DD
Diversity Council Work Plan 2015
WW Mecklenburg County's vision for diversity is to be a model diverse organization. Being a model diverse organization means we want to have a diverse workforce that meets the needs of a diverse community. The purpose of the Diversity Council is to advise and support Mecklenburg County in the process of being a model diverse organization. To that end, the Diversity Council’s work plan is structured around achieving several desired results. Each desired result has one or more corporate strategies tied to it, as well as tasks to implement those strategies. Lastly, a due date and performance measures are defined to establish accountabilities for the Diversity Council in achieving these desired results. Desired Result 1: Enhance performance of the Diversity Council. Strategy: • Continue to develop the Diversity Council as a high-­‐performing advisory committee. Task Role: • Develop the Diversity Council work plan for FY15 (October 2014). • Maintain the membership of the Diversity Council. o Implement the selection/recruitment process as appropriate. • Participate in Diversity Council meetings and annual retreat (August). • Participate in facilitated educational opportunities throughout the year focusing on becoming more knowledgeable of diversity issues and resolutions with the purpose of becoming a higher performing advisory committee. Performance Measures: • Obtain approval of a final version of the Diversity Council Work Plan by both the Diversity Council and the Executive Team Diversity Champion, by October 2014. • 17of 17 Diversity Council seats filled based on July 2014 membership. • 80% attendance for Diversity Council meetings. • 90% participation by Diversity Council members in the Diversity Council retreat. • Complete facilitated educational opportunities at least twice each year. Desired Result 2: Increase employee knowledge and awareness of the value of diversity and Mecklenburg County’s commitment to diversity management. Strategy: • Continue to market the diversity management brand, “Diversity Makes Us Better.” • Suggestion: Develop a new marketing “brand” for diversity to represent the new focus on establishing and leveraging systems that will build on current awareness and improved performance due to Diversity Management focus. • Develop and implement communications that emphasize Mecklenburg County’s commitment to diversity management. Task Role: Approved November 24, 2014 Page 1 • Take an inventory of Diversity Makes Us Better posters, replacing those that need to be replaced and •
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identify new locations to display throughout the county. Serve as ambassadors throughout the County on diversity-­‐related initiatives. Revisit the diversity-­‐related questions on the Employee Climate Survey and the Community Survey to help ensure that they are able to measure employee’s awareness of the value of diversity and Mecklenburg County’s commitment to diversity management, and how that awareness and ability contributes to resident’s perception of the role of diversity management in the County Market the diversity management message through strategies such as promotion of creative marketing material and web/domain presence. Create an opportunity to increase employee knowledge of Diversity during the annual Employee Fest. Promote the accomplishments/results of diverse work teams within the County. Performance Measures: • Inventoried Diversity posters by departments will determine condition for replacement and request for additional posters. • Newly formed departments will have at least 2 Diversity posters for office display. • Review and revise the diversity related questions on the Employee Climate Survey and the Community Survey. • 85% achievement of diversity-­‐related measures in the Employee Climate Survey (diversity index) • The creation of at least one opportunity that will increase employee knowledge and awareness of the value of diversity and Mecklenburg County’s commitment to diversity management. • 100% of Diversity Council members participate in and/or help support at least one organizational event annually. • Maintain the number of Team Award nominations received in FY14. Desired Result 3: Enable County leadership to maintain an organizational culture that integrates diversity management strategies in all County policies and procedures. Strategy: • Consider the systems that need to be in place to ensure diversity management is a key component of Mecklenburg County’s employee development philosophy and approach for attracting and growing talent within the organization. Advisory Role (Tasks): • Serve in an advisory role by consulting and collaborating with County leadership to provide suggested areas where diversity management concepts of inclusion and equity can be incorporated into existing and proposed systems, policies and procedures. o Review of Talent Development programs (i.e. Supervising for Success) o Criteria for what makes up a Succession Plan o System used to support IDP development and implementation § Identify and evaluate the various templates used to develop IDP Performance Measures: • Consult with the Executive Team Diversity Council Sponsor regarding advisory opportunities (As needed, at minimum once each Quarter). • Document all advisory opportunities that are presented to the Council and associated responses. • 90% of Diversity Council members participate in at least one advisory opportunity annually. • Collect and review one IDP from each department (13) to determine consistency. Approved November 24, 2014 Page 2