2. Summary of City of Tempe Diversity Action Plan Prepared for: City of Tempe Prepared by: Jamieson and Gutierrez Diversity Audit Team

3. Assessment Process Overview Inclusive research design – all levels and parts of the City of Tempe organization. System analysis used to identify policies, procedures and systems needing improvement. Exploratory research used to target diversity issues. Census survey used to identify top issues. Implementation research used to identify manager/employee solutions and recommendations.

4. Action Plan Process Review audit findings and recommendations. Identify focal areas – culture, systems and workplace diversity issues. Review ‘best practices’ research – BKM Papers. Use change management principles to support the action plan. Build accountability and assessment into the process.

5. City Manager Will Manley

6. Diversity Steering Committee

7. Challenges and Concerns Recognize the scope of the challenge – Paradigm Shift. Understand how key stakeholders see diversity, clarify/align expectations and enlist support. Build upon the City of Tempe’s existing foundation to support long-term cultural change. Create an inclusive process to drive change. Build ownership and responsibility throughout the system.

8. Top 5 Diversity Issues Good Old Boy Network – create a level play field and ensure meritocracy. Inclusion – use power, influence and communication to help employees fully participate and have voice. Promotion – comprehend glass ceiling issues and improve career development systems. Bias – understand and eliminate stereotypes, prejudice and discrimination. Conflict – eliminate retaliation and provide a safe haven.

9. Action Plan Steering Committee Strategy Create a vision to guide action planning – Citywide focus. Identify the ‘building blocks’ of change in order to create a strong diversity foundation. Create a structure and processes to drive change tops down and bottom up. Develop feedback and monitoring mechanisms to support change. Recognize the challenge is to make diversity a way of life.

10. Diversity Vision Statement “ With Diversity Comes Strength” Diversity in the workplace is an inclusive process whereby the City benefits from the combined skills and experience of all employees at every level and position. The goal of creating an inclusive workplace is to meet the needs of an increasingly diverse community.

11. 8 Block Vision

12. Creating a 5 Sided Partnership The 4 Sided Partnership includes the Tempe Employee Council, Tempe Officers Association and Fire Union. It is a collaborative process where we identify, discuss and resolve issues. We propose bringing supervisors and middle managers directly into the process by creating a Tempe Supervisor Council. A 5 Sided Partnership ensures that all key employee stakeholders have a voice and a seat at the table.

13. Inclusive Change Model Insert revised steering committee diagram here– steering committee, oversight committee, etc.

14. Accountability Built into the City Structure C.M. facilitates 5 Sided Partnership. Checks & Balances such as formal HR/CM oversight of critical processes are being formally implemented. Senior managers conduct weekly Field Trips. The Diversity Office has been established to provide oversight and support. A Safe Haven structure is in place and is being promoted.

15. Assessment & Follow Up Senior managers have leadership responsibility for implementation. Diversity Oversight Committee will monitor and assess progress and the Diversity Steering Committee will develop and revise the action plan as needed. Diversity Office will identify and resolve diversity issues, support employees and target diversity opportunities. Formal assessment will be conducted as appropriate.

16. Educate Everyone Train all employees on the Individual Development Plan. Train supervisors on the Performance Improvement Plan. Train supervisors in MST 2 including 8 building blocks, diversity basics, meeting effectiveness and empowerment, i.e. how to facilitate inclusion, teamwork, ownership and responsibility in work groups.

17. Communicate & Listen Implement regular work group meetings. Conduct weekly senior management field trips. Ensure employees have a voice.

18. Strengthen Groups Expand/Strengthen the Tempe Employee Council (TEC.) Develop the Tempe Supervisor Council (TSC.) Strengthen Tempe Officers Association ( TOA)/Police Department Admin Relations.

19. Compensate Fairly Implement the top-tier compensation system.

20. Promote From Within Implement diverse selection panels, interview orientations and employee forums throughout the organization. Identify glass ceiling issues. Provide HR oversight.

21. Develop Careers Develop and enhance the Individual Development Plan (IDP) system and implement it fully. Develop and enhance the Performance Improvement Plan (PIP) system. Develop recruitment plans for each department. Provide career development resources and materials in the Tempe Learning Center. Train HR coaches to support the IDP process.

22. Support and Coach Provide facilitator training for supervisors. Train supervisors how to identify and resolve diversity issues. Train employees how to be an effective team players.

23. Respect Everyone Promote the safe haven model and processes. Establish and promote Diversity Office.

24. Summary Remarks Each action item is being developed into a strategy/tactic with specific owners, measurable indicators and milestones. The 5 Year Plan will evolve and change as we learn together what works and what else is needed. In sum, our strategy focuses on fundamentals and provides the feedback mechanisms and inclusive structure needed to manage diversity as a long-term cultural change. We’re proud of our plan and are anxious to get started.