Racial Equity Plan Goal 1 | Resumen del Plan de Equidad Meta 1

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Ver objetivos y estrategias en español.

The city will normalize and operationalize understanding of institutional and structural racism among people who work for or represent the City of Boulder, including city staff, City Council, Boards and Commissions, and ongoing program volunteers.

Strategy 1.1: Develop equity-focused leadership at all levels

  • Leverage the Guiding Coalition
  • Develop expectation across work groups to participate on Racial Equity Teams

Strategy 1.2: Develop workplace-based equity teams

  • Organize Racial Equity Teams responsible for leading implementation of the Action Plans within their respective departments

Strategy 1.3: Provide Racial Equity Training

  • Provide introductory Racial Equity Training to all employees.
  • In the Racial Equity Training, use a “train-the-trainer” model to continue to build internal expertise. Provide Racial Equity Toolkit training to all managers. Provide training on communications and messaging about racial equity to appropriate staff.
  • Make Implicit Bias and Microaggression training mandatory for staff, council, boards, commissions and volunteers
  • Provide New Employee Orientation (NEO) that grounds new staff members in our organizational culture and what the city is working towards
  • Make the Advancing Racial Equity: The Role of Government training mandatory for all supervisors and available for all staff members.
  • Make Using a Racial Equity Instrument training available for all staff members (Advancing Racial Equity: The Role of Government is prerequisite)
  • Provide opportunities for staff to engage in meaningful conversations about race
  • Establish clear racial equity expectation language and implement in handbooks, scopes of work, RFPs, and contracts


Ver objetivos y estrategias en español.

The city will normalize and operationalize understanding of institutional and structural racism among people who work for or represent the City of Boulder, including city staff, City Council, Boards and Commissions, and ongoing program volunteers.

Strategy 1.1: Develop equity-focused leadership at all levels

  • Leverage the Guiding Coalition
  • Develop expectation across work groups to participate on Racial Equity Teams

Strategy 1.2: Develop workplace-based equity teams

  • Organize Racial Equity Teams responsible for leading implementation of the Action Plans within their respective departments

Strategy 1.3: Provide Racial Equity Training

  • Provide introductory Racial Equity Training to all employees.
  • In the Racial Equity Training, use a “train-the-trainer” model to continue to build internal expertise. Provide Racial Equity Toolkit training to all managers. Provide training on communications and messaging about racial equity to appropriate staff.
  • Make Implicit Bias and Microaggression training mandatory for staff, council, boards, commissions and volunteers
  • Provide New Employee Orientation (NEO) that grounds new staff members in our organizational culture and what the city is working towards
  • Make the Advancing Racial Equity: The Role of Government training mandatory for all supervisors and available for all staff members.
  • Make Using a Racial Equity Instrument training available for all staff members (Advancing Racial Equity: The Role of Government is prerequisite)
  • Provide opportunities for staff to engage in meaningful conversations about race
  • Establish clear racial equity expectation language and implement in handbooks, scopes of work, RFPs, and contracts