HomeMy WebLinkAboutMN-CC-2011-02-08COMMON COUNCIL PROCEEDINGS
CITY OF ITHACA, NEW YORK
Special Meeting 5:45 p.m. February 8, 2011
PRESENT:
Mayor Peterson
Alderpersons (8) Coles, Dotson, Clairborne, McCollister, Zumoff, Rooker,
Myrick, Mohlenhoff
WORKFORCE DIVERSITY ADVISORY COMMITTEE:
GIAC Director Marcia Fort, Chair
Elizabeth Vance, Youth Bureau
Nancy K. Bereano
Audrey Cooper
OTHERS PRESENT:
City Clerk – Conley Holcomb
City Attorney – Hoffman
Human Resources Director – Michell-Nunn
EXCUSED:
Alderpersons (2) Rosario, Cogan
PLEDGE OF ALLEGIANCE:
Mayor Peterson led all present in the Pledge of Allegiance to the American Flag.
SPECIAL ORDER OF BUSINESS:
2.1 Presentation by the Workforce Diversity Advisory Committee
Marcia Fort, Chair of the Workforce Diversity Advisory Committee (WDAC), reviewed
the charge of the committee. She explained that the name of the committee was
changed from the Affirmative Action Advisory Committee in 2004. The WDAC acts as a
support resource to the Mayor, Common Council and Department Heads as they strive
to meet the City’s Mission, Vision and Values Statement along with their stated and
written goals of diversification and inclusion.
She stated that the purpose of this meeting was to give Common Council an overview
of the Workforce Diversity Advisory Committee and the City’s Diversity Plan and
Attributes as Department Heads will begin to report out to the Council Standing
Committees on the work they have been doing on their departmental diversity plans.
Nancy Bereano, described the framework that has been established for the City’s work
on diversity and inclusion. She explained that the City’s Diversity Statement was
adopted by Common Council on December 2, 1998, and reads as follows:
“The City of Ithaca is committed to a work environment and community governance that
values and supports diversity and inclusion. Collectively we will strive to learn about
diversity; educate City employees, members of boards and committees and other
volunteers; and promote acceptance of the differences of others within our workforce
and our community.
Our goal is to strengthen the City's work environment, our government, and our ability to
serve our constituents.
In order to accomplish these goals we will:
• Actively seek employees and volunteers with diverse backgrounds
• Develop and maintain a work environment that supports and nurtures every
individual throughout his or her tenure with the City.
• Continue to develop laws, policies and procedures governing our workforce and
the City of Ithaca that are mindful and inclusive of our diverse community.”
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The WDAC is working to create greater collaboration with the workforce to assist in
furthering the goals that were identified in the Diversity Statement. Ms. Bereano further
explained the addition of the Diversity Competency and the Communication
Competency to Department Head performance evaluations. The City’s Diversity Plan
was adopted by Common Council in July, 2004. The Plan includes 14 attributes which
are the principle components of the Plan. Each department was required to select an
attribute and develop an implementation plan.
Ms. Fort explained that many departments have gone on to complete work related to
attributes other than the original one that was selected in 2005/2006. Ms. Bereano
noted that there are varying levels of enthusiasm toward the work and some
departments have found creative options. Mayor Peterson commented that this work is
an on-going process for departments and is not considered completed as individual
tasks are accomplished.
Human Resources Director Michell-Nunn presented the business case for creating a
work environment in which each employee can maximize their potential. Benefits
include:
• Improved quality of the workforce
• Enhanced responsiveness to a more diverse community
• Increased creativity and innovation based on different perspectives
• Opportunities to learn and grow
• Competitive compensation
• Increased cultural competence.
She stated that internal resources need to be in place to support employees so they can
provide quality service to the community. She shared the following recent statistics:
2009 – 23 hires, 3 were from protected classes
2010 - 24 hires, 8 were from protected classes
HR Director Michell-Nunn described the framework that has been created for a hiring
outreach process:
• Outreach is everyone’s responsibility not just the Human Resources Department
• Interviewing Skills Training is mandatory for all Supervisors
• Internal candidate tracking procedure in place
• A WDAC representative is involved with all interviews
• Consistency across the organization has been established
• WDAC Selection Process Review has been created
Additional diversity and inclusion achievements include:
• Creation of an Annual Diversity and Inclusion Award
• Participation in Talking Circles
• Participation in Undoing Racism trainings
• Department Head report-outs to Common Council
Audrey Cooper described some hindrances to progress:
• Accountability is lacking
• Some staff continue to circumvent the full process
• Diversity and inclusion is not seen as a priority by everyone
• Lack of financial resources
Ms. Cooper further described opportunities for success:
• Eliminate hindrances
• Proactive approach by leadership
• Council members asking the right questions of staff
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Ms. Bereano addressed where there was room for improvement:
• Development of a Diversity Progress Report Card
• Common Council visits to City departments
• Celebration of Accomplishments such as
o Martin Luther King, Jr. Walkway
o Community Read Where Do We go From Here by Martin Luther King, Jr.
o Talking Circles / Undoing Racism classes
A question and answer session followed between members of Common Council and the
Workforce Diversity Advisory Committee.
ADJOURNMENT:
On a motion the meeting adjourned at 7:10 p.m.
______________________________ _______________________________
Julie Conley Holcomb, CMC Carolyn K. Peterson,
City Clerk Mayor