Loading...
BUSINESS CASE FOR DIVERSITY - CITY OF CLEARWATER I ~ Clearwater .... o BUSINESS CASE FOR DIVERSITY CITY OF CLEARWATER e e e ~ Clearwater .... o BUSINESS CASE FOR DIVERSITY CITY OF CLEARWATER DEPARTMENTAL BUSINESS CASES e . . ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o OFFICIAL RECORDS & LEGISLATIVE SERVICES DEPARTMENT Recruit and retain employees to have a more diverse workforce in the Official Records & Legislative Services Department. 1. Have at least one male in the department 2. Assure and maintain a mix of other diverse elements (race, age, etc.) within departmental workforce Assure Official Records & Legislative Services employees understand and develop an appreciation for the value of diversity 1. Provide diversity training · Encourage employees to participate in diversity training seminars sponsored by the City and outside organizations. 2. Have team building sessions · Department employees will meet monthly to discuss and share various ideas on how to improve tasks around the office and current topics regarding diversity in the workforce. · Employees will also be open to introduce topics or group activities they feel may improve team interaction. 3. Schedule a People Mapping Session · Assist department employees in understanding and appreciating each other's personality traits. Official Records & Legislative Services Department Business Case For Diversity e e e ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o BUDGET DEPARTMENT 1. The department will recruit and retain a workforce that mirrors the demographics of the community. 2. The department will look for opportunities to provide budget information in a bi-lingual format for citizens. 3. The department will strive to enhance employee retention by providing a positive, supportive environment that encourages staff to expand and develop skills and experiences through continued education and participation in City sponsored programs and activities such as diversity training, mentoring, tutoring and charitable fundraising. Budget Department Business Case For Diversity e e e ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o CITY ATTORNEY'S OFFICE 1. Continue to focus on diversity within legal parameters when making employment decisions within the office. 2. Assist City Council, City Manager, Official Records and Legislative Services, and all City Departments, especially Equity Services Department, in implementing City's Diversity Goals in employment, purchasing, ordinance adoption/enforcement, and policies. 3. Participate in Diversity Leadership Council, its subcommittees, and activities and in employee training. 4. Actively support City Manager in Diversity Goal implementation. City Attorney's Office Business Case For Diversity e e e ~ Clearwater ~ BUSINESS CASE FOR DIVERSITY o CITY MANAGER I. Objective: Assist Human Resources in expanding the recruitment base to include more diverse candidates. Action Steps: 1. Join computer recruitment sources for on-line referrals. 2. Travel to opportunities such as minority recruiting forums that will yield future. candidates for upcoming positions. 3. Create a resource bank of active applicants. 4. List of candidates would be maintained and updated in Human Resources. How we will accomplish the action steps above: Allow Human Resources to research sources for on-line recruitment and make a recommendation to the City Manager's office based on the best source available and costs. Identify upcoming job fairs that will yield desired results and make sure that they are attended by HR staff. Make recommendations in time for the next fiscal year budget. II. Objective: Partner with other agencies in order to bring more diversity to the City. Action Steps: 1. Work with private organizations, radio stations, churches and special events promoters to bring in events or speakers to enhance the staff s exposure to more diverse environments. How we will accomplish the actions step above: Target one event within the next year in which we could partner with other agencies or organizations to achieve more diversity exposure for staff. III. Objective: Set an expectation for departments to form diverse teams, foster teamwork and build on relationships. Action Steps: 1. Ask all departments to review this goal and respond to this office with an action plan to support this goal by January 2006. 2. Work with other departments where the above is not applicable, to seek alternatives to establishing diverse teams. Alternatives may include enhanced staff meetings City Manager Business Case For Diversity e e e with topics on diversity or films or other means to establish and maintain diversity within the department. How we will accomplish the action step: Communicate step one of the action steps above to all relevant departments by October 2005. Track responses back from the departments to ensure timely return. Work with other departments on alternative approaches. Meet with these departments twice a year to accomplish point 2 in the action steps above. IV. Objective: To support our Quality of Life component - recognize the various diverse organizations that contribute to ensuring that Clearwater is a great place to live, work and play. Action Steps: 1. Review semiannually youth and adult programs to assure that all cultures represented in our community have programs that will enrich the diversity in their neighborhoods. 2. During special events, circulate spot surveys within the crowd that measure satisfaction regarding city services and diversity efforts being made within the community. 3. Review the survey results and consider recommendations mentioned and institute changes where feasible. Identify appropriate departments to enforce based on survey recommendations. How we will accomplish the action steps above: Establish a timetable to review the youth and adult program to assure all cultures represented in the community have programs to enrich the diversity in their neighborhoods. Develop spot surveys by January 2006. Implement these spot surveys in the following community events, town hall meetings and public presentations. Review survey results and make appropriate recommendations to departments by January 2007. City Manager Business Case For Diversity 2 e e e ~ Clearwater I- BUSINESS CASE FOR DIVERSITY o CLEARWATER CUSTOMER SERVICE (CCS) 1. Recruit and hire qualified individuals with diverse backgrounds and perspectives. Measure: profile of applicants; new hire statistics 2. Deliver diversity training on an annual basis to employees in order to improve understanding, awareness, and sensitivity regarding diversity. Measure: employee surveys; EO complaints; tracking training 3. Improve customer satisfaction with a diverse, qualified, and responsive workforce. Measure: customer surveys Clearwater Customer Service (CCS) Business Case For Diversity e e e ~ Clearwater ~ BUSINESS CASE FOR DIVERSITY o DEVELOPMENT & NEIGHBORHOOD SERVICES To recruit, hire, train and retain a high quality culturally diverse staff that mirrors the demographics ofthe community. 1. Utilize proven areas of recruitment and hiring and maintain up to date demographic information relative to developing our staff. 2. Provide clear expectations, direction and benchmarking. 3. Fairly, consistently and impartially enforce the city code of ordinances and state statutes with a focus on voluntary compliance through education, communication and cooperation. 4. Conduct performance measurement via citizen surveys, employee surveys, evaluations, etc. Development & Neighborhood Services Business Case For Diversity e ~ Clearwater .- BUSINESS CASE FOR DIVERSITY o ECONOMIC DEVELOPMENT AND HOUSING DEPARTMENT e 1. Provide a representative to participate on the City's Diversity Council. 2. Ensure that staff participate in the City's Diversity Training Program. 3. Recruit, hire, and train a diverse workforce. 4. Showcase the diversity in Clearwater's businesses through the Clearwater Business Report or other C-View shows at least once a year. 5. Market the Main Street Program to the neighborhoods surrounding the downtown area as these neighborhoods represent a diverse population and would be a good place to attract volunteers. 6. To encourage diversity, supply flyers and information for Main Street events in both English and Spanish to surrounding neighborhoods. 7. Through the Main Street Program, sponsor a downtown event focusing on multi-cultural cuisine by FY 2006-2007. 8. Through the Main Street Program and other city and private sector partners, sponsor a multi-cultural event to attract diverse visitors downtown. Plan for an event in 2007. 9. Through our Housing programs, encourage a diversity of incomes and ethnicities through target marketing of various neighborhoods that have a higher than average ethnic population. 10. Create awareness of Clearwater's changing demographics during business assistance visits, meetings with developers and businesses interested in moving to Clearwater, and other economic development and housing meetings and seminars. 11. Provide more collateral information translated for Spanish speaking residents, such as general housing information, general business start up information, Main Street Program information, etc. The Economic Development and Housing Department will begin with providing a Spanish translation of our brochure on housing programs in FY 2005-2006. 12. Work with the Public Communications and Information Technology Departments to update the Spanish Internet page to include more contact information about economic development and housing. 13. Coordinate business and community activities with various non-profit groups and outreach centers that cater to Clearwater's diverse populations. 14. Assist the North Greenwood neighborhood in renovating their commercial corridor with a Caribbean inspired theme and attracting visitors. e Economic Development and Housing Department Business Case For Diversity e e . ~ Clearwater ~ BUSINESS CASE FOR DIVERSITY o ENGINEERING 1. Engineering will recruit and hire qualified employees from a diverse pool of candidates and expand recruitment efforts to assure a diverse, qualified pool. 2. Engineering will provide ample training or employee development opportunities to staff to enable them to improve their technical knowledge. 3. Engineering will develop and maintain a good team working relationship within the field group responsible for maintaining traffic signals that has historically been a diverse group. Implementation would include cross training, team building exercises and acknowledgement of work well done. Engineering Business Case For Diversity e e e ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o EQUITY SERVICES I. Objective: Assist all departments in coordinating efforts and resources to help them attain their goals by increasing their activities that will enhance our efforts to value and appreciate diversity throughout all city departments. Action Steps: 1. Meeting with each department within the next year to offer suggestions as to which specific activities they would want to plan to attain this goal. 2. Have the department representative on the Diversity Leadership Council (DLC) make monthly reports back to the department as to what the council is doing to promote diversity. Offer suggestions to department on how they can better participate to encourage their efforts. How we will accomplish the action steps above: Strategically approach each department through staff meetings or general assembly and reiterate established goals and work with them regarding implementation strategies. Work closely with Activities/Communications committee of the Diversity Leadership Council in implementing activities that enhance the City's diversity initiatives. Benchmark activities now and annually measure them to see if progress is made. II. Objective: Continue educating and training employees in basic awareness, and skill building techniques, implementation strategies and team building exercises. Action Steps: 1. Design more advanced training through systems such as e-Iearning and video presentations to increase understanding of the various aspects of diversity and build upon initial awareness training. 2. Reassign teams to reflect a better diversity exposure and increase teams' knowledge of different approaches to the work. Monitor teambuilding exercises and practices as appropriate. How we will accomplish the action steps above: Periodic review of training received by staff and logging in hours spent in training. Review of current staff and assuring that proper training is being done as well as scheduling new employees in mandatory awareness training. Initiate on-line training to staff members who will be able to log on and train at their own pace. Equity Services Business Case For Diversity e e e III. Objective: Assist line management in the continuous improvement process by periodic review of established goals and objectives along with DLC members and fine tuning areas that need redefinition or restructuring of original goals set. Action Steps: 1. Design review process 2. Assign individual within department to coordinate diversity related efforts and serve as liaison with Equity Services/DLC in updating progress. How will we accomplish the action steps above: Establish possible bi-annual or possibly even staggered quarterly reVIews of departmental goals and progress towards them. Equity Services Business Case For Diversity 2 ~ Clearwater .... e 0 e e BUSINESS CASE FOR DIVERSITY FINANCE DEPARTMENT 1. Finance values the contributions that can be made and productivity that can be achieved by having a diverse workforce. a. Work groups will be diverse. b. Management will stress the importance of contributions made from each member of a work group. 2. Finance will strive to recruit and retain a diverse workforce. a. Finance will work with HR to recruit from sources that would encourage applications from a diverse group of people. b. Employees will strive to be inclusive with all staff members. c. Management will have an "open door policy" to all levels of employees to discuss employment issues. 3. Finance will communicate to all levels the importance and value of a diverse workforce. Finance Department Business Case For Diversity e ~ Clearwater ... BUSINESS CASE FOR DIVERSITY o FIRE & RESCUE ADMINISTRATION DIVISION Diversity in the workplace creates room for new ideas as well as the possibility of increased conflict. Nowhere is this more apparent than in the Fire Service, where new recruits and veteran firefighters live together, eat together and place their lives on the line for a career that prides itself on tradition. Some people may learn to tolerate differences within the normal workday, but old stereotypes, unconscious behaviors and occupational stress collide in volatile ways when living with co-workers on 24-hour shifts. Few people would openly argue the benefits of diversity in the workplace; new faces and new ideas offer greater opportunity for creative solutions on the job. As immigration and migration patterns in the U.S. increase diversity within communities, public services are increasingly called upon to demonstrate cultural competency and to reflect the demographics of the people they serve. e The overarching purpose of this effort is to provide guidance in the development of a Diversity Plan that addresses recruitment, training for promotional opportunities, and the general development of a diverse workforce that is representative of our community. The outcome of that effort will be an employee group composed of dedicated, competent, and creative Firefighters, thereby improving an already outstanding public safety service. It is recommended that this effort be approached from the following three perspectives. The Recruitment Process: Goal #1: Evaluate both the Department's Diversity Profile as well as the Diversity Profile of the available pool of new hires. This evaluation must stress that diverse characteristics are much more than race, gender, religion, etc., and should consider issues of age, education, background, and all other pertinent characteristics of the Department's membership. The intent is to assure the Department/City that there are no barriers to prospective employees in the hiring/advancement processes. If changes are necessary in the Department's diversity profile, a steering committee composed of members from Equity Services and Clearwater Fire and Rescue will be assembled to conceptualize action plans for managing needed change. Measure: The internal data is easily obtainable from the Equity Services and Human Resources departments. The field data could be compiled through an analysis of successful graduates of the Fire Fighter Minimum Standards Training and if legally permissible, new hire applications. e Fire & Rescue Administration Division Business Case For Diversity e e . The Selection and Promotion Process: Goal #2: Increase management of diversity competency within the organization. Accountability for diversity initiatives could be incorporated into the City's Performance and Behavior Management Program. Identifying appropriate and perhaps inappropriate actions and giving supervisory guidance and training in management of issues thought to be diversity related could provide guidance. Measure: This should follow management training initiatives and then if possible, be an assessment competency and consideration for promotions to supervisory or management positions. This assessment could be performance-based through a role-playing scenario by city staff appropriately trained in management of diversity issues. Again, it must be stressed that diversity characteristics are much more than the obvious differences among people and successful managers must have an awareness and understanding of these characteristics in order to create a working environment and culture that allows all people to flourish. Leadership Development Program: Goal #3: Actively identify and prepare internal candidates to assume future leadership roles. It is not the intent of this effort to exclude external applicants from applying for middle- and upper-level management positions, but to create a pool of qualified candidates internally. Recruiting externally should not be the result of inadequate preparation of current employees. This effort will require a total overhaul of the Department's evaluation system in order to create a development tool to both identify and assist the employee in acquiring the knowledge, skills, and abilities to assume greater responsibilities. Support from the City may include enhancements to obtaining both technical and formal education requirements. Measure: Short-term measures include the actual implementation of a program that identifies future leadership potential. Long-term measures include evaluation of the diversity profile of middle- and upper level Department managers. Opportunities for participation in this program may be limited based on available resources. Fire & Rescue Administration Division Business Case for Diversity 2 e e e ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o CLEARWATER GAS SYSTEM 1. Recruit, Hire, Train, and Develop a Diverse Workforce that is Customer Focused. a. Establish a baseline of current employees, which demonstrates diversity mixes b. Complete a current survey of employees hired/promoted in the last year c. Work with HR and ES to recruit minorities to fill job openings (job fairs, PTEC/school programs, etc.) d. Track recruitment, hiring, and training 2. Recognize Diverse Work Groups and effectively communicate with them on operations and issues. a. Track all departmental complaints/issues (EEO/HR/City Hall) and take actions as appropriate to foster equity/diversity b. Measure employee satisfaction with a City-wide Survey, including diversity questions 3. Improve Productivity while promoting Diversity in the Workforce focusing on "Team Building" . a. Track departmental productivity indices based on completed work/service orders b. Track employee participation on departmental and community events to measure teamwork Clearwater Gas System Business Case For Diversity e ~ Clearwater .- BUSINESS CASE FOR DIVERSITY o HUMAN RESOURCES e Recruitment I. Provide more flexibility with job descriptions in order to hire candidates who have the educational requirements and willingness to learn but may not have the years of experience; many candidates are "knocked out" from the eligibility process because of limited or the lack of working experience. 2. Establish and improve relationships with local high schools, vocational schools, colleges and other organizations for intern to part time or full time positions (i.e. Engineers difficult to recruit - work on college internships; work with Society for Black Engineers) 3. Create an incentive program for bi-lingual employees (where needed and applicable). 4. Create an incentive program for employee referrals - do not limit to just minority hires, but any successful hire in a difficult to recruit or retain position. 5. Increase departmental involvement in recruitment, job fairs, marketing - need to provide a more diverse visibility to the public at these functions (i.e. if we need additional minority firefighter candidates, have current minority employees work the job fairs) Employee Enhancement and Development I. Establish a mentoring program for new hires - provide diverse role models to act as mentors for new employees and assist with guidance and support during their first year of hire. 2. Create individual development plans with current entry-level employees to assist in achieving their career goals (PeopleSoft module - track knowledge, skills & abilities) 3. Assist City departments in creating a succession plan to ensure knowledgeable, qualified candidates are prepared for future leadership roles. Human Resources Information System I. Implement applicant tracking module to better capture statistical information, including race and gender of applicant base. Analysis can also be used to help determine skill level of candidates applying for specific positions. 2. Utilize tracking module to assist current employees with development - knowledge, skills, abilities, training captured and compared to requirements of jobs within City. 3. Additional data captured through the HRIS to be used to assist in forecasting future needs, comparing and analyzing current employee base, etc. e Note: Departmental involvement is a critical part in achieving many of the above stated goals. HR can be the initiator of some of the ideas, but the individual departments must playa more active role in the recruitment and development of their minority employees. Human Resources Business Case For Diversity e e e ~ Clearwater ... BUSINESS CASE FOR DIVERSITY o INFORMATION TECHNOLOGY DEPARTMENT 1. The Information Technology Department will continually strive to recruit, develop, and retain diverse qualified employees. 2. The Information Technology Department will encourage the assignment of diverse work teams to maximize the value of diverse approaches to problem solving. 3. The Information Technology Department will periodically evaluate its departmental work force to see if its composition continues to reflect the community's pool of qualified diverse job candidates. Information Technology Department Business Case For Diversity e e e ~ Clearwater ... BUSINESS CASE FOR DIVERSITY o INTERNAL AUDIT Goal 1: Internal Audit staff will obtain knowledge of the changing demographics occurring within the City of Clearwater population and workforce internal to the City and external (Pinellas County and Tampa Bay area). Objectives: 1. Conduct various demographic research via on-line census data, professional organization publications, and internet (on-line, e-mail) list serves. 2. Attend various diversity training offered by the City of Clearwater. 3. Conduct audits/reviews of workforce composition (review national origin, ethnic, racial, etc), of all City departments. Measures: Number of articles, publications, etc., read; number of training sessions attended per fiscal year. Number of audits completed. Goal 2: Audit will ensure City complies with Equal Employment Policy that seeks to obtain a workforce representative of the metropolitan statistical area and hire multi- lingual individuals where needed. Objectives: 1. Conduct audits and reviews to ensure Human Resources advertises all vacant positions. 2. Ensure Human Resources makes the effort to advertise and recruit in diverse areas; such as universities and job fairs: Florida International University, Florida A&M University, League of United Latin American Citizens Annual Conference, etc. 3. Have all other City Departments constantly communicate with Human Resources the need to seek qualified diverse applicants for departmental vacancies. Measures: Number of audits completed; Number of vacant positions advertised (should be 100%); Number of job fairs attended; Number of diverse applicants (increase from prior years); Number of diverse applicants hired in various job classes (CW A, Civil Service, Management); Impact of improved service delivery by hiring diverse employees, namely multi-lingual individuals. Goal3: With Human Resource's assistance, Audit will make an effort to solicit diverse applicants for Internal Audit Department vacancies. Internal Audit Business Case For Diversity e e e Objective: 1. Make sure HR advertises Internal Audit department vacancies in diverse publications likely to interest diverse applicants. Measures: Review HR employment policies and procedures and track the number of recommendations to HR hiring procedures. Review where vacancy was advertised. Goal 4: Ensure compliance of business case for diversity plans as developed by other City departments. Objectives: 1. Conduct compliance audits; review actions taken by the departments. 2. Encourage continued communication with Human Resources to ensure diverse applicants apply for vacant positions. Measures: Number of audits-recommendations made, actions completed by departments. Amount and impact of cooperation with Human Resources. Goal 5: Ensure City services reach our fastest growing demographic: HispaniclLatino populations (mainly those who are primarily Spanish-speaking) Objectives: 1. Translate various City publications and information from English to Spanish. 2. Disseminate City services information to community groups at community events. 3. Add that bi-lingual English-Spanish be a desired requirement (in addition to the other job requirements) for various vacant positions. 4. Continue to chair the City's Hispanic Council to ensure City employees understand our changing demographics and the new cultures and languages that are now part of the Clearwater community. Measures: Number of publications translated; Amount of Spanish information available on the City's internet site; Number of community events attended and people contacted; Number of positions advertised stating the bi-lingual desired requirement. Internal Audit Business Case For Diversity 2 e ~ Clearwater to- BUSINESS CASE FOR DIVERSITY o LIBRARY 1. Continue expanding collections and services for Cleanvater's growing Hispanic population, e.g. Spanish language story-times; periodicals, books, and other media; bilingual staff; library card forms in Spanish, etc. Measure(s): Track number of additional services and collections related to diversity that are implemented. 2. Work with the University of South Florida School of Library and Information Science to recruit minority library professionals. Measure(s): Track the number of additional minority library professionals identified for hire, interviewed and hired. 3. Offer programs and sponsor author visits that emphasize multicultural themes and e promote diversity. Measure(s): Track number of programs focusing on such themes. 4. Sponsor the "... try denting it" teen group at the Countryside Library focusing on tolerance among young adults. Measure(s): Track number of activities focusing on tolerance, number of young adults parti ci pating. e Library Business Case For Diversity 1 e e e ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o MARINE AND AVIATION I. Objective: Expand our recruiting efforts to further diversify our department. Action Steps: 1. Market job opportunities through our Jr. Lifeguard Program. 2. Travel to opportunities such as neighborhood events and block parties to market the department. 3. Create a resource bank of active applicants. 4. Check the list of candidates that is maintained and updated in Human Resources. How we will accomplish the action steps above: Allow Beach Lifeguards to compete in media covered events bringing visibility to the department. Identify upcoming job fairs that will yield desired results and make sure that they are attended by appropriate staff. II. Objective: Partner with other departments in order to bring more diversity through promotion when opportunities arise. Action Steps: 1. Work with beach chamber and downtown chamber to market beach events. 2. Work with other departments to open up growth opportunities for existing staff. How we will accomplish the actions step above: Target one event within the next year in which we could partner with other departments, agencies, organizations to achieve more diversity exposure for our staff. III. Objective: Challenge division heads at staff meetings to come up with division promotional events. Action Steps: 1. Ask each division to review their goals and provide a list of division events, i.e. Pier 60 fishing, Sailing Center Sailability and Beach Safety Jr. Lifeguard Program, to support these goals by April 2006. 2. Work with other departments where the above is not applicable, to seek alternatives to establishing diverse teams. How we will accomplish the action step: Communicate step one of the action steps above to all relevant divisions by September 2006. Track responses back from the divisions to ensure timely return. Examine other department's proposals for alternative approaches. Marine and Aviation Business Case For Diversity 1 e e e IV. Objective: To support our Quality of Life component - recognize the various diverse organizations that contribute to ensuring that Clearwater is a great place to live, work and play. Action Steps: 1. Periodically review our youth and senior citizen programs to assure that all age groups and cultures represented in our community have programs that will enrich the diversity in their neighborhoods. 2. During special events, market our unique programs for seniors, youth and people with disabilities. How we will accomplish the action steps above: Establish a timetable to review the existing programs to assure all cultures represented in the community are approached and understand that our programs that are available enrich the diversity opportunities for their neighborhoods. Target community events, town hall meetings and public presentations to market the department. Review survey results and make appropriate recommendations to departments by April 2006. 2 Marine and Aviation Business Case For Diversity e e e ~ Clearwater ... BUSINESS CASE FOR DIVERSITY o PARKS AND RECREATION DEPARTMENT The employees of the City of Clearwater Parks and Recreation Department continue to "exceed" community expectation with the programming and facilities that are offered to not only the residents of our community, but also North Pinellas County residents. As we look ahead to the future, many more new facilities and programs will come on line, as well as the successful implementation of partnering strategies to assist the City in meeting many of the region's recreational needs. All of this helps enforce the department's motto of providing all of our residents an opportunity to "Take a Break and Recreate". The Department has been recognized at both the state and federal levels for excellence. This happens not by chance, but by a concerted, well-orchestrated effort of a team of real people doing an outstanding job. To continue our tradition of excellence, we must attract and retain the best and brightest employees available. To maintain the reputation as a leader and innovator to other cities and departments, we must capitalize on our human resources to build an inclusive organization that values each employee for his or her unique ability to contribute to the department's mission, vision, and master planning strategies. At the individual level, motivation is enhanced when each employee is respected and when each employee's contributions are acknowledged. At the team level, when all employees share a sense of being members of a team with common goals, cooperation is strengthened and the interdependence and trust that are necessary for successful teams are created. An improved quality of work life and a more positive work environment will also result as will an enhanced ability to recruit and retain the best talent from all sources. Most importantly, diversity brings together different experiences and perspectives that stimulate the innovation and productivity upon which our success depends. If our diversity mirrors the diversity of the community, we will be more representative of the population that we serve and we will be better able to communicate with and gain the commitment of these diverse stakeholders in supporting our departmental Mission & Vision. Parks and Recreation Department Business Case For Diversity . e . ACTION STEPS I. The following action steps reference City Goal # 1. Stress to all of our employees our workplace policy of acceptance and tolerance for the many diverse attitudes and beliefs relating to religion. Our employees are asked to: 1. Willingly refrain from mocking, demeaning, or denigrating another person's religious beliefs or attitude. II. The following action steps reference City Goal #2. Understand that religion is a private matter of individual free choice and conviction, and that discussion of individual beliefs and or differences should be left out of public Use existing survey data to compare the composite ethnicity of the Parks & Recreation Department employees to that of the City as a whole for the purpose of: 1. Understanding and comparing our inclusive nature; 2. Educating our employees as to our unique and complex makeup; and 3. Confirming that our inclusive philosophy is truly representative of our community. 4. workplace conversation. III. The following action steps reference City Goal #3. Continually evaluate public special events to ensure that unwanted and inappropriate program content is not forced upon the surrounding community. This may best be facilitated by: 1. Properly advertising program content in advance of the event so that prospective attendees better understand what they will be attending. 2. Be sensitive to environmental conditions and reduce the volume of amplified music to better contain unwanted sound overflow. 3. Terminate events at a reasonable hour so as to avoid disturbing the peace of our neighbors. IV. The following action steps reference City Goal #3. Make it known to all employees that their ideas, suggestions and concerns are of value and are welcomed by management. OTHER ACTION STEPS V. Educate employees using radios or other musical devices in any City office, facility or vehicle to avoid playing music or listening to programs containing offensive sexual, racial, or religious content. Parks and Recreation Department Business Case For Diversity 2 e e . ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o PLANNING 1. Planning values the diversity in the workplace and will strive to recruit and retain a diverse work force. 2. Planning values the diversity in the Clearwater community and will strive to develop programs and projects that address the diversity. 3. Measures will include city/public capital projects, private development projects, plans and programs. Planning Business Case For Diversity e ~ Clearwater ... BUSINESS CASE FOR DIVERSITY o POLICE DEP ARTMENT 1. Change the hiring process to allow for lateral entry that will enhance our efforts to become a more diverse department. Measure(s): Dates for project completion. 2. Create a city-wide salary incentive program for bilingual employees. Measure(s): Dates for project completion. 3. Develop an incentive program for existing employees who recruit qualified minorities who are actually hired. Measures(s): Dates for project completion. e 4. Fund a grant match pool to hire minorities coming out of the military. Measure(s): Dates for project completion. . Police Department Business Case For Diversity 1 e ~ Clearwater ... Business Case for Diversity o PUBLIC COMMUNICATIONS Clearwater's Public Communications Department has traditionally been in a position to support diversity at the City simply by the nature of the department's function. Since communication is the department's product, and diversity is a key priority of the city, every communication produced by the department is infused with this priority. Every employee in the department receives diversity training and strives to complete all work assignments with diversity sensitivity. Supervisory staff further screens all departmental work for diversity compliance and consistency. While this is standard practice, there are hundreds of specific instances that are produced regularly. e Using the above information as a benchmark for past performance, we have determined a number of action items for the coming year that will serve the department's objectives as well as those for the case of diversity. Our goals and objectives, contained in the following section, support the Citywide goals and objectives. The column at left lists which of the three citywide diversity goals the action item supports; the column at right lists the action item. ACTION STEPS e 1. The documenting and filing of selected examples of diversity-related communications on a regular basis through a standard vehicle supports City Diversity Goals #1 and #3. We will work with the Equity Services Department to agree on how this should be approached. 2. Providing a representative from the Public Communications Department to participate in the City's Diversity Leadership Council supports City Diversity Goal #3. 3. Publicizing the events and activities of the Diversity Leadership Council and the Equity Services Department through the Public Communications-produced employee newsletter supports City Diversity Goals #1 and #3. 4. Assisting with support and publicity for the Diversity Leadership Council's "Clearwater Celebrates Diversity" float that appears in the City's annual Holiday Parade supports City Diversity Goals #1 and #3. 5. Including at least two diversity issues/events as part of this year's topics included in C-VIEW TV 15's programming supports City Diversity Goals #1, #2 and #3. 6. Airing at least two public service announcements on C- VIEW TV 15 that publicize diversity and tolerance issues supports City Diversity Goals #1 and #3. e 7. Providing diversity training for any new employees in the department, and reviewing diversity policies with department employees who have already received the training supports City Diversity Goal #2. 8. Continuing to screen all product disseminated by the Public Communications Department for compliance with diversity policies and sensitivity issues supports City Diversity Goals #1 and #3. 9. Continuing to support diversity-aware hiring practices by encouraging persons from all races, ethnicities, cultures, backgrounds and circumstances to apply for positions within the department as they may become available supports City Diversity Goal #2. e Public Communications Business Case For Diversity e . e e ~ Clearwater t- BUSINESS CASE FOR DIVERSITY o PUBLIC SERVICE 1. Recruit and retain a workforce that mirrors the demographics ofthe community. · Measure # 1: Analyze the current ratios vs. ratios at the end of the annual rating period. · Measure #2: Perform a survey at the beginning and end of the year to determine why employees stay in the department and what would make them leave or think about leaving. 2. Strive for higher production rates by developing the "team attitude". · Measure # 1: Measure the productivity now vs. the productivity at the end of the annual rating period. · Measure #2: Perform a survey at the beginning and end of the year to determine the effectiveness of the "Goal Buster' and Each One Teach One" team building programs within the department. 3. Respond to citizen concerns in a consistent manner regardless of location. · Measure # 1: Survey citizens now and at the end of the annual rating period. · Measure #2: Survey the employees at the beginning and end of the year to determine if they think they are responding as quickly as possible based on the input they receive from the citizens when they arrive at the location of concern. 4. Support and encourage the development of all employees by increasing the training and educational opportunities available to all. · Measure # 1: Determine opportunities now and at the end of the annual rating period. · Measure #2: Survey the employees at the beginning of each year to determine what type of training they would desire and to determine what types of training that they attended in the past year (that was not mandatory for safety or other reasons) that they felt was unnecessary. Public Service Business Case For Diversity e . . ~ Clearwater ... BUSINESS CASE FOR DIVERSITY o PUBLIC UTILITIES 1. Improve the department's overall ability to recruit a more diverse workforce. Measure(s): Conduct training and track progress towards hiring a more diverse workforce in the department. 2. Improve diversity awareness across the department. Measure(s): Conduct diversity awareness training and conduct occasional audits to track progress with regards to diversity awareness among department members. Public Utilities Business Case For Diversity e e . ~..,.".........~""""",".,,,,,.~~~, ~ Clearwater .... BUSINESS CASE FOR DIVERSITY o SOLID WASTE 1. Train two employees in the Spanish Language · This will be achieved by soliciting volunteers who answer phones, work in the field and who respond to e-mail requests (min. one from SW, and one from OS). 2. Work with the different neighborhoods, and encourage better diversity in our hiring process · We often have booths set up at different functions throughout the city. We plan to have applications for employment available, and to answer questions pertaining to career opportunities in our department. (This will work smoothly as we have personnel fluent in the Spanish language.) 3. In the future have a Spanish teacher hold classes at our complex · This would be difficult, but if we could creatively share the expense with other departments, we would have this teacher for a couple of hours a week. This would allow us to encompass a larger share of the work force. Solid Waste Business Case For Diversity e e . ~ Clearwater BUSINESS CASE FOR DIVERSITY .... o CITY OF CLEARWATER GOALS & OBJECTIVES . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater leadership workforce and maintain an environment that committed to recruiting, training, is committed to and accountable for consists of satisfied, productive employees from developing, promoting and diversity management as diverse backgrounds and perspectives, who retaining diverse, qualified demonstrated through the support understand and are responsive to citizens, individuals in all levels of the of policies, practices and individual customers and fellow employees. organization. behavior. Official Records Schedule a people-mapping session. Assist Recruit and retain employees to Provide diversity training. and Legislative department employees in understanding and have a more diverse workforce Encourage employees to Services appreciating each other's personality traits. in the ORLS department. participate in diversity training Have at least one male in the seminars sponsored by the City department. and outside organizations. Assure and maintain a mix of other diverse characteristics Schedule a people-mapping (race, age, etc.) within session. Assist department departmental workforce. employees in understanding Have team-building sessions. and appreciating each other's Department employees will personality traits. meet monthly to discuss and share various ideas on how to improve tasks around the office and current topics regarding diversity in the workforce. Employees will also be open to the introduction of topics or group activities they feel may improve team interaction. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Office of Recruit and retain a workforce that mirrors Recruit and retain a workforce Management & the demographics of the community. that mirrors the demographics Budget of the community. The department wi1llook for opportunities to provide budget information in a bi-lingual Enhance employee retention by format for citizens. providing a positive, supportive environment that encourages staff to expand and develop skills and experiences through continued education and participation in city sponsored programs and activities (i.e. diversity training, mentoring, tutoring, charitable fundraising, and others). . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels 'of the policies, practices and organization. individual behavior. Clearwater Recruit and hire qualified individuals with Recruit and hire qualified Recruit and hire qualified Customer diverse backgrounds and perspectives. individuals with diverse individuals with diverse Service backgrounds and perspectives. backgrounds and perspectives. Deliver diversity training on an annual basis to employees in order to improve Deliver diversity training on an Deliver diversity training on an understanding, awareness and sensitivity annual basis to employees in annual basis to employees in regarding diversity. order to improve order to improve understanding, awareness and understanding, awareness and Improve customer satisfaction with a diverse, sensitivity regarding diversity. sensitivity regarding diversity. qualified and responsive workforce. Improve customer satisfaction Improve customer satisfaction with a diverse, qualified and with a diverse, qualified and responsive workforce. responsive workforce. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. City Manager The City Manager's office will emphasize Our department is committed to The City Manager's office will the City's diversity policies through recruit and hire qualified continue to exercise an open communication. This will be reinforced individuals with diverse door policy for all employees to through senior staff meetings as well as city backgrounds and ensure that discuss personnel issues. Our publications. We will continue to support diversity training is provided. department will be available for those policies through departmental We will work with Human anyone to discuss issues initiatives that have been established. Resources in supporting their pertinent to their wellbeing. efforts to recruit diverse candidates throughout the organization. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater leadership workforce and maintain an environment that committed to recruiting, training, is committed to and accountable for consists of satisfied, productive employees from developing, promoting and diversity management as diverse backgrounds and perspectives, who retaining diverse, qualified demonstrated through the support understand and are responsive to citizens, individuals in all levels of the of policies, practices and individual customers and fellow employees. organization. behavior. Economic Recruit, hire, and train qualified individuals with Provide a representative to Showcase the diversity in Development and diverse backgrounds and perspectives. participate on the City's Diversity Clearwater's businesses through Housing Council. the Clearwater Business Report or Provide more collateral information translated for other C-View shows at least once Spanish speaking residents, such as general Ensure that all staff participate in a year. housing information, general business start up the City's Diversity Training Create awareness of Clearwater's information, Main Street Program information, Program. changing demographics during etc. The Economic Development and Housing business assistance visits, Department will begin with providing a Spanish Recruit, hire, and train a diverse meetings with developers and translation of our brochure on housing programs. workforce. businesses interested in moving to Clearwater, and other economic development and housing meetings and seminars. Coordinate business and community activities with various non-profit groups and outreach centers that cater to Clearwater's diverse populations. Through the Main Street Program and other city and private sector partners, sponsor a multi-cultural event to attract diverse visitors downtown. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Engineering To recruit and hire qualified employees from To recruit and hire qualified To develop and maintain a a diverse pool of candidates and expand employees from a diverse pool good team working relationship recruitment efforts to assure a diverse, of candidates and expand within the field group qualified pool. recruitment efforts to assure a responsible for maintaining diverse, qualified pool. traffic signals that has historically been a diverse To provide ample training or group. Implementation would employee development include cross training, team opportunities to staff to enable building exercises and them to improve their technical acknowledgement of work well knowledge. done. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Equity Services Continue educating and Assist all departments in training employees in basic coordinating efforts and awareness and skills-building resources to help them attain techniques, implementation their goals by increasing their strategies and team building activities that will enhance our exerCIses. efforts to value and appreciate diversity throughout all City departments. Assist line management in the continuous improvement process by periodic review of established goals and objectives along with the Diversity Leadership Council members and fine-tuning areas that need redefinition or restructuring of original goals set. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Finance Finance values the contributions that can be Finance will strive to recruit Finance will communicate to made and productivity that can be achieved and retain a diverse workforce. all levels the importance and by having a diverse workforce. Work groups Encourage HR to advertise and value of a diverse workforce. will be diverse. Management will stress the recruit from sources that would importance of contributions made from each encourage applications from a member of a work group. diverse group of people. Employees will strive to be inclusive of all staff members. Management will have an "open door policy" to all levels of.employees to discuss employment issues. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater leadership workforce and maintain an environment that committed to recruiting, training, is committed to and accountable for consists of satisfied, productive employees from developing, promoting and diversity management as diverse backgrounds and perspectives, who retaining diverse, qualified demonstrated through the support understand and are responsive to citizens, individuals in all levels of the of policies, practices and individual customers and fellow employees. organization. behavior. Fire and Rescue Evaluate both the department's diversity profile Increase management of diversity Actively identify and prepare as well as the diversity profile of the available competency within the internal candidates to assume pool of new hires. This evaluation must stress organization. Accountability for future leadership roles. It is not that diverse characteristics are much more than diversity initiatives could be the intent of this effort to exclude race gender, religion, etc. and should consider incorporated into the City's external applicants from applying issues of age, education, background, and all Performance and Behavior for middle-and upper-level other pertinent characteristics of the department's Management Program. management positions, but to membership. The intent is to assure the Identifying appropriate and create a pool of qualified Department/City that there are no barriers to perhaps inappropriate actions and candidates internally. Recruiting prospective employees in the hiring/advancement giving supervisory guidance and externally should not be the result process. If changes are necessary in the training in management of issues of inadequate preparation of department's diversity profile, a steering thought to be diversity related current employees. This effort committee composed of members from Equity could provide guidance. will require a total overhaul of the Services and Clearwater Fire and Rescue will be department's evaluation system in assembled to conceptualize action plans for order to create a development tool managing needed change. to both identify and assist the employee in acquiring the knowledge, skills, and abilities to assume greater responsibilities. Support from the City may include enhancements to obtaining both technical and formal education reauirements. I . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Clearwater Gas Recognize Diverse Work Groups and Recruit, Hire, Train, and System effectively communicate with them on Develop a Diverse Workforce operations and issues. that is Citizen and Customer Focused. Improve Productivity while promoting Diversity in the Workforce focusing on "T earn Building." . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater leadership workforce and maintain an environment that committed to recruiting, training, is committed to and accountable for consists of satisfied, productive employees from developing, promoting and diversity management as diverse backgrounds and perspectives, who retaining diverse, qualified demonstrated through the support understand and are responsive to citizens, individuals in all levels of the of policies, practices and individual customers and fellow employees. organization. behavior. Library Continue expanding collections and services for Working with the University of Continue expanding collections Clearwater's growing Hispanic population, e.g. South Florida School of Library and services for Clearwater's Spanish language storytimes; periodicals, books, and Information Science to recruit growing Hispanic population, e.g. and other media; bilingual staff; library card minority library professionals. Spanish language storytimes; forms in Spanish, etc. (number and nature of (number of additional minority periodicals, books, and other additional services) library professionals) media; bilingual staff; library card forms in Spanish, etc. (number Working with the Pinellas Public Library and nature of additional services) Cooperative's Deaf Services Center and Talking Book Library to promote their services to Offer programs and sponsor Clearwater's blind, visually impaired and deaf author visits that emphasize residents. (Clearwater resident enrollment in each multicultural themes and promote program, number of new enrollees) diversity. (number of programs focusing on such themes) Sponsoring the" . . . try denting it." teen group at the Countryside Library focusing on tolerance among young adults. (number of activities focusing on tolerance, number of young adults participating) . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Parks and Stress to all of our employees workplace Use existing survey data to Continually evaluate public Recreation policy of acceptance and tolerance for the compare the composite special events to ensure that many diverse attitudes and beliefs relating to ethnicity of the Parks and unwanted and inappropriate religion. Recreation Department content is not forced upon the employees to that of the City as surrounding community. a whole. Make it known to all employees that their ideas, suggestions and concerns are of value and are welcomed by management. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Public Documenting and filing selected examples of Include at least two (2) Documenting and filing Communications diversity-related communications on a diversity issues/events this year selected examples of diversity- and Marketing regular basis through a standard vehicle. We as part of the topics included in related communications on a will work with the Equity Services C-View TV 15's programming. regular basis through a standard Department to agree on how this should be Report on these issues/events vehicle. We will work with the approached. upon completion. Equity Services Department to agree on how this should be Publicizing the events and activities of the Provide diversity training for approached. Diversity Leadership Council and the Equity all new employees in the Services Department through the Public department and review Providing a representative from Communications-produced employee diversity policies with the Public Communications newsletter. department employees who Department to participate in the have already received the City's Diversity Leadership Assist with support and publicity for the training. Council. Diversity Leadership Council's "Clearwater Celebrates Diversity" float that appears in the Continue to support diversity- Publicizing the events and City's annual Holiday Parade. aware hiring practices by activities of the Diversity encouraging persons from all Leadership Council and the Include at least two (2) diversity races, ethnicities, cultures, Equity Services Department issues/events this year as part of the topics backgrounds and circumstances through the Public . . . Public included in C-View TV 15's programming. to apply for positions within the Communications-produced Communications Report on those issues/events upon department as they may employee newsletter. and Marketing, completion. become available. Cont'd. Assisting with support and Airing at least two (2) public service publicity for the Diversity announcements on C- View TV 15 that Leadership Council's publicize diversity and tolerance issues. "Clearwater Celebrates Diversity" float that appears in Continuing to screen all products the City's annual Holiday disseminated by the Public Communications Parade. Department for compliance with diversity policies and sensitivity issues. Including at least two (2) diversity issues/events this year as part of the topics included in C-View TV 15's programming. Report on these issues/events upon completion. Airing at least two (2) public service announcements on C- View TV 15 that publicize diversity and tolerance issues. Continue to screen all products disseminated by the Public Communications Department for compliance with diversity policies and sensitivity issues. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Public Our department will seek input from all Our department will seek to Have annual reviews with all Services employees through surveys on how to better mirror the demographics of the staff on management's support serve our citizens and employees from community by seeking to have of policies and procedures. diverse backgrounds. Discussion of a diverse applicant field Have Human Resources and perspectives and understanding of views are throughout our department's Equity Services attend general to be addressed at the monthly general workforce. Training and assembly meetings to reiterate assembly meeting and/or brought to development of employees will the City's policies and management's attention. Privacy, if seek diversity issues and procedures. Have private necessary, shall be maintained. awareness. conversations with employees to insure employees are comfortable with policies and leadership. . . . DEPARTMENT GOAL #1 GOAL #2 GOAL #3 The City of Clearwater will strive to create a The City of Clearwater is The City of Clearwater workforce and maintain an environment that committed to recruiting, leadership is committed to consists of satisfied, productive employees from training, developing, and accountable for diversity diverse backgrounds and perspectives, who understand and are responsive to citizens, promoting and retaining management as demonstrated customers and fellow employees. diverse, qualified individuals through the support of in all levels of the policies, practices and organization. individual behavior. Public Utilities Apply the City of Clearwater Hiring and Use "People Mapping" training Promotional policies. as a tool to bring awareness of the many diverse personalities within the existing workforce.