HomeMy WebLinkAbout1993-134-09/07/1993-DIVERSITY PLAN RESOLUTION 93-134
OF THE COUNCIL OF THE CITY OF FORT COLLINS
STATING THE CITY'S COMMITMENT TO DIVERSITY
AND ADOPTING THE CITY OF FORT COLLINS DIVERSITY PLAN
WHEREAS, the City of Fort Collins is strongly committed to building a
community that fosters and promotes an environment of mutual respect for all
people; and
" WHEREAS, the City of Fort Collins, as a community leader, as a service
provider and as an employer, has a critical part to play in fostering such a
community; and
WHEREAS, recommendations were received from the Cultural Diversity Task
Force that have charged the City with carrying out specific actions in order to
bring about a community free of prejudice and discrimination; and
WHEREAS, a plan is needed to implement the Cultural Diversity Task Force
recommendations; and
WHEREAS, a plan is also needed to guide the City of Fort Collins in
fostering a community free of prejudice and discrimination.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF FORT COLLINS,
as follows:
Section 1. That the City of Fort Collins is strongly committed to the
eradication of prejudice and harmful discrimination against any person because
of race, color, gender, age, religion, national origin, ancestry or disabilities.
The City is also committed to the establishment of a community that fosters,
promotes and enforces an environment of mutual respect for all people, regardless
of individual differences.
Section 2. That toward this end, the Council hereby adopts the Diversity
Plan attached hereto as Exhibit "A" and incorporated herein by this reference.
Passed and adopted at a regular meeting of the City Council held this 1th
day of September, A.D. 1993.
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ayor
ATTEST:
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City Clerk �—
Exhibit A
CITY OF FORT COLLINS
DIVERSITY PLAN
INTRODUCTION
The City of Fort Collins was one of the founding organizations of the community wide Cultural
Diversity Task Force (CDTF). The CDTF was a group of volunteers who were asked to seek
information from the community and develop recommendations to work toward the desired
multi-cultural; multi-ethnic; multi-racial community. In their report, the CDTF described this
desired community in the following manner: "A community that fosters, promotes, and enforces
an environment of mutual respect for ALL PEOPLE."
Because we share this vision for our community and believe the City of Fort Collins plays a
critical role in bringing about this desired community, a response and action plan for
implementing the recommendations from the CDTF was developed. The Diversity Plan is an
outline of the goals, strategies and actions the City has identified in order to be responsive to
diversity issues in the community and serve as a leader in helping shape our future.
"We all live with the objective of being happy; our lives are all different and yet
the same." - Anne Frank
"We can run from each other, but we cannot escape each other. Knock down the
fences that divide. Tear down the walls that imprison. Reach out: Freedom is
just on the other side." - Thurgood Marshall
In viewing our role toward achieving this desired community, we developed a Diversity Plan
which we believe will guide us in the achievement of our commitment in three major areas:
1. Leadership: As elected officials and public employees, we believe we are charged
with providing community leadership by fostering and promoting
diversity through our actions and decisions.
2. Service Provider: Through the many services we provide the Fort Collins community, we
believe we should provide and deliver services that meet the needs of
our diverse community and demonstrate the City's sensitivity to the
requirements of that community.
3. Employer: As a major public employer, we believe our internal work force should
reflect the relevant labor market in all job categories.
This Diversity Plan will be administered by the City Manager, and may be updated as needed.
Prejudice and racism are a powerful and contributing factor to many of our society's and
community's problems. The City of Fort Collins is strongly committed to the eradication of
prejudice and discrimination against any person because of race, color, gender, age, religion,
national origin, ancestry or disabilities. The City of Fort Collins encourages the celebration and
City Diversity Plan
Introduction
September 7, 1993
Page 2
acceptance of differences. While the attached Diversity Plan outlines the actions for the City
of Fort Collins, we believe people and institutions, whatever their race or color, must examine
their own attitudes and behaviors and commit themselves to breaking the cycle of human
misunderstanding, prejudice and racism in order to provide to all people equal economic and
social access.
We are confident that through the implementation of our Diversity Plan, our organization and
employees will, together with the entire Fort Collins community, move closer to the desired
outcome of "a community that fosters, promotes and enforces an environment of mutual respect
for ALL PEOPLE."
CITY OF FORT COLLINS
DIVERSITY PLAN
ROLES, GOALS, STRATEGIES AND ACTIONS
ROLE: LEADERSHIP
GOAL: To provide community leadership by fostering and promoting diversity
in the community.
STRATEGY: Assist City Council in defining and fulfilling the appropriate leadership
role in conjunction with other community leaders.
ACTIONS:
a. Work with the other sponsoring organizations,* to offer a diversity related forum or
training program to local community leaders and community members. (September 93 -
February 94)
b. Advocate and promote membership on boards and commissions which is representative of
the community. (Ongoing)
(1) Examine the procedures used to recruit and select members to serve on the City's
boards and commissions. (September 93 - February 94)
(2) Gather and analyze membership statistics related to the City's past (if available) and
current board and commission membership composition. (September 93 - February
94)
(3) Use the boards and commissions to assist Council with the consideration of diversity-
related items. (Ongoing)
c. Develop a statement on behalf of the City government that reflects the City's values,
beliefs, and goals regarding diversity. (September 93 - February 94)
d. Work with other sponsoring organizations to produce at least one public information
product or event that will foster a greater awareness and appreciation of diversity in the
community. (September 93 - February 94)
Examples of such a product or event might be:
(1) Video on "Community Barriers to Diversity" as developed by Jim Banning.
(2) Develop and present an oral history about the contributions of various cultures in Fort
Collins.
* Includes the four original organizations that sponsored the Cultural Diversity Task Force
(City, CSU, Chamber of Commerce, PR-1), and may include other organizations such as
Larimer County, PVH, etc.
City Diversity Plan
Roles, Goals, Strategies and Actions
September 7, 1993
Page 4
e. Schedule and plan a meeting for sponsoring organizations to review the progress achieved
in the area of diversity and in implementing the CDTF's recommendations.
(September/October 93)
f. • Provide semi-annual reports to the community on the progress achieved in the area of
diversity and in implementing the CDTF's recommendations. (Begin January 94)
g. In conjunction with sponsoring organizations, establish a Multi-Cultural Commission to
coordinate resources and promote partnerships (for promoting diversity in the workplace
and the community) among the City and County government, community organizations
(public and private), and educational institutions. (March 94)
h. Working with sponsoring organizations, sponsor forums, events, celebrations and
recognitions, informational materials, and discussions that assist the community to better
understand the issues associated with diversity and to help the community develop an
environment of mutual respect for ALL PEOPLE. (Begin planning in January 94)
i. Promote social policies (e.g., housing) that are sensitive to diversity. (Ongoing)
ROLE: SERVICE PROVIDER
GOAL: Provide and deliver the services that meet the needs of our diverse community
and demonstrate the City's sensitivity to diversity issues.
STRATEGY: Foster awareness and appreciation of diversity among employees. Facilitate
employee interactions with customers, so they are able to demonstrate their
understanding of diversity issues.
Understand the service needs of our community. Adjust the services provided,
or the way in which service is delivered, to better fulfill diversity needs.
ACTIONS:
a. Foster awareness and appreciation of diversity among employees.
(1) Educate employees about diversity. While some of this is currently being done, more
training courses and information on diversity issues should be provided to employees.
See the discussion of the "Employer" role. (Ongoing)
City Diversity Plan
Roles, Goals, Strategies and Actions
September 7, 1993
Page 5
b. Facilitate employee interactions with customers.
(1) Educate employees on what actions demonstrate a sensitivity to diversity issues
and/or develop guidelines for service provision. (Ongoing)
c. Understand new service needs of the community and satisfy those needs, if possible.
(1) Develop a referral guide of public and private services, as recommended in the
CDTF report. (September 93 - February 94)
(2) Review the feasibility of providing child care during Boards and Commissions
meetings. (November 93 - April 94)
(3) Use a diversity theme for special events, such as the City Picnic, Fourth of July, etc.
(Ongoing)
(4) Publicize events which address diversity. (Ongoing)
(5) Use cable programming and video to provide information and education about
diversity issues. This has been started, in response to a suggestion by the
Commission on the Status of Women. (Ongoing)
d. Adjust the way in which current services are provided.
(1) Conduct a facilities environmental assessment to ensure that written materials, signs
and public areas are sensitive to women, men and minorities. This can be a one-time
assessment and correction, with follow-up assessments if needed. (September 93 -
February 94)
(2) Review current anti-discrimination policies and complaint procedures. Publicize these
procedures. Review the existing enforcement procedures on antidiscrimination laws.
(September 93 - February 94)
(3) Explore using a human rights officer, citizen liaison and/or ombuds-person as a way
in which to improve our programs, services and enforcement procedures.
(September 93 - February 94)
(4) Review contracting and purchasing policies and practices, to ensure that they are fair
and available to all. Educate business owners about purchasing policies and
procedures and hold meetings with local business owners to better understand their
concerns. (September 93 - February 94)
City Diversity Plan
Roles, Goals, Strategies and Actions
September 7, 1993
Page 6
(5) Understand and address concerns related to law enforcement. This is currently being
done by the Police Department and the Human Relations Commission. (Ongoing)
(6) Ask Boards and Commissions to help us adjust the service provision to better
demonstrate a sensitivity to diversity issues. (September 93 - February 94)
ROLE: EMPLOYER
GOAL: To have our internal work force reflect the relevant labor markets in all job
categories.
To create an awareness and appreciation of diversity in our workforce.
STRATEGY, Review and improve our systems and measures (systems include recruitment,
retention, training, staff development, promotion, discipline, performance
measures).
ACTIONS:
a. Ensure the City's recruitment and selection are consistent with diversity values.
(1) Over the next six months, begin reviewing the recruitment and selection processes
and systems, with suggested revisions consistent with diversity. (September 93 -
February 94)
(2) Review on "regular basis" the recruitment and selection processes and systems to
determine impact of revisions. (Ongoing)
b. Conduct performance appraisal training and review performance criteria: How to define
performance that is respectful of others and how to evaluate performance and take
corrective actions where necessary. (Pilot to be completed September 93)
c. Provide training on effective communication consistent with "respect for people" and
diversity values.
(1) Additional courses will be marketed and/or offered to employees that address
listening, speaking, writing, terminology, confrontation, mediation. (Ongoing)
City Diversity Plan
Roles, Goals, Strategies and Actions
September 7, 1993
Page 7
d. Provide training/forums on modeling/coaching/mentoring behaviors.
(1) Courses will be marketed and/or offered to employees that address:
How to coach/how to be coached.
How to mentor/how to be mentored.
(Ongoing)
(2) Additional discussion about "how to get work done differently" --.if the organization
is going to coach, mentor and provide intern opportunities, those participating must
be encouraged to do "real" and valuable work and to be part of the organization.
(Ongoing)
e. Educate employees about diversity issues.
(1) A topic per month approach with seminars, reading lists, brown bag lunch
discussions, videos, Fort Notes articles, etc. Primary audience would include City
employees and Boards and Commission members, secondary audience could include
community members.
Topics to include (not limited to these):
Gender Differences
Ageism
Physically/Mentally/Emotionally Challenged
White Male Dilemma
Asian Americans
African Americans
Hispanic Americans
Native Americans
Sexual Orientation/Amendment 2
Religious Orientation
(Ongoing)
f. Conduct an utilization analysis relative to an affirmative action plan.
(1) Over the next six months, reach a determination of whether the composition of our
workforce reflects the composition of qualified persons available within the relevant
labor markets. (September 23 - February 94)
(2) Refine and utilize a statistical model to facilitate reporting to City Council the number
of women and minorities in the organization's workforce generated as part of item
"a" under Employer. (January - June 94)
City Diversity Plan
Roles, Goals, Strategies and Actions
September 7, 1993
Page 8
(3) Review the critical elements of an affirmative action plan. Determine whether we
want or need an affirmative action plan. (January - June 94)
g. Develop a diversity values statement.
(1) See action "c" under Leadership. Work to ensure that any values statement is
communicated, understood and supported by all employees.
h. Celebrate the successes.
Identify and evaluate current areas of success as well as areas to monitor for improvements;
determine method/s of publicizing these improvements. (Ongoing)
City Diversity Plan
Roles, Goals, Strategies and Actions
September 7, 1993
Page 9
RELEVANT LABOR FORCE
Relevant Labor Force: The relevant labor force will be determined by the job market from
which the organization recruits and selects individuals in the job category.
JOB CATEGORY JOB MARKET
1. Official and Administrators National
2. Professional National/Regional
3. Technicians Larimer County
4. Para-professional Larimer County
5. Administrative Support Larimer County
6. Skill Craft Workers Larimer County
7. Protective Services Latimer County/Regional
8. Service - Maintenance Larimer County