• Based on the revised announcement  for the Diversity and Equity Manager,the committee  believes that the EEOC should be placed in the newly created division with the Diversity and Equity Manager’s Office.  This will reduce any potential conflicts of interest between the Diversity and Equity Manager, EEOC, and Labor Relations.

• Per the committee’s discussion it is suggested that the position “shall” have the authority to develop Equity and Diversity policies for the City that are related to City services, programs, and activities to achieve fair and equitable outcomes .

• Per the committee’s discussion at the meeting with you and the City Manager it was our understanding that the salary and authority would be commensurate to a Director level.
• Per the committee’s discussion it is suggested that the current language use of “should/could”, be changed to “shall/will”. Without the specific language, it would be difficult to hold the individual in the position accountable.

1. Graphics that reflect diversity/inclusiveness
2. A preamble stating City’s commitment to diversity – “A BOLD AND PROGRESSIVE LEADERSHIP OPPORTUNITY”
3. A national search, a newly created division in the City that will focus on the City’s deliberation in stepping toward advancing racial and social equity in Sacramento.
4. Ethnicity in our community
5. Ethnicity within the City’s workforce
6. Duties and specific responsibilities of the Diversity Manager

AAELC strongly expresses the importance of making a great hire for our new Diversity and Equity Manager position and requested participation in helping to develop a Diversity and Equity Manager  position announcement that would  attract the well-qualified  applicants.

• Hiring the right person will be crucial in efforts to develop an overall framework for diversity and inclusion within each of our City Departments.
• Develop a Diversity and Inclusion Plan that focuses on fairness in hiring and compensation, improving employee skills,fairness in procurement and contracting and equity in our City Boards and Commissions

Oral Report by Human Resources Director on Diversity and Equity

Council Discussion on diversity audit, review of September 6th recommendations, and plans moving forward in 2017.

City Council Recommendations for Next Steps Per September 6, 2016 Staff Report

• Authorize City Manager to add one Full-Time Equivalent Diversity Manager and increase the expense budget to cover costs associated with position ($180,000}
• Director City Manager to develop a Diversity Inclusion Plan with input of interested community groups, city staff and City Council
• Continuing using the Budget and Audit Committee to monitor and assess all diversity and equity issues.
• A Report Card presented by Councilmember Angelique Ashby to the City Council concerning Gender Parity in the City of Sacramento

1. Hire a Diversity Manager
2. Develop an overall framework for diversity and Inclusion in all City departments.
3. Direct the City Manager to work with the Council,City Staff and the community to develop a Diversity and Inclusion Action Plan that includes:
   • Fairness in hiring and compensation (hiring,promotions,and attrition)
   • Improving city employee’s skills (mentorship, training,and discipline)
   • Fairness in procurement and contracting (utilize minority and female small businesses that have inclusive workforce representation.
   • Equity in boards and commissions (creating inclusive public forums that reflect City demographics)
4. Utilize the Budget and Audit Committee as the lead to continue monitoring diversity issues.
   • Establish clear goals,benchmarks and timelines in Diversity and Inclusion Plan.
   • Encourage ongoing participation from City staff and community groups
   • Utilize Council Workshops as needed to engage full council.

Potential Opportunity Areas for inclusion in the City’s adopted Diversity and Inclusion Plan:

• Managing Unconscious Bias
• Ensuring Diversity on Hiring Panels
• Refining Job Descriptions
• Increasing Advertising of Employment Opportunities
• Improving Recruitment Flyers
• Enhancing the city’s Website Branding
• Improving Recruitment Testing
• Establishing Restorative Processes
• Expanding City Staff Training
• Enhancing Employee Input
• Developing School Pipeline/Outreach Programs
• Providing Internships and Expanded Volunteer Programs
• Improving Promotional Opportunities
• Increasing the Amount of City Employment Workshops
• Promoting the City of Sacramento
• Monitoring the Progress of the City’s Diversity Efforts Annually

Audit Findings

1. Employment Gaps for African Americans: There is a disproportionate number of African Americans in city positions, particularly in public safety
2. Employment Gaps for all Minorities: Racial and gender disparity are also apparent for other minorities, especially Latinos and women.
3. Lack of Diversity in Management: Revealed more profound inequities at the management and executive levels of all minorities and women.
4. Pay Equity Issues: Minorities and women tend to be in fewer well paid positions.

As a result of the feedback provided at the African American meetings,the City Council and Budget and Audit Committee  took the following actions:

• 4/27 Mayor and Council commit to taking action on diversity and inclusion

• 5/10 Mayor Pro-Tern Carr (Council) directed City Auditor, with assistance from independent Budget Analyst, to conduct assessment of the diversity of City of Sacramento employees compared to demographics of Sacramento residents.

• 5/17 Councilmember Warren asks Auditor to emphasize Police Department and $1M diversity expense 6/9 Budget and Audit Committee reviews preliminary audit data

• 7/19 Budget  and Audit Committee  reviews final audit and key findings

• 8/4 Council receives final audit and requests City Manager to develop recommendations

• 9/6 Mayor and City Manager (Director of Human Resources) presents recommendations

The group talked about what is working well in the City and what is not. The Mayor and Councilmembers assured the group of the opportunity to address and rectify the situation.  Follow up meetings with the group were held on May 23^rd, June 22^nd, July 11^th  and August 22^nd  which resulted in feedback from employees,  action items and Council recommendations for improving diversity in the City of Sacramento.

Listed are the challenges and opportunities raised by the group:

• Lack of overall diversity. City workforce does not reflect the community
• Little or no representation in management
• Lack of diversity in public safety, particularly command
• Unfair treatment and discrimination. There are different standards
• Salary and pay equity issues
• Cultural challenges within the organization
• Diversity is not a priority
• Implicit bias in hiring decisions
• No mechanism to train or mentor individuals for positions
• No upward mobility
• People are not aware of management openings; don’t even try for promotions
• Lack of training inside and outside of City Hall for recruitment
• No way to monitor/track progress
• Lack of diversity in procurement and business contracting
• No infrastructure for employees to communicate or advocate to management
• Concern over new City Manager hiring process and understanding of his/her priorities

Opportunities

• Create an action plan;”Diversity and inclusion plan”
• Install accountability  in the plan policies with goals,benchmarks, and timelines
• Create professional development and mentorship programs
• Develop trainings and recruitment programs
• Develop hiring panels for staff to participate
• Improve communications between management and staff
• Create a permanent 3rd part grievance system to ensure process
• Create ways to facilitate conversations/dialogue about staff issues
• Utilize all staff meetings to discuss diversity issues
• Create vehicle for African American staff participation to carry out plan and advocate
• Evaluate best practices within city departments
• Enhance outreach/recruitment at events throughout the city
• Utilize outside groups (Urban League, Observer, NAACP, SETA,colleges/universities)
• Become a model for other cities
• New City Manager and team must value diversity

52 African American employees attended a Black History Month Mixer at Sandra’s Dee’s hosted by Mayor Johnson. At that mixer and through this networking opportunity workplace concerns arose and staff requested a future meeting with the mayor to discuss the issues.