[Ord. No. 1240, § I, 10-12-2021]
(a)
The City of Pittsfield recognizes its position of power and privilege
and the influence of its actions on the community. The City is committed
to recognizing, valuing, and responding to the needs of a wide range
of individuals who look to us for assistance, such as language, sexual
orientation, race, class, gender, ability, etc. In order to provide
effective service, every City employee must understand how to respectfully
interact with every community member.
(b)
By constantly learning about our community, evaluating our work,
and adapting our approach to ensure that we continue to deliver quality
services, we will create an inclusive and safe community where all
people are empowered to live, work, and play — where individuals
are respected and valued for their unique contributions.
[Ord. No. 1240, § I, 10-12-2021]
As used in this article, the following terms shall have the
meanings indicated:
Includes all the ways in which people differ, encompassing
the different characteristics that make one individual or group different
from another.
The fair treatment, access, opportunity, and advancement
for all people, while at the same time striving to identify and eliminate
barriers that have prevented the full participation of some groups.
The act of creating environments in which any individual
or group can be and feel welcomed, respected, supported, and valued
to fully participate.
[Ord. No. 1240, § I, 10-12-2021]
There is hereby established and constituted an Office of Diversity,
Equity, and Inclusion (DEI Office) in accordance with the provisions
of this article. The Office of Diversity, Equity, and Inclusion shall
serve both the City of Pittsfield and Pittsfield Public Schools, collectively
referred to as "City" herein.
[Ord. No. 1240, § I, 10-12-2021]
(a)
The DEI Office, through its Director and supporting staff, shall
develop and implement the policies, programs, regulations, and initiatives
of the City of Pittsfield and Pittsfield Public Schools related to
diversity, equity, and inclusion.
(b)
Additionally, they shall promote Pittsfield's commitment to building
a workforce that better reflects and serves the people of Pittsfield,
inclusive of race, ethnicity, religion, ability, age, sex, gender
identity, sexual orientation, veteran status, and other characteristics
that make us unique. Other duties shall include:
(1)
Developing and adapting a strategic plan that clearly articulates
vision, purpose and definitions to guide departments in incorporating
DEI principles into their operations, programs, services and policies.
(2)
Creating a Workforce Inclusion Plan, setting forth a plan for
developing a supportive, welcoming, inclusive and fair work environment
that enables employees to contribute their full potential and develop
professionally. The plan shall describe all efforts utilized to reduce
biased behaviors, policies and practices in the workplace.
(3)
Coordinating and supporting efforts by all departments to increase
equity in all the City does, including but not limited to: supplier
and workforce diversity efforts, increased community engagement efforts
particularly in relation to the Pittsfield's cultural communities,
strengthening support to the City's boards and commissions, and increasing
training and supporting the professional development of staff with
regards to the City's DEI framework.
(4)
Working with the Human Resources Department in designing and/or
ensuring the City offers a broad based curriculum aligned with DEI
and targeted to meet differing needs.
(5)
Measure progress toward DEI goals set forth by departments and
shall report such progress annually within the Affirmative Action
Annual Report.
(6)
Identifying focus areas and supporting the development of policies
and actions that improve equity in institutional and organizational
practices including hiring, training, retention and promotion and
business practices such as contracting, procurement, and grant writing.
(7)
Creating analytical tools to support all departments in identifying
the equity impacts of policies and decisions and identifying ways
in which to amplify positive impacts and mitigate negative impacts.
(8)
Developing guidelines which can be implemented across departments
for outreach, communication and community engagement to improve the
scope and effectiveness of City efforts to ensure that underrepresented
groups receive information and have the opportunity to shape city
policies and services.
(9)
Providing a forum for exchange of information and identification
of opportunities for collaboration across departments on practices
that advance racial equity.
(10)
Analyzing data in collaboration with pertinent City departments
and creating and maintaining a website and other informational tools
that document the efforts and progress in advancing DEI.
(11)
Assisting the Mayor's Office and departments who staff the City's
advisory boards or commissions in increasing diversity of appointments
and membership, as well as supporting and staffing, as applicable,
any community advisory boards that are or may be tasked with advancing
the City's DEI efforts.
[Ord. No. 1240, § I, 10-12-2021]
(a)
In accordance with Article 2, Section 2-10 and Article 3, Section 3-3 of the City Charter enacted by Chapter 72 of the Acts of 2013, the Mayor shall appoint, subject to the confirmation of City Council, a Chief Diversity Officer (CDO) who shall serve until a successor is duly appointed and qualified. The CDO may be removed at the sole discretion of the Mayor. The CDO shall have responsibility for all activities of the department, and supervision and direction of the personnel employed therein.
[Ord. No. 1240, § I, 10-12-2021]
Each department shall be responsible for working with the DEI
Office to ensure their work aligns with DEI policies, programs, regulations,
and initiatives. Each department shall incorporate DEI goals into
strategic planning and staffing. Each department shall also document
progress toward these goals and advancement of the work, which in
turn shall be incorporated into other reporting including affirmative
action and any other reporting developed by the DEI office and its
staff.
[Ord. No. 1240, § I, 10-12-2021]
(a)
In an effort to ensure that employees understand and value its importance,
training and education on diversity, equity, and inclusion shall be
implemented and shall be mandatory for all to complete.
(b)
Training shall be provided on a biannual basis on varying topics
including cultural competency and dexterity, unconscious bias, creating
respectful and inclusive spaces, and more. Training shall be inclusive
to and mandatory for all staff, elected officials, and appointed members
to City boards and commissions.
[Ord. No. 1262,
§ I, 4-11-2023]
This section shall establish a policy for additional compensation
to specific City employees to serve as DEI Ambassadors.
The purpose of a DEI Ambassador is to assist the Office of Diversity,
Equity, and Inclusion in creating a welcoming and inclusive work environment
for City departments. "Ambassadors" are City employees who will serve
as a resource for their colleagues and department while also serving
as a community builder for peers with underrepresented and historically
excluded identities. Ambassadors will help identify harmful structures
and increase knowledge and awareness about inclusive leadership and
communication.
(a)
Employees designated under this policy shall be required to attend
annual Diversity, Equity and Inclusion training and participate in
workshops developed by the Department of DEI. Training will include
but is not limited to: terminology, DEI best practices and strategies,
intergroup dialogue facilitation, conflict management, and restorative
justice practices.
(b)
Ambassador payment of $200 shall be awarded on a monthly basis after
the employee has completed initial intake interview and training.
An employee will continue to receive pay if they are actively engaged
in the Ambassador program and caught up on best DEI practices.
(1)
Pay will be discontinued if:
a.
The employee is reassigned to a different position or the functions
of the position no longer meet the essential duty requirement or any
other requirement for payment under this policy;
b.
The employee voluntarily withdraws from the program;
c.
The employee stops attending annual trainings and workshops
and meetings;
d.
At the discretion of the Chief Diversity Officer.
(2)
Employees receiving ambassador pay are expected to serve as
liaisons in their respective departments while also serving as a DEI
resource to other departments. This will help the Department of Diversity,
Equity, and Inclusion keep a pulse on the climate and needs in each
City department.
(c)
Procedures:
(1)
The request to serve as an Ambassador can come at any time during
the year. An employee must complete an intake form and submit to the
Department of Diversity, Equity, and Inclusion.
(2)
The Department of DEI will complete intake with employee and
once confirmed will receive next steps.
(3)
The Department of DEI serves the right to determine whether
an employee serves as an Ambassador.
(d)
Administration. The Department of Diversity, Equity, and Inclusion
shall be responsible for approving Ambassadors for any given department.
The Department will provide Ambassadors with annual trainings and
workshops that deliver DEI best practices and strategies. This Ambassador
Program will provide employees with the tools and skills necessary
to create a welcoming and inclusive environment in their respective
departments.
