FISCAL YEAR 2014 - 2015ANNUAL REPORT

CITYOF GAINESVILLEOFFICE OF

EQUALOPPORTUNITY

LEADERSHIPMAYOR &CITY COMMISSION

• Ed Braddy, Mayor (At-large)

• Craig Carter, Mayor-CommissionerPro Tem (District III)

• Harvey Budd, Commissioner(At-large)

• Helen Warren, Commissioner(At-large)

• Charles Goston, Commissioner(District I)

• Todd Chase, Commissioner(District II)

• Randy Wells, Commissioner(District IV)

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CONTENTSMission.................................................................................4

Vision....................................................................................4

Leadership Message..............................................................5

About the OEO Office..............................................................6

OEO Boards and Committees.................................................7

What People Are Saying.........................................................8

2014-2015 Performance Highlights.......................................9

Return on Investment: Cost Savingsfor Gainesville Residents......................................................10

Understanding the Complaint, Investigationand Resolution Process........................................................11

Internal vs. External Cases...................................................12

Summary of Cases...............................................................13

Small Business Procurement Programby the Numbers...................................................................14

Affirmative Action................................................................16

OEO In the Community.........................................................18

Internal and External Training Sessions.................................19

Gainesville by the Numbers............................................... ..20

Our Team.............................................................................22

Recommendations and Planningfor the Future.......................................................................23

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MISSION

VISION

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LEADERSHIPMESSAGE

Honorable Mayor, Commissioners and Citizens:The Office of Equal Opportunity is proud to present its Fiscal Year 2014-2015 Annual Report. Our fiscal year goes from October 1, 2014 to September 30, 2015. This report is submitted in accordance with the City’s Code of Ordinances. Our annual report details our progress in achieving benchmarks, success stories and actual opportunities supporting our local residents and businesses.

Our office focuses on the following primary functions: • Enforces, files, processes and hears complaints of discrimination in

employment, housing, public accommodation and credit within the corporate limits of the City

• Oversight of the City’s Small Business Procurement Program• Monitors all diversity expenditures by the City including a focus on small, veteran, women and minority

firms and proposes policies and procedures to assist in this effort• Develops the City’s Affirmative Action Plan and monitors related efforts• Monitors all hires, transfers, demotions, promotions, and terminations for compliance with equal

opportunity laws, policies, procedures, and guidelines• Conducts training and workshops related to diversity and equal opportunity• Participates in community outreach, public engagement and technical assistance for residents and

businesses

As we reflect on this report, we will continue to reach out to local stakeholders, business owners, community leaders, clergy and civic organizations to increase our outreach and ties to the community. We work daily to assure that those wishing to do business in the City, find a local government that is citizen-centric and service-oriented toward all residents and business owners.

Together, we strengthen the City’s diversity. Please take your time and enjoy our annual report!

Respectfully submitted,

Torey Alston, CAAPEqual Opportunity Director

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2004 to 2009

2009 to 2014

2001155 ttoo PPrresent

Jimmie Williams

Ceeccil Howwaarrdd

Torey L. Alston

EQUAL OPPORTUNITY DIRECTORS THROUGH THE YEARS CHARTER OFFICER DESIGNATION

The City oof Gainneessvviillllee eennnaacted aannnn oordinance generallyy pprrohibiting discriminationwwithin the City ooff GGaaiinneesville onn thhe baassiiss ooff rraaccee, ggeennddeer, rreeligion, and otherclassssifificcaattiioonnsss iiinnn tthhee 1970s. Onn JJuunneee 11, 1199998, tthe City CCommmiissiioonn addedssseeexxxuuuaaalll ooorriieennttaattiion ttoo tthhe classificattiioonnss protected by the ordinannce. OOnn SSeeptteember26, 2000, the City of Gainesville and Alachua County entered iinnttoo an innter-loccaall agreement whereby the county agreed to extend its human rights ordiinaannccee tocover the protected classifications in the city’s discrimination ordinannce witthhthe exception of sexual orientation. The city continued to cover the protectedclassifications in its discrimination ordinance for city employees.

On November 5, 2002, Gainesville residents made a landmark decision with acharter amendment that reorganized the City’s Equal Opportunity Department, making the position of Equal Opportunity Director a Charter Officer reporting directly to the City Commission. Effective January 1, 2004 the City began again, to enforce, file, process and hear complaints of discrimination inemployment, housing, puubblic accommodations and credit; relating to race,color, gender, religion, age, national origin, sexual orientation, marital status and disability within the corporate limits of the City of Gainesvviillle. On Jaanuuaarry28, 2008, gender identity was added to the City’s ordinance.

EVOLUTION OFTHE OFFICE OF

EQUALOPPORTUNITY

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EQUAL OPPORTUNITY COMMITTEE The 2014-2015 Equal Opportunity Committee (EOC) is comprised of City Commissioners Charles Goston (Chair) and Todd Chase. The EOC’s scope includes researching and providing recommendations on referrals from the full City Commission on matters relating to the Office of Equal Opportunity. Meetings are held the second Wednesday of every month at 1:00pm.

GAINESVILLE HUMAN RIGHTS BOARD The City of Gainesville City Commission appoints members to Gainesville Human Rights Board (HRB). Committee members include Jeremiah Tattersall (Chair), Uretha Bostic, Sterling Davenport, Marie Small (Vice Chair), Belinda Smith, and Glenda Russell. This board reviews findings of complaints of discrimination as presented by the Office of Equal Opportunity. Meetings are held the fourth Thursday of each month at 5:30pm.

EQUAL OPPORTUNITY/DIVERSITY ADVISORY COMMITTEE The Equal Opportunity/Diversity Advisory Committee (EODAC) is comprised of the Affirmative Action and Communications Subcommittees. This committee consists of a diverse group of City employees that are appointed by the Equal Opportunity Director. The mission of this Board is “to champion an environment where all employees boldly leverage differences and similarities to enrich our organization and community.” Committee members include Lawrence Calderon, Yvette Carter, Michael Dybevick, Lynda Hanskat, Archie Harris, JoAnn Hutcherson, Kinnzon Hutchinson, Philip Mann, Eugene Nelson, JoAnne Rice, David Richardson, Paul Forte, Jr., Audrey Gainey, and Cheryl McBride. This committee meets on a quarterly basis. The Affirmative Action and Communications Subcommittees are held monthly.

CITIZENS DISABILITY ADVISORY COUNCIL In accordance with the City Commission adopted Equal Opportunity Policy, the Citizens Disability Advisory Council (CDAC) is responsible for evaluating and providing assistance in implementing Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act. The CDAC also gives advice or assistance to the Equal Opportunity Director on accessibility and utilization as it relates to all City programs, services, activities and facilities. The CDAC is comprised of individuals selected by the Equal Opportunity Director. Current members include Mark Mayfield (Chair) Maxine Stallings, Rita Puentes, Heather Andrews, and Zachary Andrews.

OEO BOARDS ANDCOMMITTEES

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WHAT PEOPLE ARESAYING...

“As a certified small business, the OEO has been a huge help with technical assistance that has been key to my success. I was awarded a contract totaling more than $300,000 and the OEO made this possible for my business.”

– Sheila Rochelle, CEO of SheilaShine Cleaning Service, Inc.

“The OEO truly serves as a neutral fact-finding third party while conducting investigations. As Chair of the Human Rights Board, we provide a forum for city residents to resolve allegations of discrimination.”

-Jeremiah Tattersall, Human Rights Board Chair

“The Chamber of Commerce is a strong partner and supporter of the OEO. Our mutual goal of supporting residents and businesses ensures we provide the best resources for the community.”

- Joe Johnson, Director of Business Services, Gainesville Area Chamber of Commerce/CareerSource NCFL

While serving as Chair of the Citizens Disability Advisory Council, I have had the opportunity to work very closely with the OEO Team. Providing a voice to individuals with disabilities is my passion and I am happy to see the City shares this same outlook.”

– Mark Mayfield, Citizens Disability Advisory Council, Chair

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2014-2015PERFORMANCEHIGHLIGHTS

• Held community viewing and discussion of the documentary “Unnatural Causes: In Sickness and in Wealth,” which explores different racial communities and explores the effect of social conditions on a population’s health, including how some communities are improving their lives/health. This discussion was facilitated by Dr. Nancy Hardt, a retired UF Professor in Pathology and OB/GYN. More than 60 participants were in attendance.

• Held 2 Small Business Workshops in both the fall and spring.

• Led 2 study circles via the Dismantling Racism Initiative, where diverse citizens engaged in conversations regarding race which resulted in a call to action.

• Investigated internal and external complaints of discrimination, and continued to provide diversity training to the entire municipal workforce. We received 19 internal inquiries and 13 became formal complaints. We also received 36 external inquiries and 20 became formal complaints.

• Developed an Affirmative Action Plan targeting recruitment of minorities and women for employment.

• Participated in the annual Gainesville Job Fair with more than 400 job seekers. This event was held in partnership with the Gainesville Area Chamber of Commerce, Career Source of North Central Florida, the Alachua County Library Partnership and Santa Fe College.

• Participated in and sponsored several community events including the 2015 ADA Celebration Disability Awareness Training & Expo, 5th Avenue Cultural Arts Festival, Pride Parade and Festival, Dr. Martin Luther King, Jr. Celebration, Porter’s Community Block Party, and Downtown Latino Hispanic Festival.

• Continued efforts via the satellite office at the Gainesville Housing Authority, providing services to residents, employees and visitors.

• Participated in the “Wheelchaired for a Day” event, where the former Interim Equal Opportunity Director accepted the “Wheelchaired for a Day” Challenge, relying on a wheelchair for mobility for a 24-hour period.

• Conducted the “Dessert & Dialogue” discussion series on Interracial Social Interactions with more than 30 participants in attendance.

• Assisted in the coordination of the Mayor's Community Task Force.

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RETURN ON INVESTMENT:COST SAVINGS FORGAINESVILLE RESIDENTS

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UNDERSTANDING THE COMPLAINT,INVESTIGATION ANDRESOLUTION PROCESS

WHAT IS COVERED UNDER THE CITY'S DISCRIMINATION ORDINANCE?• The City's discrimination ordinance prohibits discrimination in employment, housing, public accommodations, and credit.

Formal complaints concerning discrimination in any of these areas will be thoroughly investigated.

ON WHAT BASIS MIGHT I FILE A DISCRIMINATION COMPLAINT?• Discrimination on the basis of any of the following “protected characteristics” is covered under the ordinance: sexual

orientation, race, color, gender, age, religion, national origin, marital status, disability, or gender identity.

ARE THERE ANY INSTANCES WHERE I MIGHT NOT BE COVERED?Generally, the following requirements must be met:• If the complaint concerns employment, there must be five or more employees• Any non-housing related complaint must be made within 180 days• Housing related complaints must be made within one year• The alleged discrimination must occur within the Gainesville City limits• The complaint cannot be against another governmental agency

WHAT CAN I EXPECT WHEN THE INVESTIGATION IS COMPLETED?We attempt to complete any investigation within 100 days. When the investigation is completed, either of the following can occur:• There can be a finding of reasonable cause to believe that discrimination has occurred. If so, the complainant will have

the option of taking civil action or having an administrative hearing.• There can be a finding of no reasonable cause to believe that discrimination has occurred. If so, the complaint will be

dismissed.

DOES THE CITY HAVE HIRING PREFERENCES OR QUOTAS?• The City of Gainesville does not have any hiring preferences or quotas. It does have an affirmative action plan. The plan

is a proactive process requiring “good faith efforts” of recruiting qualified minorities and women for jobs where they are now underutilized.

HOW DO YOU MEASURE RESULTS IF THE PLAN ONLY REQUIRES “GOOD FAITH EFFORTS?”• There is not an assumption that sincere attempts to expand the pool of qualified minorities and females will be made. The

Affirmative Action Plan incorporates hiring managers’ accountability along with audit and reporting procedures. Analysis of recruiting, selection, and employment processes are completed and evaluated by OEO staff and the results reported to the respective charter officers.

WHAT ELSE DOES THE CITY DO TO PREVENT DISCRIMINATION?• The best way to combat discrimination is prevention. We work proactively to prevent discrimination by providing information,

educational materials and training to citizens, City employees, businesses and other organizations to help them identify and solve problems before they escalate.

IS THERE A PROCESS IN PLACE TO RAISE AWARENESS OF EQUAL OPPORTUNITY ISSUES FOR CITIZENS?• We attempt to raise citizens’ awareness of equal opportunity issues through community outreach activities. These events

provide an opportunity to raise awareness about specific issues. We also provide training events and take advantage of the opportunity to provide presentations to large groups of citizens.

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INTERNAL VS.EXTERNAL CASES

External Case BasisEmployment 17Public Accommodation 2Housing 2

*Some Complainants filed based on multiple basis. 20 external cases filed.

Internal Case BasisEmployment 13Public Accommodation 0Housing 0

External Case Finding(s)No Cause 11Cause 1Settlement (Mediation) 2Withdrawn by Complainant 2Pending (Not Closed) 4

Internal Case Finding(s)No Cause 10Cause 1Settlement (Mediation) 1Withdrawn by Complainant 1

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SUMMARYOF CASES

Total (External and Internal Case(s)Finding(s)

No Cause 21Cause 2Settlement (Mediation) 3Withdrawn by Complainant 3Pending (Not Closed) 4

Total (External and Internal Cases) Protected Status/Class

Race 21Gender 8Age 4Disability 5Sexual Orientation 2Religion 2Retaliation 6Marital Status 1National Origin 2

* Some Complainants filed based on multiple protected classes. 33 total cases filed.

The Office of Equal Opportunity strongly encourages early resolution of cases both before and after a formal complaint is filed. Of the 33 complaints received in Fiscal Year 2014-2015, 9 percent were resolved through settlements prior to a formal determination. Many of these resolutions contained favorable outcomes for the complainant, including monetary and non-monetary benefits. The EEOC has averaged a 5.13 percent rate of cause discrimination findings over the past 19 years, while the OEO has a 6 percent cause rate for FY 14-15, exceeding the EEOC average.

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SMALL BUSINESSPROCUREMENTPROGRAM

SMALL BUSINESS PROCUREMENT PROGRAM (SBPP)Local small businesses support the City of Gainesville's overall economic development and the City is committed to their success, growth and development. To help these businesses be more successful, the City has adopted the Small Business Procurement Program (SBPP). The program provides significant opportunities for qualified local small businesses to participate on anondiscriminatory basis in all aspects of the City's contracting and procurement programs as well as providing other needed business services.

SBE (GRU) TOTAL AMOUNT SPENT

Type of Business

Small Business Total

Minority-Owned

Women-Owned

Small Business Other

Total Spend FY15

$10,949,657

$1,227,635

$3,813,061

$5,908,960

Total Spend FY14

$8,193,416

$195,998

$300,017

$7,697,401

Total Spend FY13

$19,688,783

$592,114

$3,076,272

$16,000,397

SBPP (GG) TOTAL AMOUNT SPENT

Type of Business

Small Business Total

Minority-Owned

Women-Owned

Small Business Other

Total Spend FY15

$6,442,542

$48,544

$634,448

$5,759,550

Total Spend FY14

$7,691,776

$23,264

$419,834

$7,248,677

Total Spend FY13

$7,642,635

$66,404

$642,932

$6,933,299

Note: The data was provided through internal systems and from GRU Purchasing. Data from General Government reflectsexpenditures and data from GRU reflects expenditures and purchase orders.

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SMALL BUSINESSPROCUREMENTPROGRAM

WHAT DOES SBPP OFFER LOCAL SMALL BUSINESSES?• Bid documents available at no cost or at a discounted price• Maximum opportunity to participate in City contracts as prime contractors,

subcontractors and materials suppliers • Listing in City's Qualified Local Small Business Directory• Technical assistance in preparing bids• Other resources and services to promote business growth

WHO ARE THE IDEAL CANDIDATES?• Be located within the corporate limits of the City of Gainesville• Pay required Occupational License taxes• Have less than 100 employees• Have a net worth of less than $3 million and an average net income of less

than $2 million (after federal income taxes, excluding carry-over losses). For sole proprietors, the $3 million net worth includes personal and business investments

HOW TO GET YOUR BUSINESS QUALIFIED?• Business principal location with full-time employees must be located within

the corporate limits of the City of Gainesville and have a valid Occupational License. Fewer than 100 employees and have a net worth less than $3 million and an average net income of less than $2 million

• Complete the Small Business Application and return to the OEO

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AFFIRMATIVEACTION

The Equal Opportunity Director has overall responsibility for implementation of the Equal Employment Opportunity Policy and the Affirmative Action Plan (AAP). The Equal Opportunity Director has assigned primary management responsibility and accountability for ensuring full compliance with the plan to the Affirmative Action Manager/Chief Investigator, an official of the City. The Affirmative Action Manager/Chief Investigator has the authority, resources, support of and access to top management necessary to ensure the effective implementation of the AAP. The Equal Opportunity Director actively supports the program and provides assistance whenever it is needed, making managers and supervisors aware of the program and requesting their cooperation and assistance. The name of the Affirmative Action Manager/Chief Investigator appears on internal and external communications on the City's Equal Employment Opportunity Policy and AAP.

The duties of the Affirmative Action Manager/Chief Investigator include:A. Developing policy statements, AAP methods, and internal and external communication techniques. Affirmative

action policies and procedures will continue to be developed to ensure an efficient yet positive interaction between the Affirmative Action Manager/Chief Investigator and the managers charged with employment responsibility.

B. Assisting in the identification of problem areas, and developing strategies to eliminate any problems identified.C. Assisting line management and supervisors in devising solutions to equal employment problems, including

counseling and training, to ensure full understanding of affirmative action and EEO policies and procedures.D. Designing, implementing, monitoring and reporting methods that will: Measure the effectiveness of the City's

equal employment and AAP. Indicate any need for remedial action. Determine the degree to which the City's placement goals and objectives are being attained. Provide management with a working understanding of the City's AAP placement goals and objectives.

E. Meeting with managers, supervisors, and employees to assure that the company's EEO policies are being followed.

F. Ensuring that supervisors understand that their work performance is being evaluated in part on the basis of their demonstrated commitment to equal employment opportunity, and that it is their responsibility to prevent all types of unlawful workplace harassment.

G. Serving as a liaison between the City and enforcement agencies.H. Serving as a liaison between the City and appropriate minority and women's organizations, and community

action groups concerned with employment opportunities of minorities and women.I. Making contact with predominately female and minority high schools, colleges, and technical schools in the

area as needed.J. Keeping management informed of developments in the equal employment opportunity and affirmative action

area.K. Conducting a periodic audit to ensure that the City complies in the following ways:

a. EEO posters are properly displayed.b. All employees are afforded the opportunity and are encouraged to participate in all City sponsored

educational, training, recreation, and social activities.

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AFFIRMATIVEACTION

The City recognizes that the cooperation of department supervisors and line managers is required to reach the full potential of this AAP. Therefore, supervisors and managers are expected to:

A. Assist the Affirmative Action Manager/Chief Investigator in the identification of any problem areas and help to eliminate any barriers to equal employment opportunity.

B. Whenever possible, become involved in local minority organizations, women's organizations, community action groups, and community service programs.

C. Work with the Affirmative Action Manager/Chief Investigator to periodically review hiring and promotion patterns and training programs to isolate impediments to the attainment of affirmative action placement goals and objectives. Results from these reviews are communicated through appropriate management meetings.

D. Review the qualifications of employees to ensure that minorities and women are given full opportunity for transfers and promotions.

E. Provide career counseling for employees as needed.F. Adhere to the City’s policy of equal employment opportunity for all employees and ensure that the policy is

understood, supported and adhered to by the employees they supervise.G. Take action to prevent the harassment of employees based on protected characteristics or due to a perception

that an individual might have been the beneficiary of the City's affirmative action efforts.

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IN THECOMMUNITY…

DISMANTLING PREJUDICES & BIASES INITIATIVE In 2010, the Gainesville City Commission adopted the Dismantling Prejudices & Biases Initiative as an effort to address the issue of racism, particularly institutional racism, and the centuries’ long impact of such a phenomenon. A group of community citizens, known as the Change Team was formed in 2007 to carry the city’s torch in this great endeavor.

The first activity of the Initiative was the creation of the study circle concept of community dialogue. The critical aspect of this type of activity is the recruitment of citizens to participate in the study circles. The OEO office has used a variety of methods to recruit citizens, such as a film festival, and a community forum on prejudice and bias. Once citizens are assigned to a study circle, they agree to meet with 10-12 other participants for six weeks (one night per week), to discuss pertinent and personal aspects of race, bias and prejudice.

As each round of study circles conclude, citizens are invited to participate in larger groups known as action forums. Each action forum consists of a mixture of persons from the various study circles, and is distinguished by subject matter such as education, health, economic development, criminal justice and transportation. The goal of each action forum is to address matters that may exist in Gainesville as a result of discrimination, institutional or otherwise. Resolution of these issues may be via petition to the city commission, county commission, school board, or other policy making entity in Gainesville or Alachua County.

Aside from study circles, this initiative includes panel discussions to engage the community in current and timely topics on the national level that impacts the City of Gainesville. This is conducted in collaboration with other organizations or with the OEO as the sole event organizer. The initiative also includes a “Dessert and Dialogue” series bringing the community together to discuss issues facing the community for approximately 90 minutes while the group enjoys dessert. The OEO also conducts film viewings highlighting a documentary as it relates to some form of prejudice and bias, in a facilitated group session.

GAINESVILLE MENTORING INITIATIVE The Gainesville Enrichment Mentoring (GEM) Program recruits dedicated mentors from the City’s workforce, community advocacy groups, fraternal organizations, community associations, city and county governments, business organizations, and churches to provide one-on-one mentoring to middle and high school students for at least one hour each week. Non-union represented city employees who participate as mentors in the GEM Program are granted one hour of leave each week for that purpose.

Low income and at risk students enter the program at the 7th grade level and remain until graduation from high school, at which time they are awarded free 2-year community college scholarships. The GEM Program is facilitated by the City’s Office of Equal Opportunity (OEO).

THE CHANGE TEAMThe Change Team is an OEO created initiative with members appointed by the Equal Opportunity Director. The Change Team was established to assist the OEO with organizing and leading community conversations on racism, prejudices and biases that exist around the country and in the region. Other goals for the Change Team include community dialogue on diversity and inclusion along with how policy impacts the culture and behavior of individuals and organizations. Change Team members include Dekova Batey, Jonathan Flynt, Mary Mann, Juanita Miles-Hamilton, Alice Primack, and Willard Williams. The Change Team meets on a monthly basis.

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INTERNAL ANDEXTERNAL DIVERSITYTRAINING SESSIONS

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19

GAINESVILLEBY THE NUMBERS

20

GAINESVILLEBY THE NUMBERS

http://quickfacts.census.gov/qfd/states/12/1225175.html - Source U.S. Census Bureau: State and County Quick Facts. Data derived from Population Estimates, American Community Survey, Census of Population and Housing, County Business Patterns, Economic Census, Survey of Business Owners, Building Permits, Census of Governments ) Last Revised: Wednesday, 02-Dec-2015 09:21:10 EST

21

OURTEAM

TOREY L. ALSTON, CAAPEEQQUUAL OPPPPOORRTTUUUNNITTY DIRREECCTTOOR

GWENDOLYN SAFFO AAFFIRMATIVE ACTTIIOONN MMAANNAAGGERR && CHIEF IINNVVVEESSTTIGGAATTOORR

THOMAS BLEDSOECCOOMPLIAAANNNCCCCEE IINNVEESSTTIIGGAATOORR

SYLVIA WARRENSMALL, MINNOORIITTYYY &&&& VVVEEETTTTEEERANN’’SS BUSINESS PPRROOOOGGRRAM COORDINAATTOORRRR

ZANORFA LYNCHEEQQUUUAALL OOOPPPPPOOOORRRTUNNIITYY OOOFFIIICCCEEEEE CCOOORDINATTOORR

SUE BROWNEEQQUAAAALLLL OOPPPPORRRRTTUUNNIITY AASSSSIISSSTTAANT

Note: Torey Allststoon was selelecececteetedd asa the Equalal OOpportutunnin tyy DDDiririrecector by the City Commmisssisiionon on September 2, 2015, starting inn the OOEEO on October 15, 2020155. GGGwewe dnd lolynyn SSSSaffafaffofofofo sssererervevevedd asasas IIntnttererrimim EEEququalal OOpportunity Director fromm Janannuauary 29, 2015 to October 14, 2015.

22

RECOMMENDATIONSAND PLANNING FORTHE FUTURE

• Create performance measures to track productivity and outputs

• Propose new policies and procedures increasing equity, diversity and access in the procurement and hiring process

• Focus on ADA compliance including a process for self-evaluation of all city buildings, services, programs and activities

• Develop strategic partnership agreements and memorandums of understanding (MOUs) with business organizations, local groups and community based organizations

• Continue to conduct thorough and timely investigations of discrimination complaints utilizing new approaches and timely case closure

• Increase education and awareness of OEO services to City employees and residents within the City

• Better utilize mass communication including social media to highlight success stories

23

CITYOF GAINESVILLEOFFICE OF

EQUALOPPORTUNITY

CITY OF GAINESVILLECITY OF GAINESVILLE222 EAST UNIVERSITY AVENUE222 EAST UNIVERSITY AVENUEP.O. BOX 490-STATION 52P.O. BOX 490-STATION 52GAINESVILLE, FLORIDA 32602GAINESVILLE, FLORIDA 32602PHONE: (352) 334-5051; FAX: (352) 334-2088PHONE: (352) 334-5051; FAX: (352) 334-2088EMAIL: EQUALOPPORTUNITY@CITYOFGAINESVILLE.ORGEMAIL: EQUALOPPORTUNITY@CITYOFGAINESVILLE.ORG

CITY OF GAINESVILLE OFFICECITY OF GAINESVILLE OFFICEOF EQUAL OPPORTUNITYOF EQUAL OPPORTUNITY

@GAINESVILLEEO@GAINESVILLEEO