diversity & inclusion plan

“Diversity & Inclusion is not to be feared, but cheered!”

HUMAN RESOURCES DEPARTMENT

DIVERSITY & INCLUSION

REPORT 2019

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Table of Contents

INTRODUCTION __________________________________________________________________ 2

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

Diversity, Equity and Inclusion Plan ................................................................. 2

EEO PERSONNEL POLICY #2.01 ________________________________________________ 3

Personnel Policy 2.01: ........................................................................................... 3

RESPONSIBILITIES ______________________________________________________________ 4

Human Resources Director ................................................................................. 4

Human Resources Deputy Director .................................................................. 4

Human Resources Specialists, Human Resources Generalist &

Customer Service Specialist ................................................................................ 5

AREAS OF IMPROVEMENT ______________________________________________________ 6

ACTIONS TAKEN IN 2019 _______________________________________________________ 7

1) Increase the recruitment of qualified candidates from

underrepresented groups. ................................................................................... 7

2) Move towards centralizing the hiring process to ensure that HR

staff have a primary role in the review of applicants and interview

process. ....................................................................................................................... 8

3) Provide diversity training opportunities throughout the year. ........ 9

4) Reach out to other municipalities to discuss their diversity and

inclusion efforts. ................................................................................................... 10

5) Prepare and post (via the website) an annual report, which

includes the following information: ............................................................... 10

HUMAN RESOURCES - 2019 DIVERSITY & INCLUSION REPORT

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INTRODUCTION

OVERVIEW

The Human Resources (HR) Department recognizes the importance of diversity, equity, and inclusion in the workplace. We appreciate the value and benefits that it brings to our organization and believe that:

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 diverse viewpoints.

DIVERSITY, EQUITY AND INCLUSION PLAN

In 2019, the Board of Commissioners contracted with deepSEE Consulting to conduct a Diversity, Equity, and Inclusion (DEI) Audit and provide a DEI Plan to guide the County’s next steps. Human Resources actively participated in the DEI Audit.


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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 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 removes inclusion and diversity barriers. 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 to which they have applied and are 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.


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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.


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3. Projecting a positive attitude and complying with the intent of the DEI Plan provided by

deepSEE Consulting.

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.

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

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

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


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AREAS OF IMPROVEMENT

Monitoring the underutilization of specific demographics (gender, age, race, ethnicity, disability, veteran status, etc.), both internally and externally.

The Human Resources Department lacks the staffing to adequately assist the hiring

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

Human Resources’ involvement in the review of applicants for open positions and participation in the interview/selection process is voluntary and rarely utilized.

Some employees lack understanding and appreciation of diversity, equity, and inclusion

in the workplace and how their own implicit bias guides their decision-making and interactions with others.


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ACTIONS TAKEN IN 2019

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 2019 A Human Resources Specialist assigned to Hiring attended a meeting with the Kalamazoo Regional Education Service Agency (KRESA) and discussed the potential for creating a summer program at the Parks Department and Buildings and Grounds to hire 16+-year-old students.

The Human Resources Specialists assigned to Hiring continued to recruit applicants from Western Michigan University, Kalamazoo Valley Community College, Kalamazoo College, Davenport University, Michigan State University, etc.

B. Establish relationships with organizations supporting the disabled entering the

workforce.

Actions Taken in 2019 The Human Resources Department provides all job postings to the Disability Network, Michigan Rehabilitation Services, and MRC Industries, Inc. Michigan Rehabilitation Services has agreed to contact Human Resources if they have a placement from their organization.

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

Actions Taken in 2019 In 2019, Human Resources spent $1,191 for recruitment activities. In addition, the County spent $30,222 on advertising costs for job postings.

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

Actions Taken in 2019 To increase the diversity of their pool of candidates, Human Resources staff encourage Departments to (1) utilize more diverse advertising opportunities, when not cost-prohibitive, and (2) encourage additional funding for more diverse advertising as a standard for all postings.


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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 to enhance the diversity of our candidate pools.

2) MOVE TOWARDS CENTRALIZING THE HIRING PROCESS TO ENSURE THAT HR STAFF HAVE A PRIMARY ROLE IN THE REVIEW OF APPLICANTS AND INTERVIEW PROCESS.

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

process of new employees.

Actions Taken in 2019 In 2019, Administration required all Administrative Departments to coordinate their hiring process through Human Resources. As a result, HR receives and reviews the applications and then forwards the applications (meeting the minimum requirements) to the hiring supervisor. Once the supervisor has selected the candidates to interview, HR will schedule the interview, mail the applicant a packet of information, and attend the interview (if their schedule permits). Also, HR will review all interview questions before the interview. Lastly, HR provides feedback on the candidate’s application, interview skills, etc. Ultimately, the individual Department makes the hiring decision.

In order for all hiring processes to be centralized in Human Resources, additional Recruitment/Hiring staff will need to be allocated to the Human Resources Department.

In 2019, Human Resources eliminated a Human Resources Specialist position (assigned to Hiring) and created a Human Resources Generalist position. The Generalist position is responsible for processing the paperwork involved in the hiring process. As a result, the Human Resources Specialist can focus on assisting Departments with their hiring needs, attend interviews, attend job fairs, etc.

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.


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3) PROVIDE DIVERSITY TRAINING OPPORTUNITIES THROUGHOUT THE YEAR.

A. Diversity Training Events for Employees

Actions Taken in 2019

In 2019, the following diversity training events were held:

Military Cultural Competence – March 21, 2019, with 15 (out of 35) attending. This training was free.

Understanding Unconscious Bias - October 3, 2019, with 11 (out of 35) attending. This training cost $1,800

Cultural Competency – November 7, 2019, with 7 employees (out of 35) attending. This training cost $1,800.

A majority of all attendees rated each training as “excellent or good.”

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

Actions Taken in 2019 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 a full 8-hour training.

C. Continue to support the annual Respecting Differences event.

Actions Taken in 2019 In 2019, the Human Resources Department assisted with the annual Respecting Differences event, which featured Darnell Blackburn, Prat LLC. Mr. Blackburn discussed Implicit and Unconscious Bias. The Human Resources Department contributed $1,581.03 to help pay for this event.


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

Actions Taken in 2019 In 2019, Human Resources contacted Western Michigan University and the City of Kalamazoo to discuss their diversity and inclusion efforts.

5) PREPARE AND POST (VIA THE WEBSITE) AN ANNUAL REPORT, WHICH INCLUDES THE FOLLOWING INFORMATION:

The 2019 HR Annual Report contained some but not all of the information listed below. In 2020, all of this information will be included in the annual report.

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/ under EEO Reports. A synopsis is located below.

2019

Employees** County Population*

Hispanic or Latino 26 2.81% 12,227 4.73%

White 756 81.64% 202,780 78.41%

Black or African American 106 11.45% 27,499 10.63%

Asian 11 1.19% 6,193 2.39%

Native Hawaiian or Other Pacific Islander

0 0.00% 67 0.03%

American Indian or Alaskan Native

3 0.32% 484 0.19%

Two or more Races (new in EEO Reporting in 2017)

9 0.97% 10,199 3.94%

Other N/A 0.00% 381 0.15%

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


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Number of new employees.

In 2019, there were 223 new employees.

44% Men

56% Women

78.5% White

14% Black

4% Hispanic or Latino

1% American Indian

1% Two or More Races

1% Other or Unknown

.5% Asian

Number of employees promoted.

In 2019, 58 employees were promoted.

38% Men

62% Women

71% White

19% Black


2% Asian

Number of employees terminated (resignations and dismissals).

In 2019, 81 employees were terminated (resigned or dismissed).

40% Men

60% Women

84% White

9% Black

4% Two or More Races

2% Other or Unknown



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62% resigned due to other employment

17% resigned for other reasons

10% were dismissed.

6% resigned due to relocation

4% resigned due to educational reasons

1% died

NOTE: In 2020, detailed information will be collected on the employee’s reason for resignation.

Number of grievances filed based upon charges of discrimination – listed

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

In 2019, Human Resources Department did not receive any grievances or complaints related to discrimination for any Department reporting up through the County Administrator.

Number of recruiting events attended.

In 2019, Human Resources staff attended the following job fairs:

Amnesty Event & Job Fair

Black Arts Festival Community Day

Bronco Bash, WMU

Calvin College Diversity Career Day

Douglas Community Association

Glen Oaks College Job Fair

GVSU Job Fair

Intrepid Professional Women Fair

Kalamazoo College Expo

KVCC Job Fair

KVCC Cadets, Mock interview Day

Michigan Works Career Fair

Mothers of Hope Job Fair

MSU Career Day

Veteran’s Job Fair

Veteran’s Stand Down

Urban Alliance Mock Interview Day

WMU Non-Profit Job Fair

Number of hiring processes where HR is actively involved (application

review, interview, candidate selection)

In 2019, this information was not tracked. However, in 2020, this information is being tracked.

diversity & inclusion plan

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