Racial Equity Plan Goal 5 | Resumen del Plan de Equidad Meta 5

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Ver objetivos y estrategias en español.

The city will eliminate barriers and create opportunities to build a diverse workforce across the depth and breadth of local government including elected officials, boards, commissions and working groups.

Strategy 5.1: Address boards, commissions and working groups

  • Collect the demographic data of boards, commissions and working groups
  • Revamp application process, including forms, to support increased inclusivity
  • Ensure outreach and recruitment processes support and encourage racial equity
  • Identify and mitigate barriers in the operations of board, commission and working group meetings (times of day, frequency, locations, days of the week, etc.)

Strategy 5.2: Develop City of Boulder’s workforce

  • Hiring
    • Expand outreach opportunities to attract a more diverse applicant pool
    • Integrate racial demographics into screening matrix
  • Recruitment

    • Evaluate new and existing position descriptions to reduce barriers to access (e.g., higher education, professional associations)
  • Retention

    • Create support structures for employee racial and ethnic affinity groups
    • Explore and implement compensation for language skills

Ver objetivos y estrategias en español.

The city will eliminate barriers and create opportunities to build a diverse workforce across the depth and breadth of local government including elected officials, boards, commissions and working groups.

Strategy 5.1: Address boards, commissions and working groups

  • Collect the demographic data of boards, commissions and working groups
  • Revamp application process, including forms, to support increased inclusivity
  • Ensure outreach and recruitment processes support and encourage racial equity
  • Identify and mitigate barriers in the operations of board, commission and working group meetings (times of day, frequency, locations, days of the week, etc.)

Strategy 5.2: Develop City of Boulder’s workforce

  • Hiring
    • Expand outreach opportunities to attract a more diverse applicant pool
    • Integrate racial demographics into screening matrix
  • Recruitment

    • Evaluate new and existing position descriptions to reduce barriers to access (e.g., higher education, professional associations)
  • Retention

    • Create support structures for employee racial and ethnic affinity groups
    • Explore and implement compensation for language skills