissiners n measurable achievements fcused n Cunty diversity effrts, in rder t ensure cmpliance with these legal mandates: Title VII f the Civil Rights Act f 1964, the amendments such as the 1991 Civil Rights Act, and the Equal Emplyment Opprtunity Act f prhibits discriminatin in emplyment practices, and requires emplyers t reprt emplyment statistics t the federal gvernment. These Federal laws als require cmparisns utilizing the available cmmunity labr statistics based n census data and race/ethnic categries. The Age Discriminatin in Emplyment Act f prtects wrkers ages 40 thrugh 69 frm discriminatin. The Vcatinal Rehabilitatin Act f 1973, and the 1990 Americans with Disabilities Act - bth prtect disabled persns frm discriminatin and require reasnable accmmdatins fr therwise qualified persns. Executive Order f As amended, prhibits discriminatin by nnexempt gvernment cntractrs r subcntractrs n the basis f race, clr, religin, sex, r natinal rigin and requires that federal cntractrs implement affirmative actin in emplyment fr wmen and peple f clr. This executive rder cvers all cntractrs with $10,000 r mre in Federal Cntracts. The United States Department f Justice - mandates that emplyers with fifty r mre emplyees, r, thse that receive large grants must create an Equal Emplyment Opprtunity Plan. Washe Cunty s failure t cmply may jepardize funds: $1.4 millin in Dept. f Justice grants, and $27 millin in federal, state, ther grants. American s with Disabilities Act (ADA) Act - prvides that State and lcal gvernment prvide t peple with disabilities equal pprtunity t benefit frm State and lcal gvernment prgrams, services, r activities. Nevada Revised Statute Actins cncerning persnnel t be based n merit and fitness; discriminatin prhibited. - State, cunty r municipal departments, husing authrities, agencies, bards r appinting fficers theref shall nt refuse t hire a persn, discharge r bar any persn frm emplyment r discriminate against any persn in cmpensatin r in ther terms r cnditins f emplyment because f his race, creed, clr, natinal rigin, sex, sexual rientatin, age, plitical affiliatin r disability, except when based upn a bna fide ccupatinal qualificatin. Nevada Revised Statute Establishment f merit system, and Regulatins: Required prvisins - The State f Nevada established a merit system with in which persnnel actins, except fr a limited number f unclassified appintments, are taken based upn merit and fitness. Adverse Impact prhibited The framewrk f emplyment discriminatin has bradened int areas beynd the bvius frms f prejudice, rec- 6

7 gnizing that systems and prcesses that adversely impact a prtected grup is als cnsidered discriminatin. Thus, the federal gvernment requires that gvernments and businesses alike must rt ut any frms f discriminatin whether blatant r inherent in their systems, and prvided prcedures thrugh the 1978 Unifrm Guidelines n Emplyee Selectin Prcedures t perfrm adverse impact analysis, measure the technical standards fr validity, fairness, and reliability. The Fair Labr Standards Act - prvides fr minimum standards fr bth wages and vertime entitlement, dentes administrative prcedures by which cvered wrk time must be cmpensated, and exempts specified emplyees r grups f emplyees frm certain prvisins. Equal Pay Act f as part f the Fair Labr Standards Act f 1938, as amended, prhibits sex-based wage discriminatin between men and wmen in the same establishment and d the same jb. Family and Medical Leave Act - prvides unpaid, jb-prtected leave t eligible emplyees, bth male and female, in rder t care fr their families r themselves fr specified family and medical cnditins. 7

8 Washe Cunty Human Resurces Mailing Address: PO Bx 1130, Ren, NV * Physical Address: 1001 E. Ninth St, Building A, Suite 220 * Washe Cunty emplyment benefits Paid Hlidays & Vacatins Sick Leave Lngevity Pay Merit Increases Excellent Insurance cverage Tuitin Reimbursement Emplyee Assistance Prgram Prfessinal Develpment Curses and Individual Develpment Plans Fr the mst current jbs available check the Human Resurces Department website: Fr mre Washe Cunty emplyment infrmatin, cntact the Emplyment Htline at Washe Cunty is an equal pprtunity emplyer. The American s with Disabilities Act (ADA) prvides that State and lcal gvernment prvide t peple with disabilities equal pprtunity t benefit frm State and lcal gvernment prgrams, services, r activities. If yu need assistance in accessing Washe Cunty prgrams, services r activities, please cntact the ADA representative, r Human Resurces Directr ( ). The Bard apprved the EEOP in June 2005 including the updated utilizatin analysis using the 2000 census data and adpted as part f the EEOP five significant diversity effrts ver the next 12 mnths: 1. Develpment f a budget t supprt the implementatin f a Diversity Prgram including staff resurces. 2. Develpment f a cmprehensive Diversity Strategic Plan t guide Washe Cunty and department specific effrts t help bring abut multicultural transfrmatin at Washe Cunty. 3. Implementatin f a fundatinal training curse t develp a shared and inclusive understanding f diversity. 4. Identificatin f recruitment strategies n a case-by-case basis t fcus n areas f under representatin with the intent f diversifying the wrkplace including Cunty leadership and management. Establishment f measurable bjectives upn which t evaluate Cunty effrts and perfrmance in diversifying the wrkfrce. 8

9 WASHOE COUNTY ACTION PLAN ASSESSMENT ACTION STEPS WHO WHEN Cmpile and summarize Wrkfrce Statistics annually by department with breakdwns f race, gender, and jb classificatins; cmpare thse statistics t previus years; and assist departments in establishing measurable gals t imprve. Human Resurces Staff 5/2005 (Cmpleted) Update Cunty EEOP annually reflecting the Cmmunity Labr Statistics: Perfrm a Utilizatin Analysis f Washe Cunty s wrkfrce cmparing it t the Cmmunity Labr Statistics. Identify underutilizatin f specific categries Recmmend the area where increased effrts are needed. RECRUITMENT & SELECTION ACTION STEPS Recmmend steps t achieve the inclusin bjectives annually fr department heads specific t jb class. Human Resurces Manager, Human Resurces Analysts Human Resurces Directr 5/2005 (Cmpleted) 5/2005 (Cmpleted) Annually analyze recruitment and prmtin strategies per department t determine the impact f diversity effrts t attract and hire in the underutilized categries. Human Resurces Analysts and Department Leadership Onging Quarterly, publicize pen psitins t, seek advice frm, and netwrk with cmmunity-based rganizatins that represent diversity. Outreach effrts might include: Prmting diversity thrugh advertising in newspapers, radi, televisin and n the emplyment htline Advertise emplyment pprtunities n the websites f cmmunity rganizatins Participating in activities with cmmunity rganizatins Netwrk at diverse rganizatinal lunchens Outreach t schls Celebrating disabilities mnth Celebrating a different cultures each mnth BCC, Cunty leadership, Human Resurces Department. Onging TRAINING & EDUCATION ACTION STEPS WHO WHEN Survey departments diversity initiatives, prgrams, and practices, every three t five years, summarize and share these ideas t be used crss-departmentally and with the cmmunity. Human Resurces staff 2006 Develp inclusin-diversity training mdules, and implement annually. Ensure emplyees are aware they can reprt intlerant behavir r cmments. Wrkfrce Develpment Manager Onging Review and update plicies, practices, and prgrams necessary t achieve an inclusive culture in the rganizatin as needed. BCC, Cunty Leadership Onging Fr mre infrmatin and specific bjectives see the Equal Emplyment Opprtunity Plan (EEOP) lcated n ur website at 9