diversity, equity & inclusion report

“DEI is not a box to check or a destination, it is a journey…

HUMAN RESOURCES DEPARTMENT

DIVERSITY, EQUITY & INCLUSION REPORT

2020

of 11

Table of Contents

INTRODUCTION _________________________________________________________________________________________ 2

Overview ................................................................................................................................................................... 2

Definitions ................................................................................................................................................................ 3

EEO PERSONNEL POLICY #2.01 _______________________________________________________________________ 4

Personnel Policy 2.01: .......................................................................................................................................... 4

RESPONSIBILITIES _____________________________________________________________________________________ 5

Human Resources Director ................................................................................................................................ 5

Human Resources Deputy Director ................................................................................................................ 5

Human Resources Specialists, Human Resources Generalist & Customer Service Specialist ... 6

AREAS OF IMPROVEMENT _____________________________________________________________________________ 7

ACTIONS TAKEN IN 2020 ______________________________________________________________________________ 8

1) Increase the recruitment of qualified candidates from underrepresented groups. ....... 8

2) Centralize the hiring process in the human resources department. ..................................... 9

3) Provide diversity training opportunities throughout the year. ............................................. 10

4) Reach out to other municipalities to discuss their diversity and inclusion efforts. ...... 10

5) Prepare and post (via the website) data, which includes the following information: .. 11

HUMAN RESOURCES – DIVERSITY, EQUITY & INCLUSION REPORT - 2020

Page 2 of 11

INTRODUCTION

OVERVIEW

Kalamazoo County Human Resources Department recognizes the importance of diversity, equity, and inclusion (DEI) in the workplace. We appreciate the value and benefits that DEI brings to our entire organization and our Department, including:

Understanding the various groups within our community allows us to fulfill Kalamazoo County's mission by delivering culturally sensitive, inclusive, and quality services to our diverse community.

Workforce diversity is essential to our ability to attract, recruit and retain qualified employees.

Cultural Competency within a diverse workforce reduces interpersonal conflict and minimizes Kalamazoo County Government's exposure to costly and unnecessary lawsuits.

Operational effectiveness is maximized; that is, team members are at their creative best and most productive when valued for their contributions and are included in our organization's progress.


Page 3 of 11

DEFINITIONS

Diversity: “Differences that may make a difference.” (deepSEE Consulting) The variety of differences found in our organization and within our community; including, but not limited to: race, ethnicity, color, gender, age, religion, national origin, marital status, a person's political affiliation, sexual orientation or gender identity, veteran status, height, weight, or disability.

Equity: “While equality focuses on inputs into our systems, equity focuses on the systems themselves and the outcomes.” (deepSEE Consulting) Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome. Inclusion: “The act of creating environments where all feel as though they matter. Where all feel ‘a part of’ versus ‘apart from’ and where everyone can contribute to their fullest potential.” (deepSEE Consulting) An inclusive organization promotes a sense of belonging and demonstrates respect for the contributions, beliefs, backgrounds, and diversity of all.

Equality Equity Justice


Page 4 of 11

EEO PERSONNEL POLICY #2.01

PERSONNEL POLICY 2.01:

A. It is the policy of the Kalamazoo County Board of Commissioners to provide equal

employment opportunities to qualified persons without regard to race, color, sex, age, religion, national origin, marital status, a person's political affiliation, sexual orientation or gender identity, height, weight, disability, genetic information, or any other legally protected status.

B. Disabled employees who feel an accommodation is needed to perform their job must

notify their Department Head/Court Administrator/Elected Official in writing of the need for reasonable accommodation within 182 days after the date the employee knew or reasonably should have known that an accommodation was needed. Failure to properly notify Kalamazoo County will preclude any claim that Kalamazoo County failed to accommodate the disabled employee. Kalamazoo County will make accommodations that do not pose an undue hardship to the County.

C. The County will continue efforts toward building a structure and organizational culture

that works to remove barriers to inclusion and diversity. D. Corporation Counsel is designated as the EEO Compliance Officer.

To carry out this policy, the County will:

1. Recruit, hire, provide professional training and development, and promote for all

job classifications without regard to race, color, sex, age, religion, national origin, marital status, a person's political affiliation, sexual orientation or gender identity, height, weight, or disability in accordance with all Federal, State or local regulations.

2. Make hiring and promotion decisions based solely on an individual's qualifications

for the position they have applied and considered. 3. Ensure that our programs are administered in compliance with all applicable

federal, state, and local laws, directives, and regulations and cover all human resource actions including employment, compensation, benefits, training, education, transfers, and promotions without regard to the protected characteristics listed above.


Page 5 of 11

RESPONSIBILITIES

The success of deepSEE’s Diversity, Equity & Inclusion (DEI) plan is of utmost importance and depends on the shared accountability and responsibility of all employees working within Kalamazoo County Government. The following describes how each Human Resources employee plays a role in that plan:

HUMAN RESOURCES DIRECTOR

The Human Resources Director is responsible for:

1. Complying with all pertinent laws governing equal opportunity employment.

2. Updating and providing this report to the County Administrator on an annual basis.

3. Identifying problem areas and recommending solutions.

4. Ensure a fair employee evaluation and disciplinary process.

5. Ensure all Personnel Policies and Employee Handbook procedures are equitable to all employees.

6. Projecting a positive attitude and complying with the intent of the DEI Plan provided by deepSEE Consulting.

7. Providing an annual report via the County website.

8. Providing demographics information via the County website.

9. Ensuring that our recruitment and hiring processes (for Administrative Departments) are free of discrimination and supportive of diversity.

HUMAN RESOURCES DEPUTY DIRECTOR

The Human Resources Deputy Director is responsible for:


2. Investigating grievances and complaints of discrimination and/or harassment for Administrative Departments.


Page 6 of 11


4. Compiling, submitting, and posting the EEOC and Vets report.

HUMAN RESOURCES SPECIALISTS, HUMAN RESOURCES GENERALIST & CUSTOMER SERVICE SPECIALIST

The Human Resources Specialists, Human Resources Generalist, and Customer Service Specialist are responsible for:


2. Ensuring our recruitment and hiring processes (for Administrative Departments) are free of discrimination and supportive of diversity, equity, and inclusion.

3. Identifying problem areas and recommending solutions.


5. Coordinating training programs on various diversity topics, such as Implicit Bias in Hiring, Microaggressions, LGBTQ 1010, Disabilities in the Workplace, etc., and participating in the county-wide “Respecting Differences” event.

6. Review employee benefits annually to ensure non-discrimination.


Page 7 of 11

AREAS OF IMPROVEMENT

In cooperation with deepSEE Consulting, Human Resources has identified the following areas of improvement:

Some underutilization of specific demographics (sex, race, ethnicity, disabled, veterans, etc.) where external hiring opportunities occurred.

Human Resources Department lacks the staffing to adequately assist the hiring

Departments with their recruiting, application review, and interviewing needs.

Elected Officials and the Courts rarely utilize Human Resources in the review of applicants for open positions and participation in the interview/selection process.

Some employees have a lack of understanding and appreciation of diversity, equity, and

inclusion in the workplace.


Page 8 of 11

ACTIONS TAKEN IN 2020

1) INCREASE THE RECRUITMENT OF QUALIFIED CANDIDATES FROM UNDERREPRESENTED GROUPS.

A. Expand Kalamazoo County's recruitment program to include high schools, colleges, and universities with diverse student populations.

Actions Taken in 2020 In 2020, Human Resources Staff attended Job Fairs at Western Michigan University, the KVCC Cadet Fair, the Career Life Expo, and the MSU Criminal Justice Job Fair. Due to the COVID pandemic, all recruitment activities were suspended from March 16, 2020 to December 31, 2020. In 2020, HR staff had planned to participate in the MyCITY program, a summer youth employment program that serves as the gateway to paid internship and work experience. However, due to the COVID pandemic, this project has been postponed. Human Resources continues to provide all job postings to colleges/universities across the State of Michigan (see Appendix 1).

B. Establish relationships with organizations supporting the disabled entering the

workforce.

Actions Taken in 2020 Due to the COVID pandemic, Human Resources Staff have not met again with the Disability Network, Michigan Rehabilitation Services, and MRC Industries, Inc. However, staff plan to meet with them virtually in 2021. HR continues to share all job postings with MRC Industries.

C. Continually seek new recruitment activities in and around Kalamazoo County.

Actions Taken in 2020 Due to the pandemic, all in-person recruitment activities have been suspended since March 16, 2020. However, HR staff continued to email weekly job postings to area Universities and the Michigan Talent Bank.

Due to the COVID pandemic, many Human Resources

activities (trainings, recruiting activities, etc.) were canceled.


Page 9 of 11

In 2021, HR will research additional recruitment activities to increase the diversity of our applicants.

D. Work with the Departments on targeted recruitment efforts to fill vacancies.

Actions Taken in 2020 To increase the diversity of their candidates, the Human Resources staff encouraged Departments to utilize more diverse advertising opportunities (when not cost-prohibitive). In 2020, HR will evaluate the budgetary impact of posting all positions on Diversity.com and/or Career Cast Diversity. If additional staff are funded, Human Resources could dedicate an HR Specialist to recruitment activities, including regularly engaging with various community organizations, universities, etc., to promote Kalamazoo County Government as a desirable employer and enhance the diversity of our candidate pools.

2) CENTRALIZE THE HIRING PROCESS IN THE HUMAN RESOURCES DEPARTMENT.

A. Human Resources should participate in the hiring, interviewing, and selection

process of all new employees.

Actions Taken in 2020 For Departments reporting to the County Administrator, Human Resources coordinates and oversees the hiring process. The steps in the hiring process are identified in Appendix 2. For all other Departments, Human Resources receives applications, sends acknowledgments to applicants, and then forwards all applications to the hiring supervisor for selection and interviewing. See Appendix 3. Due to the pandemic, a hiring freeze was implemented from March 16, 2020 to November 30, 2020. NOTE: At least one additional Human Resources Specialist position is needed to serve all of the Administrative Departments adequately and attend all interviews. Also, if the Courts and/or Elected Officials request the assistance of HR during their hiring process, HR will need another Human Resources Specialist position.


Page 10 of 11

3) PROVIDE DIVERSITY TRAINING OPPORTUNITIES THROUGHOUT THE YEAR.

A. Diversity Training Events for Employees

Actions Taken in 2020 On March 5, 2020, a training titled “Implicit Bias in Hiring” was held. A majority of attendees rated the training as “excellent or good.” Due to the pandemic, all Human Resources sponsored training events scheduled after March 16, 2020 were subsequently canceled. NOTE: In 2021, all diversity training events will be coordinated by the DEI Director.

B. Include diversity training in the onboarding program for new employees.

Actions Taken in 2020 During New Employee Orientation, employees watch videos related to the following topics:

Age Diversity in the Workplace

Disability Sensitivity Training

HR continues to explore other diversity training videos (that are not cost-prohibitive) that can be used in New Employee Orientation. However, at this time, New Employee Orientation is already an 8-hour training. NOTE: In 2021, all diversity training events will be coordinated by the DEI Director.

C. Continue to support the annual Respecting Differences event.

Actions Taken in 2020 Due to the pandemic, the annual Respecting Differences event was canceled in 2020. NOTE: In 2021, all diversity training events will be coordinated by the DEI Director.

4) REACH OUT TO OTHER MUNICIPALITIES TO DISCUSS THEIR DIVERSITY AND INCLUSION EFFORTS.

Actions Taken in 2020 In 2020, the Board of Commissioners authorized the creation of a Diversity, Equity, and Inclusion Director position. The DEI Director will be responsible for researching DEI efforts within other municipalities.


Page 11 of 11

5) PREPARE AND POST (VIA THE WEBSITE) DATA, WHICH INCLUDES THE FOLLOWING INFORMATION:

Publish EEO data as required by law.

The EEO report (in its entirety) can be viewed on the County's website at https://www.kalcounty.com/hrd/reports.htm under EEO Reports.

Publish an Employee Demographics report. The Employee Demographics report can be viewed on the County’s website at https://www.kalcounty.com/hrd/reports.htm under Employee Demographics Reports. The report compares the gender and race/ethnicity of County employees by the following categories:

o All Employees (snapshot) o Supervisors o New Hires o Promotions o Resignations o Dismissals

Number of grievances filed based upon discrimination charges – listed by

population group (data provided by EEO Compliance Officer and Human Resources Director).

In 2020, Human Resources Department did not receive any grievances or complaints related to discrimination for any Department reporting up through the County Administrator.

Number of hiring processes where HR is actively involved (application

review, interview, candidate selection)

Of the 85 job postings in 2020, HR assisted with the following: o Reviewed the applications: 45% of the postings o Participated in the interview process: 35% of the postings. o HR conducted reference checks: 34% of the postings.

https://www.kalcounty.com/hrd/reports.htm

https://www.kalcounty.com/hrd/reports.htm

diversity, equity & inclusion report

Documents