The final work sessions took place Dec. 12, 13 and 14, during which committee members focused on reviewing and editing the recommendations, and preparing to brief the Board in 2024.
The Workplace Equity Strategic Plan Renewal work sessions continued in November to discuss the topics of Compensation and Practice.
In October, the steering committee and subject matter experts implemented adjustments to the structure of the two all-day work sessions to increase and improve engagement.
The WESP Renewal steering committee explored retention strategies, particularly for employees of color. They also worked to hone previous recommendations about accountability and restructuring.
The Workforce Equity Strategic Plan Renewal Steering Committee met in August to explore how reorganizing organizational structure could better support the WESP and building racial justice and equity.
Workforce Equity Strategic Plan (WESP) Renewal Steering Committee members collaborated with subject matter experts to discuss and design strategies to increase organizational accountability.
The Workforce Equity Strategic Plan Renewal Steering Committee attended a two-day retreat in late June to establish the groundwork for the work of updating the plan for the next four years.
The unit handles complaints that arise when a County employee reports they have been discriminated against in the County workplace because of their protected class status.
Though we have long had a protected class complaints system in place, this unit was borne of a need to elevate such complaints to the highest operational levels of our organization.
Employee Resource Groups promote the values of the County while supporting personal and professional growth among staff.
As part of our ongoing efforts to address workforce inequities, several key groups have come together to ensure the County stays on track to reach the goals in the Workforce Equity Strategic Plan.
County Chief Operating Officer Marissa Madrigal shared the following message with employees.