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Home My WebLink About06/10/2025 - Regular - Additional Doc-IC Annual Report (PDF)A Inclusion Commission 2025 Annual Report to Council F'-'- 1�' Agenda Background Beth Spalding Goal S Heather Humphrey A Look Back at 2024 Debbie Lund Plans for 2025 Alan Iwashita A 'Ai it Beth Spalding Human Resources Analyst, Inclusion Commission Member LH Background Impetus for and Importance of Inclusion Commissioi r' What is Inclusion? Workplace culture and expectations Fostered by leadership Felt by every employee What is Inclusion Commission? Volunteer group of employees dedicated to supporting workplace inclusion at COPO. Formed in 2023 by Resolution 020-23. Why Pursue Inclusion? Reduce risk of lawsuits Improve reputation Improve productivity & innovation Increase employee retention Support employee mental health At City of Port Orchard... • What does this look like? • How do we know if we're inclusive? • What's the plan for improvement? t 'Ai it Heather Humphrey Police Services Specialist, 2024 Inclusion Commission Chair LH 4A Goals Inclusion Commission's 4 Areas of Focus 19 Inclusion Commission Goals: Goal #1: Establish a culture of belonging where employees feel welcome and supported. Goal #2: Challenge City managers, directors and other leaders to move from awareness to competency in matters related to diversity, equity and inclusion. Inclusion Commission Goals: Goal #3: Increase City employee knowledge about diversity, equity and inclusion. Goal #4: Understand and advocate for the diverse needs of City employees. t 'Ai it Debbie Lund Human Resources Director, Inclusion Commission Coordinator LH t A Look Back at 2024 Inclusion Commission Accomplishments 19 i Inclusion Commission Activities Regular Commission Meetings • Monthly Meetings • Core group of 6-8 employees • 4 to 6 more participate as schedules allow • Interest from employees representing all departments Commission Education • Diversity and Inclusion Essential Concepts Webinar • Article and Literature Review • Unconscious Bias • Women's History Learning Opportunities for all Employees Regular timely messages celebrating calendar events such as: • Rosa Parks Day • World Autism Day • Mental Health Awareness • Pride Day • Suicide Prevention Month • International Day for People with Disabilities • Religious Holidays Training shared with management team • Unconscious Bias Video and Exercise Article on Promoting Workplace Belonging All Employee Event Cultural foods potluck Our biggest project in 2024 Employee Survey Budget for all employee survey RFP for survey consultant Chose Evolve Market Research as consultant In May 2024 surveyed 103 City employees 84.5% of employees responded! H E A R D Humbly & Empathetically Accepting & Respecting our Differences And our employees said.... Nearly 91% rated the quality of their relationship with colleagues and supervisor as "very good" or "excellent" Nearly 84% expressed satisfaction with their jobs 81% reported feeling valued 65% felt as though they belong 61% indicated a high level of inclusion in the workplace More people would recommend working for the City than those who would not Opportunities for the Inclusion Commission and Management Statistically significant differences were most obvious across departments. • Communication across departments rated lower than communication within the employee's own department • Survey results showed employees feeling a lack of a cohesive mission, vision and values Employees with a disability feel less emotionally supported, satisfied or that they belong at the City 30% of employees did not feel as though they could express their true feelings at work (psychological safety) Opportunities, continued Stress is a concern. • 34.5% reported stress at "high" or "very high" levels. Stress was most often tied to workload. • Stress has led to burnout (44% witnessed or experienced) and employees considering employment elsewhere (40%) • Only 56% of employees feel emotionally supported at work • Only 42% feel comfortable discussing mental health with supervisor or HR • Female employees are more stressed and feel less valued than their male counterparts Impact of Survey Results Results were shared with all employees The Inclusion Commission provided management, human resources and the wellness committee with a list of suggestions based on the survey results Department Directors were asked to dig into their own department results and create a related goal for 2025 Received budget approval for another survey in 2026 to compare results The survey results were used to guide the Commission's work plan for 2025 t 'Ai it Alan 1washita Deputy Police Chief, 2025 Inclusion Commission Chair LH t Plans for 2025 Inclusion Commission's Next Steps 19 i irk, k .s t a '7I [Aay+' aft bp' s 4 . i _ r'tii '`--_ Pc Communicate, Communicate, Communicate Cross -departmental hub We're not alone Closing the gap v t '1 • ,, . L '� f ,.G �! N �'r y`� y > Am I Safe? What is psychological safety? Why is it important? How will we achieve it. ' - L'+ .114 �/ p't1 �IFD,S�{ -4 a.' f "� 4_� •'f ' f /ill .. - ` ti.+ • y'y I' F./'ter . - . Sustainability Culture eats policy for breakfast How do we make it stick? - — _ Thank you