learn, visualize, & act diversity, equity, and inclusion
TRANSCRIPT
Learn, Visualize, & Act
Diversity, Equity, and Inclusion in
Charles County Government
March 2, 2021
Renesha Miles Chief Equity Officer
Human Resources Department
1
Learn
Demographics
Staff Interviews
2019 Survey Review
HR Policy Manual Review
2
Assessment of Current Situation
Learn
Charles County’s Demographic Changes
3
2020
White Population
40.9%
Black Population
50.6%
Hispanic Population
6.3%
Asian Population
4.4%
American Community Survey (2010, 2020)
Census (2000)
2010
White Population
51.1%
Black Population
41.3%
Hispanic Population
4.3%
Asian Population
2.6%
2000
White Population
68.5%
Black Population
26.6%
Hispanic Population
2.26%
Asian Population
1.82%
Learn
Charles County Government’s Workforce
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White
70%
Black
26%
Indian
1%
Hispanic
1%
Asian
1%
Two or More
1%
Other
1%
By Race/Ethnicity
Learn
Charles County Government’s Workforce
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White
Male 288
Female 246
Black
Male 124
Female 79
Indian
Male 2
Female 3
Hispanic
Male 3
Female 6
Asian
Male 5
Female 3
Two or More
Male 0
Female 1
Other
Male 4
Female 4
By Race/Ethnicity and Gender
Charles County Government’s Workforce
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By Grade and Race/Ethnicity
0
10
20
30
40
50
60
70
80
A04 A05 A06 A07 A08 A09 A10 A11 A12 A13 A14 A15 A16 A17 A18 A19 A20 B08 B09 B11 B13 B15 B17 C09 C11 C12 E09 E11 E13 E15
White Black Indian Asian Hispanic Other Two or More Other
Learn
A general appreciation for the value of DEI
High levels of enthusiasm for working in CCG
Need for Diversity, Equity, and Inclusion Training
Concerns about nepotism and fair hiring practices
Upward mobility and positive career progression for several leaders
Targeted recruitment to attract variety of talent—greater mix at management and senior levels
Need better data collection and analyses tools to assess diversity, equity, and inclusion quantitatively and qualitatively, to inform actions and create accurate narrative—to tell our story
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Interviews, Survey and HR Manual Review
Visualize
Diversity, Equity and Inclusion Statement
“Charles County Government is committed to cultivating a work
culture that strives to be welcoming, inclusive, and equitable to all.
We are accountable for treating everyone with dignity and respect.
We embrace the power of diversity by creating opportunities for
everyone to be included, heard, and valued in our community.”
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Cultivate an environment that normalizes, organizes and
operationalizes DEI throughout Charles County Government
Act
11
Normalize
2021
Organize
2022
Operationalize
2023
3-Year Strategic Plan
Act
Baseline
Policies & Initiatives
Diagnostics &
Assessments
Infrastructure
Oversight Groups
StrategicAlliances
Resources
Training & Education
DEI Champions
12
Normalize 2021
Act – Baseline, Infrastructure & Resources
Goal: Build a sound infrastructure that supports the development and implementation of sustainable diversity, equity, and inclusion programs, policies, and initiatives.
Training Program
Normalize DEI Conversation
Policy Revisions
13
Act – Baseline, Infrastructure & Resources
Diagnostic assessment, demographic and equity questions
added to employee survey
Create internal awards and recognition for allies and
champions
Justice, Equity, Diversity, & Inclusion (JEDI) Council,
Diversity Advisory Council (DAC), Employee Engagement
and Equity Resource Group (EEERG)
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Act
DEI Visibility
Communication & Branding
Equity as a Core Value
Expand Training
GARE Cohorts
Quarterly DEI Learning
Succession Planning
Departmental Action Plans
Pipeline Development
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Organize 2021 – 2022
Goal: Promote Charles County Government’s Commitment to
DEI and cultivate CCG workforce support
Continued GARE participation
Offer unique DEI Training quarterly
DEI evaluation in performance appraisals
16
Act – DEI Visibility, Training & Succession
Create ELT and SLT sponsorship program for aspiring leaders
Tell our DEI Story working with Media Services to create marketing and outreach
Departments held accountable for assuring diversity in recruitment and promotion practices and equity in outcomes for all populations
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Act – DEI Visibility, Training & Succession
Act
Career Pathing
Increase Representation
Increase Transparency in Promotion
DEI Leadership
DEI Certifications
Partnership
Measure Progress
DEI Survey
DEI Annual Report
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Operationalize 2022-2023
Goal: Create recruitment partnerships and outreach
programs to raise awareness around careers in CCG. Develop
career pathing, development programs. Progress towards
CCG workforce reflecting community demographics.
Measure and track results
Inclusive environment, courage to speak up
Increased diversity and inclusion in upper ranks19
Act – Career Pathing, DEI Leadership & Progress
Coordination with neighboring diversity programs
Create apprentice programs and videos to promote
Create training and education to assist employees with
navigating careers in CCG
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Act – Career Pathing, DEI Leadership & Progress
About Charles County GovernmentThe mission of Charles County Government is to provide our citizens the highest quality service possible in a
timely, efficient and courteous manner. To achieve this goal, our government must be operated in an open and
accessible atmosphere, be based on comprehensive long- and short-term planning and have an appropriate
managerial organization tempered by fiscal responsibility. We support and encourage efforts to grow a diverse
workplace. Charles County is a place where all people thrive, and businesses grow and prosper; where the
preservation of our heritage and environment is paramount; where government services to its citizens are provided
at the highest level of excellence; and where the quality of life is the best in the nation.
It is the policy of Charles County to provide equal employment opportunity to all persons regardless of race, color,
sex, age, national origin, religious or political affiliation or opinion, disability, marital status, sexual orientation,
genetic information, gender identity or expression, or any other status protected by law.
Charles County Government200 Baltimore Street • La Plata, MD • 301-645-0550
Equal Opportunity Employer
www.CharlesCountyMD.gov
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