Transcript City of ElginStrategic Priority

City Council Meeting
March 6, 2013
Agenda
 Introduce Diversity Team Members
 Diversity and Inclusion Definition and
Concepts
 Progress To Date
 Review Mission and Vision Statements
 Review Action Plan Goals, Priorities
and Strategies
Diversity Team
Team Leadership
Sean Stegall – City Manager – Diversity Executive Sponsor
Gail Cohen – Human Resources Director, Diversity Team Lead
Michael Gehrman – Asst. Corporation Counsel – Diversity Team Lead
Phillip Reed – SNAP Consulting Group Inc. - Consultant
Team Members
Daina DeNye – Purchasing Officer
John Fahy – Fire Chief
Danise Habun – Human Relations Commission
Adrianna Hernandez – Clerk Typist
Kyla Jacobsen – Water Dept. Director
Marc Mylott – Community Development Director
Randy Reopelle – Parks and Recreation Director
Nancy Roder – Executive Assistant to City Manager
Cecil Smith – Deputy Chief of Police
Jeffrey Swoboda – Police Chief
Laura Valdez – Management Intern
Joseph Wars – Human Relations Commission
Diversity and Inclusion Definition
Diversity is the recognition and appreciation
of the variety of characteristics that make
individuals unique in an atmosphere that
promotes, utilizes, encourages and provides
inclusive opportunities for individual and
collective achievement.
The Diversity/Inclusion Continuum:
Reactive
Creating
Representation
Proactive
Understanding
Diversity
Managing
Diversity
Leveraging
Diversity
Inclusion
“It is not a project with a beginning and an
end, but constant evolution in our way of
thinking and in creating our future”
Business Case
Beyond considerations of morality and fairness, the
ability of an organization to incorporate and utilize
as broad a base of diverse employees and vendors as
possible increases an organization’s ability to be
flexible, adaptable, innovative and effective in the
face of an increasingly volatile and variable
economic, social, political and even physical
environment.
Characteristics of Best Practice Organizations
 Diversity is defined broadly and encompasses a wide range
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of initiatives that meet the changing needs of customers and
employees
Leaders and managers are responsible for diversity
Leaders and managers must create a strategic plan to
develop diversity initiatives throughout the organization
Leaders and employees take an active role in implementing
the plan
Diversity strategies are aligned with core organizational
goals and objectives
Organizations benefit from diversity
Employees’ views and involvement are key to the success
of diversity initiatives
Progress To Date
 Personal Awareness Development
 Gained a Shared Understanding of Definitions and
Concepts
 Developed the Mission and Vision for Diversity and
Inclusion
 Diversity and Inclusion Action Plan Developed
 Goals
 Priorities
 Strategies/Tactics
 Forming Working Committees
Definitions
 Mission: Defines the fundamental purpose of an organization or an enterprise,
succinctly describing why it exists and what it does to achieve its vision.
 Vision: outlines what the organization wants to be, or how it wants the world in
which it operates to be (an "idealized" view of the world). It is a long-term view and
concentrates on the future. It can be emotive and is a source of inspiration
 Values: Beliefs that are shared among the stakeholders of an organization. Values
drive an organization’s culture and priorities and provide a framework in which
decisions are made.
 Strategy: Strategy, narrowly defined, means "the art of the general".- a combination
of the ends (goals) for which the firm is striving and the means (policies) by which
it is seeking to get there. A strategy is sometimes called a roadmap - which is the
path chosen to plow towards the end vision. The most important part of
implementing the strategy is ensuring the company is going in the right direction
which is towards the end vision.
 Stakeholders: A corporation, person, group, organization, member or system (e.g.
elected officials, city employees, vendors, residents) who affects or can be affected
by an organization's actions.
City of Elgin Mission Statement
 To provide responsive, high quality and efficient municipal services in order
to preserve and enhance the quality of life.
Diversity and Inclusion Mission Statement – draft
 Recruit, retain, and develop a diverse, high-performing workforce that
reflects the community we serve.
 To develop a “best in class” supplier base that is reflective of the
communities we serve.
Diversity and Inclusion Vision Statement – draft
 Be the Employer of Choice, by leveraging diversity and fostering inclusion, to
deliver “best in class” public service to all its residents.
 The City of Elgin is a leader in promoting supplier diversity. Using diverse
suppliers gives the City the advantage of tapping the best, most agile and
innovative companies.
Diversity and Inclusion Action Plan Goals
 Goal 1 - Leadership Commitment
 Demonstrate leadership commitment and communicate the vision.
 Goal 2 - Workforce Diversity
 Recruit from a diverse, qualified group of potential applicants to secure a
high-performing workforce drawn from all segments of society.
 Goal 3 - Workplace Inclusion
 Cultivate a culture that encourages collaboration, flexibility, and fairness
to enable individuals to contribute to their full potential and further
retention.
 Goal 4 – Program and Service Development and
Delivery
 Ensure that programs and services meet the needs of a diverse community.
 Goal 5 - Marketplace Diversity
 Ensure that historically underrepresented groups have the maximum
opportunity to participate in providing products and services to the city.
Goal 1 Leadership Commitment - Demonstrate leadership commitment and
communicate the vision.
Priorities
1.1 The City of Elgin’s leaders’ (elected officials and city staff
leadership) commitment to Diversity and Inclusion is known
within the city and is the community.
1.2 The City of Elgin’s leaders’ (elected officials and city staff
leadership) commitment to Diversity and Inclusion is
reflected in the decision-making structures, policies,
processes and strategies of the city.
Goal 1 Leadership Commitment
Strategies
1. Personal Development
2. Approve and support the Action Plan
3. Take ownership of Action Plan
4. Empower Diversity Team to develop and implement
the Action Plan
5. Develop a Communication Plan
6. Review and modify policies, practices, processes and
people impacted by Diversity and Inclusion
7. Develop Goals and Metrics
Goal 2 Workforce Diversity
- Recruit from a diverse, qualified group of potential
applicants to secure a high-performing workforce drawn from all segments of society.
Priorities
2.1 Design and perform strategic outreach and recruitment to
reach all segments of society.
2.2 Diversity is reflected at all levels within the City of Elgin
including Boards, Commissions and Committees.
Goal 2 Workforce Diversity
Strategies
1. Develop a baseline for existing workforce,
commissions and committee demographics
2. Develop an Onboarding Program that includes a
diversity and inclusion component
3. Develop a 3-Tier recruitment strategy
Goal 3 Workplace Inclusion - Cultivate a culture that encourages collaboration,
flexibility, and fairness to enable individuals to contribute to their full potential and
further retention.
Priorities
3.1 Promote Diversity and Inclusion in leadership development
programs.
3.2 Cultivate a supportive, welcoming, inclusive and fair work
environment.
3.3 Hold Managers accountable for supporting Diversity and
Inclusion strategies.
3.4 Involve employees as participants and responsible advocates of
Diversity and Inclusion, mutual respect and inclusion.
Goal 3 Workplace Inclusion
Strategies
1. Ensure visibility of workplace policies
2. Develop and deliver training for managers and
supervisors
3. Develop diversity and inclusion goals as part of
the performance management process
Goal 4 Program and Service Development and Delivery - Ensure that programs
and services meet the needs of a diverse community.
Priorities
4.1 Ensure that the quality of City programs and services reflects
the needs of all the community and is aligned with the city’s
mission and vision.
4.2 Ensure that all programs and services are effectively and
efficiently delivered and are accessible to all members of the
community.
4.3 Ensure that awareness of programs and services are
communicated effectively to all members of the community.
4.4 Enhance and expand its practices to further cooperation
among city departments, other governmental agencies, the public
and corporate entities in fulfilling the city’s obligations.
4.5 Ensure organizations that receive public funding through the
City demonstrate a commitment to Diversity and Inclusion
Goal 4 Program and Service Development and Delivery
Strategies
1. Develop a community assessment to determine
strengths and weaknesses
2. Develop a central information point for city
programs and services and community services
3. Build a city-wide program and services model
that encourages collaboration between the City
and community organizations
Goal 5 Marketplace Diversity - Ensure that historically underrepresented groups
have the maximum opportunity to participate in providing products and services
to the city.
Priorities
5.1 Ensure that supplier diversity is integrated into in the
City’s strategic sourcing and procurement processes to
generate efficiency and innovation and increased
opportunities for historically underrepresented groups.
5.2 Develop a comprehensive strategic approach to ensure
that historically underrepresented groups have the maximum
opportunity to participate in providing products and services
to the City.
5.3 Hold Managers, as well as, individual buyers accountable
for reaching supplier diversity goals.
Goal 5 Marketplace Diversity
Strategies
1. Establish a procurement committee
2. Develop a procurement strategy that includes
diversity and inclusion
3. Analyze current spending trends
4. Develop a database of MWBE’s
Critical Success Factors
for Evaluating Best Practices
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Leadership Commitment
Employee Involvement
Strategic Planning
Sustained Investment
Diversity Indicators
Accountability, Measurement and Evaluation
Linkage to Organizational Goals and Objectives
Leadership Commitment
Taking Ownership and
Communicating the Vision
Empowering Through
Leadership