CITYOF CHICO City Council Agenda Report Meeting Date: July 6, 2021

TO: City Council

FROM: Jamie Cannon, Director of Human Resources & Risk Management

RE: Annual Update: Diversity Action Plan

REPORT IN BRIEF:

The City Council approved the City's Diversity Action Plan in September of 2011. The original plan wasdeveloped by City Council members, City Staff, and other members of the community. The purpose of the planis to guide the City's strategy to actively remove barriers and promote diversity within the city government andthe larger community.

The Diversity Action Plan sat mostly untouched for the last seven years - due to decreased staffing levels;however, the City has refocused its efforts and resources to ensuring that diversity and inclusion are at theforefront of City governance.

FISCAL IMPACT:

None.

BACKGROUND:

In March of 2019, the Diversity Action Plan was referred to the Internal Affairs Committee. Following a thoroughreview by Internal Affairs, the Plan was then brought back to Council at the May 7, 2019 meeting, withrecommendations regarding the feasibility of existing tasks and whether the tasks were already in motion.

Council directed staff to update the Diversity Action Plan, pursuant to the Internal Affairs Committeerecommendations, and to make a few other minor adjustments, as noted in the May 7, 2019 City Council MeetingMinutes. A report was provided to City Council in June of 2019. This report serves as the second Annual Report toCouncil regarding the diversity of the City's workforce.

DISCUSSION:

Currently, the City of Chico's workforce consists of roughly 343 "regular" employees. The table below provides asnapshot of the City of Chico employee demographics:

FEMALE EMPLOYES (98 COUNT/ 28.60%)American

Asian/Pacific Indian/Alaska

RACE Black Wh ite Hispanic Islander Native

COUNT 0 89 6 3 0PERCENTAGE 0% 90.8% 6.10% 3.10% 0%

MALE EMPLOYES (245 COUNT/ 71.40%)American

Asian/Pacific Indian/Alaska

RACE Black White Hispanic Islander Native

COUNT 2 204 32 6 1PERCENTAGE 0.80% 83.30% 13.10% 2.40% 0.40%

As a tool for comparison, the population of the City of Chico is composed of the following demographics:

CH©O, CA DEMOGRAPHICS - PER AMERICAN COMMUNITY SURVEY (CENSUSBUREAU) 2019

Some American

Other Two or More Asian/Pacific Indian/Alaska

RACE Black Wh ite Race Races Islander Native

PERCENTAGE 2.03% 82.32% 4.82% 5.28% 4.85% 0.70%

The City of Chico is committed to diversity, equity, and inclusion in employment. An overall environment thatsupports and promotes diversity will be conducive to the principles of Equal Employment Opportunity and the City'sDiversity Action Plan.

In an effort to meet this commitment, the City broadly advertises employment opportunities to a variety of sources,including focused publications. In addition, applicants are required to respond to the following question: "The City ofChico strongly embraces workplace inclusion and diversity, including bilingual abilities. If you speak, read, or writeany languages, beyond English, please list the language and the competency level below." Moreover, the Cityinstituted "blind hiring" (the omission of a candidate's identifying information; e.g.: name, address, etc.) in July 2020.The intent of this practice was to ensure an unconscious bias free hiring process.

Our future efforts to promote diversity and inclusion in employment include:• Drafting an Administrative Policy and Procedure that outlines the City's commitment to inclusion, diversity,

and cultural awareness in hiring practices;• Amending the City's website with a link, Diversity/EEO, that includes our Diversity Statement, the above-

mentioned AP&P, as well as a link to the City's Diversity Action Plan;• Amending the City's Performance Evaluation Tool to include a rating category specific to diversity;

Each year, an Annual Update report will be presented to the City Council for review and discussion.

-Ar*Ann 1-lirartnr Af I

Prepar / 1 Approved and Recommended by:

OrJa Pull trtm1 1 1 1 ./ 1 b ./ 1 1 .......1 VMuDED-Wesources & Rity'- 'me, Clty Manager 4

Manag¢ment /

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DISTRIBUTION: <City Clerk (3)

ATTACHMENTS:

City of Chico Diversity Action Plan

FILE: N/A

CITYOFCHICOINC. 1872

City of Chico

Diversity Action Plan

July 2011

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Table of Contents

Acknowledgments 3.

Message from the Mayor 4.

Diversity Statement 5.

Background and Methodology 6.

Diversity Action Plan 8.

Departmental Responsibility Matrix 16.

Diversity Action Plan implementation schedule by Tier 18.

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Acknowledgements

Committee Members

Ati Sarsour Evan LeVang

Amro Jayousi Lee Lyon

Ann Schulte Michael Lo

Annie Adamian Pedro Caldera

Dawn Frank Samad Najjar

Additional Assistance Provided By

Joe Person Meagan Cochran

Jay Gallagher Sandra Knight

Luis Munoz Dona Bertain

Gayle Hutchinson Beverly Perry

Yvette Zuniga London Long

Tray Robinson

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Message from the Mayor

Chico is a livable, healthy, and sustainable community that offers a high quality of lifewith a strong sense of community and place. Chico's small-town character and value ofinnovation provides opportunities for future generations to thrive. To assure all citizenscan prosper, regardless of cultural, language or physical boundaries, we must jointogether and examine what barriers exist and take adion to remove those obstacles tosuccess.

When we recognize, appredate and respect differences, we can work and communicatemore effectively in providing transparent governance that values public participation,celebrates arts and culture, assists the more vulnerable members of the community andcreates both a more unified and multifaceted community. As we move towards thefuture and engage in a global economy, our success depends on opening doors to theinter-connected world by appreciating and understanding others' perspedives andcultures.

As the Mayor of the City of Chico, I am committed to creating a more inclusivecommunity through careful planning and continuous improvement. The City of Chico'sDiversity Adion Plan clearly states goals, identifies specific steps, assigns accountability,and identifies a timeframe to measures our progress. To gauge progress towardreaching our goals, the City will develop indicators and annually evaluate our progressto Council and you, the community.

This work cannot be done alone. I invite you to join me to build an inclusive Chicowhich depends on our community's commitment to accept other's ideas, to reach out toothers who are from different backgrounds, and to work and move beyond tolerance, toinclusion, to equity. When we join together to address these concerns, we bringtogether the collective will of a great community. Although this work may be difficult,challenging and sometimes uncomfortable, when we stay focused on the goal ofpromoting inclusivity we build a stronger, more prosperous community.

Chico's commitment to diversity underscores our pledge to treat each other withdignity, respect and creating a Chico that is a safe place to raise a family, an ideallocation for business and a premier place to live.

Ann M. Schwab

Mayor, City of Chico

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Diversity Statement

Diversity is constantly changing. When we recognize, appreciate and respect differences, wecan work and communicate more effectively in governance and create a more unified andmultifaceted community enriched through appredating and understanding others' perspectives.

The City of Chico Diversity Action Plan is a strategy to adively remove barriers and promotediversity within the city government and the larger community. The plan seeks to establish aclimate for all individuals and groups to develop the trust and understanding to engage in citygovernance processes, influence decision making and access munidpal services.

Declaraci6n de la Diversidad

La diversidad esti en constante cambio. Cuando nosotros podemos reconocer, valorar yrespetar las diferencias, podemos trabajar y comunicar con mayor eficada en el obierno y crearuna comunidad mis unida y plural que enriquece a travds del apreciamiento y comprensi6n delas perspectivas de los demis.

El Plan de Accidn de Diversidad de La Cuidad de Chico es una estrategia para eliminaractivamente los obstculos y promover la diversidad en e] gobierno de la ciudad y la comunidaden general. El plan Gene por objeto establecer un entomo favorable de todos los individuos ygrupos para desarrollar la confianza y el entendimiento para participar en los procesos degobierno de ta dudad, influir en la toma de decisiones y acceso a los serviclos municipales.

Tsab Ntawv qhia bag b<hua haiv neeg

Muaj txhua haiv neeg coob thiab Wawv zuj zus. Thaum peb pom, paub txog, los yogtos b<ais, thiab hwm txog txhua haiv neeg lawm peb yuav ua tau hauj Iwm ua ke thiabpeb yuav hais lus sib to taub zoo heev li. Kev sib to taub yog lub fwj chim uas yuavua tau rau peb sawvdaws los koom ua ib pab ib pawg thiab koom tau ua ib zej zog. Tejpej xeem yuav b<awj sib hwm thiab sib pab kom zoo, peb ib tug yuav to taub Nog ibtug txoj kev ua noj ua haus thiab yuav tsum pom b<og Iwm tug txoj kev xav.

Lub nroog Chico Diversity Action Plan yog ib lub hom phiaj muaj zog heev uas yuavmuaj lub peev xwm los tshem tawm tej kev tsi sib to taub, tsis sib kag siab ntawn txhuahaiv neeg. Tsis tas li xwb lub hom phiaj no tseem yuav los kho thiab bchawb nga khuahaiv neeg nyob ib txheeb tseem ntawm cov nom tswv thiab zej zog. Lub hom phiaj noyuav los nrhiav ib txoj hauv kev kom Whua haiv neeg thiab b<hua pab pawg neeg lossib tham, nrhiav tsw ylm kho kom sawvdaws kom muaj kev sib ntseeg siab, sib to taub,thiab sib koom tes zoo. Tsis tas 11 xwb, bxhua haiv neeg tseem yuav los nrog tej nomtswv sib tawm tswv yim, pab txhiav bdm, thiab muab suab rov qab rau cov pej xeem.

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Background and Methodoloav

In May of 2010 a series of perceived hate crimes occurred in Chico. Due to citizenconcerns, Mayor Schwab suggested that it was time to review the City's and thecommunity's efforts in making Chico more inclusive. At its meeting of June 1, 2010, theCouncil voted to direct the Assistant City Manager to work with the Mayor to establishan ad-hoc (Brown Act) committee to develop a City of Chico Diversity Action Plan, withthe Mayor to seled the members of the committee. Mayor Schwab appointed thefollowing community members to serve on the Committee: Ali Sarsour, Amro Jayousi,Ann Schulte, Annie Adamian, Dawn Frank, Evan LeVang, Lee Lyon, Michael Lo, PedroCaldera, and Samad Nallar. Several other community members eventually assisted inthe development of the draft Plan: Joe Person, Sandra Knight, Jay Gallagher, GayleHutchinson, Tray Robinson, Meagan Cochran, Dona Bertain, Luis Munoz, Beverly Perry,London Long, and Yvette Zuniga.

The Diversity Adion Plan (DAP) Ad-hoc Committee met many times from July 2010through June of 2011. The Committee went through a process which Included opendiscussions and brainstorming sessions during publicly noticed meetings. The groupconstructed a working definition of diversity, as well as a purpose statement. Usingthese constructs as a guide, the Committee developed a "framework" for the Plan whichincluded two main focus areas, "city (internal) operations" and "city (external)outreach" (indicated in gray in the table below), further defined by six "dimensions ofdiversity for our community" (delineated by different colors). Each of these dimensionswas further broken down into what the Committee saw as "goal" areas where the issueof diversity should be examined. In all, 12 goal areas were identified in the Plan.

The Committee presented, via the Assistant City Manager, the internally focused goalsto City department managers to identify tasks, measures and timelines that wouldensure these goals are accomplished, The Committee presented the external goals tothe community in a series of individual and group meetings in which a survey tool wasadministered to gather ideas for tasks for the plan,

In an informal sample of over 150 Chicoans including many members of what thecommittee felt were underrepresented groups, citizens gave their perspectives on thecurrent status of local diversity efforts to committee members. (Underrepresentedgroups are defined as those who are insufficiently or inadequately represented in localgovernment.) Committee members then returned with both internal and extemalstaff/community input and assembled the information into 46 ntasks" to beaccomplished in the plan. The committee then examined each task, weighed thepriority (importance) of the task, the capacity of the city and city staff to accomplish thetask, the cost of accomplishing the task, and developed a system of three tiers for thesuggested implementation of the plan. The first tier is defined as tasks intended to beaccomplished within one to two years. It contains tasks that are currently in progress

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as well as new tasks that are low or no cost. These tasks were considered to requirestaff's current capacity and were deemed a high priority by the committee, The secondtier's tasks are recommended to be accomplished, given sufficient finances andcapacity, in the next two to five years. The third tier is made of tasks that have greatvalue, but are largely too expensive for implementation in the near term, and should be

pushed back from five to ten years unless budget conditions change. It is suggestedthat nothing should prevent a higher tier task from being accomplished if another needor activity calls for its implementation at an earlier date.

The Final Diversity Action Plan, once vetted by the Chico City Council, is intended to bedelivered to City staff, boards and commissions with the direction to implement thesetasks per the tiered implementation schedule. It is proposed that the SustainabilityTask Force take the attached implementation schedule and condud a yearly review ofthe City's progress in implementing the tasks. That review should be annually providedto council and the city manager,

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2011 City of Chico Diversity Action Plan

KEY:

Priorly to stakeholders. 1-high 2-moderate 3-low

Cost: 14ow to none 2-some cost 3-significant cost

Capacity. 1-infrastructure exists 2-need to build some 3-significant infrastructure needed

Tier: 1- 1 ta 2 years 2- 2 to 5 years 3- 5-10 years

Cal.DEEBAERLEMQA;Focuses on how muntlpal poncles and procedu,es I,clu-g hiring. tminlogand promotion address and IncieasedA,ersay awareness Examines ent,ylays kwoommunMymembem m Use Chyse,Wcasand howfo #mprove access and use

Goat 1. Develop, implement and assess City dipinment goils,

objective, policies and procedures that Improve dhor,Ity In CItyoperations. Priority Co Capacity iDept Rep Measure Tier

h

Task 1.1. Develop a section in each depaamenrs budgetnarrative 1 1 1 Annual 1

that outlines their goals.and accomplishmentsirroutreach to diverse Review

groups

Task 1 2 Provide an annual repoft about the divelsity of me City 1 1 1 THR Annual 1

work force to council · Review

9

Goal 2: Incorporate diversity priorities in Council fundingpropowls andincludi dlvemity goals In boards and commissionswork plans. S

Task 2.1. Develop a goalthat eddresses inclusivity In each Board 1 1 1 Depts with Boards & Annual 1

and Commission work plan Commissions Review

Task 2.2. Provide an annual report about the divemity ofthe Boards 1 1 1 City Clerk Annual 1and Commissions to council Review

Task 2.3. All community organizations should Indude what they are 1 1 1 City Manager Annual 1doing to provide access to underrepresented groups in their funding Reviewproposals to Council

TRA"UNG DIMENSION:

Staft and Council are trained in cultural awareness Ind communication

•'r.

Goal 3: Develop, Implement and assess professional developmentfor City staff In the area of divemlty.

Priority Cost Capacity Dept. Resp Measure Tier

Task 3.1. Provide mandatory cultural diversity and non-discrimination 1 3 3 HR %of 3training to current staff and new hires compliance

Task 3.2. Partner with CSUC and Butte College and other institions 1 2 2 HR Annual 2in diversity training opportunities Review

Task 3.3. Provide a list of community cultural events for City 2 1 2 HR Annual 2

employees that they may choose to attend while olf-duty to advance Reviewtheir own education.

Task 3.4. Hold discussion groups/ study circles on specific topics 2 1 1 City Manager Annual 2relating to diversity Review

10

Goa[4: Develop, implement and assess cultural awareness

training for City Council, Boards and Commissions.

Task 4.1. Provide mandatory cultural diversity and non-discrimination 1 3 3 HR % Of

training to Council, Boards and Commission members and to new compliance

members at start of term.

Task 4,2 Offer presentation time to different cultural groups at City 2 1 2 City Clerk Annual

Council meetings Review

Task 4 3. Hold discussion groups and study circles on specific topics 2 1 1 City Manager Annual

relating to diversRy for Council, Boards and Commissions Review

89,LA: Dive. Inplem- and ill/MI'll how d-,Ity* Incorpor-d In CW, recrulenent, htllne Ind

plomot»n polle-Ind pfactices.Plo•IN Co. Clocky Dept RIN M.ull

Task 51. Make mul#ingualilm Incene- in hIAng 1 1 1 MR AccompH.hed? 1

process. -,0/1-dild quil/on o.lob*-nlhotR- b»gual qua/*(st,ons

T- 5.2 D-lop#*m #bagu* *1- Showlt-* 2 1 1 -4 Kecomd'h«0 2* 41*

Ta:k 53 Verify Utatiobannoucemergooutm 1 2 1 HR Annual Rev- 2

0-- 4.0.ethly ... i by divi. 0,0.,0

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Goal 6: Identify and remove barriers to City servicesforall community membels. Priority Cost Capacity Dept. Resp Measure Tier

Task 6.1 Translate all pubic 'directive' signage into 1 3 2 General %of 3Hmong and Spanish Services compliance

Task 6.2 Translate documents. website and forms into 1 3 3 All % of 3Hmong and Spanish compliance

Task 6.3 Extend and continue the use of the AT&T 1 1 1 Infomiation % of 1language line or similar service fortranslation services Services compliancefor English learners

Task 6.4. Prepare Public Service Announcements that 2 2 2 All Annual Review 1are multHingual

Task 6.5 Develop e single contact phone number for 1 2 2 Information Accomplished? 2the City. The contact would determine any special Services

needs and then route the person to the correctdepartment.

Task 66 Assess access barriers through a customer 2 2 3 Cily Clerk Annual Review 3se,vice survey

Task 6.7. Include information on translation, and 1 2 2 Nmghborhood Annual Review 2homeless and social services in community shuttles, Services

buses, bus shelters and in phone booths

Task 6.8. Identify a City staff person to be the Diversity 1 1 1 City Manager Accomplished? 1Coordinator for the City. This person helps to resolveissues the community has with the city relating todiversity.

; jw*,r, -

12

Task 6.9 Use City websRe calendar for community 1 3 3 Information Accomplished? 3

events induding cultural events Services

Task 6 10. Have City booths listing services at various 2 2 2 All Annual Review 2community events

CITY 01.1T1EACH-FOCUS: Concent,ates on the qua#ly·and fypes of commu,*intemotions. Examines end impmves how the City

communicates with, educates, and informs the publk about issues mleted.to diversity. Addresses dhterslty from the perspective of publicparticipation by mdrviduals and stakeholder groups In the decision making process

CITY'S MESSAGE D,MENSION:

How me City dernonell-se I comrnlment to 0-lly2 . .

G-17: Ensure that the City fostea dlverstty and

cultural awareness In communlt¥ events.

Cost Capaclly Dept. Resp. Measure Tier

Task 7.1 Create a cunural festival/education week 3 3 -3 Neighborhood Annual Review 3Services

Task 72 Encourage City sponsored'cultural festivals 2 2 1 BE)S & Accomplished.7 2

by incentivizing the lease rates for City facil#es. General

Senlices

Task 73 Partner with CSU. Chico, Butte Colloge and 1 2 2 Neight»mood Annual Review 2other institutions to assisl wfth community cultural Servtes

events

13

Goal *: Ensure thatthe City fosters dlverslty andcultural awareness In physical (Inlrist•ucture)Improvements.

Task 8.1 Accelerate progress implementing the City 1 3 2 Capital Annual Review 3

ADA plan when possible Improvement

Task 8.2 Capital projects that include aesthetic 1 1 1 Capital Annual Review 1

treatments are encouraged lo foster cultural diversity Improvementand cultural awareness

Task 8.3 Public art pmjects are encouraged to reflect 1 1 1 City Manager Annual Review 1diversity and cultural awareness .

ACCESS TO GOVERNANCE DIMENSION:

Community mernbers •re Invited to contribute topollcy via Counal, Boards Ind Commission; and public process

Goal-9: Increase and enhance outreach tounderrepresented groups to serve on boards andcommissions.

Priority Cost Capacity Dept Resp Measure Tier

Task 9.1. Have City open houses in various 2 2 2 All Annual review 2departments. Invite underrepresented groups

Task 9.2. Continue the Boards and Commissiona 1 2 1 City Clerk Annual review 1

infonnation meetings for the public. Inviteunderrepresented groups

Task 9.3. Encourage council do outreach to under 1 1 1 Council Annual review 1

represented groups Have each councihnember self-identify at least one under represented group to whichthey would like to be a liaison in governmentalprooesses

14

Goal 10: Increel and enhance community

Iwireness of public decision-m•kIng process.

Task 10.1 Create a citizen 'c,vics- training program to 1 3 3 HR Accompllshed? 3

introduce people to how government works end how

they can participate. Invite underrepresented groups.

Task 10.2. Increase local vlsibmty of public process by 2 2 2 All Annual Review 2posting at public buildings, librefiea, Farmers Market,

etc

Task 10.3. On City website create streaming video 1 3 3 City Clerk Accomplished? 3

tutorials about depallment functions and how to

engage in civic processes

Task 10.4. Forward the Council and 2 1 2 Information Accomplished? 1

Board/Comm-on agendes to a harger snal list that SenAces

includes faith-based and cultural organizations

Task 10.5 Use oddoor advertising displays at ere- 3 3 3 Informdion Accomplished? 3away from downtown to advettise communty events. Services

The displays cin be networked together end

controlled from City hall. (in front of fre stations, busy

intersections: paid for by sponsorships?)

Task 106 Cre- asocial media pageto announoe 1 1 1 Informtion Accomplished? 1City opportunities and information. Includes Servkes

frequently asked questions section

Task 10.7. Create a media campaign to advertise City 2 3 3 Information Annual Review 3events and processes through the use of newsletters, Services

ads on campus. direct mail, TV and mdjoin multiple

languages

15

Task 10,8. Calendar ofCity activities/events on City 1 3 3 Infonnation Accomplished? 3website, IV and radio Services

Goaill: Ensure that written and ve,tal

communication is obtalnable, nailable and readilyaccessible to all community members.

Task 11 1. Translate website Into Spanish and 1 3 3 Inf=nation Accomplished? 3Hmong. Use htems and automated services to Servicestranslate

Task 112 Ualize Spanish language tv#adio stations 1 3 3 City Clerk Annual Review 3

and publications

Task 11.3 Increase translation services, create a list 1 3 3 CRY Clerk Annual Review 3of available translators, translate council minutes uponrequest

G- 12: Ensure that the City'§ commltment todive-Ity contl•u- in *,ture ,-rs.

Task 12 1 Every 5 years re-convene e cilizenhtal 1 1 1 City Council 5 year review 2committee to review this plan and make changes asneeded

Priority to stakeholders: 1-high 2-moderate 3-Iow

Cost: 1-low lo none 2-some cost 3-significant cost

Capacity: 1-infrastructure exists 2-need to build some 3-signicant infrastructure needed

Tier: 1- 1 to 2 years 2- 2 to 5 years 3- 5-10 years

16

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2011 City of Chico Diversity Action Planimplementation schedule by tierTIER 1 - To be Imolemented in th,next 1 to 2 -ars

Task 1.1. Develop a section in each 1 1 1 All Annual Reviewdepaltment's budget narrative thatoutlines their goals and

accomplishments in outreach todiverse groups

Task 1.2. Provide an annual report 1 1 1 HR Annual Review

aboul the diversity of tli6 City work ,force to council ·

Task 21 Develop a goal thal 1 1 1 Depts With Annual Review -

addresses inclusivity in each Board Boards & 1

and Comml,sion work plan Commissions

Task 22 Provide an annual repon 1 1 1 City Cle* Annuals Review

about the diversity of thi Boards and 'Commissions to council ·

1

Task 2.3 All community organizations 1 1 1 City Manager Annual Reviewshould include what they are doing,to Ipmvide ECe,8 to underrepresented 4.'

i

groups in their funding proposals tocouncil

Task 4.2. Offer presentation time to 2 1 2 City Clerk Annual Review

different cultural groups at CityCouncil meetings

Task 61 Make mlnou,Ihm 1 1 1 Hit Acoompish/7

incert- in hking proc- Havo,(-Ird question on lob appllcellonthat lists billrgual qualffic-n,

Task 6.3- Extend end continue the 1 1 1 Information % of compliance

ume of the AT&T language line or Services

similar service for translation services

for English learners

Task 6.4. Prepare Public Service 2 2 2 All Annual Review

Announcements that are multi-lingual

19

Task 68. Idenlify a City staff person 1 1 1 City Accomplished? 1to be the Diversity Coordinator for the Managers

City This person helps to resolveissues the community has with the cityrelating to diversity

Task 8.2 CapHal projects thai inell,de 1 1 1 Capital Annual Review 1

aesthetic treatments are encouraged Improvement

to foster cultural diversity and culturalawareness r 47

Task B 3 Public art projects Gre 1 1 1 City Manigers Annual Review 1

encouraged to reflect diversily andCultural awareness

Task 9.2. Continue the Boards and 1 2 1 City Clerk Annual review 1

Commissions infolmation meetings for *the public. Invite underrepresentedgroups

Task 9 3. Encourage council do 1 1outreach [o under represented

groups. Have each councilmembersall-identify at least one

underrepresented group to whichtheywould like to be a liaison in

governmental processes

1 Council Annual review 1

Task 10.4. Fomard the Council and 2 1 2 Information Accomplished? 1

Board/Commission agendas to alarger email list thal includes faith- Services

based and cultu,al organizations b

Ta* 10.6. Create a social media 1 1 1 Information Accomplished? 1page to announce City opportunitiesand information. Include a frequently Se,vices

asked questions section

Tier 2 - To be Imolemented In the

next 2 to 6 years

Task 3.2 Partner with CSUC and 1 2 2 HR Annual Review 2

Butte College and other institutions indiversity training opportunities

Task 3.3 - Provide a list of community 2 1 2 HR Annual Review 2

cultural events for City employees thatthey may choose to attend while off-

duty to advance their own education

20

Task 3.4. Hold discussion groups/ 2 1 1 City Manager Annual Review 2

study circles on specific topics relatingto diversity

Task 4.3 Hold discussion groups and 2 1 1 City Manager Annual Review 2

study circles on specific topics relatingto diversity for Council, Boards andCommissions

T- 5.2 D-lop a plan for bAIngual 2 1 1 HR Accomphhed? 2

staff Show thal it ts valued

T-6.3. Virily thmt Job 1 2 1 HA Annual Revi 2

announcements go out to pII©,8whof. thoy In Im by dur,i

groll"

Tasl<6.5 Div*Iop ailingle contact 1 2 2 Information Accomplished? 2bhone number for the City. The Services

contact would determine any specialneeds and then route the person to

the correct depanment

Task 6.7 Include information on 1 2 2 Neighborhood Annual Review 2

translation, and homeless and social Services

services in community shuttles,buses, bus shelters and in phonebooths

Task 6.10. Have City booths listing 2 2 2 All Annual Review 2services al various community events

Task 7.2 Encourage City sponsored 2 2 1 BDS & Glneral Accomplished7 - 2cultural festivals by incentivizing the Se,vices

leele rates for City facilities

T*73 Partner with CSU, Chico, 1 2 2 Neighborhood Annual Review 2

Butte College and other inuilutiong to Serv,ces

assist with communtty cultural events

Task 9 1. Have City,open houses in 2 2 2 All Annual review 2

various depaftments Invite

underrepresented groups/

Task 10.2. Increase local visibility of '2 2 2 All Annual Review 2

public process by posting st publicbuildings, Ibraries, Fanners Market

":

etc

21

Task 12 1. lEach 5 years re-convene 1 1 1 CRY Council 5 year review 2a citizen/staff committee to review this

plan and make changes as needed

Tier 3 - To be imolemented in the

next § to-19_Years.

Task 3.1 Provide mandatory cultural 1 3 3 HR %of 3

diversity and non-discrimination compliancetraining to current staff and new hires

Task 41 Provide mandatory cultural 1 3 3 HR %of 3

diversity and non-discrimination compliancetraining to Council, Boards andCommission members and to new

members at start of term

Task 6.1. Translate all public 1 3 2 General %of 3

'directive' signage into Hmong and Services complianceSpanish

Task 6.2. Translate documents, 1 3 3 All % of 3

website and forms into Hmong and compliance

Spanish

Task 66 Assess access barriers 2 2 3 City Clerk Annual Review 3

through a customer service survey

Task 69 Use City website calendar 1 3 3 Information Accomplished? 3tor community events including Services

cultural events

T- 7.1. C-te a culural 3 3 3 Neighbomood Annual Review 3festlv,Veducation week Sorv.8

Tab 81 Accele,•te progress 1 3 2 Cip,tal Annual Review 3

Implementing me GRy ADA plin when Inlprovementpossele

Task 10.1. Create a cRIzen '(Mes" 1 3 3 HR Accomplished? 3training program to introduce peopleto how government works and how

they can panicipate Invite *underrepresented groups.

Task 10.3. Create streaming video 1 3 3 City Clerk Accomplished? 3tutorials on City website aboutdepartment functions and how toengage in civic processes

22

Task 10.5, Use outdoor advertising 3 3 3 Information Accomplished? 3

displays at areas away from Services

downtown to advertise communltv

events. The displays can benetworked together and controlledftom City hall. (in front of fire stations,busy intersections; paid for bysponsorships?>

Task 10.7. Create a media campaign 2 3 3 Information Annual Review 3

to advertise City events and Services

proces.es through the use ofnewsletters, ads on campus, directmall, TV and radio in multiplelanguages

Task 10.8 Calendar of City 1 3 3 Infommtion Accomplished? 3

actMties/events on City website, TV Servkes

ind ladlo

Tnk 11.1. Tmnslate website Into 1 3 3 Infoimation Acconplished? 3

Spanish and Hmong. Use interns and Smvic=

summated se,vice, to translate

Tisk 11.2 Utilize Spanish linguige 1 3 3 City Clerk Annual Review 3

19/rmdio stations md publcatlons

Task 11 3. Inct-e translation 1 3 3 City Clerk Annual Rev- 3

mervices, create a list of availabletranslators, translate muncR minutesupon reque•

Priority to stakeholders: 1-high 2-moderate 34ow

Cost: 1-low to none 2-some cost 3-significant cost

Capacity: 1-infrastructure exists 2-need to build some 3-significantinfrastructure needed

Tier: 1- 1 to 2 years 2-2 105 years 3- 5-10 years

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