1. The Equity Business Case Why Workforce Equity is Good for Business
John Welch, Superintendent
Denise Altheimer, Executive Director, Human Resources
Melia LaCour, Executive Director, Equity in Education

2. Agency END and Commitment
Success for Each Child & Eliminate the Opportunity Gap
Become an Antiracist Multicultural Organization
State our business case is to close the opportunity gap. We believe in order to so, we need to work to become an ARMCO. This prepares our staff to expand their capacity to lead for racial equity by learning and adopt new skills and values to be able to change systems that result in equitable outcomes for students and families of color.
Policy

3. Business Case
Demographic shifts command and demand employer accountability of a diverse workforce. A diverse workforce improves decision making, problem solving and organizational creativity.
A moral imperative to actively examine & remove systemic barriers to inclusive and equitable engagement of people of color.
A social responsibility to a workforce that reflects the constituents and communities served.
Students of color greatly benefit from seeing teachers, administrators, superintendents and other staff who look like them.
Communities prosper when all members are respected, are able to access the economy and can authentically engage in civic life. It starts with our children.

4. Values Agency Principles & Practices Transforming Institutional Values
Values that govern employee engagement and accountability in support of the agency’s END and commitment.
Transforming Institutional Values
Values that cultivate terrain for anti-racist accountability to germinate within an organization.

7. Frameworks Antiracist Multicultural Organization Continuum
A mental model for assessing institutional conditions that maintain inequity. It describes three levels and six stages in the anti-racism multicultural development process. The stages are sequential - the learning and limitations of each stage contributes to the ability of the organization to move to the next stage.
Road Map to Success/BUILD
Foundational strategies to support student success in school readiness, high levels of achievement through K-12; and success in post-secondary education or career.
Racial Equity Policy
A Board adopted policy established to ensure the agency strives to become an Antiracist Multicultural Organization by changing policies, practices and procedures to eliminate opportunity gaps and achieve and sustain racial equity in education for each of its partner districts and Early Learning sites.
PSESD's Theory of Change or foundational strategies are referred to as BUILD.
B –Best Practices: Learn from each other by sharing best practices and replicating success U – Uphold Whole Child Tenets: Implement whold child strategies for healthy, safe, engaged, supported and challenged youth I – Instructional Core: Build capacity around the instructional core of effective teaching, relevant content and student engagement L – Lead with Racial Equity:Eliminate systemic racial inequities that impact student achievement and implement strategies that result in racially equitable outcomes. D – Data Informed: Understand our local educational issues and target needs
In addition to the foundational strategies, PSESD staff engage in READY, ACHIEVE and SUCCEED targeted strategy work to support the 2020 Goal of Success for Each Child and Eliminate the Opportunity Gap.

8. Strategies Racial Equity Policy Implementation Plan Racial Equity Tool
A comprehensive set of strategies aligned to support the implementation of the agency’s Racial Equity Policy.
Racial Equity Tool
A vital tool for facilitating race-conscious analysis of proposed policies, practices or programs. The tool allows for a careful examination of the likely impacts of a policy proposal in order to eliminate disparities and foster racial equity and inclusion.
Janice and Monte

9. Moving the Work into the ‘Bones’ of the Organization
Racial Equity Policy
Executive Director of Equity in Education
Equity and Inclusion Advisory Committee
Diversity Coaching
Professional Learning
Racial Equity Tool
Caucusing
Workforce Equity

10. Racial Equity Policy Work
Gathered input from staff
Collaborated with external consultant
Drafted administrative and Board policy
Adopted Fall, 2014
Modeling the way for districts

11. Racial Equity Implementation Plan Strategic Directions
Assure the Cultural Proficiency of each Staff Member and Eliminate Barriers in Hiring, Retention of a Racially Diverse and Responsive Workforce
High Impact and Equitable Services to Educational Partners
Provide Equity Leadership for Educational Partners
Collaborate with Stakeholders on an Equity
Agenda
Deeply Embed Equity Strategies into PSESD’s Organizational Culture and Hold Agency Leaders Accountable towards Goals

12. Workforce Equity Strategy
Data Evaluation
Recruitment & Selection Framework
Staff Development
The Horizon

13. Data Evaluation Baseline Applicant Data
Baseline Workforce Demographics
Measures of Progress
New Hires, Internal Transfers, and Promotions
Levels of Employment
Turnover

14. Applicants with No Race Identified
Applied: Screened: Interviewed: 37 Hired: 8 (8%)

15. Recruitment & Selection Framework
Establishes policies, systems, and processes that reflect the organization’s values.
Institutes processes to ensure fair and equitable hiring practices and decisions.
Creates conditions for shared responsibility and mutual accountability.
Provides professional development to hiring managers & staff to expand awareness of implicit bias & develop strategies to examine and interrupt.
Evaluates candidates awareness and/or openness to understanding systemic issues related to race, poverty, etc. via Equity Interview Question.

16. Applicants with No Race Identified
Applied: Screened: 69 Interviewed: 26 Hired: 5 (6%)

17. Three-Year Comparison
YEAR WITHOUT FOCUS SERVES AS BASELINE COMPARISON FOR AND

18. Staff Development
Develop and deliver a set of professional development aligned with agency END and commitment.
Ongoing staff development via multiple avenues
The Leadership Academy
The Emerging Leaders Program
Caucus
Diversity Coaching
Professional development and career goals incorporated into performance goal setting & evaluation process.
New Employee Orientation includes induction to what it means to become an Antiracist Multicultural Organization.

19. On the Horizon
Leadership Development & Professional Growth and Evaluation System
Competency-based job descriptions
Competency-based interview & selection process
Competency-based goal setting & evaluation
Hiring benchmarks
Build from within and attract externally
Retention strategies that reflect employee feedback - Stay Questionnaire
Maintain a culture that ‘lives’ its values and commitments

20. Recruit, Hire, and Retain a Racially Diverse Workforce
Questions
Recruit, Hire, and Retain a Racially Diverse Workforce