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i I I em 0 Tos A11 Employees From: Executive Management Team Subject: Framework for Diversity Date: May 28, 1998 Several months ago we asked a group of employees lead by Human Resource and Human ~ Rights program staff to develop a framework for a comprehensive diversity plan. The framework they presented. to us in early May was the culmination of a review of the progress we have made as an organization on this important subject and a look to the future of where we hope to be. We approved the plan framework and .asked that the implementation work begin as soon as possible. Before turning to a summary of the ' document, we wanted to take this opportunity to express to all employees what a critical i area of emphasis we believe diversity represents as we strive to improve services across the organization.. i Our values around diversi o be and color of s ty g y kin, gender or disability. Diversity is something that is much broader, encompassing political views, religious views, work ~ styles, lifestyles and many other elements. One of the City's primary operating principles as articulated in a mission statement/operating principles document from 1996 is, "We promote a harassment and discrimination free workplace. We recognize and honor a cversity of viewpoints, cultures and life experiences." These are important words, ~ however, the key to an organization that thrives on its diversity is in its actions. While we have made great strides in this area over the past ten years, there is still much work to be ' done. Through our words and our actions, we must provide an example to each other and to community members that all cultures and viev~~ points are recognized, honored and respected. We must be champions in our own departments to create and maintain a welcoming, hospitable City government: Each individual must commit to insuring that protection of human rights is a central part of our organization and our community. Our organization must reflect our cultural and individual diversity while fostering mutual understanding and promoting inclusiveness, justice and equity. Every employee must be committed to reflecting these values in the delivery of our services and the composition of our workforce. We must individually and collectively oppose hostility, harassment, intimidation and discrimination in our day-to-day work both inside and outside the organization. To these ends, the framework for the plan that was presented to us centered on the following six goals: • To reco ~ e and understand the nee d, value and ose of diversi as an Pine tY organization.