ESJ 2019-01-03 Agenda Packet - Laserfiche WebLink

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City of Tukwila Equity and Social Justice Commission 2019 Workplan Committees and Additional Information Committee A: Building capacity and a Workforce that reflects our community City Equity Plan Goal 1 The City workforce reflects our community ES&J Workplan Items Current City Efforts Analyze and make recommendations regarding minimum qualifications, unbiased hiring practices, and promotions Track employee harassment and discrimination complaints and grievances, and their outcomes 2019 City Workplan Items A small group of employees have been meeting to discuss their ideas and recommendations; expected to receive final recommendations early 2019. Most recently, in the hiring process for the HR director, applications were anonymize when presented to the selection panels ahead of time. Promote apprenticeships and workforce development that are equitable for City residents All City staff go through mandatory anti - harassment training every three years. Discrimination and harassment complaints are investigated either internally or by an outside investigator, depending on the severity of the complaint. Grievances are handled according to the specific contract language. The City's Community Engagement Manager is very involved in this space on behalf of the mayor. The City has partnerships on this with TSD Puget Sound Skills Center and more, as well as a successful high school internship program. The City is also promoting apprenticeships on the new Public Safety Plan projects and has a focused outreach efforts on apprenticeships opportunities for traditionally disadvantaged businesses. Administrative Services Department will implement specific changes in all hiring processes in the first quarter of 2019, including removing names, addresses, resumes and cover letters through Neogov. These will be given to hiring managers after applicants have been chosen for interviews on minimum qualifications alone. Additional changes to recruitment strategies to specifically address inclusion and equity are also planned for first quarter. A broader plan on inclusion in HR will be developed by the end of Q1 for implementation over time; the work of the ES&J and smaller employee group will inform this plan. The new HR Director will have the opportunity to review the City's practices and processes and make direct changes, while recommending any policy changes to the Administration and Council. It is expected this will be ongoing throughout 2019. In addition, by the second quarter the City will also do a study to better understand the demographics of the City's workforce specifically to set a baseline to track how the City's inclusion efforts are working. The City will continue the efforts identified to the left and continue to seek opportunities to expand this work as work load allows.