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HomeMy WebLinkAbout04.b. Review Draft Position Paper to approve proposed revisions to Board Policy (BP) 002 - Diversity StatementPage 1 of 6 Item 4.b. DCENTRALSAN MEETINGDATE: JANUARY14,2025 BOARD OF DIRECTORS POSITION PAPER DRAFT SUBJECT: REVIEW DRAFT POSITION PAPER TO APPROVE PROPOSED REVISIONS TO BOARD POLICY (BP) 002 - DIVERSITYSTATEMENT SUBMITTED BY: INITIATING DEPARTMENT: KATIE YOUNG, SECRETARY OF THE SECRETARYOF THE DISTRICT DISTRICT REVIEWED BY: BENJAMIN JOHNSON, INTERNALAUDITOR/DEI OFFICER PHILIPLEIBER, DEPUTYGM -ADMINISTRATION ROGER S. BAILEY, GENERAL MANAGER ISSUE Revisions to Board policies require review and approval of the Board of Directors (Board). BACKGROUND The existing Board Policy 002 - Diversity Statement was originally drafted prior to the District's formal rollout of the diversity, equity, and inclusion (DEI) initiative in recent years. Since then, organizational DEI efforts have increased, and the 2024 DEI Framework and Strategic Plan Executive Summary was adopted by leadership and shared with staff. Staff is recommending that the proposed revisions to Board Policy 002 -Diversity Statement be approved to better reflect the organization's modern and robust position on diversity, equity, and inclusion. ALTERNATIVES/CONSIDERATIONS The Board may choose not to consider the proposed revisions and/or direct staff to make additional revisions to the policy. FINANCIAL IMPACTS None. January 14, 2025 Regular ADM IN Committee Meeting Agenda Packet - Page 15 of 66 Page 2 of 6 COMMITTEE RECOMMENDATION The Administration Committee reviewed this matter at its meeting on October 1, 2024 and recommended retiring this policy. The General Manager removed this item for further discussion with staff. RECOMMENDED BOARD ACTION Approve proposed revisions to Board Policy (BP) 002 - Diversity Statement. Strategic Plan Tie -In GOAL ONE: Customer and Community Strategy 1— Deliver high -quality customer service, Strategy 3 - Build neighborhood and industry relations GOAL THREE: Workforce Diversity and Development Strategy 1 - Recruit from a diverse pool of qualified applicants, Strategy 2 - Engage employees and conduct labor relations in a transparent, effective, and collaborative environment, Strategy 3 - Retain skilled workers by investing in resources and opportunities for all employees to grow and thrive, Strategy 4 - Foster a culture of diversity, equity, and inclusion ATTACHMENTS: 1. Board Policy (BP) 002 - Diversity Statement 2. DE Framework and Strategic Plan - Executive Summary January 14, 2025 Regular ADM IN Committee Meeting Agenda Packet - Page 16 of 66 Page 3 of 6 ATTACHMENT 1 Number: BP 002 Authority: Board of Directors Effective: December 18, 2008 Revised: April 6, 2017 Reviewed: 06iO4A a nn 06i -4 September 3, 2024 Initiating Dept./Div.: Administration BOARD POLICY DIVERSITY STATEMENT PURPOSE To establish a policy recognizing cultural and workforce diversity. POLICY it is the PnlinY of the Board of Directors tO reGri iit e d retain aR a dyaRGe peeple ref all GOMml notios The District is committed to cultivating a workforce that reflects the diversity of our customers and communities by recruiting, retaining, and advancing individuals of all identities. Throuah its Diversitv. Eauitv. and Inclusion (DEI) initiative. the District actively romotes four key pillars: Pillar One — Inclusive Workplace Culture: We foster an environment where all employees feel valued, respected, and empowered to share their unique perspectives, enhancina collaboration and ensurina evervone thrives. Pillar Two — Workforce Diversity & Equity: By prioritizing fair hiring, retention, and advancement practices, we strive to create equitable opportunities across all levels of the organization, building a workforce that mirrors the rich diversity of the communities LTIMYaW 71 Pillar Three — Community Engagement & Visibility, External Relations, & Customer Service: The District strengthens connections with the public through outreach, partnerships, and exceptional service, ensuring that our programs and decisions align with the needs and expectations of our diverse stakeholders. Pillar Four — DEI Leadership & Sustainability: We are committed to embedding DEI principles into the District's long-term strategy, ensuring sustainable progress through accountable leadership, continuous learning, and transparent reporting. January 14, 2025 Regular ADM IN Committee Meeting Agenda Packet - Page 17 of 66 Page 4 of 6 Board Policy No. Page 2 of 2 By embracing these four pillars, the District enhances decision -making, drives innovation, and ensures that every voice plays a role in the District's ongoing growth, excellence, and service to the community. [Original Retained by the Secretary of the District] January 14, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 18 of 66 Page 5 of 6 Attachment 2 DIVERSITY, EQUITY, AND INCLUSION FRAMEWORK & STRATEGIC PLAN EXECUTIVE SUMMARY Central San is committed to the principles of diversity, equity, and inclusion (DEI). Embracing these principles helps us to create a better workplace, collaborate more effectively, and better serve our customers. OUR DEI MISSION Central San prioritizes a workplace culture that embraces diversity, champions inclusion, and promotes equity, benefiting both our team and the community. WHAT DO WE MEAN BY DEI? OUR DEI VISION Central San is an organization that engenders trust, both internally and externally, and is a workplace where all employees feel valued, included, and empowered to contribute their voice and expertise in pursuit of our organiza- tion's mission and vision. DIVERSITY is the presence EQUITY means offering just of a range of human treatment and opportunity in characteristics, identities, ways that are free of bias, and backgrounds, and providing people with what perspectives in a group, they need to do their best. organization, or community. INCLUSION is grounded in how much every employee or customer can be authentic, feel valued as a whole person, and experience a sense of belonging. These foundational understandings guide how we implement DEI at Central San. Diversity, equity, and inclusion drive our strength, creativity, and innovation, shaping how we serve the community and collaborate at work. 2 Our diversity includes all the ways in which we are different and similar, including our identities, backgrounds, and perspectives. We celebrate and benefit from this diversity by making space for everyone's voice, and respecting, trusting, and listening to each other. 3 We prioritize and foster inclusion at Central San by welcoming our differences and unique perspectives and cultivating a culture of psy- chological safety, trust, and respect, so that all employees can feel valued and empowered to do their best work. 4 Psychological safety —the ability to participate, speak up, disagree, or share creative ideas without fear of consequences —is important for fostering a culture of diversity, equity, and inclusion. It enables us to express our authentic selves, collaborate effectively, support each other, and learn from our mistakes. 5 We acknowledge and work to mitigate inequi- ties and barriers to inclusion to foster equity in decision -making and in how people are treated and rewarded. 6 We strive to work transparently and involve everyone at Central San to co -create and make progress toward the supportive, inclusive, and more just world we would like to live in. 8 Advancing DEI is everyone's responsibility across Central San. It requires working across the organization, within workgroups, and on an individual basis to make it a reality, and to meaningfully address situations in which we fall short of our vision. Because DEI is an ongoing journey, we are dedicated to continuous learning, growth, and adaptation, ensuring our efforts remain relevant and impactful. January 14, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 19 of 6 fr WHAT DO OUR DEI PRINCIPLES LOOK LIKE IN PRACTICE? • We care about the mission of Central San • We cultivate a culture of collaboration and and take pride in our work. • We are committed to doing our part to foster an equitable, inclusive, and diverse culture at Central San. • We value the diversity of our workforce and embrace curiosity to learn more about one another. We appreciate employees from all backgrounds and diversity dimensions for their ideas, styles, and contributions. • We co-operate within and across workgroups, sharing ideas and opinions through healthy communication and skilled handling of conflict. • We address issues in healthy, productive, and authentic ways, recognizing that disagreement and conflict often lead to creativity and growth. DEI PILLARS mutual support. We share constructive feed- back to drive high performance and collectively uphold accountability. • We distribute access to work opportunities equi- tably and based on merit, in ways that recognize and value employees' diverse skills and talents. • We engage in regular and effective two-way communication, from staff up through man- agement/leadership/Board and back. Staff are aware of key issues and challenges and can provide input to solutions, resulting in strong alignment throughout Central San on priorities and key decisions. • Leaders and staff engage in ways that engender and sustain trust. Staff from all levels are valued and know that their perspectives and ideas are essential to the success of Central San. These pillars encompass our specific goals and strategies for fiscal years 2024-2026 as we work to move Central San toward our DEI Vision. PILLAR ONE - Inclusive Workplace Culture Foster a culture of inclusion, engagement, trust, and collaboration, where everyone has the opportunity to experience belonging and to contribute at their best. PILLAR TWO - Workforce Diversity & Equity Proactively foster and develop equitable talent management practices and systems that create and sustain a diverse workforce. ABOUT THE DEI FRAMEWORK AND PLAN The DEI Framework and Plan were created by Central San's DEI Task Force with consulting support from Bernardo Ferdman, Ph.D. and Karen Harris of Ferdman Consulting, and received by Central San's Board of Directors on March 5, 2024. View the complete plan on our intranet site at: sancentral.org/dei-committee rd-E-705-M PILLAR THREE - Community Engagement & Visibility, External Relations, & Customer Service Begin to incorporate DEI principles into Central San's approach to customer service and community engagement. PILLAR FOUR - DEI Leader: Sustainability Foster and maintain a vibrant c diversity, equity, and inclusion I the organizational infrastructur ing the resources needed to le( and sustain Central San's DEI it January 14, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 20 of