Anti-Harassment IDT Recommendations Presentation to Mayor’s Executive Team Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 1 IDT Co-convened by Mayor Durkan & Councilmember Mosqueda Provide recommendations on the following areas: • Training • Reporting Mechanisms • Personnel Rules Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 2 Convening the IDT • • • • • • • • Date (xx/xx/xxxx) August 1, 2018 Intentional 3 Full-Day Meetings Race & Social Justice Foundations Power Analysis Understand National and Local Impact Stories of the Most Impacted Understanding reporting process and personnel rules Trust and Community Building Department Nameof Human Resources Page Number Department 3 IDT Work at a Glance • Rigorous Timeline • Representative Membership • Subcommittee Work • Research • Guest Speakers • City Specific Data Collection • Shared Foundational Approach Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 4 Employee Data RSJI Employee Survey & Focus Groups Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 5 FRAMING • History of Anti-Harassment IDT and racial harassment organizing in City of Seattle government. • Leading with race and centering voices and leadership of people most impacted by structural racism. • Biases and socialization. • Survey structure Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 6 RSJI Employee Survey Respondents 12% Participation By Race 4% 2% 9% Multi Racial Ident. Other Response 5% Mutiracial White, Non-Hisp. Mid. Eastern Latinx/Hisp. Black/African Am. Pac. Is. Asian Am. Ind/Ak Nt. Date (xx/xx/xxxx) August 1, 2018 4% 1% 4% 1% Department Nameof Human Resources Page Number Department 58% 30% of employees respondents 4,231 respondents Gender Identity 1% Other Response 49% Female 46% Male (gender queer, non-binary, and additional identities not reflected) 7 RECURRING THEMES • Mistrust of HR process • Mistrust of Management • Fear of Retaliation • Lack of Transparency • Lack of awareness of Reportable Offenses • Racial and Gender Bias in Hiring and Promotion • Ageism Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 8 WORKFORCE EQUITY & WORKPLACE CULTURE: Experiences and Observation of behavior in the workplace that was unwanted, uninvited and in which respondents did not participate in willingly regarding RACE and GENDER. DIFFERENT TREATMENT BECAUSE OF YOUR GENDER? Experienced DIFFERENT TREATMENT BECAUSE OF YOUR RACE/ETHNICITY? Experienced Observed TWO OR MORE RESPONSES 31% OTHER RESPONSE 31% 23% 28% MULTIRACIAL WHITE, NONHISPANIC 24% 27% WHITE, NONHISPANIC MIDDLE EASTERN 25% BLACK / AFRICAN AMERICAN PACIFIC ISLANDER ASIAN AMERICAN INDIAN / ALASKA NATIVE Date (xx/xx/xxxx) August 1, 2018 0% 18% 22% 18% 26% 20% 7% 34% 24% 10% 20% 23% LATINO / HISPANIC PACIFIC ISLANDER 26% 7% Department Nameof Human Resources Page Number Department AMERICAN INDIAN / ALASKA NATIVE 9 5% 30% 14% 24% ASIAN 30% 23% 32% BLACK / AFRICAN AMERICAN 26% 28% 16% 18% MIDDLE EASTERN 33% 27% 28% OTHER RESPONSE 28% MULTIRACIAL LATINO / HISPANIC 23% TWO OR MORE RESPONSES 33% Observed 11% 26% RESPONDENT COMMENTS: Burden on Women of Color: “I've been in the same department for 5 years and the culture of my environment has been harassment on multiple levels and occasions. I've sought assistance through mediation, through my union stewards and rep and have spoken with my management on multiple occasions. It appears that nothing has ever happened as the behavior continues and happens primarily to people of color, primarily women of color.” -- Female, Black/African American Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 10 Better with Gender than Race: “Our office is significantly better at ensuring equity along lines of gender than along lines of race.” --Female, Asian (Manager) ANALYSIS: “Institutional Racism can be imbedded into the very fabric of our trades or professions, so deeply that we may not be able to recognize the behaviors until they become “Over the Top.” • Many of the most vulnerable feel unsafe to bring forth complaints for a number of reasons—mainly due to fear of positionality, identity, retaliation, lack of trust in the reporting process, or lack of knowledge about reportable offenses. The recurring themes for respondents indicated a fear of, or experience with, retaliation. • Many respondents of color indicated that they saw peers who had worked for over 5 years being pushed out of departments. • While some expressed distrust, many respondents encouraged managerial training and more transparency regarding case outcomes. Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 11 QUESTIONS • How do we define accountability? • What does accountability to those most impacted by structural racism mean? • How do we embed accountability throughout our department culture, policies, practices? Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 12 Recommendations Overview Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 13 Approach to Recommendations Ten Elements in Creation and Implementation 1. Anti-Racist and Anti-Racism Practices 2. Restorative Practices 3. Center and Empower Those Most Affected 4. Work Beyond Legal Definitions of Discrimination and Harassment 5. Accountability Measures 6. Accessibility and Transparency 7. Improve Workplace Culture 8. Trauma Informed Care Strategies 9. Survivor-Centered Approaches 10. Center Humanity Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 14 Overview Six Categories of Recommendations Date (xx/xx/xxxx) August 1, 2018 Commitment & Accountability Reporting Transparency Training & Development Policy Continued Work Department Nameof Human Resources Page Number Department 15 Recommendations • Data Collected via RSJI Employee Survey & Focus Groups • 35 Total Recommendations • 126 Strategies • Areas for Further Review & Consideration Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 16 Questions? Date (xx/xx/xxxx) August 1, 2018 Department Nameof Human Resources Page Number Department 17