From the City Manager's Desk
Why Diversity, Equity and Inclusion?
A 2019 direction for realizing Tigard’s strategic vision will be to help Tigard become a more inclusive and connected place. If you study the words in the vision, the idea of "all ages and abilities" and "interconnected" naturally suggest including everyone.
First of all, what are we talking about?
Diversity is the presence of difference in a given setting. In the workplace, that is about diverse identities, such as race, gender, ethnicity, nationality, language, age, and sexual orientation. Equity is an approach to ensure everyone has access to the same opportunities. We acknowledge that everyone does not start out from an equal place and that imbalanced access to opportunity needs correction. Inclusion means people with different identities are valued, invited, and welcomed in a setting.
Why is it important to work toward a more diverse, equitable, and inclusive Tigard? Because when we value these efforts, we are stronger for it. Exhibiting and practicing these values will bring more ideas to the city, and produce results that better meet the community we serve. It is becoming increasingly clear that having a diverse team creates a better organization, where people can bring their full selves to their work, and stay fully engaged. Staff who can be fully themselves are more productive, more satisfied, and stay in their jobs longer. Communities that value diversity, equity and inclusion make use of the talents, skills and experiences of the whole community. An inclusive community invites innovative change, opens doors and opportunities for everyone, and grows the talent pool exponentially.
We are better together when we focus on diversity, equity and inclusion.
_____ • _____
The Gender Demographics data incorporates the entire workforce, which includes regular, part-time, temporary and seasonal staff.
This infographic shows race/ethnicity demographics of Tigard’s workforce as of November 2018. The data incorporates the entire workforce, which includes regular, part-time, temporary and seasonal staff.
Through Diversity, Equity and Inclusion (DEI) Efforts
The City of Tigard commits to building a welcoming, equal and just community by:
encouraging and supporting a respectful and inclusive culture;
recognizing and embracing our differences;
identifying and reducing barriers to services; and
creating opportunities for connection among city staff and with our diverse community.
Objectives and Key Results
Achieving objectives requires all parts of the organization to engage in specific, measurable efforts…
1 Move toward a workforce that is broadly reflective of the community we serve
- Increase the overall diversity of our interviewed candidates
- Develop an on-boarding process that welcomes and supports new hires, and educates them about city culture
- Establish a process to regularly survey employees, boards, and commissions to compare workforce demographics to the community
2 Attract and retain a talented workforce skilled at working in an inclusive and respectful manner with one another
- Offer DEI training to interested staff at all levels within the City
- Establish a DEI advisory group and begin meeting (HR to Coordinate)
- Establish a communication plan to increase awareness of diversity, equity and inclusion among city staff
3 Create a space for community conversations around diversity, equity and inclusion to help identify and address barriers within our organizational systems
- Develop a communication plan for the community to enhance awareness of the city's diversity, equity and inclusion goals and establish a framework for conversations to continue
- Host an initial conversation with our Committee for Community Engagement - CCE
- Assist with the LO Equity Summit; local government, schools and the community will discuss racism and discrimination at the local level
- Commit to a larger participation in the Building Bridges Program, beyond just Police
- Establish a DEI Directors Team (Lead by City Management)
- Using an equity lens, complete at least one audit per department of a public facing function during 2019
The objectives and key results outlined above, will be used as core indicators of progress and measures of success for our first year's efforts around DEI initiatives. The city will report and publish on our website, no less than quarterly, our progress in these areas.