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INCLUSIVE COMMUNITY

INCLUSIVE COMMUNITY. “Des Moines will celebrate the rich diversity of our community by welcoming residents of all ages and cultures and encouraging their civic involvement.”. Inclusive Community Team. Inclusive Community Team . Rudy Simms (Human Rights) Nikki Hayter (Library)

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INCLUSIVE COMMUNITY

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  1. INCLUSIVE COMMUNITY “Des Moines will celebrate the rich diversity of our community by welcoming residents of all ages and cultures and encouraging their civic involvement.”

  2. Inclusive Community Team Inclusive Community Team • Rudy Simms (Human Rights) • Nikki Hayter (Library) • Jim Mason (Fire) • Phyllis Morris (Human Resources) • Doug Philiph (Legal) • Bob Schulte (Housing) • Bart Winter (CMO Liaison)

  3. OUTCOMES • THE CITY OF DES MOINES BECOMES A ROLE MODEL FOR LOCAL PUBLIC AND PRIVATE INCLUSIVENESS. • CITY STAFF, BOARDS, COMMISSIONS, AND CONTRACTED EMPLOYEES REFLECT THE DIVERSE DEMOGRAPHICS OF DES MOINES. • INCREASED CIVIC PARTICIPATION OF DIVERSE GROUPS. • BARRIERS TO INCLUSIVENESS ARE ELIMINATED FROM CITY POLICIES AND PROCEDURES.

  4. PEFORMANCE MEASURE Overall resident satisfaction with the City of Des Moines as a welcoming community (2007 survey – 55%). TARGET (2012) Increase overall resident satisfaction with the City of Des Moines as a welcoming community by 20-25%. THE CITY OF DES MOINES BECOMES A ROLE MODEL FOR LOCAL PUBLIC AND PRIVATE INCLUSIVENESS. STRATEGIES • Top down commitment and accountability to inclusiveness reaffirmed. • Participation in the National League of Cities Inclusive Community Program. • Establish a Citizen’s Academy. • Enhance staffing and programming for Human Rights Department to serve as a resource for citizens and city staff. • Foster partnerships between local government and key organizations and agencies in the community. • Use City Cable Channel 7 to promote inclusiveness.

  5. PERFORMANCE MEASURE % of diversity on City staff, boards, and etc. compared to % of diversity in Des Moines. TARGET (2012) % of diversity in City staff, boards, and etc. will reflect the demographics of the community. CITY STAFF, BOARDS, COMMISSIONS, AND CONTRACTED EMPLOYEES REFLECT THE DIVERSE DEMOGRAPHICS OF DES MOINES. STRATEGIES • Conduct semiannual reports to establish a demographic baseline. Compare results to US Census data. • Fresh diversity training. • Utilize innovative resources such as “A Blueprint for an Inclusive Community” worksheet. • Communicate to all diverse organizations. • Create a central online website providing information on employment opportunities and local multicultural events. • Utilize the Citizen’s Academy as a recruitment resource.

  6. PERFORMANCE MEASURE % of diversity on City staff, boards, and etc. compared to % of diversity in Des Moines. Overall resident satisfaction with the City of Des Moines as a welcoming community (2007 survey – 55%). Overall resident satisfaction with the level of public involvement in local decision-making (2007 survey- 36%). Voter turnout compared to previous election(s). TARGET (2012) % of diversity in city staff, boards, and etc. will reflect the demographics of the community. Increase overall resident satisfaction with the City of Des Moines as a welcoming community by 20-25%. Increase overall resident satisfaction with the level of public involvement in local decision-making by 20-25%. INCREASED CIVIC PARTICIPATION OF DIVERSE GROUPS. STRATEGIES • Establish Citizen’s Academy. • Study circles or focus groups for public input on policy, procedures, and plans. • Ensure that public meetings are accessible to all members of the community. • Interpreters, language materials, ADA compliance. • Increased outreach by staff—participation in all cultural festivals. • Add questions on the resident satisfaction survey to determine civic participation. • Advertise website and City Cable Channel 7 to promote inclusiveness.

  7. PERFORMANCE MEASURE Number of barriers in policies and procedures. TARGET (2012) 100% removal of all barriers in policies and procedures. BARRIERS TO INCLUSIVENESS ARE ELIMINATED FROM CITY POLICIES AND PROCEDURES STRATEGIES • Work with community stakeholders to conduct a review of policies and procedures. • EOAC takes a greater role in the review of policies and procedures to eliminate barriers to inclusiveness. • Create partnerships between government, corporations, and organizations for input and expansion of ideas to eliminate barriers to inclusiveness. • Creation and support of language accessible documents. • Review current EEO recruitment techniques to improve and explore more effective methods for inclusive recruiting.

  8. Resources New Iowan Center: http://www.iowaworkforce.org/centers/newiowan/ NLC Inclusive Community Program: http://www.nlc.org/resources_for_cities/programs___services/7952.aspx Study Circles: http://www.studycircles.org/en/index.aspx

  9. Questions and Comments Thank You!

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