DEI STRATEGIC PLAN PROGRESS REPORT · 2019-06-01 · PROGRESS REPORT SEPTEMER 18 Diversity, Equity and Inclusion is an important ... DEI STRATEGIC PLAN PROGRESS AND GOAL 2016–17

DEI STRATEGIC PLAN PROGRESS REPORT

SEPTEMBER 2018

Rip City brings people together to create lasting memories through the power of sports and entertainment.

Our organization has an opportunity and responsibility to positively impact our staff, players, fans, and community.

As such, we are committed to advancing diversity, equity, and inclusion within our organization and our community,

which includes:

• Providing a safe and welcoming environment that champions differences and embraces the respectful

open expression of ideas that are free from hateful, racist, profane, violent or harassing behaviors

or comments.

• Ensuring that our policies, practices and programs consider and seek to address societal inequities

that disproportionately impact specific groups.

• Utilizing our platform and resources to positively impact people throughout our community who have

been underserved.

• Cultivating a staff that reflects the community we serve and an inclusive culture where multiple perspectives

are valued.

We ask that you join us in this journey, and that you continue to advance this work within your own sphere of

influence. We are all in this together – after all, we are all part of Rip City.

DIVERSITY, EQUITY ANDINCLUSION STATEMENT

PROGRESS REPORT SEPTEMBER 2018

Diversity, Equity and Inclusion is an important

priority in shaping our company’s culture. This

summer, over 200 staff participated in a 2-day

training to build foundational awareness of diversity,

equity and inclusion and how we can make changes

within our sphere of influence to be more inclusive.

At times the work has been intense, emotional and

uncomfortable. But I know, and hopefully you

do too, that this will strengthen our core values and

make us an even better place to work.

Chris McGowanPresident & CEO, Portland Trail Blazers & Rip City Management

DEI IN ACTION


The Rose Quarter’s first Equity Team was formed in February of 2017. 19 full-time Rose Quarter staff committed to completing 18 months of Consciousness Raising Training with the Center for Equity & Inclusion. This team led the development of the DEI Strategic Plan and vision for the company, the DEI statement, and built the foundation for a company-wide transformational process towards equity and inclusion for our staff and the communities we serve.

2017-18 EQUITY TEAM

Meet The Team

Dewayne

Kevin

Anthony

Joe

Mario

Brian

Christa

John

Anna

Gabe

Lauren

Ben


Octavia Sarah

2017-18 EQUITY TEAM

Willen

Shadee Tyler

Michelle Marissa


TIMELINE OF DEI EFFORTS AT THE ROSE QUARTER

FEB. 2017

MAR. 2017

JUN. 21, 2018

MAY–JUL. 2

018

AUG. 2017

JUL. 1, 2018

OCT. 2017

SEP. 2017

SEP. 2018

OCT. 2018

NOV. 2017

FEB. 2018

Finalize

d DEI Statement

2-Day All S

taff Consciousness

Raising Trainings

E Team La

unch

All Staff T

raining

Strategic Plan Tra

ining and Launch Party

Update Purpose /Values with

equity approach

New Parental, Maternity,

and Caregiver Le

ave La

unch

Letter fr

om Chris about A

nthem stance

Launch Strat P

lanning Process

Inclusion Council Launch

Launch lunch and learn sessions

Leadership Team 1 D

ay Training

Met Monthly through December 2017

Ongoing bi-weekly meetings with 7 strat planning groups through June 2018

7 sessions over the next year

3 Follow up sessions will happen throughout 2018

P&C and Marketing Department focused equity lens application

Start all LT meetings with DEI update

Facilitation Training


AREAS OF IMPACT VISION STATEMENT

VisionA compelling DEI vision, plan, and business case has been developed and communicated internally and externally and is embedded in all company policies and procedures.

Measurement & AccountabilityDEI goals and milestones developed and leadership and staff hold each other accountable for a commitment to advancing DEI at the company; all staff see themselves as leaders in this work.

Inclusive CultureDiverse perspectives are engaged and valued across the company, relationships are valued, and there is a culture of respectful transparen-cy and feedback.

Talent ManagementThe company practices accessible and equitable recruitment, retention and advancement, and reflects the diversity of the labor market at all levels of the company.

Brand, Service & Sales The company has an atmosphere of inclusion that leverages the creativi-ty and connection diversity can bring to drive product innovation and sales, and uphold exceptional levels of service.

Social Responsibility

The company continuously works towards the advancement of DEI internally and externally utilizing community partnerships that empower historically underserved communities to be drivers of equity within their own communities.

Supplier DiversityThe company has a diverse supplier base and influences the landscape of the supplier industry.

INTERNAL

EXTERNAL

F O U N D AT I O N AL

INCL

USIV

E CULTURE

TALE

NT M

ANAGEMENT

BRAND, SERVICE & SALES

SOCIAL RESPONSIBILITY

VISION

SUPPLIER DIVERSITY

VISION STATEMENTS


BRAND, SERVICE AND SALES HIGHLIGHTS

Goal 1: To create an inclusive brand experience on the RQ campus and in the community.1. We started planning celebration nights with the planning committee meetings. 2. We activated at Latino Cultural Festival, Pride, Good in the Hood and My People’s Market.

Goal 2: To prioritize equity in order to provide a high level of service to all fans. N/A

Goal 3: To harness individuality and leverage diverse perspectives to drive revenue. N/A

VISION HIGHLIGHTS

Goal 1: To develop a compelling DEI vision, plan, and business case.1. We finished, published and printed DEI statement with an inclusive process. 2. We finished company-wide DEI plan with inclusive process. 3. I wrote DEI business case (not inclusive process), and currently getting feedback.

Goal 2: To communicate the DEI vision and plan internally and externally.1. Ongoing training & information session was conducted by CEI with a broader section of TBI & RCM. 2. DEI statement was created and shared with staff and key partners.

Goal 3: To review and update all policies & procedures through an equity lens.1. We updated our Paid Leaves and Vacations and updated the policies to better reflect our needs. 2. CEI will help us look at the scope of the rest of the policies and teach us how to apply an equity lens.

MEASUREMENT AND ACCOUNTABILITY HIGHLIGHTS

Goal 1: To create an environment of accountability for DEI. 1. We have implemented DEI check ins at department and leadership meetings.

Goal 2: To develop ongoing awareness and tracking of DEI goals and progress across the company.1. We finished Strategic Plan for DEI and had our launch party / training! 2. We are keeping the LT updated with progress through a dashboard that holds people accountable.

Goal 3: To evaluate staff on DEI outcomes. N/A

SUPPLIER DIVERSITY HIGHLIGHTS

Goal 1: To have a diverse supplier base that aligns with company values.1. We have been having thoughtful and insightful dialogues about how to properly build and distribute a supplier survey, which Bill is drafting. 2. We may have found a solution to streamlining MWESB verification through the Portland District Office Small Business database.

Goal 1: To positively influence the landscape of the supplier industry.

1. Data analysis is being conducted by Keoki Kakigi in categorizing our spending with outside vendors, thus making it easier to identify compa-nies classified as minority, women-owned, disabled, veteran or emerging small business. As this data mining continues, we’re learning critical information about spending habits already in place. 2. We’ve determined a $5,000 threshold as the trigger to actively examine whether there are vendor/supplier options available among MWDVESB designated businesses in our marketplace.

DEI GOALS NOT STARTEDIN PROGRESSIMPLEMENTED


INCLUSIVE CULTURE HIGHLIGHTS

Goal 1: To engage diverse perspectives from all FT and PT staff.1. We received the feedback from the employee survey and will take the information and create action plans with leaders to make changes in their areas.

Goal 2: To ensure staff feels valued.1. In partnership with SR we have defined the elements of the cultural celebrations and recruited staff to drive the events. 2. We created a draft ERG application to be reviewed by LT and IC. 3. We allocated budget for the creation and development of ERGs.

Goal 3: To foster a culture of transparency, respect and feedback. 1. We aggregated staff survey results and looked for common themes.

Goal 4: To increase cultural competence for all staff.1. Over 200 staff attended the 2 day DEI training with CEI. 2) We have scheduled 7 DEI Lunch & Learns for the season. 2. We are working with the NBA on cultural competence definition/training.

Goal 5: To create inclusive policies and environment.1. We have scheduled a meeting with CEI to learn how to review policies, procedures and practices through an equity lens. 2. CEI is facilitating conversation to get employee feedback on company practices/norms through an equity lens.

TALENT MANAGEMENT HIGHLIGHTS

Goal 1: To practice accessible & equitable recruitment.1. We created consistency in job postings to ensure all are processed through Textio prior to posting. 2. We established internal practices of posting positions internally at minimum to ensure all employees are aware of opportunities.

Goal 2: To practice equitable retention & advancement.1. We established onboarding project to support retention. 2. We are posting new positions versus just promoting people into roles.

Goal 3: To exceed diversity of labor market. 1. We scheduled meeting with CEI to help establish baseline.

Goal 4: To create channels for future workforce.1. We have diversified our postings to general wide-spread job boards such as Indeed and Glassdoor. 2. We have purchased a LinkedIn Recruiter seat to source talent directly. 3. We have posted to diversity specific job posting sites.

SOCIAL RESPONSIBILITY HIGHLIGHTS

Goal 1: To advance DEI internally.1. Strategic planning teams have drafted the DEI plan and we are driving implementation across company with diverse voices/input. 2. We hosted DEI project management training in collaboration with P&C. 3. We developed a quarterly check in procedure for DEI strategic plan.

Goal 2: To prioritize services and funding to populations that have been historically undeserved.1. We offered two-year funding for nonprofits through Live, Learn, and Play grants 2. We sought out nonprofit organizations that serve communities under-represented in our giving (Native, API, immigrant/refugee etc.) and we are requesting introductory meetings.

Goal 3: To engage historically undeserved communities in planning, programming and decision-making. 1. We engaged diverse committee members in grant funding decisions.

Goal 4: To create accessible community space that is open and free to community. 2. We invested in court builds/refurbishments outside of Portland.

DEI GOALS NOT STARTEDIN PROGRESSIMPLEMENTED


DEI STRATEGIC PLAN PROGRESS AND GOAL TARGET2017–18 DEI PLAN PROGRESS2016–17 DEI PLAN PROGRESS

120

100

80

60

40

20

0

MEASUREMENT & ACCOUNTABILITY

VISION INCLUSIVE CULTURE TALENT MANAGEMENT BRAND, SERVICE & SALES SOCIAL RESPONSIBILITY SUPPLIER DIVERSITY


END OF YEAR STAFF SURVEY RESULTS

Commitment to diversity reflected in our values, policies, etc.

Employees appreciate people from different backgrounds

RQ provides an environment for open expression

0%

25%

50%

75%

100%

2017 20180%

25%

50%

75%

100%

2017 20180%

25%

50%

75%

100%

2017 2018

0%

25%

50%

75%

100%

2017 20180%

25%

50%

75%

100%

2017 20180%

25%

50%

75%

100%

2017 2018

FULL

TIM

EPA

RT T

IME


Built on the framework of the Rose Quarter’s first Equity Team, the RQ Inclusion Council was formed in September of 2018. 32 RQ staff applied and were selected to serve as advocates and champions for the company’s DEI efforts. These dedicated individuals are responsible for spreading knowledge, empowering others and ensuring DEI is core to our company culture. This team will help identify needs and areas of growth for the company and will also serve as a constant reminder that all RQ staff members are responsible for advancing diversity, equity & inclusion within their sphere of influence.

2018-20 INCLUSION COUNCIL

Meet The Council

Alex

Brian

Amanda

AnnieAnna Christa

Alexa Alexis

JasonHeather JoeDewayne



Kate

Laura

Melissa

Kevin

Matthew

Kyle

Meggie

Lou

Michael

Michael

Keoki KevinJulie

NateMichelle Octavia


SarahRichard


TracySarah


The Center for Equity & Inclusion (CEI) serves as a strategic partner and advisor for Rose Quarter DEI initiatives.

CEI is an organization focused on advancing equity, diversity and inclusion efforts both locally and nationally. It was born out of the persistent disparities experienced in our communities, the perceived lack of a systemic approach to addressing these disparities and a growing idea about a holistic solution.

At the core of CEI’s work is a belief in a long-term approach that works with partners to build structures, competencies, and tools which aid partners to advance and sustain equity efforts throughout all aspects of their organization. The commitment to a more comprehensive, empowering approach has attracted organizations and organization leaders who are truly interested in a transformational process—for the organization and the individuals within it.

CENTER FOR EQUITY AND INCLUSION

Meet Our Trainers

Hanif FazalChief Executive Officer

Shafina Fazal-GardnerDirector of Business Development

Rachel LawrenceEquity Consultant

Robin EisenbachEquity Consultant/Facilitator

Tobias SherwoodEquity Consultant/Facilitator

Robin JohnsonDirector of Equity Advancement

Stephanie GhostonEquity Consultant/Facilitator


Diversity: The full range of differences and similarities, visible and non-visible, that make each individual unique.

Equity: Inclusive treatment, access, opportunity, and advancement for all people, with the explicit intention of identifying and eliminating barriers to foster equal outcomes.

Inclusion: An environment that recognizes, values and fully leverages different perspectives and backgrounds to drive results.

Culture: The learned and shared values, beliefs, and behaviors of a community or group of people.

Nationality: The status of belonging to a particular nation, whether by birth or naturalization.

Ethnicity: Assigned membership to a group based on common origin and common culture.

Race: Assigned membership to a (socially constructed) group based on physical characteristics such as hair texture, bone structure, and skin color.

Explicit Bias: Negative feelings, attitudes, or beliefs about a person or group on a conscious level, usually considered to be unfair.

Implicit Bias: Unconscious and unintentional bias that exists when an individual does not have direct control or understanding of their negative associations, perceptions, and motivations.

GLOSSARY

WE ARE ALL PART OF RIP CITY

Documents

DEI STRATEGIC PLAN PROGRESS REPORT · 2019-06-01 · PROGRESS REPORT SEPTEMER 18 Diversity, Equity and Inclusion is an important ... DEI STRATEGIC PLAN PROGRESS AND GOAL 2016–17