HomeMy WebLinkAboutCommittee of the Whole Packet for 07/17/2017
AGENDA
Committee of the Whole Meeting
5:30 PM - Monday, July 17, 2017
7th Floor, Council Chambers, 7th Floor, City Hall – 1055 S. Grady Way
1. Crime Statistics Briefing
a) Presentation
2. Update on Inclusion Strategies and Actions
a) Presentation
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AGENDA ITEM #1. a)
City Council Committee of the Whole
July 17, 2017
City of Renton Inclusion Update
Presented by
Ellen Bradley-Mak
Benita Horn
Brian Sandler
Preeti Shridhar
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Focus of Update
◆HR Inclusion Tactical Plan: Improving
Access to City Employment
◆Mayor’s Inclusion Task Force
◆Renton African American Pastors & Police
◆Latino Community Forum
◆2017 Renton Multicultural Festival
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A roadmap for
Inclusion in
outreach and
hiring.
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Why an HR Inclusion Tactical Plan?
◆Reviewed Outreach and Hiring
processes through an equity lens
◆Conducted an analysis of city data
◆Examined areas where implicit bias
might flourish
◆Researched local and national
trends and practices of note
◆This inquiry resulted in defining
areas of opportunity
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Demographics:
Ameri
can
Indian
Asian Black Hispa
nic
Pacifi
c
Island
er
Two
or
More
Races
Unkno
wn White
Population 0.70%23.30%11.20%13.80%0.80%6.30%6.60%51.20%
Workforce Count 0.80%4.80%3.20%3%0.50%1.10%0.30%86.50%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
City of Renton Population by Race
Compared to Renton Workforce
Demographics -as of June 30, 2016
Population Workforce Count
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Snapshot of Applicants and Movement
Through the Hiring Process
EEO Summary Applicant Pool by Recruitment Step –2nd Quarter of 2016
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Vacancies Filled –Quarterly Trends
2016
Totals
1 QTR 2 QTR 3 QTR 4 QTR
Male 9 45%27 79%11 55%7 54%54 62%
Female 11 55%7 21%9 45%6 46%33 38%
Non-Min 19 95%26 76%16 75%12 92%73 84%
Minority 1 5%8 24%4 25%1 8%14 16%
Total 20 34 20 13 87
2017 Totals
1 QTR 2 QTR
Male 16 50%16 59%32 54%
Female 16 50%11 41%27 46%
Non-Min 23 72%21 78 44 75%
Minority 9 28%6 22%15 25%
Total 32 27 59
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HR Inclusion Tactical Plan Strategies, 1 to 3 Years
Recruiting
◆Continue to analyze applicant flow by race and gender and
provide periodic reports to hiring managers
◆Continue to nurture strategic partnerships with agencies
◆Work with the Communications division to enhance marketing of
the City as a desirable place to work
◆Utilize Online Application feature that allows candidates to be
anonymous during application screening phase
◆Explore designated internship opportunities with departments
◆Identify opportunities in the City where divisions would benefit
from a Supported Employee
◆Develop and incorporate “inclusion principles”into job
announcements and recruitment materials
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HR Inclusion Tactical Plan Strategies, 1 to 3 Years
Hiring
◆Provide training/tools:
Using an equity lens to develop and edit job classifications
Using behavior-based and competency-based interview
questions for hiring managers and interview panel members
Reducing implicit bias in interviewing and hiring
◆Update and expand online resource tools for hiring managers
◆Work with departments to clearly define the competencies included in
job postings
◆Maintain database of potential, external, and internal panel members
◆Require orientation for internal and external interview panel members
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HR Inclusion Tactical Plan Strategies, 1 to 3 Years
Other Strategies
◆Conduct regular self-assessments to determine
areas of improvement, successful strategies
and new opportunities
◆Develop protocols for search firms that
consistently ensure a diverse applicant pool
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Mayor’s Inclusion Task Force
◆Some change in members
◆Goals, action items and sub-committees
◆2017 Renton Multicultural Festival—co-sponsor/work on the 2nd annual multicultural festival
◆Safe Spot Campaign—explore actions for the Task Force to implement that will help all residents
feel safe and welcome in Renton
◆Connecting residents with the city—find effective ways to let the community know about the
Task Force; host a series of conversations with different cultures to build bridges
◆Economic vitality —promote economic development and commerce especially for small
and/or culturally diverse businesses
◆Engage youth –create a program to invite high school youth to be part of the Task Force
◆Safety in Renton —explore how we can protect Renton citizens from hate crimes; expand
on emergency preparation efforts especially for our vulnerable populations
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Renton African-American Pastors & Police
◆Group reviewed goals and accomplishments
◆Renton Police is doing a lot to reach out and educate
community. For example –project with Seahawks Bobby
Wagner to build a relationship
◆Several successful events
•Black History Month at Living Hope Christian
Fellowship with Delbert Richardson
•Reconcile Community Summit with CryOut
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Renton African-American Pastors & Police
◆Established goals for 2017 –return to deeper dialogue
among RAAP members (pastors and police)
◆Participated in Everyday Democracy –a pilot program
that facilitates dialogue between the community and
police
◆Will look at feedback and evaluate effectiveness at
next RAAP meeting
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Latino Community Forum
Community appreciated Renton’s proclamation to be an “Inclusive
City”Translated proclamation into Spanish and making copies
available
Chief Milosevich and Sgt. John interviewed on Spanish language radio
stations (La Super Deportiva, Sea-Mar)
Community meeting held at church of Pastor Victor Rodriguez –
several attendees from the community, police, and city staff
Partner members from RTC and RSD attending meetings
Recent immigration forum at St. Anthony’s Parish
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2017 Renton Multicultural Festival
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Renton’s Multicultural Festival
Performances: Close to finalizing the line-up of performers
Marketing: Posters, flyers and brochures, distribution of
flyers through Uwajimaya, Viet-wah, ethnic media
advertising, radio and/or TV advertising, comprehensive
social media campaign, press
Storytelling
Interactive Cultural Tables
Games/Activities
Food Trucks
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Questions?
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