7c OEDI Strategic Plan Presentation
Item No.: 7c_Supp Meeting Date: February 11, 2020 Office of Equity, Diversity and Inclusion Strategic Plan Update to Port Commission February 11, 2020 1 Table of Contents Developing the country's first Equity Strategic Plan for Ports What's in the Plan Early Implementation Activities 2 Driven by the 2020 Port of Seattle Goals 6. Expand Equity, Diversity, and Inclusion within the Port and across the Region to make tangible differences and deliver benefits for all 7. Operate as a Highly Effective and Equitable Public Agency i. Enhance Safety, Security and Resiliency efforts ii. Strengthen and Expand Community Engagement iii. Improve and Maintain Financial Viability and Stewardship iv. Develop, Support and Inspire our Internal Talent v. Improve Customer Service & Experience vi. Infuse equity principles and practices into all aspects of organizational structure, programs, policies and processes 3 The First 180 Days National Best Port Staff Practices Research Incorporated past/ Draft Review Internal/ Review Draft Internal (200) Act current external efforts External (92) feedback Survey (450+) 4 Internal input in Developing the Plan perceptions shared from conversations with 200 employees: Community Job mobility, Organizational Structural and outreach, promotions and WMBE/DiversityWMBE/Diversity Culture Systems change communications, compensations and partnerships Gender disparities Historically white, in both Need systemic male, sexist promotions and change Port needs culture: there are pay "in" groups that Needs to be more are favored Racial Disparities Need leadership more visibility in in both promotion and change from accessible, and Some employees and pay the top less engagement are against increasing Need to integrate complicated with Bias against hiring diversity, equity in everyday and promoting communities tolerance and practices and internally inclusion operations 5 Employee Equity Survey (450+) How do you personally define Equity? How do you define Equity in relation to 200 the Port of Seattle as an organization? 100 180 90 160 80 140 70 120 60 100 50 80 40 60 30 40 20 20 10 0 0 Equal Treatment Fairness Equal Recognize Equal Equal Fairness Specific Opportunity Inequities Treatment Opportunity Problems 6 Employee Equity Survey Samples of input from the Survey: "Administrative assistants "More support is needed for people are underpaid and of color to gain skills and step into undervalued" leadership roles" "There is not enough "There is a need for more awareness of the lack of transparent communication about equity in departments" pay and promotions decisions" 7 70 Community organizations provided Input: Jobs, career Community Inequities for Small business Structural and pathways and outreach, communities and access and systems change workforce communication, businesses of capacity building accountability development and partnerships color Contracting More visibility Ensure OEDI barriers Provide career or Port in work is (unbundle pathways and communities, prioritized and contracts, upward mobility especially near bonding resourced to airport requirements) have impact Cuts across all these issue Reduce Understand Equity efforts areas Share complexity/barri diverse should be information ers to programs communities and reach out in different, not widely/to small such as Priority businesses culturally just business as Hire appropriate ways usual 8 The Plan Purpose: OEDI's mission and work Long term broad strategies, First year concrete actions Guided by three concepts: Evolutionary: Build on previous equity work Revolutionary: Normalize, Organize, and Operationalize (Government Alliance for Racial Equity) Transformational: Transactional and Transformative activities Results Driven: concrete actions in the first year, to achieve an associated Objective. 9 The Plan Strategy 1: Infuse equity principles and practices into organizational structure, programs, policies, and processes. Objective 1 Normalize Equity Objective 2 Internal policies, programs, operations, and structures Objective 3 ELT and Commission lead by example Collaborate with HR to build the Port's leadership as an equitable, Objective 4 inclusive and welcoming place to work 10 The Plan STRATEGY 2: Provide equitable and tangible benefits to impacted communities Objective 1Objective 1 Ensure equity in public-facing programs and activitiesEnsure equity in public-facing programs and activities Implement equitable communications, public outreach and engagement Objective 2Objective 2 strategies in service to equitable community impact Objective 3Objective 3 Public accountability is visiblePublic accountability is visible 11 The Plan STRATEGY 3: Building a center of expertise for Equity by establishing ourselves as a resource internally and externally. Objective 1Objective 1 Clarify/delineate key functions of EDIClarify/delineate key functions of EDI Objective 2Objective 2 Hire expert staff to support and lead Port's equity work.Hire expert staff to support and lead Port's equity work. 12 Early Implementation Equity embedded into current efforts. Bring equity expertise and analyses to multiple current initiatives South King County Fund and Equity Index. Lead the development of an Equity Index to inform decision making throughout the Port including funding decisions on SKCF. 13 Early Implementation Communications materials. message framework equity statement Training of Staff. Eight internal workshops (November 2019 Feb 2020) 350 staff have attended these trainings Additional trainings will be ongoing 14 Early Implementation 15 Early Implementation Community Board Draft concept paper External engagement for input Commission review and provide input by May 2020. 16 OEDI Organizational Chart Sr. Director EDI Bookda Gheisar Sr Admin. Assistant Charlene Jones Senior Manager Director of Workforce Organizational Change Development (Approved/existing FTE) Luis Navarro EDI Manager Sr. Admin. Assistant Aviation Policy Analyst (New FTE) Consuelo Davis (new FTE) Manager, EDI Engagement and Communications (New FTE) ) Workforce Department positions to be determined 17 What's Next Presenting Workforce Policy Directive 2/25 and strategic plan 4/28: National best practice research for WFD Equity, diversity and inclusion (EDI) is an emerging area of effort: We have located only one port - Portland has a comprehensive equity action plan Seattle is among the vanguard of EDI work. Looking for opportunities to present in conferences. Two proposals have been submitted. Community board concept will come before the commission committee and full commission in May 2020 Equity Committee of the Commission will meet quarterly 18 Office of Equity, Diversity and Inclusion vision Develop a Port that mirrors the diversity of our community, instills principles of equity in its culture, and ensures a fair and intentional distribution of opportunities with the goal of expanding economic development and quality of life for all. 19 Attachments to Commission Memo Appendix A. OEDI Strategic Plan 2019-2020 Appendix B. Summary of Comments - Employee Meetings Appendix C. Summary of Comments - Community Meetings Appendix D. List of Organizations Participating in Community Meetings Appendix E. OEDI Organizational Chart Appendix F. OEDI Budget Appendix G. National Research on Equity Best Practices Appendix H. Equity Survey Summary and Analysis 20
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