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whether you are a leader
in the private or public or non-profit sector
the most fundamental in universal scale
that your choir over your career as a leader
is how to identify
secure
and then supple subsequently navigate power
again that's one of the core skills that you learn to develop
are not only your transmitting growth but for your survival
the power of diversity and inclusion
the true power of it
must be measured by the innovation of difference
not the toleration of it
now back to message in limbo ever asked me to talk about today
so how it is city wide diversity in the uh... white denies instruction
my line of services called uh... over unmentioned citywide divers in the
there forty mayoral agencies
as well as multiple nominal religion sees
commissions boards that will be the city
and corporate terms a mansion
but we have approximately forty strongly independent subsidiaries
working for a our parent company
my area is housed in a male religion cinemas department of city wide
administrative services detracts
which is a shared services agency
that provides both operational in support services
we serve as the city's asset manager
and landlord
managing fifty-five city buildings
we also solicit goods and services on behalf of all city agencies
managing a portfolio of about a billion annually
justin goods and services alone
and w_b_z_ fire diversity office says house within citywide purchasing
additionally we manage security for all of the city buildings
art energy minuteman management line of service managers utility purchases
and he polite empower budgeting for all city agencies
as well as energy efficiency initiatives and by the way we are tasked with the
goal
of reducing in this apo greenhouse gas emissions
thirty percent by two thousand seventeen
additionally we oversee the city's fleet division
as well as most important
if you believe that people
are the greatest asset
of an organization
we have human capital
citywide divers in the reports directly to the commission of detracts
and has the appointed title
which i'm still getting used to uh... i was telling loop of my first day of my
appointment began during the summer
and i've started when the interns target
and so they came up to me in a civil would have a call yes it idon't know i
have to get back to you
uh...
but what to the mayor's credit
the this role has been appointed and provided the
title of deputy commissioner
and that is equal to each of
my line of service peered chiefs
and report directly to our commission on the executive leadership team
we are shared services shop focused on and hear the primary areas that much
my area of focus is on
diversity and inclusion strategy
training
accountability
measurement
and compliance
now will close this race very well in fact i think we may have heard it at the
same time
and the same speech made more than ten years ago by a prime near the civil
rights movement
uh... this
leader said society does not change when people change
society changes when the law changes
as a diversity practitioner with nearly fourteen years of experience now across
multiple sectors
i don't think that i've ever seen any uh... policy as inclusive as new york
city
uh... and i add wanna make sure that we have interaction but i thought it would
be important to please share our policy with you
so please indulge me for a moment but
we prohibit discriminatory employment actions against city employees in
applicants
based on actual or perceive grace
color
national origin bailey image
our citizenship status
religion or creed
gender including gender identity and which refers to a person's actual or
perceived facts
and include self-image
appearance behavior or expression
whether or not different from that traditionally associated with the legal
sex assigned to the person that birth
disability age
mean andover
military status
prior record of arrest or conviction
marital status
genetic predisposition
or carrier status
*** orientation
our status as a victim
of domestic violence
a sex offense
are stalking
our policy goes beyond and the p_l_o_ policy
it serves as a guide host
for the protection of with luke i've heard him talk about quite often
human rights
that ended the day this is what this work is about it's about the protection
of human rights
did you send insight concerning
how we drive accountability
from historic model
uh... going into this role into this position
i was quite fortunate because
the city had a framework for accountability
uh... and it was in a framework driven by policy wasn't a framework necessarily
driven by a set of guidelines and directives
there's this thing that i love
and i carry it around with me into meetings
as call the city charter
and the city charter and corporate speak with b
i tend to your articles of incorporation
and within the city charter
their sets a framework and accountability model
week each of the agency heads of each of the commissioners across those forty
mayoral agencies
have to create annual plans and strategies
that speak to several areas
one first and foremost
their own personal commitment
to providing equal employment opportunity and diversity
within their agency
secondly it has to speak to their strategies concerning recruitment
professional development
creating career path and for city employees
and those plans
are filed each year annually with my agency as well as the mayor's office
as well as the city council
as well as the civil service commission
and so you have within that day framework for accountability
that at times
uh... creates then the structure for your strategy
in addition to that
uh... we have a quarterly report
uh... process
where we look specifically
at utilization
reports of our work force
we have this monthly that and i've become over the years that such a fan of
human resources systems
uh... because yes we all know they talk to each other and yes we all know they
have grateful portents of validation uh...
but i
uh... we are fortunate that the city
to have a citywide employment database system
that allows us to get line-of-sight to our workforce on a quarterly basis
and the utilize that
and terms of taking steps to
understand what are the tail winds in the head wins
they're advancing this for concerning
adversely representation
so that is the model for
accountability
that we have
and its historic
but then what are the next practices
so i doubt that's shared with the the two key areas that are foundation for us
we have the speedo policy which is really at the end of the day a human
rights policy
that protects
and creates provisions
that go broader then federal and state dot blot
we also then have this accountability model
that structured buyer city charter
what i a m working on
with
my partners
and i have worked with the e_e_o_c_ as-is of forty mayoral agencies
as what we call next practices
as diversity practitioners
we spend a lot of time doing external benchmarking
and it's five o_ and that's relevant
so that we actually get line of sight to the most innovative aspects that were
working on
from a i think what's also vitally important is to do internal benchmarking
so we took our existing
ito working group
and re branded them
and we will have structured them to where they or our diversity and he uh...
best practices group
and and the tation is open to all mayoral agencies as well as money or
allegiances
and we meet once a month
my team is focused on not wasting their time
when we meet once a month
we are focused n driven
on a model of relevancy efficiency and professional development
and this actually has helped us to drive
greater attendance records and we've had in years
because people see a clear plan
basically a strategy in terms of how we want to move forward
and i don't call them or refer to them as my ambassadors
for those of you who have responsibilities for influencing
multiple divisions within your corporations
you know that you have to strongly partner with the reach are in the
readers
uh... and we often while referring to people's iron massacres
i refer to them as i have my competitors
we're driving a spirit of healthy competition
so that each time we need
we're sharing best practices that are moving this forward
in fact
uh... in the past four months of loan and and and the area that we've been
focused on
happily for a year officers
has been that of professional development
we provided training in the following areas
diversity strategic planning
that was the key thing that we have to start off with him lead off with
because so much work
over the years has been driven by compliance
and not strategy
so we provided them with assessment tools
to do
a one-on-one
review of their agencies concerning
if we had to give ourselves a grade on our journey
concerning diversity and inclusion where would we be
the next step that we provide it with others to keep
as we have to be up and current on trends
that our current not only in the law
but just in demographics of our society
and so we actually
uh... created transgender awareness training
for both ideal officers as well as a agency personnel officers
structured on how to appropriately work with city employees
we're going through transition
and to do that in a manner
that is respectful and as inclusive
as the communities that we serve
we also have rolled up
this is all than four months of been busy
but we also rolled out conflict just yesterday
we lost conflict resolution training
which i think is key and vital if you look at what's occurring in the
workplace
that those of you who look closely at the end agement levels
of your employees
workplace conflict
basic it's a uh... the training in the facilitator did it for said
workplace conflict as a growth industry
and and and
it originated for so many
because for those
who are tasked with trying to resolve it
they often receive notice of it
when it's far too late in the process
so if that is absolutely critical to roll out
conflict resolution training which is different from we're not certify and
individuals as mediators and arbitrators
uh... although i probably have a personal bias teen both of those
but uh... we or developing and providing them with the skills
that they can utilize to train managers
how to manage conflict directly an address it head on
another area that we've recently rolled up its quality assurance
and i uh... investigations
uh... so for those of you have the ability to do your internal complaint
process
you have to drive for didn't create quality assurance
to make sure that people trust
the fact that at the end of the day they will be in out
objective up com
that comes that is fair and equitable
externally we set a pilot groups of diverse lynx recent raining concerning
building stronger alliances between he ever in human resources
they feel that this area's critical
uh... i mentioned with the best practices group we meet on the uh...
monthly basis
on a quarterly basis
we open up the meetings
do are h_r_ counterpart
because they are our collaborative partners in this process
collaboration isn't always easy
but i think
it is vital in its necessary in and that's what we're focused on
because an entity we have limited resources
you know have individuals with massive top size teams
and i have never been
luke and his description of the was quite accurate
i've never been one that has stood on wanting to be the face of diversity for
any of my employers
i have been one that has focused on
executing strategy
driving change and remembering that each in everyday i work for the employees of
my organization and no one else
so collaboration between our h_r_n_ piano groups
is a key priority that we've been moving for quit
again they along with their commissioners will be the competitors
that i used to execute the city-wide
strategy for diversity and inclusion
again also to how we're structured historically
ideologues who says across the forty may or allegiances
report indirectly to the commissioners an are part of the commissioners
leadership team
so they are active table
their discussions concerning
business operations of the chances there at the table
with human capital concerning
discussions about how to create a sustainable workforce
and that model has been one that
it's worked for the city
and that is going to i think as we shift to these next practices
be the true
move off shoot and platform that we used to launch divers in inclusion within the
city
strategic lights
hill
iran feel very strongly about strategy
i have an analytical background
uh... are also feel strongly that
it's an absolute ways to create strategy that could becomes a shelf document
and that's not used in leveraged and utilize
invaded beautiful prison tation back
he can spend months on the power point deciding with slide to take out but then
and then it becomes dot
and and so eyes
i at hope you weren't interested in that from my strategy perspective i would
come and say
here's something very innovative that you can use and change when it comes in
and that at the end of the day
uh... i think that
their or some traditional platforms concerning strategy that we're all using
that yes but there is there
on
who you get to champion the strategy
and then how do you executed an answer
historically we
are moving towards working specific in the areas of workforce workplace and
community
with work force
what's ki and what's fido
and uh... i read uh... barbara and luke
uh... because i do repairs to the carmine everyday
uh... but i have i read the the article on the do's and don'ts
uh... what to say to your seo about diversity
my favorite one was the one that spoke to figures
and making sure that you go in with your facts prepared and so on that workforce
planning
where really focused on identifying one of the key performance indicators
and the most necessary reports
i hear at times throughout my career pet
i've walked with binders sudden one hand keep in mind that that wonderful city
charter
that tells me
here's the can ability model and then the other hand then i've got all my own
reports
for of every single forty miro agency in citywide
aren't focused on
streamlining our reporting
process
to where we have basically almost five critical k_p_r_c_ that we measure on an
annual basis and then a quarter of a quarter
and the city
uh... because of the uh... i think very strong and wonderful leadership of mayor
bloomberg
is very much for them and focused on a model
i've been metrics driven
and be informed the storm reporting
and so that's where we're looking to take
uh... our strategy concerning workforce specific to work place
where rich writing to you
is to an area and wedge
where focused on engagement
we're focused on understanding as the as time goes by how sustainable rebuilding
and create in our work force
and then on community it's as simple as this
that we are government entity
so the services that we provide
have to be as accessible an inclusive to the community
as the communities that we serve
and so that gives you a collapse
as to where rio
some of the next practices we're we're moving on
at do want to say this to you
uh... lou talked about supplier diversity
and we have the small business services agency which is focused and dedicated
totally to this
uh... we started late
two thousand five was when the city of launched its calls for
uh... divers pin
with women and minority-owned business enterprise is since two thousand five
we've grown from having seven hundred vendors
to fourteen hundred vendors
we've grown to also having to spend of almost two point
five billion dollars over that period of time
that is exceptionally invite that is exceptionally important because we feel
strongly that you've got to reinvest in the communities that investing in
so enclosing
uh... i want to i've started off thanking you all
for coming to the city and spending your time
i want to close and thinking
barbara and luke
and the diversity leadership team and staff
for the work that they do
each and every day to drive us to this mission driven more so if you would
please