Bureau Innovation Project Employee Survey Results

May 2005

Office of Mayor Tom Potter

Contained within this document are the employee responses to 2 of 10 questions from the Bureau Innovation Project Employee Survey, completed by almost 2,000 emp loyees in March 2005.

DIVERSITY RECRUITMENT & CULTURAL AWARENESS/RETENTION

“My bureau could recruit and hire people from diverse backgrounds by…”*

“My bureau could improve the level of cultural awareness and understanding by…”*

*Comments have only been edited to preserve the anonymity of employees. Comments are arranged by bureau. Bureau Innovation Project Employee Survey Data 1

My bureau could recruit and hire people from diverse backgrounds by: Bureau Advertising in neighborhood newspapers and newsletters. Attorney Advertising in publications & networking w/in legal community but hiring the best candidate who Attorney applies regardless of ethnicity. Collaborating more directly with the law schools and getting additional and necsesary funded positions, Attorney that could be filled at entry level, which would allow us to hire lses experienced attorneys and consequently, a more diverse workforce. Usually our hires are expected to be fully capable, which means they have been in practice for a while, which means that the pool of available people from diverse backgrounds is much smaller Encourage employees to participate in professional groups that have as astated goal promoting Attorney diversity. ie. Oregon State Bar committee. Participating in community activities that involve diverse populations. By doing so the employees would meet potential canditates for employment in the future.

Establishment of more designated, entry-level positions, including law clerks, paraglegals, legal Attorney assistants, administrative support personnel, and attorneys, allocated for affirmative action selection and hiring. This would allow the office to participate more actively and fully in Oregon State Bar and other organizations' minority and female hiring programs. Hiring people from diverse backgrounds. Attorney I feel we should only focus on diversity when all other applicant skills are equal. Attorney Increase the number of positions in our office so there would be opportunities for new hires of younger Attorney people. Making time for designated professionals in the office to engage in outreach and recruitment efforts. Attorney

My bureau already does this Attorney My thought is that my bureau uses every avenue to try and recruit people from diverse backgrounds, Attorney but as had difficulty recruiting professional. We usually hire attorneys when there is a backlog of work, therefore we need experienced personnel to get us caught up. As for law clerks, we try and hire from a diverse background so that they learn about our office and hopefully apply to work for the city in the future. We might get diverse applicants if the positions were entry level, but then again we need the experienced attorneys at the moment. Participate in minority job fairs; active participation in Bar Diversity Section; plan ahead for position Attorney recruitments so that out of area attorneys and staff can be recruited. Recruiting and hiring are two different steps which should have been listed separately on the Attorney questionnaire. Recruiting from diverse backgrounds is very important. Then the most qualified candidate should be hired based on his/her qualifications, not on diversity quotas. Recruiting is done very well - the problem tends to be the pool of resources out there to h8ire from. My Attorney office requires a high level of education and experience, with a willingness for these professionals to make less than they can in the private sector. Making that package enticing to a diverse background of qualified individuals is the difficult part. We are doing some mentoring - which may pay off in future hires. The primary obstacle to hiring people from diverse backgrounds is the limited of diversity of people in Attorney the pool from which we can hire. This biggest handicap the City Attorney's office has is the lack of a diverse candidate pool from the law Attorney schools, and those that are around are picked up by private firms at a wage the City cannot pay.

We already actively pursue recruitment of minorities and people from diverse backgrounds. Attorney Unfortunately, we don't get a very good response from people from diverse backgrounds to apply. Bureau Innovation Project Employee Survey Data 2

My bureau could recruit and hire people from diverse backgrounds by: Bureau being involved in high-schools -- kids need the basics and a foundation upon which to build. This isn't Auditor recruitment per se, but it seems to me that it's important to create the environment in which kids have the skills to choose their direction -- then we would have a divers pool of people to choose from .....

Continuing current practices. Auditor encouraging colleges and high schools to develop internship opportunities with the city that Auditor encourages professional/educational development in areas pertinent to government. While I fully support diversity in all areas of life, I know that to target hiring practices in my profession would be difficult. Universities are having a difficult time encouraging minority students in this field and have been actively working to address the issue for years; I'm sure it is the same in others. Perhaps a chicken/egg dilema. encouraging work study students from diverse backgrounds into our bureau. Auditor Hire the most-qualified with no regard to race, sex or age. Auditor looking to the older people Auditor Making more of a concerted effort in active recruiting. Auditor providing apprentice opportunities Auditor 1. Partner with minority groups/associations to do outreach to minority college & even high school BDS students regarding career opportunities in technical areas we employ (urban planning, plans examination, inspection). 2. Do more recruiting of minorities for administrative & managerial positions - work w/minority groups/associations to recruit minorities already in the workforce, and do more outreach on college campuses. Accept that there will be inefficiencies. Provide an apprenticeship/intern program that actively recruits BDS those from divergent backgrounds; a major step in this program hould by psychological profiling to select those people who are most likely to accept american principals of wok and ethics. allowing job shadowing from minority and disadvantaged high school and college students. more BDS public service announcements. Start celebrating all diverse instead of supressing it. by recruiting new employees from schools, technical colleges and universities outside the Northwest BDS region, with more focus on area of the U.S. that have a larger ethnic minority population than Oregon.

By speaking at community colleges and offering more intership type opportunities BDS Comparing existing education of people with education gained in the United States. BDS conducting a FAIR recruitment process. One that does favor cronyism. (currently, seems to be lead by BDS white females) Friends are promoting friends regardless of qualifications. If you dont' get the "tap on the shoulder" don't bother applying. FACT: Certain applicants are given "similar" question before an interview so they perform better during interviews. Just make this process FAIR open it to EVERYONE diverse, qualified, whoever. Create entry level positions (one step down from OSS I) for targeted high school graduates, kind of a BDS post high school head start. Create CSA-type classifications which will keep costs down, yet provide students with training, experience and most importantly, at training's end, information on HOW to get hired by the City. Even college graduates don't know how the hiring process works.

Diversity is not the only criteria, but actually being able to fulfill the responsibilities and job duties BDS required of the position is critical. Ethnic background, religion, etc a person is, should be secondary to being able to fulfill the requirements of the job Bureau Innovation Project Employee Survey Data 3

My bureau could recruit and hire people from diverse backgrounds by: Bureau Do job outreach to ethnic minority groups with specific language skills (ie eastern European) ... BDS especially with entry level jobs for people with fewer skills. Then the bureau should consider if they will assist with education and training to eventually move people into higher skill jobs. Another idea: Maybe the City should consider an education scholarship ... if a person gets this scholarship then they are required to work for the City for a minimum of * years. (I was awarded a similar scholarship by the federal gov many years ago, although I turned it down because I didn't want to work for the Department of Defense). If they didn't work for the City within a period of * years after graduation, then they would be required to pay back the scholarship. doing more outreach, improving recruitment strategies and participating in cooperative work BDS experiences to a greater extent. Educating the public on how they can get the skills required to do the job, and to navigate the road to BDS getting required certifications. Encouraging education and entry in profession by people of more diverse backgrounds and also by BDS looking outside this area to a less homogeneous potential pool of applicants. Expaning the search for a new director to a National Search!!! To limit the hiring pool as has been BDS decided gives a statement that the city does not want to hire the very best and most qualified person to lead us. It starts at the top. It sets the tone. I am very disappointed that the recruitment has been limited for no apparent good reason. I fear this means that there is someone already in the chute who will simply be a yes man to the commissioner in charge, and will have little or no extensive experience in managing a major bureau with a multi million dollar budget and a diverse yet unified set of review and development goals. PS having a very inexperienced interim director in charge for this long is not a good example of having diversity... I would hope that we would hire competent and experienced and qualified people for jobs, regardless of race, etc. exposing itself at local career fairs and local schools and de-emphasizing the out-of-town talent BDS approach First by recongizing the contributions already made by the ones already working for the city. When BDS employees from diverse backgrounds are respected and promoted this will be seen by the public and draw more people from diversed backgrounds to the City. When the only way to be promoted in the Bureau of Development Serivces was to be in the social group of the "Friends of Margaret" as the term was know, what incentive is there? Margaret may be gone but the ones placed into management position under her reign are still there, and they are marching forward. There must be changes, and it must start with management. From what I've seen, people of diverse backgrounds get 'appointed' to positions w/o the position being BDS opened up to everyone already in the bureau. Hiring the most qualified, without regard to background BDS Holding a job fair on career day at high schools in diverse neighborhoods so the Seniors can get an BDS idea of what to study in college that would enable them to pursue a position with the City. Most students probably don't have any idea what types of jobs are available, or what skills would be of most use. Also we could hold a job fair at the local colleges. Freshman, and Sophmores too, may be looking for direction for their studies. I believe many people from diverse backgrounds apply for City jobs, but recruitment at educational, BDS cultural and religious sites would be an aid. I believe the best candidate for a job should be hired regardless of race or background. BDS I think LGBT and people of color would have a better chance of being hired in various Bureau if we BDS broke down the dysfunctional HR process that allows far too many "limited recruitments" just to put the pre-selected person into a position. Let's Be honest about getting the best people into the City!!! Look at the Director of BDS position that recently opened up. This should be full open hiring process to the whole country!!! It is in important position in our City. It is not right to do limited recruitment for the position.--- Bureau Innovation Project Employee Survey Data 4

My bureau could recruit and hire people from diverse backgrounds by: Bureau I think my bureau does a good job of hiring people from diverse backgrounds. Open recruitments in BDS publications other than just the Oregonian helps. I think that there is too much focus on diverse backgrounds and not enough focus on who would be BDS best for the job. Initiating an apprenticeship program for certain skill sets. There is already an active program for BDS recruiting Community Service Aides. I think it would also be good to recruit for open positions in areas of ethnic concentration to ensure that people who may be somewhat isolated from mainstream media hear of opportunities. Initiating an apprenticeship program for certain skill sets. There is already an active program for BDS recruiting Community Service Aides. I think it would also be good to recruit for open positions in areas of ethnic concentration to ensure that people who may be somewhat isolated from mainstream media hear of opportunities. insuring that job interview panels are made up of people from diverse backgrounds. BDS Just doing it. The people of color, gay people, Jews, Muslims, and working class people in my Bureau BDS don't encourage people in their communities to apply because my Bureau is not the safest place to be if you are a person of color, gay, non-Christian, or come from a working class/poor background. The notion that there are not qualified people from these diverse groups to do BDS jobs is a fallacy. Value difference, and start hiring people who are different. Lift the freeze on hiring. BDS Looking at the broad spectrum of students enrolled in related field programs at nearby educational BDS facilities. Advertising in diverse population areas. more accurately hiring to match the diversity of the community. Portland is made up of people BDS transplanted from all over the US and World, however the employees of my bureau do not accurately represent the community. My bureau is already hiring people from diverse backgrounds BDS Not making such a big deal. People should be hired becasue they are qualified, not because they fit in BDS a racial category. Diversity is wonderful, and needed, but creates tension when it appears that someone was hired for his race only. Our Bureau needs qualified, certified people. Hiring for ethnic diversity could be dangerous. I think in order to get a more diverse work for, my bureau needs to advertise in all areas of Portland and Washington, but hire the most qualified applicant. partnering with the community colleges and PSU who offer the technical training programs many of BDS our staff (BDS)need to be certified. We could do joint outreach in the community...the schools would provide the training and we would provide interships and untimately jobs. People should be recruited and hired as the best person for the job, not based on backgrounds. As a BDS melting pot society, we are all american and from basically the same background. Personally, I feel like a more important goal is to recruit and hire talented and knowlegeable staff of BDS any background. Hiring should be colorblind. Placing job openings in media sources outside Portland metro area, and actively recruiting from BDS schools/colleges/universities outside of Portland/Oregon area. providing a wage that would attrack and compete with the private sector. Hire personel on there ability BDS not skin colour, religion or sexual orientation. providing apprenticeship programs for under-represented job classes. Also look internally. There are BDS already people working in the bureau who could qualify. providing more public outreach of job announcements by using trade journals, publications rather than BDS just newspapers and internal job postings. Quit hiring friends and relatives BDS Setting up a mentoring program between Bureau employees and local schools and colleges. BDS Bureau Innovation Project Employee Survey Data 5

My bureau could recruit and hire people from diverse backgrounds by: Bureau Since merging the Land Use Review division with the BDS (formerly OPDR), I have observed in effort BDS and results recruitment and hiring of women and other minorities. Even so, the Land Use Review division could do better in recruiting Planners of minority cultures/races. And the inspection division could do better in promoting females and minorities. Standardizing hiring processes to ROUTINELY include outreach to targeted groups of diverse BDS applicants. It seems like each hiring process "reinvents the wheel". It seems like we don't get enough proactive assistance from BHR; they seem to say, "Do it the way you want to, then we'll tell you if you're on the right track or not." BHR should provide specific lists of info such as community groups and media representing targeted groups. We shouldn't have to figure that out each time we open a position. This should all be worked on continuously; not just when there's a position coming open. BHR should take the lead on diversity recruitment. Our BHR rep seems uninspired and also bogged-down with "paperwork"; she is not able to get proactive and dig-in to improving diversity recruitment.

Supporting diversity in the training programs that prepare people for the bureaus highly technical jobs. BDS

Visit and speak before classroom groups and training centers, to remind them that their progress BDS towards apprenticeship or degrees is also a path towards code official work in the same building industry. Given the relatively unbalanced historic white male-skewof the design, construction management and skilled tradesBDS has definitely been pushing the envelope for about 10+ years in recruitment of women and miinorities. We already hire diverse above others regardless of skill. BDS Widening the hiring area recruiting qualified people from other cities if necessary. BDS working harder to reach out to contractors of diverse backgrounds, rather than simply filling groups BDS that speak for stakeholder concerns with those from dominant culture. To show openess to work closer with these professionals opens the door for them to want to become part of the system they may not have previously trusted. working indivisual bureaus working with community college and high school recruiters/employement BDS offices. ...accepting the fact that it would have to hire less qualified people. BES ...not using diverse backgrounds as required criteria and by hiring only the most qualified person for BES the job. Discrimination based on a diverse background or a non-diverse background should not be encouraged. 1. Including more people of color in the hiring comittees. 2. Promoting more minority BES supervisors/managers would create educate the bureau on what a person of color can bring to the work we do. 3. The bureau can do work but if BHR does not stand behind the recruitment process(elimination of good ole boy club) then its no good to the employees or citizens. 4. Tap into organization like OSHA, Black United Fund, Native American Youth for interns so that we can expose other children of color to the work we do. I have seen virtually no employees of color recruited in intern positions. this is key in gaining access to the engineering industry. 5. Out of 500 employees, there are virtually less than 2% african american and don't know what the stats look like for asain/pacific islander or hispanics. 1. Putting recruitment notices on local and national newspaper for different ethnic group. 2. Encourage BES minority city employees to tell their friends about employment opportunities within the City. affirming its commitment to affirmative action. Extend internship opportunities to local community BES colleges- especially those with higher minority enrollment. Awareness to High School Students for career direction. Set up a scholarship to a High Grad. for area BES the Bureau would have a job, instead of family adoption at Christmas. Bureau Innovation Project Employee Survey Data 6

My bureau could recruit and hire people from diverse backgrounds by: Bureau basing diversity on socio-economic characteristics and not solely on race. I believe recruitment should BES target diverse populations. But hiring should be based primarily on merit. I believe affirmative action can backfire if an employee is hired largely based on their ethnic background and not so much on their job qualifications. begining in the high schools by recruiting people by stating the type of training is needed for the jobs BES that the city has Being more proactive in recruiting; mentoring from the high school level onward. BES By having different people sit on the interviewing boards. BES carefully interviewing and not discriminating BES competitive exams/criteria. INeither is happening. BES Conducting recruitment and selection from local qualified candidates. Are considerations possible for BES local candidates to be reviewed/interviewd prior to intervewing out of state canididates.

Consider hiring some professional positions at lower levels to reach more into the college- or graduate BES school-levels. considering all groups...not just Oriental and Phillipinos to fill quotas. BES Continue what they are doing. Hire and retain based on objective measures of merit, not engage in BES afirmative discrimination. Continuing their partnerships with PSU. Working with diverse students in Portland to encourage them BES to study science and attend college. Decentralizing some HR functions. We need more hands-on time from HR reps who spend more time BES in the bureau, learning more of our needs, doing outreach and educating our bureau on ways and means of recruiting, hiring and retaining all employees regardless of background. Define diverse backgrounds????Multi-tasking? different part of country? BES DESIGNING A BETTER APPLICATION PROCESS. CURRENT APPLICATION PROCEDURES BES SOMETIMES SEEM TEDIOUS AND UNFAIR. Education, communication skills, experience, a person who work hard and willing to learn new things. BES

Either lower the standards required for new hires, or actually using an apprenticeship program as a BES training tool instead of a means to pay skilled individuals substandard wages. encouraging people of diverse backgrounds to enter into utility and environmental professions. BES Working with the local high schools and colleges would help. Often when I get a list of potential candidates, there are no people of diverse backgrounds on the list. Exams need to be better advertised to diverse groups. This is a difficult issue, as we try to hire the BES most qualified applicant in all cases without considering race or ethnic background. We oftentimes don't get many applicants that don't fit the ethnic majority (white males), let alone minority applicants that are the best qualified for the particular position of interest. It's also difficult when the majority of Portland's population is currently Caucasian, with an even higher percentage of college graduates.

Expand intern/summer programs with local community colleges and high schools. Sponsor science BES fair teams at high schools. Advertise and have ratepayer open houses to show the public where their $$$ goes. Extensive use of summer interns. BES first insuring that the potential candidate is QUALIFIED to do the job. Hiring someone just because BES they come from a diverse background has failed here more than once. COP cannot be blamed because someone lacks an education, skills or previous experience, but COP policy can be blamed when someone gets hired based on a quota and cannot perform the job to expected capacity. Bureau Innovation Project Employee Survey Data 7

My bureau could recruit and hire people from diverse backgrounds by: Bureau Focusing on quality, not quantity. That is, I believe we rely too much on non-proven concepts that if BES X% of PDX is a given census group, then an identical % of persons representing that group should be PDX emploees. That concept is not based on sound sociological principles but we treat it as if it is. Decisions to enter a given occupational field are as varied and diverse as any decision making tree one might encounter. It is naive and simplistic to assume otherwise. Forget about Diversity, Always hire the best qualified candidate. Without prejuist, diversity will happen BES on its own. From this statement one could conclude that this is a driver for making hiring decisions. From this BES perspective, I do not agree the the statement. The bureau's goal ought to be to hire the most qaulified individual, regardless of background, and through the hiring process have done due diligence in attempts to reach individuals with diverse backgrounds. The public will not be best served by a hiring decision driven by background. Given 2 candidates are equal- skills, knowledge, experiance, then, in my opinion consideration may be given to background. Getting more involved in mentoring programs in high schools to motivate and inspire teens from ALL BES backgrounds to study science. Then give those teens an opportunity to job shadow us during the summer. We have summer intern programs, but we can only hire one for our group. I want to reach thousands of kids, not just one. Greater outreach to students in high schools, community colleges and 4-year colleges. Career BES information open houses targeted to under-represented populations. Hire a more diverse workforce at entry level and make a commitment to promote within. Also, look BES more closely at employee disciplne and firing for diverse employees that we do hire. I bet if somebody did a study they would find that most of the employees fired or laid off are from a more diverse back ground. We need to work at keeping them after they are hired. I think a diverse workforce is rare and management is unfairly critical of work and does not help them succeed but expects them to fail.

Hire according to abilities rather than because someone is of a so called different cultural background. BES It's what they know, not what color their skin is or what sex they are. Hire the people who best fit the job PERIOD. BES hiring applicants with college education/degrees closely related to the field, and/or with working BES experience in same field. hiring just to be hiring to fill positions is not beneficial to either the city or the new-hire's co-workers Hiring apprentices and giving them the necessary training in the trade that they are interested in. BES

Hiring based on fair standards not the latest popular idea. Create and maintain standards that BES employees can comprehend and work toward instead of the characteristics of the supervisor's favorite person that are then listed as questions on hiring and promotional tests.Also a web video of what the job is like similar to the one the fire bureau displays. Hiring interns from diverse backgrounds and hiring them into bureau positions when they graduate BES from college. having assistance from BHR in recruiting in the most helpful places for minorities with science and engineering backgrounds. Going to local middle and high schools with higher minority enrollment and talking about the kinds of jobs which are available in the bureau and City. hiring managers who value people from diverse backgrounds. (The manager of my work group is a BES white male. In his first three years here he has hired three people, all white males.) Hiring managers with diverse backgrounds - especially in the technical units where virtually all the BES managers are white males. Bureau Innovation Project Employee Survey Data 8

My bureau could recruit and hire people from diverse backgrounds by: Bureau Hiring people to fill positions based on thier race or culture is wrong. It should be based solely on thier BES qualifications. If your concern is that not enough "color" is within our workforce then you need to focus on providing the necessary training to these groups and not penalize the people that have the qualifications by hiring non qualified people just because they come from a specific culture. That is discrimination. Plus you end up with less desireable results. Hiring qualified African American Engineers, computer programmers, experineced upper level BES managers ( I am caucasion, by the way ). hiring the most qualified individuals for positions BES Honoring the value of technical backgrounds other than engineering -- i.e. landscape design, biology, BES ecology, toxicology, planning, etc. Reaching out to professional societies, universities, etc. would help. The bureau feels diverse in terms of race, ethnicity, etc. On the professional front, it's way too heavily dominated by traditional engineers. How did the Mayors office measure the current disparity in recruiting and hiring to determine that this BES problem actually exists? My perception is that there is no such problem. My Bureau is already more diverse than the community it serves. I disagree that it needs to improve it's recruiting and hiring practices to increase diversity. The bureau hires people from a list that BHR sends them. BHR is the only Bureau that can do anything about recruitment and hiring. I am not sure. I know the City has to impression of being pretty anglo oriented. I think the application BES process is a burden to many people. I think the job postings should be more specific so people do not waste their time and energy on applications that they have not chance of obtaining a position in.

I believe the bureau really attempts to do outreach to people from diverse backgrounds, but in many BES cases the qualified applicant pool for engineering and other classifications may not be all that diverse

I feel it is far more important to recruit and hire the most competant people available no matter what BES their background is. We should continue to post job on the internet and advertise them in both major and community newspapers. But, the final decisions on hiring should be ability, competancy, qualifications and not background. I feel the bureau and the city in general tends to take new policies to the extreme. An example is the BES workplace harrassment policy. The city encourages employees to address any offensive behavior to be reported to a Manager. I believe a person should first approach the offender and let them know they are offended, and to please stop. Unless of course the employee feels intimidated. This is a social skill I teach my children. Otherwise I would be teaching them to tattle on one another, instead of working out thier problems. I find that qualified personnel from diverse backgrounds already exists within all bureaus. Focusing BES more energy towards it almost seems to border on discriminatory. I may not know all of the options available. The Civil Service process is obviously a deterrent BES sometimes in trying to reach out to a larger pool of potential candidates. In some types of work the best opportunities may lie in working with educational institutions to provide studies in the disciplines our Bureau needs to perform it's work. Also, continuing to do more outreach to the community, through high schools and job fairs, about the type of work we do and the knowledge and skills required. If there were more positions available for training or apprenticeships that has been somewhat successful in the past. However, the funding for such programs is hard to find at we hover at what is arguably minimum staffing levels in many professional or craft positions. I think hiring people from diverse backgrounds is fine, and I think my bureau does a good job of it. I am BES concerned that if too much emphasis is placed in strictly building diversity, then highly qualified candidates could be passed over in the hiring process for a person who is less qualified for the job simply because of their more ethnicaly or racially diverse background. Diversity should only be used as a tie-breaker for two equally qualified candidates in the hiring process, and anything more than that is, in my opinion, discrimination. Bureau Innovation Project Employee Survey Data 9

My bureau could recruit and hire people from diverse backgrounds by: Bureau I think the city does a lot toward this goal. I'd say that often times we spend more time talking about BES diversity than actually pursuing it. I think the most qualified person should get the job no matter what background!!! This would serve the BES public with the best employees. I work at the Water Pollution Control Lab for BES. As a whole, the workforce at the lab is very diverse. BES At a work-group level it is less so. I don't know about the rest of the Bureau. It would be interesting to see hard minority statistics by Division. This whole Innovation Project assumes that there are problems with diversity, inter-Bureau collaboration, and customer service. I haven't found that to be the case. The City is much more diversity-friendly, with a more diverse workforce than in the local private sector.

I'd rather see an emphasis on hiring the best person for the job, regardless of "background", rather BES than the best for the job. If you mean background experience in their field then I agree. If you mean just so you look good, then I BES don't. Improving the hiring process: I have interviewed candidates for my current group and have interviewed BES with several agencies/companies over the past couple years, and the City spends the least amount of effort in interviewing/getting to know candidates of any employer I have interviewed with. An interview I had last year with a large company involved a multi-faceted 9-hour interview including an interactive Q&A with HR and a regional manager, meeting and interacting with many prospective co-workers, and being put through various situations to see how I would respond. I wasn't offered the position I interviewed for but I was offered another position that they thought was a better fit, but that I was not interested in...... The City's interviews are little more than a short oral exam which does not mimic any scenario that I have faced while employed for the City for the last 3.5 years. Also, as part of the hiring process in helping make decisions about who to hire for our group, I have sometimes felt that some of the decisions we have made have been little more than a guess since we base our decisions on so little information. We have a uniform, formulaic hiring process which ultimately results in limited diversity since only a very narrow set of skills are currently evaluated. including someone with this interest directly in the recruitment and hiring process. I have been involved BES in 4 hiring processes to date and have found that management almost always have a canidate in mind which precludes the notion of divesifying our work force. Within my group there has been almost a wholesale transfer of one set of DEQ employees to BES because the head of our group comes from DEQ. She ended up hiring (or influencing the hire) with people she knew. The idea of diversifying the work force appears to be something my management feels they are somehow exempt from.

It does not matter the background of a person as long as they are the most qualified to do the job. BES

Knowlege and skill are much more important than your "diverse background" BES making certain they are qualified to do the job BES Making sure that job openings are advertized in as many places as possible BES Making sure the advertisements are sent to a broad range of diverse areas for employment BES opportunities. Making the hiring process more straightforward. I understand why many positions have tests to rank BES people, but it's more of a game you have to be on the inside to know how to play than it is a measure of someone's true knowledge or ability to do the job. MORE SUPERVISORY KNOWLEDGE AND INPUT OF EMPLOYEES TO HELP THEM PROMOTE BES THEMSELVES Bureau Innovation Project Employee Survey Data 10

My bureau could recruit and hire people from diverse backgrounds by: Bureau My belief is concern is that people will think this is something we can accomplish in the short term. But BES I don't think it is. I think we can make a more significant impact in the future if we are willing to invest in the future. What I mean by this is to look at today's children as tomorrow's working adults. This means a focus on schools and community services. I know that this quickly diffuses most people's enthusiasm because we want our satisfaction now. But to me this is where we need our focus for the longterm. This will require some committed and creative types to lay out a long term strategy that could give all of us some sense of where we can play our part.

My Bureau already seems to be quite diverse with a great mix of different races/ethnicities, gener- BES orientations, religious affiliations, etc. I think that although people with diverse backgrounds should be recruited...in the end, the best qualified candidate for the job should be hired.

My bureau did a very good job of this until the ASR cut the Human Resources Team, replaced it with BES the BHR team and the four extra people who have been hired to complete HR assignments with less ability, experience and understanding of how Human Resources should operate. So approximately twice as many people doing a lousy job at what they're doing. My Bureau Does a great job at R&S to be more reflective of our community. BHR rules stiffle that BES effort. By limiting the lenght of time a trainee can be a City employee. My bureau is very diverse and my workgroup is the most diverse workgroup I have ever worked with BES and one of the most diverse I have ever known. The job of my bureau is to provide service not to focus on social issues. If we make our work important and the workplace condusive recruiting will take care of itself. My bureau shouldn't have to do this. BHR should do the recruitment for the City under our now BES centralized HR system. The person we had in our bureau who did a great job of recruiting for many years was laid off when the City centralized personnel functions. We don't have the personnel to attend to recruitment. My Bureau's job is not recruiting and hiring. We hire from a list of qualified applicants provided to us by BES BHR. If BHR provides an applicant pool of all white males, we will be hiring a white male. As personnel professionals it is BHR's job to recruit qualified people with diverse backgrounds.

No improvement needed. BES not judging an applicant with fair english skills if otherwise knowledgable. Using creative measures of BES communicating; writing, drawing etc. in interviews. Taking individual learning preferences into account : audio vs. visual or kinestetic, not only audio. Giving people enough time to respond if English as a second language during testing. (allow extra time for that) Obtaining more support from BHR in outreach efforts, particularly for classifications in which the BES recrutiment "pool" has not traditionally included many minority candidates. Participating more fulling with employement recruitement and hiring fairs - at Universities, through BES organizations such as Girl Scouts & Boy Scouts of America, ethnic organizations, etc. Posting job openings in different languages in the cities ethic culture areas. BES PR campaigns directed toward desired populations. Information about City employment should be BES presented at high schools, colleges, vocational schools, neighborhood associations, churches, social clubs, etc. Promoting environemental awareness to minority communities BES Providing more train-to-fill positions, rather than requiring top qualifications from experienced only BES canidates. Use non-traditional avenues to target under-utlized groups. Putting employment ads in various cultural diverse newpapers and attending job fairs to provide BES information to the public. Really. really, really increasing minority recruitment efforts. BES Bureau Innovation Project Employee Survey Data 11

My bureau could recruit and hire people from diverse backgrounds by: Bureau Recruiting from a broader base of candidates than the centralized HR process does. As it stands, BES efforts to recruit from diverse communities is very limited. Diversity objectives require strategic outreach and recruitment efforts if they are to be successful. As it stands, HR does not have a plan for diversity recruitment (If they do, it's not implemented). There is a disconnect between bureau diversity objectives and HR practice. This needs to change. Recruiting is the key word here. In order to better attract qualified candidates from diverse BES backgrounds, recruiting will be needed. NO RECRUITING IS DONE NOW THAT I AM AWARE OF (I am familiar with the hiring process - 4 new hires in last 24 months). Recruiting is the key word here. In order to better attract qualified candidates from diverse BES backgrounds, recruiting will be needed. NO RECRUITING IS DONE NOW THAT I AM AWARE OF (I am familiar with the hiring process - 4 new hires in last 24 months). revising the current Human Resources hiring process. Currently, those hiring for a position receive a BES list of persons they are to interview which may not include people from diverse backgrounds. running employment ads in local and neighborhood publications (other than the Oregonian) BES Seeking opportunities to employ paid or unpaid interns from Portland State University (graduate school BES level) who come from diverse backgrounds. target entry positions to allow growth and experience for future appointments. work on mentoring BES program, expand use of students and interns. The bureau could be hiring people from diverse backgrounds. It appears to be a pendulum swing in BES BES to be an all male management environment. The hiring and recruitment process needs an overhaul. I work in the field, and when a job opening or BES promotion arises the people filling these positions are already handpicked. In other words take the recruitment and screening away from supervisors and have an independent authority recruit and select canidates for open positions. The important aspect is to hire people who are quilfied to do the work. true diversity is to reconize a BES person for who she or he is and the work they do. not to balance a quota The problem is with BHR. My choice as a hiring manager is often limited to the top five candidates on BES a ranked elligible list. How can my Bureau hire a diverse workforce if this list is not diverse?

They do a good job. BES This already occure or work force is very diverse. BES This seems to be an outreach function. As a mid-level manager, for me the exam and resume ranking BES processes are blind, although a racial profile of all candidates is generated with the exam results. In my experience, the selection committee "discovers" the diversity component when candidates appear for their interviews. treating those they have already hired better. Then those employees could be representives/mentors BES at recuiting workshops, or trade conferences. Nothing speaks as loudly as word of mouth and personal experience. Using diversity in the interview process. Have each interviewer handle an aspect of the interview and BES use interviewers from different but related departments. web info on positions, expectations, etc. BES While I feel it is important to recruit/hire people from diverse backgrounds, I, too, think it is very BES important, and oftentimes not talked about, to retain these employees. From some research into the retention of diverse employees that I did with my Bureau several years ago, I found we did a good job at recruiting and hiring people of diverse backgrounds and a lousy job at retaining them. I feel it's important to provide a workplace culture that encourages diverse perspectives, and embraces differing opinions -- like steel: the strength of us lies in those "impurities" (some famous author made this statement - forgive me but his name escapes me at this time). Bureau Innovation Project Employee Survey Data 12

My bureau could recruit and hire people from diverse backgrounds by: Bureau working closely to get Human Resources in support of diverse and proactive recruitment strategies, BES including traveling and targeting certain populations within our community. Working more with intership program in the schools to help develop the skills and interests early BES

Working with universitieis and community colleges to promote City of Portland as a fair, progressive, BES and satisfying place of employment. You hsow hire the best qualified person for the jog and not because of their "diverse " background. We BES are hired to do a job and have results, not recruit because it sounds good or is politically benifitial.

Avoiding the City HR system, particularly the lists, generic job descriptions and standard city outreach BHCD and recruitment. My bureau works on issues people from diverse backgrounds care about and there is talent and experience out there. The current HR processes don't connect to it & may discourage it. Anytime we have been successful in this arena we have added on our own outreach and explaination of the job and tried to not use the lists. The other serious impediment to diverse hiring has been a Commissioner that devalues the work by pushing us to hire any person of color regardless of whether they can succeed in the job. The right candidates are out there but our Commissioner gets involved in mid-level hires to push unqualified folks who then don't do well. He ignores or won't consider our suggestions of people of color who have the skills and experience that match the job.

Continuing our strong outreach to minorities during hiring periods, and creating short-term BHCD opportunities for interns and contractors to come to know the work of the bureau. doing outreach outside of Portland. We have a diverse Bureau in terms of race, ethnicity, religion, BHCD sexual orientation, and gender. However, a better question is how well we retain people from diverse backgrounds. dong the kids of broad-based recruitment we have used for hiring over the last 4-5 years. We BHCD developed our own distribution lists to supplement the recruitment channels used by HR. I was surprised at how little HR had available to do outreach to, for example, data analyts of color. HR basically told us to find them the outreach paths, and they would broadcast the info for us. This is not helpful. HR should have greater info and expertise. My bureau could also estblish some internships for local students from diverse backgrounds to expose them to community development. This could encourage more kids to think of C.D. as a field to consider professionally.

Exposing talented community development/public administration graduate students from diverse BHCD backgrounds to BHCD through the development of 3-6 month paid internship program. This could involve setting aside a portion of the budget to match cooperative work study funds at local colleges and universities. In the past when hiring, it seems HR has required us to keep the announcements vague only using the BHCD language from the classification to describe the position. I feel that if we could be more specific about the program areas that the position would work in, we would get more interest from diverse applicants. In addition, when we have been hiring for a position, and then will be opening a similar position in a few months and then hiring off the original list, this makes recruitment very hard. Essentially, we are trying to recruit people through an annoucement that does not provide specifics about the upcoming position. That process is not transparent! Offering more targeted internships and other entry-level offerings through focused outreach beyond BHCD the traditional "community development pipeline" Creating greater retention by offering promotional opportunities to existing staff from diverse backgrounds Our programmatic staff are all professionals who have had prior governmental or non-profit BHCD experience. Without this prior experience it puts job applicants at a disadvantage. An internship program for college students of color might be one way to expose our bureau's work to younger people of color, and pay dividends in the future. Bureau Innovation Project Employee Survey Data 13

My bureau could recruit and hire people from diverse backgrounds by: Bureau Receiving intensive, and then ongoing training for managers on HR and diversity issues. Provide BHCD intensive population specific trainings which are mandatory for all staff to improve comfort and skills essential for a healthy diverse work environment. Address bureau issues which affect turnover connected with cultural issues. Prioritize creating a healthy work environment and hire diversity trainers who are not white. Recruiting through internships, providing work study/volunteer opportunities for individuals who would BHCD otherwise not have a way into the system. Apprenticeships. Too often, 'diverse backgrounds' boils down to 'not white'. Culture and diversity are actually the unique BHCD experiences, backgrounds and lifestyles that make each person who they are, not just their race. I'm white and I'm bothered by the prevailing notion that I don't bring any diversity or culture to my office. I feel that my bureau could hire people of diverse backgrounds by recognizing that race is just one, but not the only, qualifier for diversity. Utilizing sincerity and diverse ways of measuring qualifications and strengths. Get out of the box and BHCD stop hiring people just like them. Make more of an effort at outreach to the minority communities and organizations in providing employment plus services. Stop hiring their neighbors and friends.

Actively recruiting in cultural newspapers. Building trust with minority communities by giving BOEC presentations at schools with heavy minority populations. Answer Unclear. However having somone of diverse background in the hiring/training mngt end would BOEC help, or at least liasoning with someone of different background. The problem is that people who don't do this kind of work don't understand the requirments of the job. By seeing who is applying and letting the bureau itself do the hiring and not HR. HR I hear has certain BOEC rules and we have to go by it. If that is true we probably will never increase toa diverse background.

Continuing to attend outreach programs and job fairs. Unfortunately, we're still not getting any real BOEC substantial number of qualified minority candidates. Don't really know. BOEC I dont care what the background is, we need the folks that can do the job- i dont care what their life is BOEC like outside the bureau, their race or religion. We need to find those that can do the job. I know this is not in line with the Citys way of thinking, but in my bureau, employees feel it is much BOEC more inportant to be compitent and be able to do the job safety, than any other issue including diversity. I have heard other people joke that a new employee could be green and from another planet, but as long as they could do the job without putting any police officer in danger, they would be welcomed. many efforts have and are being made. Has been said that since this bureau is often associated with BOEC the police that some cultures are not interested in this type of employment, or do not trust police. Increased efforts at times have not not produced significant changes in results. My bureau is the least visible of the public safety bureaus (BOEC). As long as our more visible BOEC partners (PPB especially) have negative relationships with diverse communities, public safety agencies will "have a bad name" in those communities. It is a fact - people work where they feel comfortable - where there are other people "like" them. Until PPB gets a better name in these communities - nothing will improve because these folks (and their kids) don't want to have anything to do with us. Work on the problems, not the symptoms. Talking to high school seniors in the area who are not planning on attending college and informing BOEC them of the opportunity to make a good living with their high school diploma while working with the community. This is difficult. I've attended a few cultural awareness meetings and being accepted into some of BOEC these cultures is difficult and time consuming. You must meet with the community leaders first. Once they accept you into their community, then you can approach others within the community and will be accepted by the community. Patience Bureau Innovation Project Employee Survey Data 14

My bureau could recruit and hire people from diverse backgrounds by: Bureau We're working with BHR to improve our recruiting efforts. BOEC 1. Coordinate with PSU and PCC to identify and encourage minorities to enter planning field, and apply BOP for City openings in planning-related positions with the City of Portland. 2. Bring back student internships to BOP and BDS, and coordinate with capital bureaus with their internship programs. 3. Explore taking the ¡§planning day¡¨ module, used last year at the OMSI, to community celebrations (Kwanzaa, etc.). Beginning a long-term effort to encourage minorties to consider planning as a career choice BOP Being allowed to grow. As it is now, we are at a bare-bones level for the work load we have. Being a BOP relatively new employee here, I am impressed by the dedication and knowledge of our staff. The majority of our planners have a long history in making Portland the wonderful city it is and being allowed to boost our planning base to include less experienced, people with diverse backgrounds, would add just that much more to the city as it is. The cuts to long term planning will severely affect the future livibility, vitality and heart of the city. Adding diversity by boosting employee count would be an excellent way to continue to grow Portland. broadening our public relations effort, letting the public know what we do by delivering simple BOP messages similar to what the Park Bureau does with signs on projects funded by bond measures (e.g.., Thank you Portland!; your funds built this swimming pool!); messages around the community would let the public know what this bureau and the city have accomplished. Broader, simpler messages would make this bureau and the city seem an attractive place to work again.

Describing our work and profession to students in schools with high minority populations. Create an BOP outreach program that works directly with PSU, U of O, and OSU minority student groups.

Expanding recruiting efforts into national planning publications that have a minority interest or BOP readership (i.e. divisions of American Planning Association etc). However, the planning profession in general has had a problem with diversity that is only beginning to be addressed. Having BHR actually help the bureaus with this, instead of telling the bureaus "you are the experts, you BOP tell us who to reach out to.." Having more positions we could hire people into, having more external recruitments for Senior Planner BOP positions (I believe most recent recruitments have been limited to existing City staff). I don't know how this could happen; we advertise and choose from a pool of applicants. If the BOP applicants aren't a diverse group, what can you do? Our bureau isn't very diverse as far as ethnicity, but the attitude of people is very inclusive and accepting. The only thing I can think of is to make sure the information for the job opening gets out to all parts of the city, that all are aware of it.

Increasing the amount of recruiting outside Portland (and Oregon). BOP Outreach to high school students to highlight career opportunities in planning in order to broaden the BOP pool of applicants and attract more applicants from under-represented groups. posting job announcements in nonprofit organizations that assist people from diverse backgrounds job BOP fairs? Promote internships among minorities and those from poor backgrounds. BOP Recruiting more people from outside Portland Metro Area - Portland's labor pool is very limited in BOP minority professionals. Through proper outreach, and seeking to get the very best for the needs of the position regardless of BOP background. Bureau Innovation Project Employee Survey Data 15

My bureau could recruit and hire people from diverse backgrounds by: Bureau With regard to the planning profession the issue of diversity concerns me. Planing and architecture BOP schools have historically had trouble with recruiting. Thus, we will always face similar problems. I would like to ensure that we are as diverse as the profession at large, but frankly think it is far more important to use talent and experience, rather than race or gender, as a basis for success. That said, all employees should be sensitive to and willing to address gender, race, and ethenic issues affecting the population of Portland. This is key. Working closely with Community Based Organizations, Schools, and Minority Assocaitions. Marketing BOP the profession to people of color, but it is difficult when there isn't someone of color making the case for this profession. Working with HR and other bureaus to do recruitment at colleges and universities with high minority BOP populations and relevant curriculum. Seek interns from outside the Portland area - like Seattle and LA. This is tricky because we don't have funds to relocate them, but many of our staff are former interns from PSU. Working with HR to expand recruitment to non traditional communities so that the pool of qualified BOP canditates will be more diverse. The city would benefit from a program to promote careers with the city that highlights the diversity that already exists among city employees. A test without race or gender. Fire Actually observing affirmative action rules. Fire Advertising Fire Advertising in alternative publications. Fire Advertising nationwide, then letting those people compete with any local people that apply. Fire Advertising the hiring process more openly to the public through ads, etc. Fire Advising people on how to PREPARE for a career in the fire service - maybe target those young Fire people entering college. Hire people based on their skills and preparation rather than diversity status. allowing everyone to compete on equal ground Fire Already do. Fire Already doing it. Fire Already doing it. Fire Already doing this. Fire Any impartial, valid test will yield diverse backgrounds. Fire Appointing the most qualified and physically fit person regardless of race or gender. Fire Appointing the most qualified and physically fit person regardless of race or gender. Fire As a fire bureau person, I am less concerned about having a diverse recruit class then an able recruit Fire class. I would prefer to work with people that are able to perform in a hazardous environment. This means that we hire the BEST person for the job, not the most diverse. Assessing candidates by skill level, background and integrity. Fire Attending employment fairs. Fire Better education and communication. Fire Bogus, bogus, bogus. Hire the BEST people for the job. I'm color blind - but I'm not blind to the fact the Fire hiring process puts diversity ahead of ALL. By going to a pre-employment program. NOT TWO LISTS. Fire By listening to the candidates that apply. Fire By reaching out to those under-represented and encouraging them to go into programs that will Fire increase their chances on being able to make the cut. However, standards cannot be cut as this could result in giving unfavorable treatment to anyone that might not be truly qualified. Equal Opportunity means being treat equally and not being made special. College athletic programs. Fire Committment to budgeting recruiter and staff. Fire Consider education programing in the high schools. Fire Bureau Innovation Project Employee Survey Data 16

My bureau could recruit and hire people from diverse backgrounds by: Bureau Continue to stay on the forefront of new hiring and recruiting processes. Be open and dynamic to Fire change. Continuing as they are. Fire Continuing current efforts at present level. This is important but not at the expense of everything else. Fire

Continuing the process now in place. Fire Continuing the program we use now and highlighting and encouraging our minorities to help with the Fire effort. Continuing their current efforts. Fire Continuing their current practice of reaching out to minority communities and getting them interested Fire and ready compete for he job. Continuing to fund the recruitment offices position. Fire Continuing to recruit qualified candidates through efforts at college, military and workplaces. Ensuring Fire qualified candidates (academically and physically) will insure success in the training phase.

Current methods are fine (I am a minority and I am worried that there will be another shift to intensify Fire the hiring of "diverse" employees regardless of capability to do the job). Develop recruit training that prepares recruits to take a test with all candidates like the last consultants Fire advised. Developing educational opportunities to all highschools to highthen awarness and spark intrest at that Fire level instead of recruiting adults who have had no interest or exposure in their past. Do a fair job right now, but our recruiter could use more help. Also, no one is being prepared to take Fire over when he retires. Do good already. Fire Do more active recruiting, especially of women, but go to the college athletic programs. The likelihood Fire of getting women physically capable of doing the job is greater than in the general population. With over 2200 applicants taking the last test, the word is getting out. Do not agree with recruiting. Hire best people for the job no matter gender or race, etc. Fire Do to much already. We should look for quality instead. Fire Doing a good job in both areas at this time. Ongoing for 10 years now. Fire Doing a good job. Fire Doing it currently. Fire Doing more outreach and getting rid of the trainee list. Fire Doing the same thing they are currently doing. Fire Doing what they are currently undertaking. Fire Educating people about the job. Fire Educating public. Fire Educating them on the hiring process and the need for better communication. Fire Establishing tougher entrance exams, raising the standards for hiring employees. Fire Expanding the recruiting staff. We currently have one full time recruiter, but his direct involvement in Fire HR issues, entrance exams, oral interviews and related matters leaves little time to develop effective strategies to enhance diversity in our workforce. Finding and encouraging persons with diverse backgrounds. Using one test, one standard, and only Fire one process for obtaining employment, and then hiring the most qualified person from that one list.

First of all, value and respect the employees we have. Then recognize the efforts that current Fire employees have made. Then recognize and believe that the current employee is NOT the bad guy.

First, determine who are the QUALIFIED people from diverse backgrounds who are actually in the Fire labor pool. Then inform them of job opportunities. Bureau Innovation Project Employee Survey Data 17

My bureau could recruit and hire people from diverse backgrounds by: Bureau Focus on COMPENTENCY!!!...the color of your skin or where you come from should be a Fire consideration not THE consideration. Focusing on background/experience, not gender, race, sexual perversity. Fire Forget about hiring from "diverse background" and hire the very best you can that are capable of doing Fire the job. Getting diverse people to take the test. Fire Getting the word out to people who don't know how to or where to go to find out who is hiring. Fire Giving everyone an equal chance. Stop the reverse discrimination and get rid of the trainee program. Fire

Giving info to high school only. Fire Go after potential employees who are motivated and physically active such as college sports Fire programs. Also, recruit effots should focus on people who want to be here, instead of our current.

Going into neighborhoods and colleges and explain the job and then hire the best people for the job. Fire Not this reverse discrimination practice you currently do. Going to college sport teams to find healthy diverse people. Fire Going to college where they are preparing for the fire service - i.e. fire science. Fire going to different high school of diverse backgrounds and give hope to students that need it in a job. Fire

Going to local high and trade schools, educating young people about the job and telling them the steps Fire they need to take to get a job here. Going to the high schools. Fire Going to the schools - grade, middle and high schools. Fire Good job. No change necessary. Fire Having an open enrollment FAIR to everyone; diverse backgrounds can apply just as the next person, Fire but NOT recruited. Having career days at public schools and community areas. Fire Having ONE recuritment process that allows the most qualified candidates to get hired. We all come Fire from diverse backgrounds. Having one test, one list. Fire Having recruiters spend more time recruiting instead of doing administrative work. Have stations get Fire referral cards - could send name and number to recruiter of interested people. Hire people because of their education and qualifications. Fire Hire the best people for the job. Fire Hire the best people regardless of background. Fire Hire the best person for the job, regardless of race, gender, sexuality, etc. Fire Hire the best person for the job. Fire Hire the best qualified people regardless of their race or gender or background. Fire Hire the best, not the most diverse. Fire Hiring diverse is good. But everybody should be held to the same standard and meet the same Fire expectations. The Bureau needs to do a better job at that. Hiring from the current trainee list passes up more qualified, motivated people on the regular list. Fire There is no shortage of applicants. Hire the best person for the job. If a person has a diverse background and is motivated they will succeed. Hiring people best suited for the job, regardless of background diversity. Fire Hiring people that want the job. Fire Hiring people who can do the job, period. Fire Hiring people with the qualifications to do the job. Fire Hiring practices based solely on merit, not race or sex. Use one list to hire from. Fire Hiring qualified applicants - no just jonny come latelys. Fire Bureau Innovation Project Employee Survey Data 18

My bureau could recruit and hire people from diverse backgrounds by: Bureau Hiring qualified people. Fire Hiring the best person for the job, regardless of diverse backgrounds. Fire Holding informational seminars or question and answer sessions in diverse neighborhoods. Fire Holding open recruitments available to all interested people. Fire How about hiring competent people first. Compile a list solely from test scores and interviews, as well Fire as PHYSICAL ABILITIES. Once the list is compiled, hire from the top of the list. Hire the best candidate. We are all people. Race and gender should not be an issue. I already think we do all of these well. Fire I believe that Erwin Warren is doing an excellent job in attempting to meet our recruiting goals. Erwins Fire efforts in recruiting candidates from diverse backgrounds, I believe is outstanding. I believe the Bureau should recruit and hire the best suited people for the job, regardless of race, Fire gender, religion, etc. I believe the department is already doing a good job of this (Irwin Warren). Fire I do not believe in recruiting people, if people are interested they will apply. Why do we spend the time Fire and effort trying to recruit people when there are so many qualified people who are applying on their own? I do not care! I just want people who have passion for the job! Fire I don't think the bureau should have to waste time and money trying to get people from diverse Fire backgrounds to work here. If they want this job, they can inquire about it on their own, just like other hundreds of people do. I know a guy who just took the test. He is black, very fit, Bachelor's degree, 5 years paid experience Fire with Fort Worth Fire and only ended up 200 on the present FF list. He would be perfect for this job, but probably won't make it. Look HARD at interview process. I think hiring people from diverse backgrounds is important, but going out and targeting only specific Fire groups could be considered discrimination. I think it is more important to hire people who can perform the job!!! Don't really need to change hiring Fire practices. Make the process fair and make it a reflection of what the job entails, not the city's job to "recruit" people/ People who are qualified and enthusiastic to work the job will come to you.

I think it would be more important to hire great people than to hire anyone. Fire I think that most every venue has been explored and tried. They certainly have made every effort to Fire construct the exams in a way that everyone should be able to pass... which is not necessarily a positive thing. I feel that some of the changes that have been made have made the job more dangerous by allowing individuals access to a career that requires more strength than some individuals are able to muster... putting them and current employees at risk. I think the bureau should have the best person for the job, not the most diverse person. Hiring Fire someone becaues of minority status is a form of RACISM. I think they are being very pro-active in doing this. Just keep up the good work. Fire I think they are doing a great job. Fire I think we should spend more time hiring from pools of people that have an interest in this job, rather Fire than trying to meet quotas. If the City would let us hire! The continual 'cut, cut, cut' budget practices leaves the Fire Bureau with Fire fewer positions each year. In the mid to late '80's we had a good recruiting program in place but no way to hire. We now have a fair/good system in place and are facing additional cuts which will limit the number of new hires. If the person can do the job, it should not matter what background they come from!! Fire If you make an effort - and I am - sure you must try to advertise or publicize to diverse people or Fire cultures, but you should get motivated people. Increased presence at high schools. Fire It doesn't matter...hire people who can do the job. Fire Bureau Innovation Project Employee Survey Data 19

My bureau could recruit and hire people from diverse backgrounds by: Bureau It is important to get the BEST APPLICANTS irregardless of race or gender - all green people - so be Fire it. It is not always best to hide someone based on diversity. Good candidates seek this job, not the other Fire way around. Just hire the best people for the job. Regardless of diverse background. We should hire people for Fire their character and attributes they bring to the job, regardless of their religion, race, etc. Just hire the person best for the job, use the KISS method. Fire Keep doing what we're doing. Fire Letting them find out about it like everyone else. Fire Lowering standards and circumventing traditional civil service during hiring practices. Fire Lowering standards and dancing around civil service rules and regulations. Fire Making the bureau an appealing place to work. Also, by setting them up for success, letting them know Fire fully what was expected of them so that they can stay hired once hired. Recruit people that can and want to do the job that are diverse, not just BECAUSE they are diverse. Minority GROUPS could speak at job fairs, colleges, etc. Fire More active recruitment at the colleges - especially community colleges. Fire More aggressive "on-campus program." More resources for recruiting. Fire More directed recruiting. Change standards to represent the actual day-to-day tasks. Fire More emphasis on ability than diverse backgrounds. Fire My bureau has been actively involved in recruitment and hiring people from diverse backgrounds for Fire over 30 years. I believe that we not only meet, but exceed the expectations and directions as given.

My bureau is already extremely active in this area. Fire My bureau should NOT worry about this. They should find the best people for the job - color and sex Fire are NOT important. My chief concern for this bureau is safety. It appears to me that this bureau is very conscious of Fire offering employment in a variety of ways to ensure the opportunity of hire. No need, already done. Fire No response. Fire Not changing a thing! The two list hire method has been doing a great job of diversifying our ranks. Fire not changing the current way of hiring. Fire Not focusing on a persons race or sex and concentrating on qualifications and experience. Fire Not looking at race or gender. Fire Not sure we could do anymore then we already are doing. Fire Not worrying about it. Hire according to skills, apptitude and performance. Fire Offering scholarships to minoritys specifically tied to schools that offer fire science programs. Fire One hiring process for all members. Fire One test and oral board. Fire Only hire qualified people regardless of background. Fire Open hiing to anyone interested, but only hire the best quailfied candidates. You don't have to waste Fire time and resources travelling all over the country to recruit specialty groups. If some one wants to work for the City of Portland bad enough, they will have been watching for the opportunity to arise, and they will find us; just like I and my generation did. No special treatment or discrimination. If we all pass the same high standard test, then we know that the qualifications have been met. Isn't that what Civil SErvice is all about ? Opportunties should be created but to artifically infuse any bureau with people who are there to fill an Fire ethnic or gender role is only creating a future problem. Have faith that, if well presented, the world can decide if they fit a job. Participate in high school job fairs. Fire Bureau Innovation Project Employee Survey Data 20

My bureau could recruit and hire people from diverse backgrounds by: Bureau Pick the best candidate. Regardless of their background. Fire Picking the "right" person for the "right" job. Fire Please do not hire people that can not do the job. If you have to lower standards to fill quotas, you are Fire doing the public a disservice. Promote the job, and hire the most qualified person. Fire Provide more recuriters. Fire Providing open competitive civil service exams. Fire Quit trying to. Just hire the most qualified applicant. Quit searching for people who really don't want the Fire job. We are passing up very qualified people just to fill an agenda. Reach out to high school students. Fire Reaching out to more than the vocal minority. My bureau does not do enough to reach Hispanics, Fire Asians and Eastern Europeans which are a large part of the Portland community now.

Recognizing diversity is not strictly an "ethnic" term. It includes people from different backgrounds. Fire Good employees seek this job and work to better themselves to obtain it. Recruit the best person for the job. Fire Recruiting at army bases and Oregon, Washington and California universities. Football, leadership and Fire all athletics. Recruiting at diverse colleges/universities. Fire Recruiting at high schools and colleges (community and universities). Providing information, Fire encouragement and training! Recruiting at local schools, providing preparation training for testing process, and having one hiring list. Fire

Recruiting athletes. Fire Recruiting in high schools in order for all to prepare themselves toward a career. Fire Recruiting kids at a younger age, so by the time they are at the age to test, they will be better prepared Fire and ultimately score higher. Should hire the most qualified candidates, regardless of race and gender. Fire Start by getting to the schools at earlier ages to let youngsters know more about the job of a firefighter. Fire

Start recruiting efforts early by targeting grade school age children and not limit the efforts to one Fire specific bureau. I feel it's important that the message conveys that there are many different opportunities available, depending on the individuals interest. In other words, Fire should also recruit for police, mainenance, Parks and vice versa etc. Starting in the grade schools to identify those interested in the job. Mentor (encourage) by having not Fire only "Take your child to work days", but days when those children who show an interest are introduced as ride-alongs, either in a group, or in smaller numbers, as they get older. A few children will tend to identify with that mentor, and hopefully the job they represent. Follow-up with a division - to - child / young adult or one - on - one letters of encouragement will also demonstrate our interest in them individually, not "them" as a group of people. Stay with our current progam. Fire Sticking to one hiring list. Fire Stop hiring based on gender or race, but on ability to do this job both physicall and mentally. Fire Stop working for diversity, and just hire people who are capable of doing the job. Diversity will happen Fire if you let it. Targeting colleges, trade schools, etc. to hire motivated, educated individuals not based on race, Fire although I enjoy the direction the bureau is going. Teaching people of diverse backgrounds about the fire department as a career. Fire The best person for the job by a competitive test. Fire Bureau Innovation Project Employee Survey Data 21

My bureau could recruit and hire people from diverse backgrounds by: Bureau The bureau should not recruit and hire people based on cultural/diversity criteria. That is called Fire "discrimination." HIre based on merit and qualifications only! The Fire Bureau has been, and continues to be, a leader in the area of recruiting and hiring in the area Fire of diversity. The Fire Bureau has made an asserted effort to recruit and hire employee's that are from different Fire protected classes and diverse backgrounds. These efforts have been met with limited success. It is now time to place the responsibility of recruitment on the shoulders of the groups that are demanding that the Fire Bureau do a better job of recruitment and hiring. If there are candidates that or available and able to fill a position with the Portland Fire Bureau then bring those people to our door. If your going to demand result then be part of the solution, Identify those people in your protected class, and assist them in the recruitment process. The taxpayer wants the best for the money and the most for their money. Fire They already put a lot of resources towards this. Fire They always have, diversity is more than skin color and gender. Fire They are doing a great job now. Fire They do, but they should hire the best person four the job! Regardless of who you are. Fire This is already done very well Fire Too much emphasis based on skin color and gender, rather than focusing on hiring efforts on Fire obtaining the most qualified candidates. Eliminate the dual list concept by creating a proactive recruitment program. Target colleges, universities, military and college athletic programs to find qualified individuals. Establish a culturally diverse youth fire explorer program which increases the future, local hiring pool. Ultimately, eliminiating the current and expensive "job corp" concept of hiring.

Using a one list system and encouraging minorities to compete on a level playing field. Fire Using firefighters who are trained at Peer Fitness Trainers to go out to schools and help children Fire become more active and see what firefighters do. Using one hiring list. Recruit qualified people from colleges, not just a person from a diverse Fire background. Using public service television advertisements, this would create a larget pool from which to pull more Fire qualifed candidates from. Using teams that target certain groups to go where the groups are, such as Cinco de Mayo, Pride Fire parade, high schools, etc. These teams would be specific to each group. In essence, they would specialize in the culture of the group they are trying to recruit. They would not necessarily have to be a member of that group but would need to be a "cultural expert". Visiting colleges and universities. Fire we already do a pretty good job. Fire We already do a very good job of that. It is important to maintain high standards. The recruitment pool Fire will rise to the expected standard through premployement training and infromation. The tax payer must get the most qualified people for the job. The tax payer is the consumer and they do not want to pay for a substandard product just in the interest of social and city political biases. So bureaus need to clearly identify the qualifiactions for each job, publicise that standard, recruit based on the standard and maintain apure hiring process free of goals and biases. Every person working for the city should be trained as recruiters. The city workers are already diveres utilize all of us to recruit qualified applicants through our massive web of social interaction.

We are currently doing this. We need to hire quality people based on ability and attitude, not on quota. Fire One entrance exam - not two. We are the leading bureau in this area. We should focus on college athletic teams. This would ensure Fire recuits are physically capable. Bureau Innovation Project Employee Survey Data 22

My bureau could recruit and hire people from diverse backgrounds by: Bureau We could improve the hiring of minorities by including the leaders of communities, and schools in the Fire actual recruiting of qualified candidates. In other words make it their responsibility to send us qualified candidates for the testing process. We do an excellent job of this already. I don't feel I'm in a position to offer suggestions for Fire improvement, because our recruit training officer is very good at his job. We have a good program. Quit using the trainee program for chief and officer's sons. Fire We have a great recruitment effort - but the targeted groups still do not apply - or the wones we test Fire are not necessarily the most qualified. We need to RECRUIT from schools serving all cultures, and then hire on a level playing field on a Fire ranked list. What is the point of testing otherwise? Invite everyone, hire the best regardless of culture, sex or creed. We seem to be well ahead of the curve already. Fire We've already bent over backwards in my bureau. Fire When visiting various fire stations I am impressed by the represented diversity. By definition and by the Fire culture of the fire bureau the % of women and ethic minorities appears to quite high. I am curious how the Bureau's % compare with Bureau's across the United States who have similar population statistics and how it compares statistically with the % comparison's between the city's population and how Police Bureau does (especially given the culture and history of these two bureau's)

While the Fire Bureau has low numbers for hiring people from diverse backgrounds, the fact is only the Fire very best applicants are chosen. The Bureau makes a good effort to recruit persons from diverse backgrounds by having the only Trainee program in the entire state. The reality of low employee turnover and a large pool of applicants when a recrutiment is offered, makes it very difficult to rapidly change the percentage of diverisity. Why actively recruit? If you want the job, people will be there. Fire Why are we worried so much about diverse backgrounds? Lets hire the best person for the job. Isn't Fire that what the tax payer wants? After all that is who we are working for. The taxpayers of Portland.

Why do we need diversity as long as the job is done well. I don't think people care who or what kind or Fire color of people show up to help them. I know I don't. Why? Everyone has a diverse background. What is the point of having a "supposedly" separate hiring Fire practice for minority people. Widely advertise the exam and hire the MOST QUALIFIED INDIVIDUALS who have prepared Fire themselves for the job. Within EEO limits, announce job opening where there are best opportunity - i.e. college, internet. Fire

You can only advertise so much. If people of diverse backgrounds are not applying, what can you do? Fire

Advertising in cultural newspapers. Requesting current employees to recruit from their communities. Licenses Promoting people from diverse backgrounds into higher positions...recognizing that cultural backgrounds ofter keep an employee (very bright and capable) from "tooting their own horn".

Advertising postitins, specifically customer service, in bilingual or multi-lingual formats on web, on Licenses applications, and other media. Advertising postitins, specifically customer service, in bilingual or multi-lingual formats on web, on Licenses applications, and other media. Doing more outreach, and having a more open hiring. Licenses Bureau Innovation Project Employee Survey Data 23

My bureau could recruit and hire people from diverse backgrounds by: Bureau I'm a minority and whilst the importance of diversity is significant, so also is hiring people competent Licenses and capable first - diversity should not be the all-important factor. I've seen our bureau try to show diversity by hiring temporary employees from St. Vincent DePauls and again, whilst I fully encourage the diversity, we also must study our needs as a business and sometimes the competence and ability of the employee needs to be first and foremost. Myndi Fertal has done an outstanding job of diverse hiring. Licenses not just hiring those who seem to be easily controlled and without ideas. Licenses open and fair recruiting process. Licenses placing recruitment ads in neighborhood newspaper targeting certain ethnics group. Licenses Projecting hiring needs further in advance, so as to allow time for outreach to diverse groups; Licenses the Mayor insisting that all hiring be done using civil service rules, along with a strict "no nepotism" Licenses policy that prevents upper-level management from hiring their friends and family into certain positions. In this Bureau alone, there is so little regard for the civil service process, and no respect for people of color, who are either leaving or are being let go. Our director seems mostly comfortable with white folk, and that's what is being hired now into higher level positions. Very sad state of affairs.

Using resources other than the Business Journal and The Oregonian for recruitment. Expand into Licenses other publications, participate with neighborhood groups of various diverse composition and not just by race, but by ethnicity. A person's background is only useful in helping to determine where they might be going. Your focus OMF should be on a person's potential to do good and be of service to others, which comes from knowing how they feel and what they think about things. A person's background may or may not give you that information. In other words, if a person has good ideas and the desire to serve others, their background really doesn't matter. The future begins now, not in the past. Advertise using a broader spectrum of media. OMF Advertisements. Having an HR practice that all job announcements are placed in minority newspapers. OMF Do not leave how a position is advertised up to individual managers who may or may not know what the options are. advertising and recruiting nation-wide using targeted publications. OMF advertising in minority/alternative newspapers instead of just portlandonline, The Oregonian and public OMF access TV. advertising in publications that reach a more diverse audience. OMF Advertising openings where diverse applicants might better see those opportunities. OMF already do this enough OMF already does, bureau should continue. OMF Already doing a fairly good job. OMF Already doing a good job. OMF Always make certain that the recruitment tools (i.e. exams) are specific to requirements of work to be OMF performed. Encourage existing staff that are from diverse backgrounds to promote City employment to others within their community. Do more outreach to community organizations that work with diverse communities on employment issues. Appointing an individual to be responsible for out-reach recruiting and having that individual work with OMF the hiring bureau supervisor on every open competitive recruitment. being more dilligent in advertising in publications and areas which might not normally receive OMF information about city employment. Offering entry-level positions with the promise of training to upgrade to a higher position could provide real incentives to potential employees outside the norm. better understanding of the training and educational needs and differences of those from diverse OMF backgrounds Bureau Innovation Project Employee Survey Data 24

My bureau could recruit and hire people from diverse backgrounds by: Bureau BHR offers classes for current city employees about how to write a resume or answer supplemental OMF questions. I believe people are sometimes confused and intimidated by the city's application process. If these classes were offered to the general public I believe the city would receive applications from a more diverse applicant pool. BTS does a great job of this. OMF Bureau has no problems hireing but problems understanding differences and therefore problems OMF retaining a happy diverse communiity By creating more outreach to the public. By coming up with creative ways to retain and provide upward OMF movement for employees with diverse backgrounds. By getting labor to the table to cut through the "seniority" rules to allow diverse background recruitment OMF into other than lowest level jobs. Also, working with diverse organizations and agencies outside City gov't to develop "pipelines" into City workforce through the working programs in those diverse organizations and agencies, i.e., OCHA, OAME, etc. This would benefit the organizations and agencies, the City, and most importantly the diverse candidates that the City could bring into the workforce, the City workers, and the unions which should be striving for diversity in its own membership. By having budgeted funds available for advertizing in ethnic specific periodicals where the costs are so OMF much higher to advertize. By hiring people of color, and the diverse ethnicity's that apply and after the Interview are not hired. OMF Encourage people from diverse backgrounds to apply, make an announcement through employees, notification of job postings or in City mailings Start a Diversity Committee right away, Involve the Unions and brainstorm these same questions. Continuing current practices. OMF continuing our efforts in community networking, further customizing our approach to recruitments, and OMF developing a citywide marketing strategy and communication plan to attracting applicants from the communities we serve...by developing internship job shadowing and mentorship programs for young people, and working with Metro area educational institutions to develop curriculum to ensure future candidates possess necessary skills sets. continuing with what we are doing and target marketing of job opportunities to diversity. As an OMF organiztion, I don't think we should hire based on someones race, religion or ethnic background to demonstrate diveristy, but rather focus marketing on diverse backgrounds. coordinating outreach event with the minority chambers and/or the Oregon Association of Minority OMF Entrepeneurs to promote the type of positions that the City has. Another way would be to institute an apprenticeship program. Don't know. The area I work in already seems diverse to me, though in my imediate area there are few OMF women. On this floor of our bureau I count 50 or so employees, aproximately 17 are women, 5 asian, 4 blacks, 1 hispanic, and 1 middle eastern. There are other less obivious cultural differences too. Many of the white males (I'm one) have work here many years. There is little turnover and therefore not much hiring. To diversify further would require hiring new employees and/or targeting the white males for layoffs. Energetically using the practices we recommend to others. We are a very diverse workforce and it is OMF easy to become complacent. There are groups that are not as well represented in our bureau, for example, Hispanics. Excluding white males of course. Everyone is different and brings to the workplace cultural and social OMF traits. I have yet to see any bureau that doesn't have diversity. If you are targeting only minorities, you are making white males the minority. How is that fair or equal? If you can remove color, gender and race from diversity, you will finally have what you want. expanding out reach programs during recruting opertunities OMF Extending length of time for recruitments so outreach can be made through non-profits or cultural OMF organizations that only meet monthly. Bureau Innovation Project Employee Survey Data 25

My bureau could recruit and hire people from diverse backgrounds by: Bureau first defining a common definition of what a "diverse" background is and then communicating that OMF definition to hiring executieves and the public. Does it mean ethic diversity? Does it mean experience diversity? giving compitive exam. OMF giving preference to people based on race, national origin, disability or gender status. OMF Good about doing so. OMF Having a better set of multicultural tools. More intense training and understanding of minority types and OMF potentials. Letting go of old stereotypes. Personality types are not dierctly related to cultural backgrounds. Having better assistance, help and cooperation from Human Resources Bureau. OMF Having more flexibility to create training positions filled with temporary emkployees recruited from OMF diverse backgrounds with a defined "up or out" training period. Having more job opportunities. We have actually lost positions over the last few years. OMF Having more resources (i.e., funding, time, staffing, promotional materials), to increase our connection OMF with the community and local schools. Spend the time needed to work with local colleges and high schools to promote the City as an employer of choice and create more intern like opportunities.

Having more resources (i.e., funding, time, staffing, promotional materials), to increase our connection OMF with the community and local schools. Spend the time needed to work with local colleges and high schools to promote the City as an employer of choice and create more intern like opportunities.

Having my position in the customer service field very recently move from one City bureau to another OMF reporting area of the City, I have not had the opportunity to see first hand any recruitment or hiring activity to make a judgement in this area. My hope is values and hiring practices of the newly assigned area exceed those practices I have seen in past experiences. Hire qualified people , not based on diversityquotos or agendas OMF Hire qualified people, regardless of skin color. OMF Hiring interns with diverse backgrounds to help train on City practices and policies so as to better OMF prepare to apply for City positions. Hiring more women. When I talk about "Bureau" I am specifically referring to the CityFleet Division of OMF General Services, not the entire Bureau. Hiring out of the Bureau. OMF hiring the most qualified applicant. OMF I believe best qualified is an important criterion. OMF I believe that all is good in this area. OMF I believe that if my bureau (BTS) were to use more open-source software (Linux, etc), we would be OMF more able to recruit and higher a more diverse work force. I also feel like we do not have enough job turnover or changes. If we want to become more diverse, we need to require some technology professionals to learn new skills, which would both improve our turnover and our performance.

I believe the most qualified people should be selected for positions. I don't think gender or race should OMF be a factor in hiring decisions. If you want more diverse applicants, maybe broaden the range of places where vacancies are posted. I dont really care about the diverse back ground, I would like to just see someone that is qualified for OMF the job. I don't think that there should be an effort made. I think that just by a normal recruitment proccess the OMF bureau is able to get the diverse backgrounds. I do not think that it should be serching for specific people. Bureau Innovation Project Employee Survey Data 26

My bureau could recruit and hire people from diverse backgrounds by: Bureau I feel that my bureau maintains appropriate hiring practices. The positions are typically very technical in OMF nature, and the best candidate isn't always going to be the most culturally diverse one. That being said, there is more cultural diversity within my bureau (gender, race, religion) than any others that I have seen. I feel that this is important, however when I review resumes I have no idea the background of OMF applicants. When I perform interviews I always rate people on their merits and qualifications. I feel it is important to gaive everone a fair chance. Being in an interacial marrige I have raised my children to stand on their own accomplishments and not to rely on their ethnic background and I feel this is proper. I feel this is an area where my Bureau is already doing well. OMF I think generally speaking the HR hiring rules are pretty poor. They emphasize book learning over OMF things like diverse background, people skills, etc. I think looking at the HR hiring rules would help.

I think the bureau should hire the most competent, educated, motivated and aware person as possible OMF regardless of race, religion, gender or sexual orientation. I think we devalue the work place and service to the public if we do not hire the most qualified person. I think they do just fine now OMF I think we do a good job OMF I think we've done really good on this lately. Its the EXISTING, pig-headed, chauvinistic, "I-don't-see- OMF anyone-holding-white-christian-day-for-me" person we have to get rid of. He is poison. I work as a FMT. It is difficult to find diversity in the work force and still have the skill set necessary to OMF do the job. I would perfer my bureau hire the most qualified applicant regardless of backround. OMF Improving the recruitment process itself. There are barriers during the recruitment process that OMF diminish a bureau's ability to a) be involved and b) know the demographic makeup of the candidate pool throughout the process (don't know when it shifts to white only). Also, it is unconscionable that HR does not recruit in any but mainstream media other than on request. I know money is tight, but there must be other better ways. Increase funding for entry level training programs to help support applicants from diverse communities. OMF

Interviewing and ACTUALLY hiring people from diverse backgrounds. Especially in management, OMF which is absolutely non-existent at the Water Bureau. It is 2005. Our country and society has come a long way in establishing equality and fairness in the OMF work environment. Great diversity amongst groups of people is now the norm as opposed to an oddity 50 years ago. I believe at one point in time that a diverse background was an essential element for consideration of a perspective employee. Now, I believe that it is no longer as essential as the typical individual changes careers several times in their work history. Today, the likelihood of a perspective employee having a diverse background is virtually a given. Therefore, I don't believe its necessary to improve this aspect of my bureau's processes. It is more than just recruiting and hiring. It requires changing the historical culture and mindset. OMF It shouldn't make any difference about someones background. People should be hired by their ability OMF and knowledge to the job. job announcements for vacancies or new positions be open inside and outside the City including OMF schools, announcements in newspapers, extra scoring points for applicants coming from a different race or culture. Keeping an open mind. Get rid of the stereotypes that narrow the field of view. OMF looking outside the Portland area and sending recruitement ads to the national papers. Personnel OMF needs to be qulaified and experienced Looking within the City before recruiting from the outside - grow and provide opportunities to existing OMF staff first. Bureau Innovation Project Employee Survey Data 27

My bureau could recruit and hire people from diverse backgrounds by: Bureau Making a more concerted effort to hire diverse individuals. OMF Making announcements at networking events. Having a more transparent hiring process. OMF Making it a priority in the hiring process. Create a policy that trains and grooms minorities and women OMF for management positions (not just entry level). Encourage cross-training and shadowing programs.

Making sure the interview teams are as diverse as possible, even if the decision-makers from that OMF committee are not diverse. Comfort of seeing "folks like me" might help candidates, and committee members could share opinions of those interviewed. making sure there is diversity on the panel that creates the interview questions to the interview itself. OMF

Mere chance? One standard for all applicants. One. Besides, we already meet or exceed the OMF percentage of minorities in our workforce that exist percentage-wise in our community. more important to hire people with good work ethics as opposed to varying backgrounds. The rate OMF payers want the job done to keep costs down. Most jobs in the Bureau require technical expertise, and the candidate pools have not been very OMF promising in terms of diversity. To get a good diverse reflection throughout the organization, we need more flexibility with bringing in people in internship and more cpaacity to provide advanced training to staff within the organization. My bureau does a good job of recruiting and hiring people from diverse backgrounds. OMF My bureau has done an excellent job in hiring people from diverse ethnic orgins. We have quite a few OMF "new" supervisors who could possibly benefit from learning to recognize and accept the various character aspects that are associated with the ethnic origins of thier employees. And, in turn, relay the information to their team. At times, it seems as though employees are often expected to "adjust" and/or "deal with" feelings of inadequacy amongst their co-workers. My bureau needs to recruit and hire more competent people that can actually do the work, regardless OMF of background. Less managers, more workers! My bureau should recruit and hire persons most qualified for the job regardless of background, race, OMF religion, sex, sexual preference. My section doesn't have any minorities hired at the Management level. OMF No problem in this field. We don't want affirmative actions to prevent us from getting the best people. OMF not hiring friends and associates of management and instead doing actual recruitment OMF Not hiring friends or former co-workers that they know. I've noticed that a majority of the bureau that OMF advertise vacancies within their bureau already know who they are going to hire, they go through the hiring process because they have to. Not sure, but there is a history of hiring outsite white male managers over other qualified minorities OMF who already work for the City and know more about our systems than the outside applicants. It seems to me that someone inside the city would be a more qualified candidate even if some managerial classes were needed, since the City promotes training maybe we should train to hire from within, make it more worthwhile for our employees to want to move up with out feeling discouraged. opening more opportunities for minorities to be part of the team in the city OMF Opening up the interview process: our last interviewing process was a couple of middle managers and OMF a "pet" employee. Bureau Innovation Project Employee Survey Data 28

My bureau could recruit and hire people from diverse backgrounds by: Bureau Out of 32 employees, our bureau has only five white males. I believe we have over-recruited and over- OMF promoted women and minorities, which is just as discriminatory as under-hiring and under-promoting. We need to look at the whole diversity issue in a manner that is truly fair and balanced, or there will be problems. I would also like to know just what this goal means. How do you know we aren't already hiring a diverse workforce? If there is a problem with our numbers, what is our deficiency? What is the Mayor's goal for hiring diverse groups? Why should we increase numbers that are already adequate or excessive? The language for this goal needs to be more specific.

Outreach to minority and cultural organizations to activley seek qualified candidates to compete. OMF

Paying more attention to the responses to posting. If the response isn't diverse, they should re-post the OMF position with emphasis on minority and female populations. Perform research to determine where folks look to find employment information, correlate information OMF sources with diversity and make sure we are visible in those areas. Provide Specific Programs within Portland Public Schools and Portand Community Colleges or OMF Universities for internships and/or apprenticeship programs that directly lead to permanent employment with the City Publishing marketing materials in different languages (in addition to English): Spanish, Vietnamese, OMF Hindu/Bengali/Marathi, Mandarin, Russian, Ukranian, Hebrew, Arab, Parsi, Thai, French, Portugese, etc. - any combination of that would help reaching out from the minority groups. OMF reaching out to community organizations, establishing relationships and maintaining relationships. OMF Community connections is key to recruiting and hiring diverse employees. Recruit people who speak languages other than English. We talk to a lot of Russian, Asian and OMF Spanish customers & frequently have to use an interpreter. By recruiting employees of these background, it would save the bureau monies allotted to a private interpreter service. Recruit: This is where the focus on people from diverse backgrounds should be, not in the hiring OMF process. Radio and Television ads in different languages, possibly multiple languages in the same commercial, letting people of diverse cultures know they are included in the invitation to apply. Hire: Job requirements should be faceless, meaning that unless the job requires certain attributes, these should not be considered pluses or minuses in hiring. Within those bounds, the best qualified applicant should be hired. If the top applicants are all equally qualified, then other factors such as minority status can be considered. Qualifications do include attitude, since the best engineer in the world, with a rotten attitude, is perhaps not as qualified for a TEAM project as the second best engineer, IF the second best engineer has a better team play attitude. reviewing job requirements and the skills necessary to perform tasks. OMF Seems pretty restrictive, based on HR practices/policies. OMF Since the Water Bureau customer service has been transferred to OMF, all we have are the fixed OMF costs of people. This means that to meet the mayor's 5% budget cut, we will have to cut positions.

TARGETED OUTREACH EFFORTS OMF The bureau needs to going out to the community centers, employment offices, job fairs, colleges and OMF university. Many citizens I have talk to doesn't even know how to apply for a city job.

The Risk Management Division has a diverse workforce. Our last hire was an indiviudal who is of OMF Asian decent. But, the entire office is diverse. We have indivilduals with strong Irish and Scottish roots whose children are into Irish dancing and Scottish festivals. We have Christians, Jews, Muslims and just plain good people. The diversity makes our workplace rich and more interesting. Bureau Innovation Project Employee Survey Data 29

My bureau could recruit and hire people from diverse backgrounds by: Bureau They already try really hard at this. OMF They do a good job on recruiting and hiring people from diverse backgrounds. OMF Training staff within the bureau to be promoted to positions, rather than hiring people within the OMF Purchasing NIGP, which is not a diverse group at all. By believing that people can be trained to perform a job, and not look for perfection at the outset. Treating the ones it does have with respect and recognizing their contribution. If you like where you OMF work you will tell others, if you don't you will tell others also Unknown - be more selective, maybe expand the list and make the cutoff number larger so they see OMF more possibilities. Using other tools when recruiting, such as a more interactive interview process not just questions and OMF answeres Utilizing the current process provided by the Bureau of Human Resources, which is followed and OMF meets or exceeds the bureau expectation. We are laying people off. OMF We have a good spread. OMF Why? Pick the best person for the job, not dwell on color of skin. OMF concentrating hiring efforts witin the City, providing training, mentoring, and recruiting to our citizens to ONI make the Bureaus reflect the makeup of the City. connecting to the diverse groups that have presence in the city such as the Latino Network and the ONI Native American groups; making presentations so there is understanding about what the group can offer and what the City needs in order to reflect the diverse community it serves; asking the groups to provide individuals to assist with projects and tempoary work so they can get a feel for the things the City does, which will introduce diverse people, add their expertise, yet not commit to full time permanent employment, but when those opportunities come available they are prepared to apply. -this is one idea that needs all the elements to make it work.

Doing more recruitment through partner agencies that work with diverse community groups. ONI Getting information out on job opportunities sooner and spreading it more widely. ONI I feel this is already done. We have a very diverse group in our department. ONI I think ONI has done a great job in this area. I consider diversity to include gender, ethniticity, sexual ONI orientation, age, etc. Also from the top down, not just the labor level so to speak. I think the concept of "cultural diversity" is irrelevant to providing good customer service. What matters ONI is not the container characterisics that an individual has, (race, gender, sexual orientation), but do we exhibit basic courtesy, civility, and decency when we interact with fellow employees and fellow citizens. if we hire people with these abilities than many of the so-callled diversity issues will take care of themselves. I would like to see us work at keeping quilified people from diverse backgounds. We do a good job of ONI hiring them, not at keeping them. identifying key minority leaders in the neighborhoods and briefing them regularly on current and future ONI job openings educating those minority leaders about what ONI does, exactly.....very few people seem to know. I think the ONI newsletter has helped toward that end Including representatives from diverse communities on the interviewing and selection committees ONI when hiring new employees. Lately, it seems that only Management has been represented on the interviewing/selection committees and that has skewed the outcomes and not encouraged an open hiring process. Instituting an apprenticeship program for housing inspectors. ONI Maybe it isn't about "hiring" more people, maybe it's about forging more relationships with existing or ONI burgeoning organizations. Bureau Innovation Project Employee Survey Data 30

My bureau could recruit and hire people from diverse backgrounds by: Bureau My bureau did recruit and hire ...; however, nearly all the African-American employees were released, ONI laid off or "forced out" under David Lane, the previous ONI bureau director. With one notable exception, women of color were removed. More recently, the crime prevention program which had an entirely diverse makeup in 2003 hired 3 caucasian males. My bureau has done an excellent job the last five years of recruitment and hiring. I believe that we can ONI teach other bureau's how to recruit and hire people from a diverse background not having to use the civil service exam for low level jobs. Often people are intimidated by this process ONI and will not apply. These entry level positions are the perfect starting point for someone with basic skills, but desire for growth and knowledge. Offering language differentials for multi-lingual speaking staff. Providing interpreter services/materials ONI on a consistent basis. Competitively bidding positions...instead of having friends and family of placed in them. Offering more work visas to international students ONI ONI is a very diverse bureau in some ways. Unclear how this could be improved. ONI Opening up the hiring process. Currently, special jobs are created for certain employees that are on ONI favorable terms with upper management. There is not an open recruitment process for those positions. Without an open recruitment process, there is a limited pool of applicants to choose from (especially if the job is created just for that special employee). No consideration is given to others' background and experience because they aren't given the chance to apply. Promoting additional pay for bi-lingual skills; when advertising jobs - advertise to other organizations, ONI where diverse clients are served (i.e. IRCO, NAACP, etc.); recruiting diverse interns with potential to move into full time job after the internship, which can serve as on the job training.

Providing training to any staff that may be involved in interviews on cultural awareness in inteviewing ONI (this is something some supervisors may have received but other staff are involved in interviews as well). recruiting heavily in the high schools and putting those kids in tracks to prepare them for public ONI employee work (interning in all bureau offices). removing barriers from city (HR) hiring process; ensuring panels used at all levels of hiring are diverse. ONI Creating mentoring programs for both people internally (retention/ professional development strategy) and for those who might have an interest in joining the city in the future (high school, college, jobs preparedness programs). 1 - Focusing outreach efforts in Universities and Community Colleges, so more graduating students OSD will want to work with us. 2 - Tailor internship programs to target minority or under-represented backgrounds. Broadening professional and personal networks. OSD By bureau does a pretty good job - we have a wide range of backgrounds, especially in terms personal OSD experiences and gender. Exploring options outside of the usual HR methods to reach out to groups of interest. What we do has OSD a niche and we need to go outside the usual networks to gain more diverse people. For our bureau there may be a lack of diversity in the hiring pool. So we might be most effective by OSD partnering with other organizations interested in sustainability, to do outreach to students around careers in this arena. Having an easy program set up by the city that allows for working with college and high school OSD students interested in related topics or programs. If we did not have to recreate an intership or work study program and something existed for all bureaus to use, participation might increase. Would have to be easy to get involved with. HR poliicies and processes tend to favor people with public sector experience. Positions/internships OSD need to be defined to attract people with diverse backgrounds and skills. Bureau Innovation Project Employee Survey Data 31

My bureau could recruit and hire people from diverse backgrounds by: Bureau Linking environmental issues (often viewed as an "extra" that people with privilege take on) with OSD environmental justice. Working with existing organizations dealing with environmental issues that are run by people of color. Not as much nepotism; former interns, friends, collegues from other government agencies, former OSD consultants, present employees. We do not put enough emphasis on merit; more on former positions ("Let's snag so-and-so from such-and-such; it will be a political coup.) Or we hire who we are comfortable with, someone we have worked with before, not necessary the most qualified.

Quit hiring people that they know - people that are just like themselves. OSD reaching out to diverse audiences beyond the portland area in order to attract more diversity into our OSD workforce. once you get to a certain educational attainment or professional vitae as criterium, the local pool is non-existant. Recruiting former military members. OSD This has proven to be a challenge with our recruitments not providing diverse candidate pools. We OSD have talked to HR about our doing a more thorough job of contacting community groups. This is in our Diversity Development Action Plan. One strategy is to use an internship to offer entry OSD level employment, coupled with training and mentoring. This position could be open to applicants with unconventional educational or work experience who are intelligent and willing to learn. A successful internship could lead to regular employment. utilizing an ideal Human Resources center that would catalog employment advocate organizations for OSD immigrants/those of diverse backgrounds (i.e. IRCO), and promote the use of such avenues. Ideally as well, my bureau would have access to funds earmarked to complete these steps.

Working with minority trade organizations to develop better training and understanding of City goals OSD and needs 1- Recruiting directly through cultural agencies 2- Adjusting hiring practices to make room for cultural Parks differences-- Wording on forms, diverse panel of evaluators & interviewers, etc. Adequate currently Parks Advertising and describing available positions with language that is 1) understandable: Generally the Parks language is difficult to interpret even by an articulate college graduate within the dominant culture. Think how people with more recent language skills or newcomers to the culture react; and 2) realistic: I have been discouraged myself from applying for jobs in Parks by the descriptions that clearly describe a lONG list of requirements only to find out later that the person who got the job didn't have near those requirements. If they are not requirements, DON'T CALL THEM REQUIREMENTS.

Advertising for jobs in small local area newpapers. They are doing some good work in hiring Parks Apprentice status positions. That will help give people a chance to learn the trade. Advertising in local neighborhoods with newspapers, schools, community centers etc. Parks Advertising more visibly. Parks Advertising with more Minority Publications. Parks allowing more time to participate in opportunities that would introduce our vocations to a diverse group, Parks i.e., internships, school/work shadow programs, etc. already doing Parks Announcing openings in other newspapers rather than just the Oregonian. Parks Blind hiring only - not based on background, but skill, education, experience, etc. Parks Continuing to be non-biased in hiring Parks Developing stronger relationships with organizations already well connected to communities of color. Parks

Don't just hire minorities for the sake of hiring minorities - Get out and recruit qualified, quality Parks employees, regardless of race! Bureau Innovation Project Employee Survey Data 32

My bureau could recruit and hire people from diverse backgrounds by: Bureau Educating people of diverse backgrounds in opportunitys within the City Parks encourage better relationships with colleges in Oregon Parks establishing apprenticeship programs; by taking the time to give talks at trade schools about kind of Parks jobs available in the city. Fully commit to doing more than just recruiting & hiring these people. Currently our bureau is giving Parks good mouth to hiring, but say they have no money to do any additional outreach to diverse communities. So how to use these people once on the job? For example; no money to produce all of our public brochures in multi-languanges. We only produce one single tiny multi-language brochure and printed only 1000 for the year - it was gone in a month. No money to put out our webpage in multi- languages. No money to fully staff our front desks with part-time (non-permanent) staff of diverse backgrounds. These are who the public interact with on a daily basis. The permanent staff (of diverse backgrounds) provide behind the scenes support but are not who the public interact with.

Getting women and minorities to participate at trade fairs. In which I was planning on involving us this Parks year. Giving superviosrs a list of agencies that work with minoritires so that we can send job Parks announcements to them. Would also need contact information. I asked for a list like this and I was told I had to figure it out myself. I don't have time to do that. One person could develop a list that could be given to all bureaus. Having managers/supervisors visit the areas we have programs - community centers, SUN schools Parks plus visiting where people of other backgrounds frequent and meet - not just newspapers (Oregonian) - all newspapers. Hire according to skill level only. Do not discriminate in order to satisfy a quota. Promote a job interest Parks list, particularly among underrepresented groups that notifies when jobs are open. Hiring and promoting people who already are working for the city. Trying hiring people who do not have Parks a college degree, but nevertheless have been doing a great job, working hard and have proven they are smart enough to be trained. Please consider an employee's past work experience and reputation. Throw out the BS about race and culture! It doesn't matter what your race or culture is if you are a hard worker, willing to go the extra mile and have a good attitude! Hiring people from diverse backgrounds is only as important as their ability to do the work. Hiring Parks diverse people with no self-motivation is counter-prodictive. I don't believe that looking for people from diverse backgrounds should be a priority. You need to hire Parks the best people regardless of backgrounds. Out with the politically correct crap. We should however make sure that our employees are legal citizens. I don't know if this is happening. But I wish we could work possibly with the employment office helping Parks people re-entering the work force. By providing a job, child assistance care and possibly bus tickets or gas money so that these people can get to work. Just an idea. Also if there was some kind of manual put together with contact numbers for services. I find myself having to talk to a lot of people internally to get ideas for contacts. Maybe if there isn't one a grant proposal could cover this.

I don't think that there is any issue to address, from my experience as to why and how people are hired Parks in the Bureau it is based on the ability of the applicant and not based on race or nationality.

I really don't see a problem here. I see ample diversity in the park bureau. Parks I think they are doing all they can. At this point the diverse community needs to be more receptive and Parks willing to reach out. It cannot be a one-way street. Bureau Innovation Project Employee Survey Data 33

My bureau could recruit and hire people from diverse backgrounds by: Bureau In our seasonal employees we are already very good at recruiting from diverse cultural & economic Parks backgrounds. We need to continue our training programs that help us develop youth to become our future diverse employees. These programs include: Junior Leader, Junior Lifeguard, Internships. Because this question asks about diverse, I am taking this to mean that employees could be recruited from many segments of the population according to our Bureau's needs. For instance, on community could benefit from a Latino worker & another community would be beter served by someone who can work with gang members or kids trying to become gang members. Because Portland is about 70% Caucasian according to the 2000 census, I think we need to look at recruiting staff that can work with the populations we serve. I see the trend in Portland becoming richer in cultures, so lets embrace that in publications, artwork, naming of places.

Increasing educational opportunities to kindergarten and grade school youth. Parks Instead of recruiting certain ethnic groups, hire the best person for the job. Parks It's been my experiance that every job applicant get's equal consideration. Based on their skill level Parks and ability to perform the task's of the job for which they are being considered. Making public more aware of hiring practices. Parks Making sure that they are going into areas where the most diversity is. Also by going outside the city Parks limits. Right outside of Portland there are some very diverse groups of people. Making the hiring process seem less and timely. Takes way too long. Parks Mentoring or internship programs so we could help transition part time employees into full-time Parks positions. More importantly, city HR could do a much better job recruiting for all position by advertising nationally Parks in relevant publications in addition to just posting on the city website. Networking with various committees/groups that organize around diverse communities. For example, Parks the Equipo group is made up of represetatives from several agencies that serve the hispanic community. Job announcements in community newspapers, such as the hispanic newspapers, or the Asian Reporter. Though, word of mouth has given us better results then ads. Networking within the existing base of volunteers, part time staff, and customers. Offering more Parks training. Not eliminating entry level position like the Parks bureau did years ago when they cut all laborer and Parks janitor jobs and laid off a lot of people from diverse backgrounds. These jobs gave people a foot in the door and a chance to move up. Offering internships to college grads, deserving high school grads, active volunteers. Parks Our organization does well here. The only way to speed this process would some pretty extreme Parks affirmative action. Outreach and apprentice programs. Some exchange programs and also a CCC type organization Parks similar to the Seattle Conservation Corps. Parks is a very diverse Bureau in the services it provides the citizens of Portland. Therefore it has the Parks greatest cross-section of job opportunities available of any City agency. Because of that I feel the Bureau does hire and recruit people from diverse backgrounds. As with any service provider, we need people that are qualified and capable; therefore, training and apprenticeships might expand those opportunities. Participating or hosting youth/adult job fairs for individuals of all backgrounds. Parks Portland Parks does a good job in hiring a diverse seasonal work force. When it comes to premanent Parks hires, the bureaus have to hire from certified list from the Bureau of Human Resources. If these list are not diverse then the hiring bureaus cannot hire a diverse workforce. BHR needs to do a better job in recuriting miniorites to be on the certified list. The City could also do a better job of creating more entry level position which would help in recuriting miniorites. Bureau Innovation Project Employee Survey Data 34

My bureau could recruit and hire people from diverse backgrounds by: Bureau Providing training to teens that has a connection to appropriate job categories. Need to spread the Parks word through schools, provide funding for the training and get support from existing employees to mentor trainees. In addition to normal advertising, target new job announcements to specific cultural groups in community. Recruiting announcements in minority areas. Parks recruiting by the city with emphasis on the different cultural groups. Parks Selecting people from diverse backgrounds, offering them training opportunities as well as Parks advancement opportunities in their desired field of expertise. This could be done through outreach efforts to reach targeted underserved and underpriviledged populations, as well as demographic ethnic populations throughout the Portland Metropolitan area. Without actually designating any one particular area, but offering community events for all cultures, interested individuals could become aware of recruitment opportunities. Send employment opportunity notices to neighborhood associations, community-gathering spots, Parks churches, etc. throughout Portland. Provide workplace training programs for youth and minorities to reach out to the community and help young people just starting out into the work force who are minority and those who are not but need job skills - we can't forget that not every non-minority young person has a positive/encouraging/supportive home-life and that non-minority young people also deserve opportunity. The Transitions To Trades program was a successful program started by Jim Francesconi last summer and is an example of this type of youth development program. Also, apprenticeship opportunities provide the city with a less expensive workforce and can recruit from diverse backgrounds. With the meth epidemic, the cuts in Portland Public Schools, jobs going oversees, what kind of a future are we setting up for the average child of any nationality in Portland? We as a people of the planet need to work together to help each other and share in the opportunities - I think the largest disparity is economic, not ethnic. There are young people of all colors needing to get j Setting a standard of know-how and skill needed for the work to be done. Not by a standard of race or Parks type of people needed to meet a given number. Setting up Networks with the culturally diverse organizations throughout the city. Such as, Oregon Parks Tradeswomen Inc, NARA, community colleges,etc. Being in touch with the communities which we serve. Such as, neighborhood associations,diverse community groups,etc.

Showing what my bureau has to offer through programs like community gaardens or youth sports. Parks Show that make a liveable wage. Make it less confusing to fill out forms and applications. Accept experience from other countries and state on forms that it is OK to put it on the application

Spending greater amount of time recruiting; leaving positions unfilled until we find a qualified person Parks from a diverse background. starting to open the doors of opportunity to youth from diverse backgrounds first(more internships, Parks summer jobs,...) Targeting agencies that serve specific populations. Please...... all of us believe in having a diverse Parks workforce...the pendulmn seems to be "over-swinging" at times. We should not hire people, because they have minority status, into a classification and be expected to "train" them. Despite general thinking, serving the populations through recreation requires knowledge...not everyone has the skills or education or the personality. Thinking about the city, then be sure the workforce is represented by the people who make up our Parks community. training and pulling candidates from highschools/colleges. Parks Understanding grades, references and accomplishments outweigh any background of race, religion or Parks gender. Using community outreach programs. Apprenticeship and mentoring of younger workers. Parks Bureau Innovation Project Employee Survey Data 35

My bureau could recruit and hire people from diverse backgrounds by: Bureau We already do a good job of recruiting and hiring people from diverse backgrouds. But do you not Parks think that we need to either provide training, or look for people that have the right skills, so that when we recruit and/or hire them, they can actual do the job. We are currently cutting positions and it is difficult to make progress on hiring goals when we cannot Parks hire new workers. We have made significant progress in the population of seasonal and temporary workers, but turnover in permanent positions is slow. Could create lower level positions when vacancies are created thru retirements/ promotion. UW1 for departing UW2, Park Technician, Horticulturist. Lower level entry would allow hiring of people with good attitude, but less than optimal skills or experience. We do. nfortunately, programs have been developed to train minorities, putting them in jobs with full Parks pay that they are not qualified for. These types of training programs should only be for entry level positions. A Recreation Coordiantor may be managing over 100 classes, yet a minority person can go into a "training" program, specifically created for them, and make the same money. Taht's not equitable. I beleive in going the extra mile to hire qualified minorities....or for that matter, staff.

Working closely with Human Resources Parks Working with the communities we serve and actively recruiting to fill opportunities for part time paid Parks employment. Right now we primarily use volunteers and many of these people, especially young adults, need to work. Actively reaching out to employees, especially those from diverse backgrounds, and ask them to PDC appear/recruit in the community. actively recruiting for various positions instead of taking advantage of "temporary service" employees PDC or directly appointing favorites, which seems to be a common practice. Actually, I think our organization sometimes places too much emphasis on diversity over placing folks PDC in postitions that play to their strengths. There are some individuals who I believe are in their current position mostly in the name of diversity instead of their skill set. This does not mean I don't support diversity in the workplace. Advertising or notifying bymail all minority papers and/or organizations with the opening information PDC instead of selecting only the Oregonian and one or two other minority papers. Strive for more diversity in manager/high level positions Advertising postions more directly to those population. PDC Advertising with local higher ed institutions',e.g. PSU, Reed, and University of Portland, career PDC placement departments. connecting and collaborating with community organizations and publications. Don't just include "we are PDC a equal opportunity employer" or "We encourage women and minorities to apply". Outreach to communities of Color and encourage employees of Color to refer qualified canidates. If employees of Color don't want to refer people, find out why and make changes. Connecting more with PSU, PCC on training and offering scholarships for students interested in the PDC planning and development field continuing to advertise in ethnic newspapers and participating with local ethnic associations. Hire PDC people based on qualifications. creating more entry level positions PDC Educate hiring managers and interview panels on non-technical, behavioral interviewing so we do not PDC get stuck with "typecast" final candidate pool that may bring strong technical skills, but not the level of emotional intelligence and understanding of diversity that we need in an incumbent. Also job fairs and more outreach. Have a minority hiring open house fair. Reward present employee with a day off when they PDC recommend someone who is hired. Bureau Innovation Project Employee Survey Data 36

My bureau could recruit and hire people from diverse backgrounds by: Bureau Having a strong management team in place that first reflects diversity. Second, having HR manager PDC that is skilled in diversity recruitment. Third, having appropriate training that supports and promotes diversity throughout PDC. Fourth, diversity should be deeply imbedded into recruitment and hiring.

Having more of a commitment and attendence at events like "Say Hey", OAME, ethnic Chambers, etc. PDC

Hire if they are qualified and not just because of color or race. PDC Hiring the most qualified to do the job. PDC hosting professional development events/conferences that appeal to a broad range of people - let folks PDC know what we're up to. I feel that often "Diversity" focuses entirely (or mostly) on ethnicity or color of skin. I wish that the City PDC as a whole, and my bureau specifically, would also include sexual orientation, geographic residence within City of Portland (e.g. outer SE Portland, North Portland), and equality for women and men in higher levels of management as part of their "diversity" recruitment and promotion efforts.

I think my bureau does an excellent job regarding this. PDC keep doing outreach through community newspapers and organizations. Need to work with a PDC BROADER base of organizations reflecting a broader range of diversity. making the workplace more receptive to flexible work schedules and part-time professional-level work; PDC increasing opportunities for training, learning and professional growth - thus encouraging folks from all backgrounds to learn best business practices and entice those who may lack knowledge to this workplace. Not being so secretive about the hiring process PDC Not important to have diverse backgrounds just be able to hire qualified candidates. Too much PDC emphasis on different cultures thus hiring under qualified for positions instead of those with correct background and experience not weeding them out before the first interview process because they don't have a master's degree. PDC Experience should count for something at least an interview. PDC weeds people of color out with the practice mentioned above. PDC also tends to see in black and white as far as hiring people of color.

PDC does a good job of this in most respects. It has a reletively diverse workforce - except women PDC who become or are mothers. Post position announcements at OAME PDC providing more community outreach to the community. providing opportunity for employees to advance PDC to managerial positions. We need more people of color in these areas. developing a training program for people interested in working in City government. Providing more internship and job opportunties to people who don't necessarily have an urban PDC planning background. It is important to have that expertise in house but should not be prerequisite for every entry level professional hire outside of the technical fields. (i.e. IS, finance, legal, etc.)

Seeking out and consistently providing job postings to diverse organizations such as Hispanic PDC Chamber of Commerce, etc. There are also subscriptions such as the Equal Opportunity Publications, Inc. that will post company information in order to encourage minorities to apply in our organization.

Specifically targeting minority populations. Put the job descriptions for hiring in minority newspapers. PDC Establish a training or internship with minorities specifically targeted. Perhaps giving out scholarships in different organizations whose benefit is a temporary position with the city. stronger relationship building around diverse applicant pools PDC They are great at handling this process PDC Bureau Innovation Project Employee Survey Data 37

My bureau could recruit and hire people from diverse backgrounds by: Bureau Using more professional recruiters. It is important to recruit a diverse workforce but they must be as PDC equally qualifified as other candidates. Use professional recruiters to recruit OUTSIDE of Portland. Portland is less diverse than other cities and we could draw from larger / more diverse places

We do a decent job at this, but could do better. The real issue in my opinion is retaining these PDC employees at PDC. We need to hire people with disabilities. I have been here for 15 years and we have never hired a PDC person in a wheelchair or anyone with a disability. We desperately need more Latinos/Hispanics on our staff. THey are way underrepresented. Workforce development tied to jobs/diversity w/in PDC staff. PDC (it's already very diverse.) PDOT advertise appropriately and choose objectively based on stated qualifications. PDOT advertising in minority publications instead of the standard newspaper and trade publications. PDOT already on track PDOT Although I strongly agree that we need a diverse work force I am concerned that we head in a direction PDOT of a hiring practice that focuses more on hiring minorities rather than the most qualified individual for a particular position. avoiding nepotism, especially in the area of temporay appointments. By the time a position is actually PDOT open for a recruitment, someone's niece or nephew has a 6 month head start on the competition.

Backgrounds shouldn't matter so much - only demonstrated abilities should count. PDOT Be fair. PDOT becoming actively involved in the communities. HR should go to high schools and colleges. The city PDOT should have a known presence at as many functions as possible and focus on multiple small projects/grants for individual neighborhoods. The more people see the city involved and feel involved with, the better the public perception. Being equal and hire the right person for the job. PDOT being fair PDOT Better advertising in specialty media. PDOT better advertising of positions PDOT Broaden the media outlets in which job opportunities are announced. Extend the time period people PDOT are given to apply for jobs once they are announced / posted. Often jobs are open for application for just one week. I don't think that's enough time for the word to work its way through deeper cultural realms of our community. Bureau of Maintenance is a roll model for other bureaus to follow. PDOT By actively seeking qualified minorities. Not merely using hiring practices to meet goals. PDOT By actually hiring people from the skills and strop being partial. PDOT by asking questions from people from that background PDOT By equalizing out the importance for all people having an equal opportunity - but at the same time give PDOT an equal importance on skills/qualifications/experience. By not letting management recruit from their family tree. PDOT Check to see if they have the skills to do the job that they are hired to complete. PDOT Civil service should be about QUALITY employees, not QUOTAS. PDOT Contacting community leaders of job advertisements. PDOT CONTACTING LOCAL CHURCHES WHICH HAVE VERY DIVERSE CONGREGATIONS...LIKE PDOT IRVINGTON COVENANT CHURCH AND NEW SONG COMMUNITY CHURCH. ASKING EMPLOYEES FROM DIVERSE BACKGROUNDS FOR RECOMMENDATIONS; OR AT LEAST HONORING THE RECOMMENDATIONS OFFERED IN THE PAST. continued outreach to local community through participation in suitable events like school career days. PDOT Bureau Innovation Project Employee Survey Data 38

My bureau could recruit and hire people from diverse backgrounds by: Bureau Creating an environment where non-English speaking languages are accommodated (website, PDOT telephone, print materials, etc.). This will open the door for non-English speaking adults to start communicating with the City more fully, become more comfortable interfacing with City government, and eventually apply for City jobs. cutting many staff by 50% PDOT Defining the goals. For example, are we hiring to meet the diversity of Portland, the State of Oregon or PDOT the United States? The goals that need to be met vary greatly depending upon how the parameters are defined. Developing a retention policy and providing promotional opportunity to all that is fair and equitable. For PDOT example, I'm aware of three African-American employees (Engineers) that left PDOT due to lack of promotion, these employees remained in their entry-level position fore more than 10 years. In contrast, their colleagues with less seniority were promoted. The employees got senior-level and management position with City of Seattle and Vancouver. Therefore its important to have a retention policy. does great PDOT doing more work with school district tech programs. PDOT Don't bother; don't hire a person because of their race, hire the best person for the job. PDOT education, ability, merit PDOT First, having the hiring managers examine their own beliefs and perceptions of racism through a PDOT course like Uniting to Understand Racism. Second, focus hiring of college interns from underrepresented groups to introduce individuals to the bureau. getting rid of political correctness PDOT Go for most qualified first. PDOT Going outside the normal closed recrutment process and opening up the job offers to persons not PDOT currently working for the city HAve people with diverse backgrounds recruiting, ranking and interviewing instead of the same samll PDOT undiverse subset of managers. Having a more productive HR department. PDOT Having a test each year to create hiring list. PDOT having an open hiring policy on more of the jobs available PDOT Having management personnel learn spanish and having a better connection to what works in what PDOT cultures. having open recruitment to the public with proper background check. PDOT Having represenatation at job fairs where such candidates might be available. Work with local high PDOT schools and universities to identify and encourage minorities to enter the transportation field.

Hire by qualifications, not quotas. PDOT hire for the job, not the diverse PDOT Hire people based on qualifications, instead of just who they want. PDOT Hire people tjat don't know anyone already working here. PDOT Hire people with the better skills, not because of race or gender. PDOT hire right person for the job not on quota system or to put a feather in someone's cap. PDOT hire the best PDOT Hire the most qualified person for the job, but all jobs should be posted and not already decided in PDOT advance. It is a bit discouraging when this is the case. Hiring anyone in America. PDOT Hiring in the areas where people from diverse backgrounds live. PDOT Hiring more people of color. PDOT Hiring people that can do the job. PDOT Hiring people who are qualified, not just diverse. PDOT Bureau Innovation Project Employee Survey Data 39

My bureau could recruit and hire people from diverse backgrounds by: Bureau Hiring qualified personnel. PDOT Hiring the best qualified for the job. PDOT Hiring the most qualified person for the job! Not the color or... PDOT hosting community job fairs PDOT I believe in helping people , all people. But, it should be by merit not by skin color or sexual orientation -PDOT -PERIOD! I believe that my bureau already does this, but if it wanted to increase the hiring of people from diverse PDOT backgrounds it could send speakers to the schools and/or have a Field Day for teens to showcase what our bureau does. This might give kids the idea that they are welcome into the work this bureau does, and that they are wanted. I feel my bureau already does quite well in recruiting and hiring people from diverse backgrounds. PDOT Unfortunately, it sometimes means not hiring the most qualified individual for the job, but instead hiring the best individual to meet larger workforce criteria. This does not play well whe exceptional individuals produce high quality work at the same pay rate as an average person in the same job class.

I think the most important aspect is we need to recruit the best people for the job period, if they are of PDOT a diverse background than that is even better. Due to the lackluster image that City employees have, we have a hard time recruiting hard charging employees. I think we are spending too much time trying to hire people of diverse backgrounds. I think we should PDOT concentrate on hiring the best person for the job regardless of their background. I think we do pretty well now. PDOT I would rather they just hired the best person without regard for how diverse their background is. PDOT People who remember that we are here to make the city a better place are usually the best employees and coworkers. I'd rather ensure professional, qualified staff than focus on "diversity." Hiring to increase diversity has PDOT resulted in underqualified, but diverse staff. If the city would just hire qualified workers and quit shoving the race card on everyone. PDOT implementing an information distribution process -- or enhancing the one we have -- by contracting PDOT schools and community centers (community outreach). Institute a moratorium on hiring or promoting any new white heterosexual males until such time as PDOT diversity goals have been achieved. Offer those remaining early retirement or other incentives to leave ASAP. If the applicant pool is still limited after implementing the above measures, rewrite job descriptions to lower minimum qualifications. Due to Human Resource Bureau and bureau manager abuses, most hirings/promotions at the City have little to do with qualifications anyway, so changing the job descriptions would simply be acknowledging the current reality and would allow the City to more easily meet diversity goals. Involving employees in recruitment and hiring process. Selecting a recruitment team of diverse PDOT backgrounds. just doing it. There are qualified people who are out there. Just hire them. We have a staff of almost PDOT 60 people - we have 2 people of color. Looking beyond stereotypes of "who" might look as though they would "fit" the position. To add PDOT diversity you must go beyond the surgace "look". Making job announcements in all media - especially newspapers which are circulated in each area of PDOT the city - outside/besides the Oregonian. making more effort to do so PDOT Making presentations to all city high schools. PDOT Making sure they can do the work or job, not just hiring a diverse workforce. PDOT Making sure they know their job! PDOT Making the city a better place to work PDOT Bureau Innovation Project Employee Survey Data 40

My bureau could recruit and hire people from diverse backgrounds by: Bureau My bureau does this better than most, I believe. But I think the City as a whole is still stuck at the most PDOT superficial level of deversity development (that is, those things which are obvious at first glance--- black/white; male/female;). This kind of diversity effort is based on stereotypes and an assumption that persons who share a common race and gender also share a common background. (All nature, no nurture.) We would to better to make a Myers-Briggs Type Indicator part of the selection process and building our teams based on that result. My bureau is very good at hiring people from diverse backgrounds and make every effort to continue PDOT the good work that they do. Neet to make sure people are qualified! PDOT newspaper ads PDOT no need to change practice PDOT Not hiring family members and spouses - our gene pool and hiring pool is the same. PDOT not limiting the recruiting process. Do away with the nepotism which is rampant. Blacks and women PDOT are not the only minorities. offering 'mentor days' for people to come into the office/field & shadowing a job for a few hours a day. PDOT This could include: high school, college, active job applicants. It's a way of 'getting into' the work environment & meeting people who could assist in future hiring notices, etc. Also, let's send out a variety of people in many bureaus with varied skill sets to hold 'job opportunities' presentations around the community? These could be culled from our workforce similarly to the way jurors are called. Perhaps a 'volunteer presentation core', who reports to the new City outreach specialist. That way, bureau managers aren't selecting ONLY those 'preferred' employees, while eliminating others because they're not to be 'included' in this type of community involvement. Either we're all equal or we're not, regardless of sex, race, age, sexual orientation, 'perceived' job performance, etc. Of course, some minimum training would be in order, and suggested discussion points based on audience (high school vs. adult job applicants, etc.). often positions are already "filled" when a posting goes public..if the process was truly open this PDOT wouldn't be such a problem. outreach program to vocational schools - community colleges - trade fairs. PDOT People at HR checking applicants background on verification. PDOT People from diverse backgrounds should only be recruited and hired if THEY ARE QUALIFIED. This PDOT question is to broad and undefined to answer with a YES or NO. I would not support hiring people from a diverse background if they did not have the communications skills, experience and education to adequately perform their duties. I also would not support hiring someone from a more diverse background over a "non-diverse" individual if the diverse person was lesser qualified. I am not at all opposed to working with diverse people, however, I would hate to see at the expense of qualifications...this could be just another form of affirmative action which in the past has not always been successful and has created rifts in the workplace (and I am a women saying this).

People should only be hired on their abilities, NOT because of race, sexual orientation. This is PDOT absolutely discrimination. performing more community out reach including job fairs, job shadow opportunities for high school PDOT aged children and doing a better job of telling people who we are and what we do. Please define diverse background. If you are including all walks of life, great ! If you're only concern is PDOT a few. I dont think that is diversity. Please get HR out of the diversity game. Their diversity is diversity of only a few. They have an agenda. I would like to see real diversity. Posting job openings in all neighborhoods and various cultural centers. PDOT Provide more opportunities to peoples from different ethnic backgrounds for promotion PDOT Providing training opportunities to diverse backgroundsfor career development. Recruit from specific PDOT areas - i.e. society of women engineers, union hall 701 CEO, etc... Qualifications, not race. PDOT Bureau Innovation Project Employee Survey Data 41

My bureau could recruit and hire people from diverse backgrounds by: Bureau race PDOT Recruiting from high schools and/or colleges in neighborhoods where there are people of diverse PDOT cultures and backgrounds. Stress the opportunties that the city provides. Resourcing agencies that train and work with disadvantaged groups. PDOT Seeking out groups other than women & blacks to recruit. Native Americans, Asians, Hispanics, etc. PDOT seems like they are doing a good job PDOT shouldn't recruit on the basis of diverse backgrounds recruit and hire people that can do the job, PDOT doesn't make sense to have a diverse workforce where some people can't do the job Showing that there are no promotional barriers or bias in the process of selecting the best candidate. PDOT skill levels don't matter, only the job title PDOT Starting an internship/apprenticeship program for underrepresented populations. OHSU has a good PDOT example of a program such as this. And, the City has had such efforts in the past that succeeded in preparing young people to compete in a balanced hiring process in ways that our current school system and other programs are not preparing them today. I very much believe that the answer lies in better preparation, not in artificially weighting a hiring process for or against people based on factors related to issues related more to how they were born than demonstrated professional merit and preparedness. The City has amazing resources in both people and capital that could partner well with our local school systems to better prepare our kids.

Stay with the same hiring plan. PDOT Targeting community resources that are able to access diverse candidates qualified for the particular PDOT position filling. The best way to hire diversity is to have open recruitments. But you MUST hire the most qualified PDOT candidate, not what fits your diversity needs. That is the biggest problem with the city. Hiring people who are diverse but not qualified. By doing this you mislead the diverse groups that that do not need to be as qualified as the non diverse (white) candidate. You also make the qualified non diverse candidate (white) less interested in applying and provididing healthy competion for qualified candidates. This is not true in every occasion, but it has happpend on numerous occasions, you need to recognize that you are reducing the moral of the workforce by hiring for some other reason than Qualifications. Now, qualified must have diversity in it, but diversity does not necessarly have qualified in it. The bureau hires from a diverse background, but does a poor job of promoting minorities (particularly PDOT Asians) into management, and especially upper management. The City overall has never had an Asian bureau manager and you can probably count on one hand the total number of Asians that have reached the division manager level. The problem is the perception that Asians are good number crunchers (engineering and finance) but are not leaders. Even in sections that are heavily dominated by Asians, few are supervisors. The Bureau of Human Resources is not helpful in aiding the bureaus in hiring a diverse workforce. The PDOT Recruitment and Selection division of BHR is more of a hindrance than a help. They do not have an effective process of recruitment, nor do they do outreach for each bureau's recruitment. BHR is the front door to the City of Portland and should do a better job of bringing in more diverse applicants. The bureaus bring qualified applicants in through the hiring process. Each bureau should have one or two liaisons that work with BHR - they would bring in a knowledge of the type of work of that bureau and their job would be specifically helping managers in the bureau understand their opportunities for bringing diversity to the bureau. The bureau's need their own HR people.

The level of recruitment would go up if management hired better people. Diversity works better when PDOT who is picked can do the job. Bureau Innovation Project Employee Survey Data 42

My bureau could recruit and hire people from diverse backgrounds by: Bureau the most qualified should be hired regardless of cultural background PDOT They are no good. PDOT They do a reasonably good job in this. PDOT They should hire PEOPLE with skills and/or a willingness to learn, not recruit because of background PDOT or color of skin. To recruit and hire people of diverse backgrounds the work has to start at the point helping diverse PDOT communities get the education and positive exposure to professions that they would not otherwise choose. Recruiting and hiring if won't work if the pool of candidates is limited. Please don't give us quota's disguised as goals and expect us to achieve them if there aren't any programs that sincerely address the fundamental issues. Using radio ads for recruitments. PDOT we already have a very diverse group PDOT we are doing well with diverse hiring. PDOT We could hire qualified and skilled people from diverse backgrounds by recruiting from the pool of PDOT people that currently are performing the type of work we perform. For example Union Halls, construction focused periodicals, and trade schools. we have enough - - although we don't have any people from Mars or Pluto or other planets. PDOT why? I hire capable and skilled people PDOT Why? You are here to do a job, not study other backgrounds. PDOT You have to make sure they are qualified first. PDOT youth education / job training programs PDOT Advertising and recruitng nationwide. But to be attrative around the nation we must be the best. Police Unfortunatly budget cuts year after year and increasing the workload demand year after year has taken a horriffic toll. Advertising or hosting a job fair in the communities these people live in. Police advertising that Portland is a city rich in various cultures and we are seeking people to serve those Police cultures. We need officers who not only can speak other languages but can also be sensative to the culture. I think that if we had an ad campaign that emphasized Portlands diversity and was targeted to draw those people in then we could have a vast resourse to draw from to hire and recruit.

Advertising. Police Attending more job fairs and giving military personnel credit for years in service towards the Associate Police degree. By actively attending various hiring fairs and employment opportunities that people attend when Police searching for jobs. Recruitment for my division is very limited by word of mouthand the city job postings. In the past, Jennifer Lawrence attended job fairs to help recruit both sworn and non sworn.

By actually reaching out to the minorities in our community. We keep hiring the same person over and Police over again. And we continue to treat the minorities in our community as if they were all the enemy and the problem instead of part of the solution. By getting information out to the various communities, through community newspapers,notice Police boards,word of mouth. Bureau Innovation Project Employee Survey Data 43

My bureau could recruit and hire people from diverse backgrounds by: Bureau BY HIRING HONEST, HARDWORKING, PRODUCTIVE PEOPLE. I BELIEVE HIRING QUALITY Police STAFF IS THE MOST IMPORTANT RESPONSIBLITY OF A MANAGER/LEADER. THE SECOND MOST IMPORTANT RESPONSIBILITY OF THE LEADER/MANAGER IS TO STEP UP AND DEAL WITH PERFORMANCE/PRODUCTIVITY ISSUES. IN THE SHORT RUN IT IS EASY TO LET THINGS SLIDE. IT IS A DIFFICULT THING TO TELL PEOPLE THEIR PERFORMANCE IS NOT ADEQUATE, BUT IT IS THE RESPONSIBILITY OF MANAGERS. IF POOR PERFORMANCE IS NOT DEALT WITH THE WHOLE ORGANIZATION SUFFERS RESULTING IN POOR SERVICE TO THE COMMUNITY. THE BOTTOM LINE IS PROVIDING QUALITY SERVICE TO THE COMMUNITY. continuing to take steps toward outreach. The bureau is doing a great job with its new recruitment plan Police in terms of trying to reach women and minorities. Dedicating more resources to recruiting. Police Expanding outreach recruiting programs in high school and local community colleges. Cadets Police programs and programs like the Police Corps are great recruiting tools. Focusing on the local job market. Why should we target minorities elsewhere if it does not represent Police the minority makeup right here in Portland. Making this the top priority of the new Mayor is laughable. Let's focus on real problems and problem solving. Get rid of the degree requirment. This policy eliminates a large population of people that would be Police great officers. In a lot of cases people with life experience are greater assets than those that hold a piece of paper. Most of the new officers go from high school to college and then get hired for the bureau. They come to us as spoiled, self centered individuals who want everything their way. It certainly does not mean that they write or spell any better than those that have not gone to college.

Hire the most qualified individual regardless of background diversity. We should be hiring quality not Police quantity. Our employees should represent the community, not pulled from another state or region.

I believe everyone no matter race, color or creed should be created equal. This city is too focused on Police minorities of different diversities instead of focusing on who can be best qualified for the job NO MATTER what their color. Quit shoving caucasians to the back of the line. I believe my work place is already has a diverse background of people. The city spends way to much Police money on this subject. The most quilified person should get the job no matter what their background. If you really want to make a change then start with the kids. Childern of all background have the right to the same education. The poor kids in this city are left behind, and then you wonder why they do not have the skill and education to get a city job or any well paying job for that matter (crack dealer is not a job). Making mega nom-performing schools in N/NE will not improve their education. Most of these poor parents not only are lacking skills but education to fight for their kids and school, therefore they get shafted. Why is it that SW is only have 1 school closure? HMMMM. If you have a broad educated public you will have a diverse workforce.

I don't believe lowing standards to accomadate "diversity" is valid. Affirmative action no longer exists. Police

I don't know, but I know what ever we have tried in the past hasn't worked. Police I dont know? It seems as if we try very hard in this area. Police I feel the police bureau does a fine job of this already. There is a fine line between making people Police aware and shoving issues down peoples throats. I feel we need consistent hiring and recruit practices as well as background qualifications and Police standards We get started and stop so if we were to keep it simple and approachable maybe be might reach a goal?? The best recruit practice is reflected in the way we treat people each & every day. What people see is what they believe. Ask yourself would you want to do this job? If not why? That is what we need to work on "why" yes? "why" no? Bureau Innovation Project Employee Survey Data 44

My bureau could recruit and hire people from diverse backgrounds by: Bureau I think the police bureau is making honest efforts to recruit people from diverse backgrounds but once Police they're here the bureau doesn't know what to do with them. This is especially true with women police officers. I think they're doing the best they can however we don't have the budget to hire the people. the whole Police recruiting process is a long and tedious chore that leaves many recruits to find other jobs because it takes so long to hire someone. I think we already are. Police I'm not really sure, but I think we could do a better job of recruiting by being more upfront about what Police the job truly entails...... 24 hour/shift work/holidays/stressful, etc. Also, we need to promote being a family-friendly workplace so we can get applications from those who want to suggle family and career.

Increasing the timeliness of the hiring process. Staff BHR sufficiently such that the testing and Police recruitment process runs more quickly, and keep testing OPEN CONTINUOUS, not shut it down everytime money is a question. Instead of trying to be diverse, just hire the most qualified person(s), whomever they are. Police It already does a great job. Police listing job opportunity in the cultural newspapers. They sort of hit and miss with this. Police Looking for employees that live here, rather than always recruting nationwide for positions Police Maintaining an on going commitment to this effort by allocating personnel and resources and not Police having them eliminated when the budget gets tight. Maybe by targeting some ads in the North and NE sections of Portland. This would include hiring Police people who can speak spanish. Many times we are unable to assist a spanish speaker due to language difficulties. More personal contact with potential applicants. The current policy of telling potential applicants to look Police at the website or take a test before talking to someone can be a hindrance. My bureau already includes a wide range of people from diverse backgrounds, but we could expand Police that by more widely advertising the availability of positions. My observation is that my bureau has very high standards that need to be met to be qualified (which is Police critical) but minorities who are able to reach these standards have bigger opportunities available to them and don't want to "settle" for my bureau. The amount of daily stress, life threatening situations compaired to the salary are just not attractive. Raising salaries isn't necessarily going to work, however, as I am not sure my bureau could compete with salaries from more white collar /professional positions that exist. I'm not sure what the answer is. Women tend to be the highest percentage of minorities and that will most likely continue, but male minorities are a lot more difficult to find. Catching kids earlier...like in high school, and glamorizing the job more might help. Working with the community to limit the naysaying and encouraging supporters to be more vocal would also help. Many people support our police, but they tend to be the quiet ones and don't compete with the outspoken negative members of our community. offering a competitive salary and benefit package that attracts qualified individuals who happen to be Police from diverse cultural backgrounds. At present, I know people go to other agencies because of the lack of salary, benefits, and the non supportive political/media climate that is associated and in the past was encourage by our elected political leaders. Proportionately, we're doing a good job. Recruitment isn't tied just to diversity, but to projected overall Police employee satisfaction. If potential applicants perceive PPB employees aren't satisfied or are unsatisfied with their work environment (i.e. recent shootings), and aren't supported by mgt during Monday-Night quarterbacking in the news media, potential applicants will (and are) applying elsewhere in the metro area. Vancouver benefits heavily from PPB's negative PR. PPB could partner with surrounding agencies and have their new hires complete a questionnaire to determine why they choose the other agency over Portland. Recruiting in High Schools, colleges and churches. Police Bureau Innovation Project Employee Survey Data 45

My bureau could recruit and hire people from diverse backgrounds by: Bureau Recruiting in local schools and colleges, focus on hiring people that are from our region. Police Recruiting those who are prresently serving in the armed forces. Police Sending more minorities and women out into the community to search and seek qualified candidates. Police

Spending money in a recruitment effort. So far, the City leadership has naively assumed that all they Police had to do is talk about diversity and magically it would happen. The job market is competitive and diverse applicants are going where they are recruited. And you have to recruit regionally at a minimum. start talking to kids in high school, encourage them to point their future in this direction. I believe good Police people, no matter what their background, is more important than the number of people per minority. Recruiting at LOCAL colleges. Taking a long-term view of recruitment with a plan, not acting out of desperation. The bureau should Police focus on helping youth develop skills that will help them be successful, regardless of whether they are interested or not in law enforcement. I'm talking about basic skills, such as written and spoken communication, attention to detail, the importance of being on time, thinking beyond themselves and serving others, etc. I think PAL is great, but partnering with job training programs would enhance the Police Bureau's efforts. The Bureau already does what it can to hire people from diverse backgrounds. The focus should be on Police hiring quallified applicants without regard to ethnicity. The bureau has to first become serious about doing this instead of just paying it lip service, then by Police building a diverse work force and treating them fairly, they will spread the word to their associates and it will become self fulfilling. Outreach to schools, diverse neighborhood groups, and having diverse recruiters would also get the word out that the bureau is serious (instead of freezing vacancies, using the money for other programs and costs, yet saying they can't find diverse applicants which sends a terrible message) The issue is not to have a large number of minority employees (Portland is over 80% white), but to hire Police the best person for the job. The process is adequate at this time. It doesn't need to be fixed. Qualified canidates will come forward Police no matter what. When we bend over backwards to attract diverse canidates, the quality of employees goes down. There needs to be some sort of acountability,knowledge, caring from the Bureau Of Human Police Resources (BHR). BHR seems very disorganized in assisting the Police Bureau in the hiring process. It seems the Police Bureau had a more consistant record in hiring qualified police candiates, when the Bureau was in charge of hiring. This simply means hiring minorities. The political attitude in this city is "blame the police" . Self Police appointed minority community leaders make all incidents with the police a racial incident and use the police as a catalyst to promote themselves. We will never recruit minorities to the Policr Bureau until you stop the left wing hate mongers from lying about us. To stop "pre-selecting" people for positions even before they are open to others. Discontinue "sham" Police recruitments. This would encourage more movement from within and would create more movement from outside the bureau. To think that our local pool of applicants is sufficient to meet our hiring goals is unrealistic. Police Treating the community with understanding, courtesy, and respect. Developing a better relationship Police with the community where the police are viewed as the good guys. Use the media the way they use us. Meaning that we continually work at creating press on the positive Police things that we do. This will make my bureau more appealing to people of diverse backgrounds. Bureau Innovation Project Employee Survey Data 46

My bureau could recruit and hire people from diverse backgrounds by: Bureau Utilizing a stairstep approach with programs. Many diverse youth become involved in the Police Police Activities League and are eager to become cops because they look up to them. So keep them in PAL, find them summer jobs when they get old enough, have them join Cadets, encourage them to go through police corp, and long-term the face of the Portland Police bureau will be changed forever.

We need to focus on a person's abilities. Citizens want and deserve good qualified employees Police regardless of their background. The priority should be on quality of the individual. By overemphasizing background you tend to lower the importance of having good quality people. With additional resources, the Police Bureau could place more people in our Personnel Division to Police conduct recruiting missions outside of the Portland Metro area. This would provide a larger pool of candidates, which would provide greater diversity, without compromising the integrity of the hiring process. We could then fill frozen positions and ultimately add additional officer positions to our staffing allocation, which would improve service, moral and satisfaction. This improvement would be transparent to the community and would attract additional applicants. With respect to diversity goals, the Police Bureau has difficulty recruiting, and greater difficulty hiring Police sworn staff. Hiring is gated by the ability to quickly process candidate background checks. The number of background investigators needs to be increased in order for the Bureau to meet hiring goals. In the time it takes the Bureau to satisfactorily complete a background investigation, candidates may already have accepted competing offers from other agencies. It may increase the efficiency of those efforts to outsource those elements of background investigation that do not pose a risk to confidentiality or the Bureau's need to rely on law enforcement professionals in the direct employ of the Bureau. With respect to recruitment advertising and outreach, a greater focus on consistent and sustained recruitment advertising and an increase in travel for recruitment would be a good start. It is important to remember that their effectiveness is in part tied to sustained effort. This is true for both local and national recruitment . Work to improve relations and partnerships with schools (elementary through college years) to Police decrease the stigma of the police as a whole and the stigma of minorities policing members of their own communities. Implement educational incentives (allowance to attend classes and premium pay for degrees attained). Some minorities lack the funding for a college education and when they receive their education they are drawn to career fields which provide larger salaries and greater esteem amongst their family and community. Working with colleges in the area to offer credits for training. Clackamas Community College offers 12 Police credits for DPSST basic academy. Lower the hiring standard to high school with credits being given for training. Recruitment at these local colleges will increase hiring efforts. You should hire the best people know matter who they are. You may have luck recruiting minority Police Police Officers from our State University athletic programs (OSU,U of O,PSU football & basketball scholarship athletes) they are physically fit and college educated. > using apprenticeship programs - this requires commitment not just to apprentice positions, but also Water to staff positions for training, supervision and oversight (significant for inexperienced employees). > simplifying recruitment and hiring processes. > approve staff positions to accomodate "workforce development" (allocate positions for new hires so they can spend more than 2 weeks with long-term employees prior to their retirement) Allowing people of color to be hired without a lot of construction experience. Water asking people if they know anyone who might be interested and then making sure they send them an Water email that announces the opening. becoming more active in schools and getting kids of all backgrounds involved in math, science and Water engineering. Better promotion/advertising and educating the public of the excellent oppportunity to work for the city. Water There needs to be a positive advertisement not just an announcement. Bureau Innovation Project Employee Survey Data 47

My bureau could recruit and hire people from diverse backgrounds by: Bureau BHR's mission should include aggressive recruitments on behalf of the bureaus from among Water minority/diverse candidate pools. BHR should provide more that just the top few names from the ranked list of eligible candiates so that bureaus would have more opportunity to reach diverse candidates. It seems to me that a centralized BHR service should include identifying and organizing city participation at job fair opportunities sponsored by others that target various trades or professional people. Also, I think the city (BHR) should organize City of Portland job fairs. I believe the city should be more willing to recruit for jobs outside Oregon and more frequently be willing to fund incentives like relocation expenses, vacation bonuses, and use higher than entry or mid-range salary offers. Our bureau wants to hire more people with more diverse backgrounds, but it's hard to get enough of them on elegiblity lists. By being able to recruit creatively, ensure that exams actually provide the information that is needed to Water produce a candidate pool that meets the requirements for the job and by getting rid of rules such as only being able to interview the top 5 candidates on a ranked list. We also have difficulty with contract provision that require that we hire internal candidates if they are on the list when recruiting for promotional represented (non-entry level) positions We have done a lot to create more entry level positions which expands the diversity of our labor pool for promotions. We really need to revamp the role of the recruitment and selection group in BHR to create a relationship of strategic business partner, responsive to the needs of its customers and the City's goals, rather than the policy and procedure police. Consider more positions that can provide a underfill/training opportunity for those interested in the field Water but unable to pursue because of financial or social difficulties. In doing so, also determine that the person is a good fit for the position so that it is a win-win situation. Also consider offering this type of opportunity within the bureau and across the bureaus Continuing current practices. Water continuing to follow HR guide lines, contiunue to advertise nation wide for positions, continue to be Water sensitive to the importance of this issue. Coordinated city-wide effort to foster a diverse labor pool with the appropriate skills and experience to Water compete. Training of hiring managers to solicit and evaluate information from applicants in a way that does not unfairly screen out qualified candidates. Doing a better outreach program. Water Doing less promoting from within and expanding advertising for open positions. Internal candidates win Water most, but not all, of the open competetive recruitments. Don't go by race only check their work background better. Water Extending outreach to the community. Attending job fairs, school programs, neighborhood meetings. Water

Get rid of background checks. Water having more minorities in positions of power. There is not one person of color in my department, but Water there is a handful of women. Having more resources to provide interactive education opportunities at forums and educational Water institutions to allow more diverse populations to understand what we do and what is required to do it.

Hire best qualified person regardless of background. Water Hire more work study students. They are income qualified and more diverse than the general applicant Water pool. The ones that do well are potential hirees. Have more true entry level positions available. The last entry level position we hired had a masters and published work. This was a Tech I position. Sponsor promising student employees to become members of professional organizations. Have mentor programs, cooperative programs, internships. Make it easy and reward managers for participating. Hire the most qualified people, regardless of their background. Water Hire the people with the highest scores. Water Bureau Innovation Project Employee Survey Data 48

My bureau could recruit and hire people from diverse backgrounds by: Bureau Hire the qualified candidate. Race, gender, age, culture should not factor in. Water Hiring qualified people from within their bureau! Water Hiring should be by ability and talent and background and not based on race or orientation. To me that Water is a biased approach. Respect EVERY individual regardless of race, don't respect some more than others and hire over others BECAUSE they have a particular race or origin that provides a quota. For diverse backgrounds not just based on ethnic background, nationwide advertising for higher level positions would encourage additional recruitment. As well, the City should be an appealing place to work. Hiring the best person for the job not concentrating on race, religion, etc. Water HR has doen very good in recruiting women and minorities have been very good. Water I think we need to emphasize equal opportunity rather than focussing on diversity so much. Water In the construction areas by hiring a diverse group for entry level jobs and mentoring them to help Water advancement to higher level jobs. Pay apprentice positions at a higher percentage of the journeyman wage so that workers with family responsibilitys or other obligations can afford to take an entry level apprentice positions. It already does. I don't see where it needs to be expanded or improved. Water just by hiring more women! It is very male-oriented. Water Looking more at past work experiences and competencies instead of depending so much on a person Water holding a specific degree. This Bureau is completely tied to hiring only folks with Engineering degrees as project managers, instead of measuring a person by their experience. Lowering standards. Water making more connections within the community. I still feel the best qualified person deserves and Water should get the job, but I think opportunities are limited for opportunity and advancement. Mentoring should be a part of the supervisor's role but the "Good Old Boy Network" is much more the norm.

Making sure they have prior experience in whatever job they are applying for. Water Maybe not worrying so much about diversity, but more about employing the candidate that is best Water qualified for the position. Might be a good idea to have a diverse hireing pannel. There is really no way to recriut people from Water diverse backgrounds to apply for positions, but if and when they do apply it would help the process if they were viewd/screened by at lest one person with a diverse background??? Networking with community based agencies that have a direct link to minority groups in the city. They Water could advertise in non-traditional media forms. Never, ever lower standards. Instead offer pre-announcement advertising for future positons. Then Water provide information and/or classes designed to help prepare disadvantaged potential employees to do better on the best test that can be made to find truly qualified employees. High quality employees of whatever background are necessary to improve public perception of governemtnt employees who perform at the highest level of professionalism. not hiring employees who are not qualified for the job just to fill the position. advertising the position Water and not pre-filling them not sure, but I think we should always hire the best person for the job no matter what background. Water

Proactively soliciting participation from a variety of sources. Water Providing mentoring experiences for high school students; making more effort to work with university Water students in the area; make sure every recruitment includes outreach to mediums that communicate with minorities under-represented. Recruiting and hiring without regard to who is the most qualified. Water Bureau Innovation Project Employee Survey Data 49

My bureau could recruit and hire people from diverse backgrounds by: Bureau Removing the barriers that prevent people from diverse backgrounds from advancimg into supervisory Water and management positions. In the 14 years I have been in the bureau there has been NO hiring/promotion of people of color into supervisory/management positions. It is hard to believe that in all that time there have been no qualified candidates. It remains an all white system controlled by the "Good Old Boy's" Setting targets and then designing programs that would help move in the direction of targets. Report Water progress and adjust as needed if movement not satisfactory. The bureaus spend too much revenue hiring from diverse backgrounds and emphasize that fact. They Water should only hire people who are trained and qualified to do the job and not because of one's race.

The suggestion here is that Bureaus are purposefully avoiding candidates. If there is evidence of it, the Water the Mayor's office should act on those Bureaus or specific cases, if there is no evidence then it is difficult to understand the question. Without seeing a broad range of job applications the Bureau has seen, which I haven't, it is difficult provide advice on the issue. It is reads like a leading question. Obviously HR has some oversight responsibilities and if they see something improper occurring one would think they would recommend a course of action. There is no reason to recuit specifically. Water We already recruit and hire people from diverse backgrounds. Water We need to do more outreach. But, to be effective in hiring, we need to modify some of the HR rules Water and practices that make it difficult to hiring diverse candidates. For example, many hiring actions are multi-step. HR will not provide hiring managers category statistics between each step so that the hiring manager can effectively monitor the applicant pool. It is in effect too "blind." Second, we need to go outside the area and be able to hiring when we locate a candidate.

We need to simply recruit from the general population and hire the most qualified personnel for each Water position. That in itself should diversify the workplace. We should hire the most qualified applicants in all cases. The Diversity should be provided into the Water hiring process by marketing and the hiring campaign. When hiring we need to utilize the probationary period more effectively. Currently it seems once you Water show up that first day you are guaranteed a job. If we hired more people at entry level jobs and cut those that don't measure up we would have a much more effective work force. The results from the tests don't always indicate who will be the best employees. Why? Water working closely with high schools and colleges in the area. Water Working with local community/vocational schools to provide information for apprenticeship programs. Water Outreach at Job Fairs. Work with IRCO. ...firing current employees ti create some resources to hire more people from diverse backgrounds.

1. Use internships and temporary positions to bring in candidates with diverse backgrounds. 2. Partner with PSU and PCC (who already serve diverse populations) to recruit and train prospective employees. Rethink the massive recruitments that, ironically, result in a huge number of applicants but a superficial screening process. Adding an additional recruiter to actually get the job done. Advertise, and offer training programs Already done - not additional effort needed. An apprentice program. Not requiring a college degree to clean restrooms and pull weeds. being in a community where more of these individuals are located. Being more concerned that they can do the job than by what their diversity is. Bureau Innovation Project Employee Survey Data 50

My bureau could recruit and hire people from diverse backgrounds by: Bureau By setting minority recruitment goals and requring them to be priorities in hiring decisions. I realize the City has an Affirmative Action Plan, but in looking around, the Bureau workforce is not as diverse as it could or should be. What I often hear about recrutiment is, "Yes, but he/she wasn't the most qualified for the job." (Do they need to be the most qualified, or just qualified? That, I believe, is an important issue.) Another issue is that BHR needs to find a way to more effectively recruit qualified minority applicants and present them as candidates for openings. I believe the Bureau should also recruit minorities from among the existing City workforce for promotions, training opportunites, etc. and including them more often in stakeholders groups...... I see a steady stream of white males (and a few females) filling positions as supervisors/managers, and it appears they are the only ones making it through the recruitment process for supervisory openings (from wihin and without the various bureaus.) Also, asking minority employees what they think could be done to be more effective. I think a lot of lip service gets paid to this topic, but there isn't a lot of follow-thru or support towards improvement. Employees do not hold many supervisory/managerial positions. So, there appears to be no mechanism in place to move this along as a priority. (I have spoken here mostly of racial minorities but all of my comments could apply equally to other minorties as well.) Continuing current practices. developing a group to show people how to do a supplemental application. Difficult, especially when qualifications and ability to perform the job should be first consideration. Obviously, hire the most qualified. Diverse backgrounds does not just mean race or culture. And just because diverse backgrounds come together in one place does not mean that there is equal footing. If the intention of the City is to reflect the % of people in each population, I think that they better look closely at the skills of the people competing for the job. Be blind and listen - What exactly is the need for diverse backgrounds doing for the City - isn't it outreach and understanding of how the city operates on their behalf. If this is the case then make sure that there are people of diverse backgrounds representing the City in the neighborhoods centers and have those people versed in the overall city operations - the "Ombudsman" skill of meeting the City with the human. If the person is applying for a job that their skill matches and they are a better candidate than everyone else - hire them, but if not - don't.

Doing the same as currently doing, but focus also on qualified people. Doing what they are doing. Don't hire by race or sex but by giving the most qualified person the job. Don't hire from diversity - hire by ability. Going to one test, one hire lest. No rule of 5. have BEST, regardless of how diverse Having either internal staff more involved in the recruitment process or getting some agreement from BHR that this is a priority. With the centralized recruitment process that we have, it is really BHR that needs to adopt this as a priority. Advertising for engineers in the Oregonian and the Scanner is not going to get the diverse applicants we need. Having more flexibility in creating lists of eligible individuals and communicating information about the diversity characteristics to the hiring manager so that he or she can make all qualified candidates are considered for the position. High school education programs. Local Union (laborers local 2% and others) hire people qualified that are qualified for the job who cares about their diversity Hire the best people regardless of color, sex, religion, etc. It's a form of discrimination otherwise.

Hiring people from outside. Hiring the most qualified applicant. Bureau Innovation Project Employee Survey Data 51

My bureau could recruit and hire people from diverse backgrounds by: Bureau I can't see too much chance of this with the union always having the final say in so much that goes on here. I haven't got the faintest idea - follow the law. I think that we should hire by qualifications, not race or gender. The best candidate should get the job. Whatever color or gender. I think too much emphasis is put on this. We should more concerned about hiring the most qualified personnel. I understand the legalities of posting jobs and public jobs open for the public, but, in reality aren't you just opening up jobs for people who are temporarily holding said positions, and giving them permanent status? It seems a waste of time & money for everyone involved (HR, recruiters/advertising, applicants, etc.) Is there any documentation of how many applicants received jobs that weren't holding this position previously under temporary status? If possible, seek out other labor unions with long unemployed list. Collaboration very important. Attend statewide labor rallies. Ask employees with an above average work ethic about friends. Birds of a feather. I'm really tired of all the emphasis on recruiting and hiring people from diverse backgrounds. Bureaus should hire the best person for the job, period. Maybe you should go to a little more effort in advertising in newspapers that cater to minorities, but when it comes down to it, the most qualified person should get the job, whether they have white, black or green skin. You can't force people to apply for your vacancy. including an EEOC(?) specialist in every job interview. Managers tend to hire persons just like themselves in key positions. It is human nature, I think. A person specialized in diversity should be more involved in hiring decisions. Increase targeting of specific neighborhoods, and have funds available for training where it would make a difference in recruitment choices It is more important to hire the MOST QUALIFIED person for the job. After all, that is what business does. It is my opinion my bureau needs to hire competent employees rather than worry about diversity.

Let the market decide who wants to work for the city. Hire the most qualified candidates. Recognize that all employees bring diverse backgrounds. We don't need to seek those who have appearances of differences based on race or color. The city needs to be honest about what it really means by "diversity". There seems to be no recognition that people of same color can be very diverse culturally. There is pressure to hire people of color; this is entirely inappropriate, if not racist. How do you determine historically disadvantaged or underutilized population groups? How do you determine which cultural piece is missing from our workplace that we need to bring in? How do you determine how this diversity improves the workplace and customer service? Is it percentage of blacks, hispanics, gays, young, old, women, disabled, liberals, conservatives, Republicans, Democrats, and on and on? Where do you stop the manipulative nonsense?

Lets hire the people that can do the work. Look at seasonal employees. Make one list and hire only the best for the job. My bureau already does this. My bureau already has so many diverse backgrounds it is sometimes impossible to find someone who speaks good English. my bureau is already doing this. N/A. We already use a wide range of minority community resources to encourage diverse applications.

NA - small bureau with little turnover in positions. Bureau Innovation Project Employee Survey Data 52

My bureau could recruit and hire people from diverse backgrounds by: Bureau Not focussing just on skin color to recruit, but take into account more of the background of the candidates and skills they can offer the bureaus. Not important. Not needed - divisive B.S. Not relying on skin color or gender as the basis of diversity. Outreach through three positions hired last year specifically for cultural communities, smaller target media sources, word of mouth through community groups. Place vacancy notices in publications geared to minority populations. Notify university student organizations that are for minority students of openings. PLEAE MAKE SURE THEY ARE QUALIFIED Recruiting in the colleges and universities for professional staff; understanding the value of diversity, different perspectives and ways of thinking/processing information. The City could improve their diversity by removing most of the current HR managers and going back to staff who believe people are basically good, trustworthy, and worthy of respect--and treat people that way.

Recruitment and hiring is a function of the Bureau of Human Resources. BHR needs to (1) provide a diverse applicant pool to be bureaus (I don't know to what extent they do this already) and (2) provide training to those making the ultimate hiring decisions in how to identify and counteract their unconscious biases against hiring people not like them. restructuring the hiring process. taking the most qualified person for the position. the City providing an eligible's list of people with diverse backgrounds. The eligible lists provided do not allow you know their backgrounds. The department represents the diversity of the city. They need to focus on hiring those who CAN DO the job best, regardless of background or diversity.

They should hire qualified people. This is abused to the opposite extreme. Training and promoting unfairly "diverse" employees-- especially when they are related. In the WB finance department they have diversifed to 2 sisters and a niece working together in a 5 person department (non-management). This is finance--isn't that unethical especially at that level of accounting? Is diversification more important to the city than ethics? The word is is that Mort really likes them so no one should say anything or it will cost you your job--this is wrong. This issue is important but is overemphasized. Too much staff time is spent in the name of diversity. Our attention in recruiting should focus on a persons qualificatioin to perform core duties and not on perso nal background. Too much emphasis on diversity to the degree of hiring people not qualified! Very difficult to do. Portland does not have much diversity in its population, so recruiting diversity is virtually a lost cause. My understanding is that overall City employment in diversity already exceeds the percentages in the population. If true, additional outreach is high cost and limited chance of success.

We are line crew. Why ask? Seems to never be looked at or even considered. We have now and have had in the past a very diverse workgroup. Other workgroups aren't as diverse as they could be, their aren't as many disabled or older workers anymore. Why even ask. You have an agenda that does everything to promote blacks, gays, women and are doing nothing for the white male who is actually qualified. Why, with everything the city has to face, is cultural diversity the top priority? You advertise for the position and you choose from candidates. What else can you do? That is all you can do. Bureau Innovation Project Employee Survey Data 53

My bureau could recruit and hire people from diverse backgrounds by: Bureau You should be more concerned with qualified people rather than the color of their skin. You are discriminating against everyone when their qualifications are based on skin tones or accents. Bureau Innovation Project Employee Survey Results 1

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Continuing to promote and encourage participation in cultural awareness programs and by continuing Attorney to encourage bureau employees to communicate interpersonally. Encouraging all employees to participate, instead of just a few. Attorney Having a guest speaker at a brown bag lunch Attorney Having a systematic system of performance reviews that is applicable to all employees. This is a major Attorney problem City wide. As a result there is a perception on the part of whites that minorities are untouchable and not held to the same performance standards, and whites get all the breaks on the part of minorities. (A generalization, but often enough to state it). Having bureau members provide anonymous statements to the bureau chief regarding any such Attorney issues. I believe that is being done now on an as need basis. My bureau works well in this area. Hiring more minority employees, including managers. Attorney Hiring people from diverse backgrounds. Attorney I don't think we need this. Attorney I think we are all pretty sensitive and our mixed race, mixed gender, mixed sexual orientation Attorney workplace functions pretty well. But we are still pretty white. I'm not sure what my bureau could do to improve the level of cultural awareness. It seems to me that Attorney our office is accepting of everyone and I'm sure disparaging statements against any group or persons would not be tolerated. However, I would be fun if we had in-office cultural awareness celebrations now a then. My office does a fairly good amount of work in assisting our employees in understanding cultural Attorney differences. Improvements can always be made - a few more invited guests to staff meetings, encouraged attendance at cultural events. Our bureau does a wonderful job of this, and attorneys are required to obtain diversity credits. Attorney Nothwithstanding that, last year the office sponsored the "understanding Racism" 6 week seminar attended by many people in the office. Seminar education. Attorney Becoming more involved in culturally diverse communities and activities Auditor Continuing current practices. Auditor encouraging its employees to take part in the different activities offered by the city (noon-time Auditor programs, etc). Having open, honest dialogue within the bureau (either all employees, or split managers off if people Auditor felt uncomfortable). With or without a facilitator/trainer -- if one is needed, gather people from various cultural/ethnic backgrounds ('normal' members of the community could be more powerful than a high- priced consultant brought in from outside the area). I think just getting everyone together to discuss understandings, feelings, issues, questions and concerns is a powerful and needed way to start any process. Get everyone on the same page. I think the city's various cultural awareness projects are successful and it seems that the bureau Auditor should do more than encourage employees to look towards the city-wide efforts. listening to what others in the workplace say Auditor Offering training in other-than-English languages. Auditor Taking up these issues at staff meetings, which are pretty much non-existent. Auditor (1) improving communication/language assistance and providing training on the BDS culture/perspective/customer expectations of Portland's new immigrant populations. (2) striving to help employees accept/tolerate/understand gay and other sexual minorities. ..working with it's existing people to better understand "who they are" and what their concerns are. BDS Currently, people with different backrounds are not entirely "accepted" or understood. Ways to acquaint the "unfamiliar" with our current ethnic and cultural people would be to offer events such as an "ethnic food cook-off", geographic presentation (slide show) on a place visited by one of our staff so their experiences can be shared. Bureau Innovation Project Employee Survey Results 2

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: 1. Recruiting more diverse employees. 2. Bring in representatives from minority/ethnic or cultural BDS groups to present info and lead discussions regarding cultural differences, how to communicate effectively, etc. Accepting people and their cultures. Sometimes it feels like my bureau tries hard to show how BDS someone is different, but the same as me. When you start by pointing out that someone is different, many people will focus on that difference and not see the rest of the comment. Can be very dangerous. Better access to and more information about other cultures. Training. BDS By carefully examining the number of caucasian straight woman and Christian white males that have BDS been placed into high positions of management. Staff has very limited understanding of what a number of their credentials are ---- BDS has faced a higher number of lawsuits then any other Bureau for discrimininatory behavior and they are ripe for more lawsuits by LGBT and people of color. Fix the root of the problem. No diversity in management. Follow the facts related to their past professional experience and see if you can honesty tell staff they should be in these positions!!!...... We want LBGT and People of color!!! Or at least people who have the credentials to be in these positions!!! ------

By providing insightful classes. BDS By starting with management. If they convey that they only value ones in their own culture how can you BDS expect anything different in the employees. Celebrating diversity instead of trying to suppress differences. BDS celebrating diversity. the more celebrations the better. perhaps have cultural groups prepare BDS presentations that can be put on display in the lobby of the 1900 building? Allow the formation of cultural clubs to meet after hours and work on awareness presentations and/or charitable works. completing the bureau Diversity Program document and implementing it. the program document BDS includes diversity training focused on managers, superviors and employees. Continuing to list bi-lingual workers in the bureau phone book. We often don't attend the cultural BDS activities because they aren't close to our site. Coordinating with the City to have a second session of cultural awareness programs [that are put on BDS by the city] to be held in the 1900 bldg. Frequently it is not convenient or realistic to attend these programs when they are held at the portland bldg, given the time it takes to leave work, travel up there and back. Such prgrams should be made available to the employees who work in the 1900 bldg.

Developing intrabureau presentations that will emphasize the varied backgrounds individuals have. BDS The should be two pronged, first develop program goals and strategies, next recruit current employees to show how their divergent backgrounds come together to create a useful employee.

Educational information could be improved. Voluntary workshops only appeal to those with interest. BDS Those who are apathetic or opposed do not attend. Manditory workshops would be helpful. There are many groups with differences that are not cultural background, but personal difference. These groups should be included in the mix also. encouraging employees to express their cultural awareness. We could provide more interest in work BDS activities by encouraging employees to express themselves culturally by providing ethnic food, activities, etc at bureau events. Encouraging greater collaboration between different divisions of the agency - for example land use BDS and building review. Having cultural presentations at divisional meetings. Giving opportunities for discussion at divisional or BDS sectional meetings about cultural issues. Taking greater advantage of the City-County diversity conference, or perhaps having a mini-conference aimed at our bureau and its particular circumstances and issues. Bureau Innovation Project Employee Survey Results 3

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Having cultural presentations at divisional meetings. Giving opportunities for discussion at divisional or BDS sectional meetings about cultural issues. Taking greater advantage of the City-County diversity conference, or perhaps having a mini-conference aimed at our bureau and its particular circumstances and issues. Having managers and supervisors discuss with their employees at staff meetings some key issues of BDS cultural awareness and understanding as identified by the Bureau's Cultural Diversity Committee. Periodically provide Diversity-related keynote speakers at the 1900 Building during an early morning session so that our building inspectors can also attend. having seminars about the cultures and religions that make up our work environment. BDS Helping employee's understand what cultural awareness and understanding in the work environment is BDS and what it involves. Hiring a more diverse workforce. Having a diverse workforce, and interacting on a regular basis with BDS people from diverse backgrounds itself is the best way to raise awareness. hiring and promoting the best people, and then organize, and manage them so they can work together. BDS As opposed to just hiring a bunch of people who seem to get along together. I don't even know what this really means BDS Interact with other cultures. Provide a lecture series teaching about other cultures and other BDS perspectives. Making better use of every contact made with the diverse elements of our community, a lot more BDS promotion of the opportunities the City has to offer in volunteerism and employment, and the continual feedback of every individual good or bad inter-cultural meeting or contact experience through systematic gathering and analysis. Education is the key! New people could get diversity training. But those of us who have been here a while have had a lot of BDS training. no specifics but training efforts should be of higher caliber. Cultural awareness, customer service and BDS other trainings have been aimed at the lowest common denominator and have mostly been a waste of public money not being afraid to display cultural differences. We stopped having the "Christmas" brunch so we BDS wouldn't offend those who do not celebrate Christmas. It was replaced with the "winter holiday" brunch that is devoid of ANY cultural icons. I would prefer we do it all and have big, messy, all inclusive celebrations that everyone has something to identify with. Our bureau is on top of this goal by developing our Diversity Development Program. We are identifying BDS systems, strategies, activities, and processes to raise awarenes. We're also developing a bureau-wide training program that will require all employees (including the director) to participate in cultural awareness training. Other activities we plan are informal "brown bags" where employees can openly discuss current issues/problems with cultural differences here. Our Diversity Development Committee is very dedicated. Our workloads do not give us the luxury of attending workshops on cultural diversity. BDS providing speakers on different cultures BDS Providing training to employees. BDS Requiring all employees, beginning with management, to attend a quality diversity training. Training BDS would need to be done by professionals with a proven track record of success in changing corporate culture to a more accepting, inclusive workplace that values differences. Stopping institutionalized rasicm, and condoning racist attitudes and behaviors starting from the top on BDS down to line staff. Bureau Innovation Project Employee Survey Results 4

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: The Understanding Racism 6 week course was excellent. A follow up or next level class would be BDS greatly appreciated. A second course is necessary to share tools staff can use to share their new awareness about racism with family, friends, co-workers and the public that they encounter expressing racism. What to say and how to say it, in a non-confrantational way, would be valuable. The most important realization I took away from the course was, I now acknowledge 'white priveledge' exists.

There is currently not much cultural diversity in BDS that I am aware of. I think having people work in BDS groups with staff from a variety of sections within the bureau will indirectly help cultural understanding ... people can listen to presentations, but by working with culturally diverse people we will learn more. Work groups could be created that have a variety of staff: planners, plans examiners, inspectors, etc for specific projects. This comment reflects a viewpoint of one who works in extensive direct public contact in the Dev. BDS Services Center: Enhance the availability of translators and cultural community resources - immigrant help org's, church groups, business leagues- who might be able to provide volunteers at meetings to not only translate but to avoid cultural miscues. We reciprocate the volunteer effort of the NGO's by developing translated informational literature and outreach (guest speaker, resource about what really needs a permits, speak about safety and building codes, possibly Title 29 Housing Maintenance, etc..

This will continue to be difficult until we "transition" from "old school" employees (typically born and BDS raised prior to 1970) to a younger work force. The employees who graduated from high school in the 1970s, 1980s, and 1990s are more likely to embrace the importance of cultural awareness because it isn't such a "foreign" idea to them - many have experience with the issues of cultural awareness from their high school and college education. Using bureau events like the hoilday breakfast to have sub-themes specific to different cultural BDS celebrations. The holiday breakfast is the only time we get together as a bureau. Perhaps a mid year event could be scheduled as well or other mini "parties", sponsored by the bureau and given at a time when most people would be able to attend. Volunteer (mandatory?) activities within minority populations, especially SCHOOLS - more emphasis BDS on SMART, education is the key, both ways! We are here to work, that is what we get paid for. Our personal cultures are for home. BDS ...continuing current practices. However I believe we are here to do our jobs and serve the public BES interest. Providing a workplace where each individual is respected and receives equitable treatment is of paramount importance. I'm not sure how the citizens are better served by the improvement of cultural awareness and understanding in the work place if everyone is already treated equally with respect. 1. Continuing to require cultural sensitivity training to all supervisors and employees. 2. By givnig a real BES effort in your monthly diversity celebrations. I think a cook out for black history month is not only insulting but the fact that is is slated for March 17(now moved to March 24) shows the commitment and care that is shown to employees of African decent in the bureau. 3. To have more minority representation in management and this does not only mean women, I mean people of color, ADA and other under represented employees. 4. Making managers accountable by withholding pay increases for those who fail to educate themselves and/or continue to be a hinderence to minority employees/all employees ability to succeed in an organization.

All the cultural awareness brown bags are held downtown. Employees in outpost locations don't have BES much of a chance to attend unless we take turns. allowing cultural events to be attended on the clock, and encouraging managers to encourage BES employees to attend. more frequent required classes on cultural awareness, a couple times a year, instead of once every few years. allowing everyone to express themselves (within limits) BES Bureau Innovation Project Employee Survey Results 5

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: as long as we hire people from the general populace there is going to be resistance to any sort of BES acceptance where people are expected to understand other cultures Attending city-sponsored functions, training, events and seminars. BES BES does a good job with this issue BES BES does a pretty good job, no change needed. BES By FOLLOWING their stated policy of equal treatment regardless of gender, nationality, race, or BES sexual orientation. by having mandatory training/participation by qualified trainer at least every two(2) years. attitudes are BES created by exposure to constant positive re-inforcement, they just don't happen. Concentrating on the work. People have come to believe that diversity will be used as excuse to hire BES and keep underachievers. Continuing and expanding the Diversity Committe lunch presentations. BES Continuing cultural awareness training and events. BES Continuing cultural awareness training and events. BES Continuing with the diversity fairs and some of the food-based potlucks whereby persons share their BES favorite dishes. It is simple, yet dignified, and it works. Cultural awareness is fine, forcing minority agendas on the majority is not. Management has bought BES into the social and political agendas of some groups. The effect has been to intimidate those who are not part of those groups into silence if not acceptance of those agendas. Most people just want to do their jobs with freedom from fear. Cultural Awareness? Is there a problem? How about some respect twards others. How about sending BES some information in the mail to all employees about cultrual awareness.... Then can we finally go to work? Define cultural awareness?understanding cultural awareness?? BES Efforts are outstanding in this area. In fact, I am often overwhelmed by cultural diversification efforts. BES

Encouraging employee participation in school program that promote education, particularly science & BES math, in traditionally under-represented communities Encouraging learning of multicultural issues by sponsoring more employee participatory potluck BES lunches at work groups that reflect our in-house and external resources (NARA). HR could supply menus and even imported guests to highlight significance of customs. Having performers may not always work if attendance is poor. We have had some really good ones in our group and they foster a good atmoshpere and everyone enjoys a break from the usual samo-samo lunch.

Encouraging managers to have less formal occasions where cultural diversity can be recognized. BES Many of the awareness programs are rather stilted and impersonal. Encouraging people of differing cultures to share their experience with fellow workers. BES Ensuring that diversity training is part of every new employee's orientation. Holding refresher sessions BES periodically for all employees and particularly managers. having supervisors deal with all personnel problems at the lowest level possible. Getting trained mangers form out side of the city. BES Guest speakers for brown-bag lunches besides downtown. BES Have classes on the mores and quirks of different cultures BES Have to quit playing cards all day. Sorry. BES Having brown bags in different locations then downtown. BES Having group or burea wide discussions with staff (not just at manager meetings) about different BES understandings or getitng volunteers to talk about their cultural values. Bureau Innovation Project Employee Survey Results 6

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: having more events that bring information about other cultures out. Often, these events are during BES lunch hour when many people are unavailable (we're running errands, working out, working through lunch, etc). I think these events need to be at a variety of times to capture a wide audience. Can we use work time to attend these events? I will also say that offering events that focus on the arts from different culturals (this type of event seeems to be the most common) is not enough. These events are fun and informational, but they seem too superficial to really get us working together better. To get better understanding of different cultures we really need to work together on projects or tasks and spend more time together day-to-day. We also need a better recognition and acceptance of what the cultural differences are. For example, decision making may be done very differently by different cultures. Timeliness to meetings and how deadlines are viewed may also vary across cultures. having someone actually explain the culture of a group. (ie - the customs and actual practices, and the BES general views of that group that may contrast it with other groups). Understanding and sensitivity is greater when one actually understands where a person is coming from. hiring managers who offer more than lip service. Everyone knows that it is politically correct to value BES diversity, but it is not typically a human trait and "Caucasians" tend to take a defensive approach to cultural diversity; i.e., make sure not to offend anybody by avoiding any reference to differences. hiring more people from diverse backgrounds. BES Hiring or promoting more minorities in supervisory/management .Seems the good ol' boys network is BES alive and well. HOLDING MORE "BROWN BAG" SESSIONS IN PLACES OTHER THAN THE DOWNTOWN BES BUILDING. FOSTER MORE CULTURAL AWARENESS IN THE PEER PROGRAM. holding more mandatory training/seminars. I thought the workplace harassment seminar was very BES successful and should be required once a year. I also thought the BOM's field day is good at allowing other employees to experience each other's jobs for a day and bring people together that normally would not interact in their job positions. I recommend opportunities for employees, who may come from different cultural background, to interact with one another and experience the other's job responsibilities. How was the current perception of a lack of cultural awareness by City employees measured? Other BES than the recent Police shootings for DWB -- something specific to a few people in one bureau -- I disagree that there is a city-wide lack of cultural awareness. I don't think it is possible for my bureau to be more aware of cultural diversity than it already is. I believe our bureau does a great job in this area. We hold trainings, brown-bag sessions and open BES forums to improve cultural awareness and improve communications. I feel BES does a good job now. There are frequent celebrations of different cultures and a Peer BES Group of trained employees who are available to talk to employees about issues. Monthly managers meetings include discussions on recruitment of a more diverse work force I feel my bureau is doing a good job in this area BES I have been through SEVERAL City and Bureau diversity training programs and awareness BES workshops. I honestly do not see significant benefit from these various activities. I am a white, female Christian Engineer. I am heterosexual. There is no tolerance for my religion. I am made to feel uncomfortable in many situations if I mention my "husband". I have come to feel that if I am not gay, am not a minority, am not non-Christian, I am not "acceptable" in the City workforce society. If you want to improve cultural awareness, make it work for EVERYONE. I think my bureau, and the city in general, does an adequate job of providing cultural awareness to its BES employees. I constantly receive emails promoting cultural awareness. I think the bureau is doing an adequate job of cultural awareness. I enjoy the shows and displays, BES though often I cannot make it downtown to see them. Bureau Innovation Project Employee Survey Results 7

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: I think they already do a great job. I believe we are innodated too much with this type of information. I BES think the diversity training is essential. I enjoy having monthly info on diversity via email but find it hard to partiicpate in scheduled activities due to work load. Diversity has been too focused on the typical ethnic diversity (african american, etc) should be expanded to include women in the work place, all ethnic backgrounds (irish, german, iranian, greek, etc) I think they do a good job of this now. BES I think this area is really not that important. I have seen, in past employment with other employers, BES employees use this as an excuse to blow off their own non-productive behavior. We need to respect each and every fellow employee - we also need to work to the maximum, given budget constraints and taxpayer expectations. I don't think having a Black History potluck necessarily makes us any more culturally aware, and seems stereotypical to boot. I think we are doing a good job already. BES Increasing the number of minorities in the bureau so they teach their culture instead of hide it in fear of BES offending the majority . Insisting that its mission extends beyond building and maintaining pipes to protecting and managing BES natural resources and complying with ALL environmental laws, not just the Clean Water Act. People in the bureau who are not engineers and who do not work on Clean Water Act are routinely ignored or at best viewed as secondary considerations. The bureau also needs to change its generally adversarial approach to dealing with regulatory agencies. In terms of cultures -- African American, Latino, Caucasion, Asian, etc. -- the bureau does well. It's the cultures of the technical professions that aren't honored or utilized effectively. Just build a diverse work force and then make them into a tight working team and the cultural BES awareness will work itself out. MAKING HANDOUTS AVAILABLE TO EDUCATE AND MAKE SUGGESTIONS AND GIVE BES INFORMATIVE HISTORIES ETC. Making sure that all employees attend diversity classes...by the way...give more classes....not just BES seminars. Make the info compact but have gab session optional afterward. More of an issue with BR and the city....Not everyone works downtown. Just off the top, Parks & Rec., BES Water, Burueau of Maintenance, and many of us in various groups within Environmental Services work in large locations where it makes more sense for programs to come to us rather than the other way around. My bureau does a good job of encouraging cultural awareness through the use of staff meetings, BES bureau-wide social events, awards programs, management trainings and peer support programs.

My Bureau does a good job of promoting awareness but I'm not sure if it is sincere or just because it is BES expected. My bureau is so far behind with dealing fairly with W.A.S.P.s, that the other goals are fantisies. BES No comment. BES No improvement needed. BES Not cramming the idea down our throats. People get along mainly from respecting the other persons BES value in the work place. Not having caucasion staff teach diversity ( I am caucasion, by the way ). Not having extremely liberal, BES nor conservative personalities teach such courses, but recruit and retain balanced, moderate, qualified minorities who truly understand diversity, prejudice, and what if means to be discriminated against. This would be one of the few ways US caucasions could better comprehend cultural awareness, short of living long-term in another country. Offer more trainings; require basic cultural diversity/awareness training, much like smart driver BES trainings, that must be updated every 2-3 years. offer some type of manditory culture awareness training. I asked to attend such an event and was BES subject to gentle kidding. The attitude was "that's for people who have had a problem". Bureau Innovation Project Employee Survey Results 8

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: offering classes or seminars about diversity and cultural awareness for employees to attend and BES encouraging employees to attend Offering more awareness and history of caucasion cultural. BES Offering more information on cultural awareness, and continuing with brown bag lunches with BES speakers at all locations, not just downtown. Offering more opportunities for employees to interact with others and get to know other individual's BES work (however, this is a time and money issue and needs to be balanced with work needs).

Offering training and skill development for managers and staff. It should NOT just focus on cultural BES differences although this would certainly play a part. Increasingly our work environment is becoming more diverse culturally, economically, life experiences, lifestyles etc. This diversity is beneficial .... it brings different ideas and different approaches to the task. Often however differences are personalized or people feel threatened or not respected for their views. If we offer skill development in the work force to appreciate differences, and know how to respectfully work with differences then we will be more productive, more effective and richer in our performance of tasks. These skills often are not innate and must be learned and range from active listening, to learning how to reframe an issue and opening up to other viewpoints. In this process we will become more open to cultural and all forms of differences. On a City-wide and Bureau level, continue to sponsor and endorse cultural awareness training and and BES more-importantly, special events. Recognize those employees who invest the effort as many of the activities are voluntarily organized, supported and funded. Our Bureau regularly notificaties and participates in various monthly cultural awareness programs and BES brown bags. paying less lip-service to cultural awareness and advocating for real change. "Cultural Awareness" is BES posted in the hallways etc. but over the past 3 to 4 years I know four african american employees lwho eft BES because they felt they were being passively discrimated against. Like city council itself, there appears to be a very high tolerence for the gay and lesbian community in our bureau but beyond that I see very little real commitment to diversity. Providing employees with information about the demographic makeup of the City, and how (or if) that BES is reflected in the diversity of City employees. Providing more workshops on human relations/interactions, both for internal and external customer BES service. Providing time to share about individual cultural traditions. Learning to appreciate co workers as BES diverse individuals by learning something personal about them. Providing training in cultural communication. Require all employees including all supervisors and managers to attend "Uniting to Understand BES Racism Seminar" Respecting each other in the department and outside the department. No favoritism between each BES employee whether Asian and White. When I am busy working on a project/work, someone should step in and help service the person who needs help instead of waiting for to help them. If the goal of the department is to help service the people, everybody should be willing to help each employee. This is teamwork is all about. Teamwork really depends upon trust and cooperation of fellow team employees and of management to achieve the form's goal. All employees must work together to contribute their talents and support the results they produce. Everybody should posses organizational and problem solving skills with close attention to detail, and the ability to work cooperatively both individually and with members of the public and co-workers from diverse backgrounds and cultures.

Sending everyone to mandatory cultural awareness training. We have a cultural diversity committee BES that holds an event each month, but it's on employee time. The people who attend are not the people that seem to be most in need of training. Bureau Innovation Project Employee Survey Results 9

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Shifting personnel within bureaus or work groups such that the same group of individuals doesn't work BES together for decades without much outside interaction. stopping the obsessive concern with such things. Let people be people. BES Supporting employees more (career and personal development), so they feel supported enough to BES speak up and out, leading informational information; providing support during work time for cultural events or learning opportunities. Too often events or informational opportunities (talks, workshops) (if held) are held outside of work hours, so people need to choose between their personal time and learning. Helping sponsor educational opportunities (speakers, movies, etc.), or providing ways to have employees coordinate these kinds of events would make this integration key.

Targeting those that most need to learn tolerance. Currently, our diversity awareness approach seems BES to primarily reach those that are already tolerant and curious about other cultures and minorities. The most important aspect seems to me to be simply to encourage acceptance of, and respect for, differences. This would need to target individuals who wouldn't normally go to brown bags, etc.

The most effective means to increase understanding of different cultures is to employ people from BES different cultures. We learn most from those we interact with. It is never enough to simply have diversity trainings or cultural awareness brown bag lunches. These are lip service to true understanding. The work environment is for WORK. Acknowledgement of my cultural heritage is not a requirement of BES the job. Nor do I wish it to be. It is my job to fit into the work culture, not for the work culture to fit me.

There seems to be a "standard" list of cultures targeted for awareness. This is not a fault, but I feel BES that no culture should be left out. I'm not sure how to rank them: by population statistics, maybe. It may be obvious that it would be odd to have a cultural awareness day for a culture not represented within the City. It would be nice to have initiatives outside "official channels," but I think people are wary of this topic in general and tend to shy away for fear of offending or of not "doing things right."

They do a good job. BES This is a mute point because in my line of work there is no level of cultural awareness, since the BES workforce is not very diverse. Training BES Treating people like people not subsets of people. BES We already do a lot of this. BES We already have potlucks representing different cultures and have had employee presentations of BES their native country's customs and cultures. This has been very enjoyable. On a more formal level, outside of City sponsored classes that some people may go to, there's really nothing that I'm aware of. The Management Team may have separate training in this area. Again (as in recruitment), to be really effective, the responsibility of providing the "backbone" of cultural awareness, through both informal and formal methods, needs to have someone devoted to seeing that it gets done and keeping information flowing and on track. We don't have this luxury - in the past the person in charge of recruitment was also effective in this area, aided by an active bureau diversity team which was basically absorbed by another group and apparently dissolved. We need more than an occasional brown bag on the topic or an evening event. It has to be a part of BES our working culture. Our current bureau structures and cubicle environment limits our interactions that could stand to be improved. Bureau Innovation Project Employee Survey Results 10

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: What is the definition of "cultural awareness"? The City shouldn't focus on highlighting our differences. BES We all come together under one roof to work and need to adapt appropriately. Regardless of "culture", City employees need to follow proper business etiquette and office behavior. These attributes - professionalism, courtesy, respect - cross cultural boundaries. Employees shouldn't have to tolerate unprofessional behavior disguised as a cultural difference. City sponsored cultural awareness training. - My bureau already does cultivate some awareness BHCD aimed at understanding the populations our at which our programs are targeted. We have had presentations from Native American groups, representatives of the homeless population, etc. This is something that I believe is very valuable and could be extended to learning about people with diverse ethnic, religious, socio-economic, education levels, etc. for ALL city employees. Perhpas attendence at PGE's Diversity fair should be mandatory for people at different time intervals.

Continuing with frank discussions when actual events occur that are perceived differently by various BHCD employees. Offering more opportunities for different cultural groups to present the perspective of their group to staff. Developing out of the workplace social events/excursions that expose staff to the cultures of different BHCD etnicities. Encouraging all of the staff to participate in a cultural showcase, so to speak. This would allow people BHCD of any race, gender, lifestyle or anything else to describe what makes them who they are to their fellow staff. Including where they were raised or the food of their family enjoys or their values or religion or how they dressed or anything that defines their 'culture', in the broader sense of the word.

I think BHCD has made great strides in this area. I think we should continue to focus on this subject in BHCD trainings, etc. Sending more people to the Understanding Racism class. I want to say that in the last year or two we have taken a quantum leap in this area through trainings BHCD and other vehicles. That said, I offer the following: - City workshops on understanding racism and similar topics -- make more time for this. - create more opportunities for culturally focused groups in the community (e.g. NAYA, El Programa, AA Health Coalition) to come in and tell the story to City staff. Improving the cultural and interpersonal awareness of the management team. Very smart and nice BHCD people, but too much denial and discomfort in talking openly around cultural differences. Addressing inefficient work systems which can be interpreted as being unappreciated by staff. Mandatory intensive trainings for all staff. Start with a focus on: African-American, and Indian/Native-American (don't do 1/2 or 1 day trainings. Multi-week, group trainings with a facilitator who then works with the management and program teams. Not putting all minorities in a box. Sincerely interacting w/ minorities, and involving them in larger BHCD projects. Our bureau has been working on this, trying different approaches. I think the key is an ongoing focus BHCD in this area and finding different ways to talk about or present cultural awareness to help a wide variety of people increase their understanding and awareness. Providing monthly topical ON SITE brown bag sessions. Some sessions could be informational while BHCD others could be facilitated training sessions. For sessions to be successful, staff would need to be involved in identifying session of interest. providing more culturally competency training and more time to orient new staff to her or her roles and BHCD responsibilities. Sponsoring facilitated dialogs about cultural issues/questions/concerns in the workplace. Broad BHCD generic trainings aren't very helpful. Serious, honest, facilitated discussions about the real day to day stuff make a difference to advance understanding and diffuse tensions. This is hard work and will make some folks uncomfortable so it needs to be done carefully. Bureau Innovation Project Employee Survey Results 11

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: doing nothing. we have too much to fix as is to start worrying about understanding of cultural BOEC awareness i do not care where people are from, but wish the City would ensure that persons non native to USA BOEC spoke clear english. Several persons in the cental office are almost impossible to understand.

I do not think we have an issue that needs to be improved. We have several employees with diverse BOEC backgrounds, and a good understanding of what is and is not acceptable behavior. While there is quite a bit of dark humor involved with our job, i think racial and cultural boundaries are always respected.

Multicultural potlucks BOEC People just need to be more understanding of each other - it's not just about cultural awareness. The BOEC people who work here - line employees/union members - are NOT friendly people. They are the meanest work force I've ever been around. They are mean to everyone - even people who are "like" them - even to each other. Possible presentations at inservices. Hiring people with different backgrounds (see above). Answer BOEC unclear Send employees to other bureaus for job shadowing. BOEC speakers, literature, emails on events around the city to explore the different cultures BOEC Unfortunately, in our line of work, we MUST gather information quickly. We typically use a language BOEC line service to gather information. I do think we could learn a little bit about the different cultures in our city, I'm just not sure how to pertain that to what we do or what information we need to gather from the callers. 1. Publish more planning materials in key minority languages (such as Spanish, Russian, BOP Vietnamese). 2. Hold planning events in minority gathering places (BOP district liaisons to identify those places). 3. Invite minority community leaders to present community issues to the BOP bureauwide. Actually holding the management accountable instead of just threatening to do so. Also you should BOP provide enough money in "poor/general fund" bureaus' budgets so that they could have more of their staff attend trainings such as "Unlearning Racism". By doing more outreach to unique ethnic segments of our community. We, BOP, do more outreach BOP than most bureaus and are probably one of the best agencies at doing this. However, only the recent St. Johns Plan team made a direct effort to reach out to the Latino and Hmong Community and more of these needs to be done. We do not, us or the rest of the city, understand the lives or needs or the Lation, Southeast Asian, or Eastern European communities that are rapidly growing in our city.

By doing much of the same as the recruitment strategy--working closely with these groups to BOP understand at the grassroots level what these communities face daily. Celebrating the staff and its accomplishments based upon the events important to them. BOP Have community members provide presentations to the bureau on how they and their actions are BOP perceived by various sub-groups within the broader community Having the opportunity to work with these issues and be exposed to them. Training and having the BOP time to take the training would be great. I think we do a pretty good job of being sensitive to coworker's differences and needs, although the BOP differences here are not as great. More active participation in citywide cultural awareness celebrations. Inviting speakers to expand our BOP understanding of the richness of cultures living in Portland. Providing more opportunities to learn about the culture, heritage, and backgrounds of our coworkers. Offering more classes, training, presentations BOP Promote the monthly cultural awareness programs. Avoid pc talk that turns people off. BOP Bureau Innovation Project Employee Survey Results 12

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: some opportunities for open discussion of isues of concern for all of us. Separate team meetings BOP focus on work projects, but we would benefit from more discussion among ourselves about office situations. The bureau and the city already do a pretty good job of identifying significant cultural events and BOP holidays, and making us aware of significant cultural events that could have an effect on public involvement or meetings. Just continuing this would be good. Training in intercultural communication, including communication across class. BOP All people are different, and it is not wrong - just different. Fire Allowing employees to truely speak there mind when we have cultural awareness classes. I have seen Fire very few people speak out in a negative manner, but when they do, it seems like some form of discipline usually follows. Allowing the individuals to work our their differences and get to know each other and develop Fire understanding and respect. You cannot mandate or legislate that! All you will get if you try is more resentment. Already enough training. Fire Already working. Fire Annual cultural awareness workshops. Fire Awareness is already high. We have had enough classes. Fire Being more work oriented and stop wasting time with this foolishness. Fire Bringing different authorities in to hold seminars and recruiting others to go out and find more Fire information about different cultures. By continuing to hire different cultures, but it will be a slow process. Change can not happen overnight, Fire but it is getting better. By focusing on general respect of all employees instead of special recognition of women and Fire minorities rights. By not dwelling so much on cultural and trying to turn the bureau into a sterile environment. Fire By not overreacting to every complaint and having an absolutely no tolerance policy for certain Fire infractions and stand by it. By understanding the P.F.B. gets along with each other. We like and enjoy each other. The problem is Fire when people outside the bureau think everything a golddigger says is true. Case review: what failed in the past and how could it have been prevented. Fire Classes are already underway. One last year and one just about ready to start. Fire Communication. Fire Conducting classes. Fire Continue current education programing. Fire Continue to have classes and workships on the subject. Fire continued cultural awareness classes - provide cultural diverse speakers with no agenda Fire Continuing and/or possibly expanding our current training and education in this area. Fire Continuing on with our cultural assessment implementation. I do not believe that hosting "celebrations" Fire of different cultures would be an effective means for our Bureau to improve cultural awareness. I think it would be a miserable failure. The training provided by our cultural assessment implementation is much more practical and useful. Continuing the process now in place. Fire Continuing their current efforts. Fire Continuing to ensure that people respect each other at work. Classes do little. They only serve to Fire make management feel like they are doing something. No one likes the classes (minorities, females, or white males). Continuing with recommendations of cultural assessment implementation committee. Fire Continuing with the awareness classes. Fire Contrinuing current path, not backing down and accepting every complaint as true. Fire Bureau Innovation Project Employee Survey Results 13

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Cover other cultures...i.e. white americans. Stop pushing so hard about each individual culture. If Fire people are so touchy about their background, this is the wrong place of employment. Cultural awareness involves demonstrating a basic level of respect for all employee's. Workplace Fire environment is basic respect with the addition of good general conduct. Focus of these two aspects and we'll accomplish the work environment were looking for. For the most part this is already being done, occassional employee conflict does not constitute a poor curltural or hostile work environment.

Cultural awareness training is oversaturated to the point of bitterness among many fire bureau Fire employees. Continuous, annual diversity training disguised in many forms to teach the same subject is offensive. Personally, I do not see blatant discrimination in the workplace. Redundant diversity training is counterproductive to the employee and expensive for the taxpayer. Dealing with individual problems and making employees accountable for their actions. Fire Different areas of the city make different cultures. You don't hear about experiences or problems Fire encountered throughout the bureau. We could learn from the experience of others. Dignity for each person should be expressed in the way managers treat anyone around them. Daily Fire comments that teach a small bit of cultural awareness may be more powerful than a class. Leaders lead, managers delegate. A true leader will provide that awareness by example and discipline where needed. Suppose each person in a bureau was assigned to learn and provide information on a specific cultural group back to the local office group, or each person was to tell their story in the group to the others. No negative comments are allowed, just meet with an eye toward understanding. People relate to stories. Doing a fine job as we are. Fire Doing a good job. Fire Doing a good job. Fire Doing it currently. Fire Doing what they are currently undertaking. Fire Doing what they do. Fire Don't need it. Fire Dropping it. How about "human awareness," rather tahn cultural awareness. Human relations is very Fire important, as that is who (humans) we work with and work for. Nevermind...you don't get it. Education Fire Education and communication. Helping people to understand and communicate the english language. Fire

Education and training. Fire Education. Fire Empowering the inter-bureau interactions needed to open our minds to other cultures. We simply don't Fire have the in-house knowledge to share. Enough time and resources is currently being dedicated to this purpose. Fire Ensure that people without fire service background are informed of fire service traditions. Fire First understanding the culture of the members of the bureau. Fire Focusing more on what is the same with each of us rather than the differences. We are doing it all Fire backwards by focusing on the differences all of the time. We also need to quit punishing the masses for the faults of a few. Most employees view diversity training as a punishment and don't want to be lectured about the good things that the majority already do just because they are already intelligent, caring individuals. Use focused training to weed out (or save) the few troublemakers. You don't send the whole community to DUII Impact panel because one person is arrested for drunk driving... Most of us get it ALREADY. We need to focus on charactor building and respect for the umbrella of authority. Bureau Innovation Project Employee Survey Results 14

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Forcing employees to work out personal issues with each other, instead of allowing someone to bring Fire their problems to upper levels of the bureau without working through the chain of command.

Getting representatives from different cultures to talk to us about their culture. Fire Good job. No change necessary. Fire Have the diverse people in your bureau provide the training. Fire Having an on-going program of short sessions (90-min max) annually. Fire Having open and frank discussions, not just the workforce development classes that tell us "this is the Fire new way things are. If you don't like it, tough. Keep your mouth shut." Having open conversation/discussion where the employees feel less like they are being force-fed Fire cultural awareness. Having worked at the Fire Bureau for 3 years I am totally impressed at the lengths the Bureau goes to Fire with being culturally sensitive. Hiring diverse people or people who are openminded. Fire Hiring from single eligibility list thereby reducing animosity towards "the other list." Fire Hiring more diverse people with different cultures and backgrounds. Fire Hiring more homosexuals. Fire Hiring qualified people. Fire Hiring someone that actually is aware of my bureau and how it works and doesn't try telling me Fire because this books says I should feel something that I need to comply. Hiring the type of people that can sort misunderstandings on their own. Fire How about TV drills that could touch on varisou aspects we should be alert to. Fire I don't really know if we do this well. Fire I don't see a problem with cultural awareness. Fire I don't think you can force this. I believe the emphasis should be on working together and having good Fire working relationships. The rest will follow. I feel that my bureau has set the benchmark for other bureaus in recent years but as with anything, Fire there is always areas for improvement. Delivering more training more often. I personally do not feel there is a need. Instruct all personnel to respect one another and treat each Fire other fairly and with dignity, no matter their skin color or background. I think the Fire Bureau strives to achieve this...we have made a living for years on figuring out how to Fire bring different people together to form an effective team. Instead of pointing out the few mistakes, look at the success stories that are found in each station, division, etc. More people should come and get training from US on how we have managed to do this year end and year out regardless of race, religion, gender, socio-economic group, etc. I think this comes from the individual. I do not believe semianrs, workshops and training will increase Fire cultural awareness. It will come from: 1. hiring CAPABLE people from diverse backgrounds who will be respected in the workplace and 2. hiring open-minded people. I think we are fine with the amoun we are currently receiving. Fire I think we do a fantastic job of educating our people. Fire I think we do a good job through the classes we have taken. Fire I think we do enough of this, maybe too much. Fire If someone from a different culture calls, we show up and take care of their problem. I don't care what Fire culture is. They get treated the same as anyone else. If you hire quality people, they will already be culturally aware and you won't have to pay them $20 and Fire hour to learn it. It is a waste of money! We are all adults. If we have a problem with another employee, we can work it Fire out! We are not grade schoolers. Better screening when hiring would alleviate many of the problems. They don't stem from racial or gender issues as most managment believes. It's fine already. Fire Bureau Innovation Project Employee Survey Results 15

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Less preaching by "experts" and more interaction with cultural events. Fire Letting human nature take its coarse - relax. Fire Maintain the current processes that are in place. Good job is already being done. Fire making room for everyone, not just the politically correct Fire Management needs to acknowledge the need of both sworn and non-sworn. Attitudes trickle down - as Fire that attitude changes on the top it will change the entire team. Mandatory training and discussion. Fire More training at higher level management. Fire More training provided by proven speakers. Fire My bureau is proactive in its response to cultural awareness and understanding. The very nature of my Fire bureau not only encourages team atmosphere, but, living together over 1/3 of our lives promotes understanding and awareness. My bureau is spending too much time and money on these items. Fire No need, already taken calss and raised awareness! Fire not changing the current ways. Fire Not cramming these diversity classes down our throats. Fire Not creating friction between cultures, which is what happens when people are hired based on this Fire criteria (creates animosity). Not forcing it upon us. By knowing what some tribes past wsa doesn't help the performance of its Fire employees. Nobody really cares anyway. You just turn people against this kind of stuff more. It's a waste of time and money. Not forcing upon us. Fire Not giving away jobs to people who haven't worked for it. Having subpar employees just to fill a quota Fire brings moral down and gives everyone a negative opinion of the so called diverse workforce.

Not having classes. Fire Not having two hiring lists. Fire NOT hiring people solely based on race or sex! Fire Not responding to a knee jerk reaciton. Not ramming diversity down our throats. Fire Offering "in house" training on our closed-circuit TV. Fire One test and oral board. Fire Originally, it was always about race. The scope of trainings has widened to include gender and other Fire differences. This is a good trend. Even a married person is culturally different than a single person. A city dweller is different than a rural dweller. Focus on understanding differences in all ways so it doesn't seem pointed a race, religious, or gender issues. People are people regardless of culture. As long as they are respectful of each other, which you ever Fire are or are not, the work environment should be fine. People will learn if they want to learn. They have to find out for themselves. Fire Please! Please! It doesn't take an Einstein to have cultural awareness understanding. 1. Hire the best Fire people. 2. Deal with problems as they arise. My life experience has taught me all I need to know about C.A. and U. Plenty! Fire Practice what you preach. Value EVERYONE, not just the "diverse." Fire Promoting our similarities and not focusing on our differences, creaing segregation. We create a family Fire environment when we are not constantly sterilized by cultural awareness classes. Provide training on what is acceptable behaviour and bureau policy. Fire Providing annual training. Fire Providing better education. Fire Providing education of different cultures. Fire Providing foreign language/culture training. Fire Bureau Innovation Project Employee Survey Results 16

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Providing training that focuses on our similiar abilities and influences in job-related issues and Fire components, rather than pointing out our differences and color. Quit forcing other peoples cultures on the rest of us. I have never heard of any program designed to Fire understand the culture of the straight white male. Reminding staff once every two or three years that each of us are raised under different standards, but Fire we all are very much the same. In some cultures, touching is not permitted unless under certain conditions, while in others a hug is expected when you meet, and within the same culture, both can happen. This means that both of these are correct and acceptable and we all need to be reminded of this. Politically correctness is the problem, because it says that something is not acceptable today, but is tomorrow and then again not next year. We need to move beyond this and speak truthfully when something bothers us and support those that are trying. Making the rules to cover 99.999% is unrealist and we need to make that known. Send each member on a personal junket to each culture you with to improve with. Fire Showing a video on TV. Fire Simply teaching common courtesy and respect for all! Don't make it MORE difficult by trying to be Fire TOO politically correct. Spending time with individual stations. Fire Start realizing that we are all equal. Fire Starting this training while new recruits are in training. This is when they are most impressionable and Fire open to the "fire culture." Sticking to the stated rules and regulations and enforcing them. Fire Stop ramming it down our throats with just one side of a groups' culture. Fire Stop sending us to those ridiculous diversity classes. Fire Stop the cultural awareness classes. It will only increase resentment and make any problem worse. Fire

Stop worrying about the unimportant stuff. That's not what the taxpayers are paying for. They want and Fire deserve the best possible service, by the most qualified people; no matter what their ethnicity.

Taking a survey to find out what the members want. Fire Teach the culture of the fire service in addition to other types of diversity training and encourage Fire communication at the lowest level when problems arise. Teach us about different cultural customs of the immigrant populations that we serve - i.e. Asian, Fire Vietnamese, Korean, Japanese, Russian, African, etc. so that we can recognize and understand their culture and customs to better serve them. The culture and values of service should be the predominate awareness of the city worker. The city Fire should teach more toward those values so each city worker can find common ground and work toward the same goals. An individuals core values and cultural standards are theirs and should be secondary to getting along with their fellow worker and meeting the cities service goals. Compassionate caring workers will naturally provide quality service. The Fire Bureau already offers cultural awareness training for all employees. Fire The Fire Bureau continues to provide training to all employees (sworn and non-sworn) in the areas of Fire cultural awareness, tolerance, team building, etc. Again, a leader in the city. The workplace has a culture too. People need to ALL work towards teh common goal of providing Fire service to the community and less time whining about personal issues. There is not problem with this, stop wasting money on diversity training. People are who they are. Fire

THEY ARE DOING WAY MORE THAN THEY SHOULD, WITH OUR BUDGET CUTBACKS HOW Fire CAN WE AFFORD 100'S OF THOUSANDS MORE FOR THIS? They are doing way more than they should, with our budget cutbacks, how can we afford hundreds of Fire thousands more for this? Bureau Innovation Project Employee Survey Results 17

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: They do a good job. Fire They have done a good job so far. Fire This bureau is a leader in providing cultural awareness and understanding in the work environment. Fire My feeling is that everything possible is being done at this time. This is a workplace - cultural differences are not pertinent. Fire Training to prevent problems instead of training to correct them. Fire Understanding that the nature of the fire service is family and teamwork. Other bureaus should see Fire how fire employees interact and learn from them. Understanding there is a workplace culture and not just ethnic cultural awareness. For instance, Fire traditions of the firehouse. Using city manageres from HR to give talks. Hired consultants have been fair at best, and have Fire seemed offensive, arrogant and abrasive. Too know it all. Using commons sense. Fire Using objective standards for hiring and promotions not de facto gender, race, sexual perversity Fire quotas. Very good already...we continually train. Fire We all understand. Fire We are ahead of the rest of the city in our effort to develop diversity training that is geared towards the Fire different environment that our bureau works by. (24 hours on duty 4 hours off duty. Working with someone 24 hours in a row, unlike the normal 8 hour day that most employees work.)

We are doing good. Fire We are in the process of doing this via a workforce cultural development training program. Fire We do a good job at this. Fire We do cultural awareness every day. No sure how to make it better. Fire We have had calsses on this subject. I believe that had the conulting firm known more of the dynamics Fire of a fire station, they could provide more realistic course material. We have had more than enough training. We spend too much money beating a dead horse. Fire We have the highest approval rating with the public we serve and we live together for 24 hours at a Fire time with very few problems. We need to see ourselves as Americans period. Not Hispanc, Asian, Straight, Gay - Americans. Fire

We're doing plenty. Fire What exactly are you referring to? Do you mean eating habits of Druids? Fire While we already have a pretty good workforce development/cultural awareness program in place - I Fire would like to see our bureau provide opportunities to meet on a quarterly basis and celebrate a specific culture/ethnic group through music and food, and make the opportunity available bureau-wide, not just to a select few. Will happen naturally. As more people retire, the newer generation will arrive. With their own cultural Fire awareness and understandings. Administer the Diversity Assessment. Provide follow up training on areas deficient in the assessment. Licenses

Communicating about it. We should have a "culture of the month" and communicate about the culture Licenses so all of us could learn more about it. This could be done via boards with posted inofrmation, informational e-mails, if there are birthdays or celebrations they could be done in the manner of the culture of the month. communication with the personel, letting the Diversity committe reorganize and do it's job. Since Mr Licenses Lannom was put in charge we have not had a meeting, and he only gives grudging permission to partake in anything outside the office if he has to. Doing some cultural training and hiring more people of color. Licenses Bureau Innovation Project Employee Survey Results 18

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: hiring people with diverse backgrounds. Licenses holding seminars on cultural diversity by outside organization. Licenses I'm sick of diversity meetings throughout the City being rammed down our throats. Again, I am a Licenses minority due to my ethnicity but I just delete the emails I get regarding these "brown bag" luncheons that deal with diversity. We hear about how important it is to be flexible, culturally sensitive etc when, from what I've seen many a time, it's about the City and individual bureaus making themselves "look good" when in actual fact I deal with comments every day in teh work place. And it's not that they're spitefully intended, just ignorant or intended to be humorous. Same goes for other co-workers who are black, chinese, etc. Ramming these meetings down our throat means nothing and in fact alienates more. It seems to just allow the City to say, "Look how culturally sensitive we are and how we're enabling our workers to be more aware of diversity". Frankly, it's a crock and offensive. joining in with / promoting cultural events within each section. Licenses management practicing what they preach. It wouldnt hurt to have management with a larger world Licenses view. Our committee for Cultural Diversity is a joke. The only training we have had in diversity is a potluck Licenses featuring Mexican food. I would like real cultural training. We have several cultures represented in our bureau and our bureau customers a very diverse. I would like to know more about these cultures and the people. To date, we have had no formal training. My personal approach to cultural diversity is to treat others as I would want to be treated. So far that approach has worked for me.

Providing posters, attitude awareness and regular information re: cultural issues. Licenses Training; modeling behavior (managers); distributing information; Licenses : helping people to know each other on a personal level, perhaps by providing forums where people OMF can feel free to share their ideas. This survey is a wonderful example of that, in that it provides a way for people to share their ideas while remaining anonymous. Another example would be a public website where people can share their ideas while remaining anonymous, using a user name that doesn't reveal their personal identity. Good information is key to developing good public policy, and it shouldn't matter where good information comes from. Actually all bureaus could improve the awareness by having programs, but not expecting people to use OMF their lunch hour to attend. If the City feels that this is important, then it should be a part of our working day. Additional traing. OMF alloting more time for cultutral awareness training. OMF Allowing and encourage staff to attend cultural awareness training classes. OMF Allowing Diversity into our lives more than 1 day a year at a "Diversity Conference" in which only a OMF select few are able to attend. Contract with one or some of the Diversity speakers and consultants from the Conference. Again brainstorm with employees, in Staff meetings, Board meetings and of course form a Diversity Committee. allowing non-administrative employee's to attend training. brown bag lunch, etc. OMF allowing the employees time to participate in the activities put on by the City. OMF Allowing time to participate in activity by the city for awareness OMF already do this enough OMF already does, bureau should continue. OMF Already doing a fairly good job. OMF Annual or semi-annual meetings or lectures concerning just this subject. OMF Asking employees of different cultures and backgrounds to speak to staff about their cultures. Should OMF be during work hours. We have cultural events but they are on lunch hours which diminishes their importance Being more proactive about having employees attend this kind of training. OMF Bureau Innovation Project Employee Survey Results 19

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: better communication from OMF OMF By "requiring" a rotation in the diversity conferences every so many years or cultural awareness OMF training activities. Since they're optional, in my opinion, they don't have a high attendance. Conducting and informative workshops that are are not just mandatory requirement to attend. Talk OMF about awareness skills as opposed to focusing on negative behavior. Have ceritfied professionals to address questions at meetings. Continued funding for multi-cultural programs. OMF Continuing current practices. I especially like the "daily news" email that is sent out each morning, OMF often with a bit of historical news about the day, which covers a variety of cultural celebrations and events. continuing to provide citywide awareness, sensitivity, and cultureal competency training as well as OMF basic skill-based trainings - - especially for managers and supervisors. Continuing training of embacing cultural differences as an asset to the organization. OMF Cultural awareness memos and workshops OMF Doing more to create a "belonging" sense withint he Bureau. Basically, there are almost no events that OMF encourage staff to get together in less formal settings, where relationshps with other cultures can enhanced. Doing nothing. One standard of professional conduct should apply to all workers, regardless of their OMF cultural background. EDUCATION OMF Education. Offer short classes. Some of the training offered is 4 - 8 hours which may be prohibitive. OMF Set up a series that is no longer than 2 hours per session. Continue to provide 'brown bag' sessions.

Encouraging employees to attend city sponsored cultural events. OMF Encouraging participation in diversity workshops. OMF Ensuring that mid-level supervisors and managers are culturally sensitive and diverse. The employees OMF on the lower end of the pay scale are typically the most diverse and culturally aware. Furthermore, within my bureau, those in mid-level management positions typically never attend optional City forums on diversity, but strongly encourage their subordinates to do so. This is ironic given that the minorities are typically in the lower echelon of management structure.

Establish an open minded approach to existing employees potentials and investing in their educations. OMF Opinions and goals of the bureau seek to attract like minded thinkers causing a stagnation of thought and ambition. Management has a trend of sending those with diverse backgrounds to diversity training, hence missing the point. Management would be better suited receiving the training.

Experiential workshops would be fun. OMF focusing on economic and class differences between people more than on race. OMF For example: I attended the diversity conference in 2004. I saved materials and was prepared to share OMF the experience in a work unit staff meeting. No one (management) put any such theory on the agenda. I did share informally with interested individuals. Giving it a higher priority in day-to-day operations. There has been little training and on-going attention OMF is only provided by some of the managers. Good about classes. OMF Greater emphisis put on diversity training and the annual conference. OMF Having a more culturally diverse workplace. And hiring/promoting more minorities and females into OMF leadership roles. Having better assistance, help and cooperation from Human Resources Bureau. The last diversity OMF training effort by HR was about as dull, boring and uneducational as you could get. I could have done a better job any day of the week and I have no training. Bureau Innovation Project Employee Survey Results 20

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Having Citywide awarenjess programs expanded and developing Citywide step by step training for first OMF line supervisors Having informal roundtable discussions about race, stereotypes, etc. Have an annual diversity mini- OMF retreat/discussion facilitated. Having mandatory training on cultural awareness issues. Management addressing issues immediately OMF that may result in conflict due to a lack of cultural awareness in the workplace. Management setting the example, and then stating clear expectations of what behavior will and will not be tolerated in the workplace. Having some general get-togethers. Other bureaus I have been in have picnics, pot lucks, etc. This OMF bureau does nothing for morale, or team building. Having the resources to provide better training, especially to managers. We aren't doing as poorly as OMF one might think, but culture change needs to be resourced at the manager level with strong leadership (though we do have that). Hearing all sides to problems. OMF Hire normal people. OMF hiring Darcelle to stroll through the workplace once a month. OMF Holding monthly awareness events OMF Holding more staff meetings for us employees to interact with each other in a positive manner. OMF I am actually unclear about what this means. I think what should be improved is the level of tolerance OMF and appreciation of individuals, not so much "cultural awareness." (That smacks to me of learning about the "cultural traditions" and "ways" of "others" which I believe helps foster stereotyping.) I believe training geared to this would be most helpful; unfortunately, it does not appear that we are able to provide it due to funding and lack of resources. I believe all is good in this area. OMF I believe cultural awareness should include individuals that are part of the main stream of America. It OMF seems the culture of minorities have special celebrations and acknowledge meant that is not only acknowledged by the city, but promoted. That is fine and good. But, when it comes to celebrating the culture of "the american", our traditions and values, it is ignored. We can no longer even mention the word "Christmas" even in the secular sense without guilt, there is never a word of celebration of "Armistice Day" or the 4Th of July, except for the fact it is a national holiday and is a day off from work. Where is the patriotism of "America"? It seems that it should be as important as any other minority celebration we pay respect to. I am tired of being ignored. I also think we could emphasize that political diversity is as much as a divirsity as is race and culture. This past fall during the political campaign, those that were in the minority of popular values had to work in a very uncomfortable setting.

I don't think this is something each bureau should do. There are lots of opportunities availbable OMF through HR and other sources on a Citywide basis. I personally am not interested in any cultural awarness training. My experience is that it is for the most OMF part a waste of time and money. I think we should judge each person in the work place by the work they do to carry out the mission of the organization and by how they treat there fellow workers and supervisors. I think our cultural awareness and understanding is adequate. I've really not seen any employees OMF appear unaware of other cultures. I think the level of cultural awareness is pretty good, putting it into practice is very poor. Perhaps more OMF effort from management to make sure employees understand and utilize the knowledge obtained.

I think we do a good job OMF I think we do an excellent job - better than any other bureau I have worked in - there are no problems OMF or stated concerns from those who represent diverse backgrounds I think we're good at this. OMF Bureau Innovation Project Employee Survey Results 21

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: If someone is "culturally aware", continuing to impose cultural training takes away from employees OMF ability to serve the public. In order to achieve full cultural awarness, a method needs to be developed to target those that are not. Cultural training for new hires is critical. Information sessions OMF Intercultural/Multilingual events OMF Involve bureaus in this area by making attendance at cultural events mandatory. OMF It doesn't need improving OMF It is hard to offer areas needing improvement when newly transitioned from Water Bureau to OMF reassigned customer services function of OMF; having only marginal information on how new area is run. One suggestion I'd say is share your passion, life-changing principles. It’s your attitude; consciously decide you want and share a positive attitude. It is pretty good already. I don't see problems here. OMF it would help if upper management actually participated in or showed up for the cultural awareness OMF events they claim to support. It's just not cultural awareness, but diversity that we are all different and learn differently, and so we OMF need coaching not negative feedback. Leads and supervisor publicly make fun & criticize 1 employee of Asian descent, telling her that she OMF talks funny. This is totally uncalled-for in any environment. Make diversity trainings more available to all employees, instead of Noon to 1 pm all the time, they OMF could also have another one from 1 - 2 pm, for the employees who cannot take an earlier lunch due to customer service needs. Making a more conscious effort to create a welcoming environment for all employees. Although as OMF individuals we have a high level of cultural awareness as a result of our training and experience, we do not often take the time to focus our own environment. Mandating diversity training OMF mandatory training for managers - with refresher courses at set intervals OMF Model that cultural awareness and understanding is important through behavior, rather than just in OMF writing. For instance, participation of executive level leadership in the cultural celebrations sponsored by the bureau would be good, and including the topic as an agenda item at regular all-staff meetings.

Monthly seminars relating to the differences and similarities between peoples. OMF More diverse hiring practices. OMF More efficient cultural awareness training to emploees OMF My bureau could improve the level of cultural awareness and understanding in the work environment OMF by Hosting mandatory cultural awareness and communication workshops. Nothing more!!! We have had so many "cultural awareness" that honestly most of us are sick of it. I OMF think it is good, but too much is not a good thing!!! Odd, I ranked my Bureau as 'poor' in this category but can't think of any ideas to help improve it. OMF Perhaps that is the problem my Bureau has... offering cultural awareness seminars on a regular basis to inform and update individual knowledge. OMF

Offering mandatory trainings for all employees (in the 4 years I've been here, there has been one). OMF

Offering more training in Conflict management and resolution. As every individual is unique, so are OMF they're learning styles, the means in which they communicate and interpret information. Providing information on different styles of communication and their techniques would be most valuable. Bureau Innovation Project Employee Survey Results 22

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Offering weekly cultural luncheons where employees can share food and stories about their OMF background. Involving employees directly in the process would invest them in the value of diversity. Most folks cherish their traditions and heritage and this type of event can make the sharing more personal than an "appreciation month" or an official brown bag event. ongoing training and education. OMF Promote the rule of courtesy and grace in the workplace. Encourage all employees to treat others, not OMF just the way they wish to be treated, but the way they would treat someone for whom they already have great respect, and hope will grow to respect them also, over time. promoting and understanding the different cultures and backgrounds of its employees. OMF promoting cultural awareness more often through training and networking opportunities. OMF Promoting more teamwork and tolerance of fellow employees. Advocating attendance at cultural OMF awareness activities sponsored by the City. A more supportive team oriented environment would help with many things. How about some "go team" stuff for City employees? Some real recognition programs for work well done. Communications, teamwork, customer service, and tolerance training for individuals. Mandatory attendance and behavior monitoring afterwards that could be tied to some type of reward system. promoting that as a topic of discussion regularly. Maintaining a higher level of awareness involves OMF making it an issue that is at the forefront of our minds. Perhaps a mandatory annual seminar, discussion of postivie real-life business scenarios, etc. Providing cultural awareness classes to all employees. OMF Providing cultural awareness training to management and staff OMF Providing information and training, once a month or so during weekly staff meetings. OMF Providing material to employees. Give expectations. OMF Providing more training opportunity to educate employees about bureau's procedures, and how they OMF affect the City. Providing regular training in understanding diversity and its business value. Allow us to provide such OMF training Citywide so that a consistent and repeated message gose out to all emplooyees. Make internal changes that give more than just lip service to valuing diversity. We can talk hispanics in the door, but if they do not feel welcome by our lack of awareness in behavior and policy, they'll leave and convince their friends not to come in the door. Basic customer service constructs apply. If someone is happy about their treatment, they'll tell their clossest friends. If they fell mistreated they'll tell everybody.

Providing regular training in understanding diversity and its business value. Allow us to provide such OMF training Citywide so that a consistent and repeated message gose out to all emplooyees. Make internal changes that give more than just lip service to valuing diversity. We can talk hispanics in the door, but if they do not feel welcome by our lack of awareness in behavior and policy, they'll leave and convince their friends not to come in the door. Basic customer service constructs apply. If someone is happy about their treatment, they'll tell their clossest friends. If they fell mistreated they'll tell everybody.

Providing specific information to employees about different cultures. Employees could be taped for this OMF knowledge. You can always learn from others and we have an opportunity to do that and don't. providing training on a more routrine basis. OMF Realize that there is no Ethnic Origin handbook. Just because he/she is asian, african american, OMF irish,etc...deos not mean that there are definite characteristics associated with their race. It is unfair to expect one's race to determine their behavior or social background. Replacing the red-neck, chauvanistic men from the management levels with more sensitive managers. OMF Bureau Innovation Project Employee Survey Results 23

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Require bureaus to fund a true, measurable and effective diversity program and to partner with outside OMF diverse organizations and agencies to draw upon the resources of those groups to provide meaningful and direct awareness. REQUIRE EVERYONE to take the understanding racism training. It is one of the best courses out OMF there on diversity. It helps one to start thinking about an individual instead of thinking in terms of race. For example you can have 4 people who look like they are of the same race, but: 1 is from a different continent 2. lived in a different neighborhood 3. raised in a different lifestyle 4. is your stereotypical As you can tell I have high praise for this training. What I have noted w/i my own section -- less than 10% of the people attend any diveresty event, and the ones that do attend are always the same (non-white).

Requiring all personell to attend a diversity training. OMF Requiring management team members to attend training and then lead by example. OMF See the e-mail above... OMF Sending more employees City-wide to the annual City/County diversity conference; contributing to OMF make sure the speakers at the conference are top notch. Sharing information; showing respect for each other. OMF Speaking openly about it and having other bureau's come talk at staff meetings OMF Sponsoring a larger number of employee-driven seminars on issues affecting people around the world. OMF

Talk about conservative issues like Christianity, as much as gay rights. OMF The bureau needs to provide better training on how to respect all races and the level of communication OMF among the groups. Some cultures are much more soft spoken than others. The monthly diversity presentations always last for an hour, while most employees have only half-hour OMF lunches. The presentations could be shortened, or done in half-hour segments over two days. Or, the presentations could remain an hour-long, with employees granted blanket permission to use a half- hour of paid time (combined with half-hour of lunch) to see the whole thing. I would also suggest regular, city-wide diversity "bulletins" sent to all employees via email. These would be things like myth- busters, do's and don'ts, history bits, alternative language suggestions, resources, links, etc. A couple of diversity topics that could use more emphasis are ageism and lookism.

There is lack of communication in BTS. No information on what the other programmers aka OMF application analyst are doing ? I only get updated on what pdot projects. This is another sweeping statement. How do you know we aren't already culturally aware? We live in a OMF culturally diverse society, and we all have awareness of the need to respect, appreciate and support our fellow humans. Why do you assume differently? To discuss with bureau members the role the National Guard and Reservists have as both City of OMF Portland employees and their military obligations. Many times Guard and Reserve members must leave their City job for training or to support the national defense efforts. Employees left behind may not have a full awareness of the need for individuals to fulfill this dual role. Non-Guard/Reservist employees may be asked to perform additional work during the Guard/Reserve member's absence. Additionally, they may not always recognize the reintigration issues the Guard/Reserve member faces following a leave of absence. While the City supports its Guard and Reserve members by providing adequate leave and job protection, I am convinced a little time spent informing non Guard/Reserve employees about the program necessity and challenges its members face would help improve employee relations. training and education OMF Training and modeling: isn't that always what it is about? OMF training to understand different communication styles and cultures. OMF Understanding that all people are different and their perceptions of any given event will not be the OMF same. This can be particularily difficult, but it can be done. This is not the army. Bureau Innovation Project Employee Survey Results 24

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: understanding the cultural background of an employee. OMF walking the talk OMF We encourage staff to attend the various brown bag luncheons that the City provides which address OMF diversity. In a staff of 22 we have representation from the Asian, African-American, Middle Eastern cultures, and from various religious orientations. Staff enjoys the exchange of cultlural differences.

We had excellant training in this. Move on OMF We have had years of training and awareness efforts - I think we "get" it in the work environment. OMF

We need to create more staff diveristy first, then we need to provide more education about diversity for OMF our employees. (I do not hink this is important. Persons who work for the City should all espouse the same culture at ONI work...that of a city employee, willing and ready to serve.) By implementing principles of cultural competency and hold management accountable to developing a ONI cultural competency plan Encouraging exchanges among employees about real experiences and concerns rather than ONI depending on workshops run by "experts". Having periodic brown bag presentations/trainings. ONI hiring or asking for more international students as interns. ONI holding an all staff event more frequently than once every 2 years. We have fractured staff relations ONI that need to be acknowledged and addressed. Let's develop teamwork; then let's discuss cultural awareness and understanding. In my opinion, we have a demoralized staff. Management can't even acknowledge the all-staff request to hold meetings at a minimum of 4 times per year. The only meeting that was scheduled in the past 10 months was canceled less than 45 minutes before it was to be held. Nothing has been rescheduled. Hello! wakeup call! holding regular staff meetings to generate ideas and present information. We haven't had a staff ONI meeting since Jimmy Brown came aboard hearing from the minority ONI employees about ways to improve cultural awareness assigning different employees each month to present different cultural topics at staff meetings How do you define cultural awareness. It seems we are spending so much energy and time in ONI fostering this politically correct fad. How about focusing on interpersonal skills and the basic knowledge that all individuals have a right to be different and accepted. I think that again is something ONI does a great job at. They have people within who do the work out in ONI the community. Inviting in people of various cultures and ethnicities to acquaint us with their experiences. This would ONI be most enjoyable if it were done on a Bureau to Bureau (small scale) basis, so that our experience with them remains intimate. The caveat must be to invite engaging, dynamic individuals who can share their wisdom, pictures, clothing, customs (and food!) in ways consistent with the adult learning models of active, participative learning. making intercultural training part of what all employees must take (such as How to Prevent ONI Harassment training by BHR) with advanced training for those who deal directly with the public and groups/associations or for people who are not "getting it". Imbed the skills in the requirements with disciplinary steps taken if fail to meet the predetermined requirements. The City takes this seriously and so should all employees. making these types of trainings free or offer them at a reduced cost so more employees from a bureau ONI can attend them. No comment. ONI Not assuming that because you look white or that you are white, that you are unaware of how to act ONI towards, or inter-act with diverse communities or individuals. They seem to assume that just because you don't appear to be from diverse background you're a barbarian. Bureau Innovation Project Employee Survey Results 25

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Offering more classes, if needed, regarding different cultures. ONI Offering paid time to volunteer with community groups. ONI Offering training on cultural awareness. Currently the only opportunity for this is the City/County ONI Diversity Conference - which a small, limited number of employees are allowed to attend. If this is to be an important component, then mandatory training should be required and funded. Please note ONI already does this well. We are extremely culturally competent. Reactivating the ONI Diversity Committee with resources to complete the work of the group (surveys, focus groups, training, etc.) Partnering with Diversity Committee members to participate in all hiring processes.

Providing awareness on all types of diversity including income, living location within the City, as well as ONI the usual diversity topics. providing in-house training immediately after one is hired and at least on annual basis there after; ONI encourage employee discussion groups on the issue/topic; promote and celebrate cultural events.

Providing mini training sessions for employees to help in this area. The sessions don't need to interupt ONI the work day See above ONI Start at the top - by requiring bureau directors (maybe even council?) to go through intensive training ONI on cultural competency/white privilege. There is a firm called White Men as Full Diversity Partners in town that does a great learning lab along these lines. Those of us working IN our assigned communities may have a better cultural awareness of our ONI respective neighborhoods. It can sometimes be difficult to incorporate cultural awareness if one is not "out and about." Training from outside agencies that provide services or work with customers we come in contact with. ONI Reinforce message with staff periodically. 1 - dedicating a percentage of time to education in staff meetings 2 - hosting brown bag lunches and OSD presentations on topics of interest 3 - hiring a more diverse staff (although, we are already doing a good job at that) challenging each employees' assumptions of societal contructs of race/class (through trainings, OSD workshops), and forcing an alternative to the self-replicating process where new hires "fit in" with the current staff, so much so that we all begin to look the same. Continuing to emphasize the work of our Diversity Committee. OSD I think our diversity committee does a great job. OSD Make it part of every job description, work plan and annual performance review. Otherwise it will OSD remain a "good intention". Nothing. We need more job-related training, not more "touchy-feeley" sensitivity training. We're more OSD sensitive and "culturaly aware" than 99% of the world. offering training opportunities beyond more than just the "same old" annual training, bureau-supported OSD volunteerism, and also by increasing recruitment efforts to diverse audiences. Progress is being made. The focus should be on the awareness that helps get the job done (e.g. OSD understanding our customers), not just broad cross-cultural awareness. Requiring more training, having something in performance reviews related to diversity and cultural OSD awareness. Requiring the same sort of cultural awareness training. OSD We already do this by having frequent employee brownbag lunches on a variety of different topics - OSD whether a slide show from someone's trip to India or a reading from a local Native American tribe representative We have an active and effective diversity committee. OSD Bureau Innovation Project Employee Survey Results 26

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: 1- Hiring a more diverse work force 2- Encouraging more interaction between employees-- Annual Parks employee luncheon should be more than just another meeting or time for speaches, should focus on socialization and interaction of employees. 3- providing culturl awareness training on a consistent basis Adequate currently Parks Announcing cultural events in community. We cannot all get to the brown bag lunches. Also, exposure Parks to training session in small group formats. Bring in trainers for workshops such as "What's Fair got to do with ti" by West Ed. Attitudes, beliefs, & values are the key to understanding others. I think that we could have more short Parks sessions with people from different cultures who do similar work to us, but work in different agencies or bureaus. They could help us with identifying ways to better serve our customers. Bringing in people from the diverse communities we serve to tell us how to bridge communication and Parks cultural gaps. his is more than the same rehashed cultural competency trainings--this is a community telling us how to work with them better. This needs to include all levels of staff-line through management. By backing off of the current, excrutiating level of hypersensitivity. The political correctness in our Parks bureau is at such a high, disfunctional level that employees have learned the hard way not to speak their minds or express their feelings. By Continuing to not tolerate negative stereotypes Parks Classes, newsletters, public recognition. Parks Continuing to have different presentations and groups perform for different months. Such as African Parks American History month and so forth. Continuing to open our doors to the creativity of Portland citizens and groups, giving them Parks opportunitities for public expression in public places. Continuing to provide information to employees Parks Don't - cultural awareness is not part of the job!!! Parks Educate us and give us educational opportunities without shoving it down our throats. This newest Parks emphasis has been disturbing. Minorities that are representing us on development and reorg committees are the least experienced and cannot fairly represent us without historical knowledge or skills. Get beyond ethnocentricity. It's not just about "me." It's about "us." I think improvement in this area is Parks really beyond what the bureau can do. It's a values thing. Giving classes to people in thefield. All the brownbaag seem to be at PDX building. Needs to be at the Parks beginning of the day, workers spread all over the city during work day Having managers support it cultural awareness of all the different cultures in Portland, not just the Parks racial differences in Portland. having more cultural training topics within the bureau. 1-2 hours and not down town. Wasy to drive to. Parks having more opportunities to get to know one another outside of the workplace. More picnics, group Parks outings, appreciation gatherings. Having more social events or Bureau wide meetings that allow us (or force us) to interact with Parks everyone. Having murals applied to high frequency graffiti targets. Public art is seldom vandalized, especially if it Parks comes from within the local community. Creation of murals by school aged youth with the assistance of resident artists offer outdoor opportunities, decreases vandalsim, ofers positive experiences, educational experiences, and face to face citizen/ government contact. Murals remain to ofer insights to staff, park users. Also offer inspiration to other groups to replicate the work at other problem sites.

Hiring more culturally diverse people, and dealing with the issues that come to the surface when they Parks do. Diversity training would be helpful, along with communication training. Bureau Innovation Project Employee Survey Results 27

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: I actually think that in the individual community centers, parks, art centers etc -cultural understanding Parks is fairly high. Our upper management needs to spend REAL time out in the facilities that they manage to see what we are really doing. The people that seem to have the most 'ah ha' moments during cultural trainings are our upper managements. Those of us in the field, interacting daily with our neighbors from different cultures, had those 'ah ha' moments 10 years ago.

I am open for suggestions. Parks I dont feel this is an extremely high priority in this division of my bureau. Everyone here seems to be Parks highly interested in other cultures and take on learning information on their own. Implementing our diversity plan, and not doing what Randy Leonard advised of just having managers Parks discipline identified wrong doing. Punishment may be appropriate in some cases, but it won't bring understanding. Including all members of our community in our workplace. Parks Including field office staff in brown-bag presentations!!!! Get some awareness presentations out to Parks other locations besides the Portland Building!!!! Including minorities in discussions. Including anyone in discussions. Parks investing in training and educating the staff and management about the cultural differences. Parks Maintaining monthly All-Staff meetings and include it every couple of months on our agenda Parks making it part of staff meeting on an on going basis. Parks Managers should staff visit/attend programs around the city where other cultures live, work, play, Parks socialize. More regular trainings for supervisors and staff. Parks More specific training about various minority groups - expecially the ones that are an increasing Parks percentage of Portland's population. more language classes for staff to help customer communications. More training for awareness of sexual/minority communitities - it doesn't get as much emphasis as racial minorities. My bureau could improve cultural awareness by offering workshops where group discussions are Parks encouraged among various ethnic groups. Not necessary Parks Not shoving it down people's throats. Making one ethnic groups so afraid to say anything, it negatively Parks impacts their job. Offer more information on different Cultures for all employees Parks offering diversity training Parks Providing cultural programming/training as an important "safety" component (tailgates or central). Parks providing fun/ interactive workshops instead of dry lectures. Parks Providing really good training to managers and supervisors and then to the entire workforce; this Parks needs to be ongoing, not a one shot deal. This would, of course, require money in the budget to accomplish. We already have a good understanding of our needs, but it takes time and resources.

Regular informal meetings. Parks Replaceing the good old boy attuide in some of the middle and upper leves of supervision. Parks Sending employees as representative of their bureau to the various groups, as mentioned above. This Parks type of experience has helped me to serve the hispanic community. Some parts of the Park Bureau are so good at cultural awareness. Other parts are not. Winter Parks trainings do some good. Maybe sending the field personnel into the community centers to work with other cultural groups would be helpful. Even a customer desk job-shadow for a day or two might be enlightening. Specific work unit training, and ad hoc mediation. Parks Bureau Innovation Project Employee Survey Results 28

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Start by hiring a more diverse workforce. But, if the city is going to provide cultural awareness/diversity Parks trainings, then spend the money to hire quality who specialize in mediation, diversity issues and awareness in the workplace. Subtly highlighting the accomplishments of people of all cultures. Offer entertaining "minority minutes" Parks (don't call it that though!) discussing interesting facts, distributed with paychecks for instance. People don't attend events if they aren't already aware. Talking about it. Involve people. Bring people together, rather than divide into boxes. Celebrate Parks diversity without trying to control it. Each life is unique. All life is connected. Talking about relative differences in work units. Parks They already do a great job. Parks They have done all they need to do. Maybe too much. It's almost like everyone has given themselves Parks permission to be hyper sensitive to verbal statements, to the point of filling in words that were never said. Every nuance is taken in to account now. The individual has become more important than the group. How come one person in a bureau who is offended by Christmas trees can prevent a tree from being placed in the office, regardless of the fact that the other 400 people in the office want the Christmas tree? Only the minority gets served now. Training. Doing climate control surveys where you see what people think are happening in the way of Parks discremanation and sexism. By doing a survey and training. The training would have in part senrials of discrimination and what to do when this happens. This falls back EEO, all could work to put this together. If this is done every year or two. An idea could be gotten what is happening and in what areas further trainig needs to be done. When we can tap into a more positive-feeling state ourselves, we open the door for mutual respect, Parks open and honest communication, and a genuine sense of love. When our own lives are full of contentment, we have some left over for other people. When we feel good ourselves, there is no need to be overly critical or defensive because we aren't threatened by others. Working in one of our culturally diverse programs as a volunteer. Require like schools do so many Parks hours of community service a year, and compensate the union folks for it. Acknowledging cultural difference. It is not on the company radar yet many of us that are diverse PDC invariably face some challenges with staff, management or the public. Especially in the areas of employment opportunity, performance evaluation, inclusion, crediability. More supervisory training around managing a diverse workforse should be mandated. Addressing cultural differences, especially communication differences, through trainings and small PDC group workshops that are mandated by upper management. appointing a diversed task force to create informative and fun activities surrounding these concerns. PDC

Bringing employees out to see some of the projects we work on, since many of them are in PDC undervalued areas. Lots of employees commute from neighboring Cities and are disconnected from the people that live within Portland. Bringing in more diverse people to work and talk with. PDC by hiring people who come from diverse backgrounds. PDC Conducting social functions where people get to know one another outside of the normal, restrictive PDC work environment. continuing to support the brown bags and social activities which raise the awareness of cultural PDC diversity. Bureau Innovation Project Employee Survey Results 29

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Developing Brown Bag sessions and or "clubs" of employees where they can share information. PDC Groups by bureau, or for the City as a whole, all bureaus included. For example: Latino population in Portland. Have a Spanish group that meets to: discuss some concerns about meeting hispanic populations needs, translation needs of particular bureaus, speak Spanish, decide on some "canned terminology" for use by the City or give insight into the culture. I read the Mayor's website in Spanish a few months ago, and thought that was neat, but it seems like it was just sent through a translation engine, not actually translated by a human for accuracy. There were some things that didn't quite make sense to me, but any effort at all is nice. Focusing on the different minority months with a "brown bag" lunch/educational gathering. For PDC example, the diversity committee held a potluck and informational gathering during black awareness month. We had great southern styly food along with a very interesting presentation on some lesser known black entrepreneurs. Having a strong management team in place that first reflects diversity. Second, having HR manager PDC that is skilled in diversity recruitment. Third, having appropriate training that supports and promotes diversity throughout PDC. Fourth, diversity should be deeply imbedded into recruitment and hiring.

Having a stronger diversity committee and recruit a diverse membership. Have more brown bag PDC opportunities. Encourage after hours activities revolving around cultural activities. I have been here for 15 years and can only think of one time that we had any diversity training at PDC. PDC

I think too much emphasis is being placed on cultural awareness and understanding, we are all aware PDC we come from diverse backgrounds and work with a public that is as varied as our co-workers. The emphasis should be more on working together and creating a more cooperative environment than educating others about where we come from. We spend too much time looking back and not enough time concentrating on moving forward and making the future a more collaberative environment.

Implementing a serious diversity program that is mandatory for all employees and covers all of areas PDC of diversity in addition to race, such as work styles, cultures, learning styles. Make the program conintual throughout the year and run every year. It needs to common knowledge and active language in the work place for people to begin feeling comfortable with it. intitiate program; train for results around cultural awareness goals PDC Looking beyond just color of skin - extending cultural awareness and recruitment to Russian and PDC Slovak communities, light skinned Hispanic-Americans, Canadian-born immigrants, etc. Cultural awareness should also extend to gay and bisexual populations, working parents and women-in-the- workplace awareness. Some bureaus are not as family-friendly, which hurts working mothers more often than fathers. My work performance, not my culture, are what I want to be measured by. PDC No change PDC Offering training and/or "culture clubs" PDC PDC is generally a very good place in terms of cultural awareness & understanding of racial, sexual PDC orientation and gender issues. However, it is a very poor envorionment for women who become or are mothers. Job share, part-time and flex schedules are not encouraged and rejected if requested. PDC needs to be a leader in tapping a great female workforce and it is sorely behind. periodic training sessions which would keep the concept before staff. I am not aware of any problems PDC at work, but we always need to be mindful of it. providing cultural awareness training. PDC providing diversity, cultural and sensitivity training to all employees. This should be on-going. reviewing PDC city's diversity Program. implementing startegies in the plan. Bureau Innovation Project Employee Survey Results 30

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Publicising information about the many different cultures represented by the employees. Encourage PDC employees to research and discuss with others, if they wish, their ancestors' backgrounds. I fear some people from different backgrounds feel isolated, not as a result of Bureau policy, but ...well, I don't really know why. Quarterly work sessions. PDC Recruiting more individuals from diverse backgrounds. The two go hand in hand - a half day seminar PDC on cultural awareness sounds like a great idea, but it's virtually useless compared to the experience of actually working daily on a team with someone who is born of a different cultural/life experience.

Regular cultural sharing events, on monthly/quarterly basis would bring people together in a fun, PDC unintimidating way just to get to know one another, etc. On a more formal note, there can be diversity training. researching work-life programs in place at other organizations across the country, assessing costs and PDC benefits, and developing a work-life program at this organization to enhance employee satisfaction, dedication, knowledge and performance. Work-life programs include diversity awareness for ALL walks and phases of life, and then identify specific opportunities for growth of both employees personnally/professionally and organizational strength/depth. Speakers Bureaus, field trips to cultural groups, invited brownbags by cultural experts such as PDC professors at PSU, etc training management on the needs of a changing population and encouraging them to offer support for PDC non-traditional public outreach methods. Offer more information and training for staff. We can continue to provide the staff with information about diverse cultures. This has been done in the PDC short time that I've been here, but I would like to see it continue and those people be recognized (not financially) for their awareness efforts. Workshops, speakers, training. PDC acting responsibly & maturely in the work environment, devoid of ego. In PDOT, respect between PDOT coworkers/colleagues is very lacking. There's often abundant swearing during the day, talking poorly about the person(s) & their job performance behind closed doors & in the elevator/hallways, etc. PDOT is undertaking an 'Inclusivity' project, but in actual fact, women & minorities are rarely included in many actual decisions and/or changes which affect their OWN job responsibillities! This occurs AFTER the decisions have been made, and then women & minorities are expected to 'join the team'. Why are so many managers, supervisors and employees so egocentric in PDOT? Is it an abuse of power or a clear unwillingness to involve others as equals? Morale is at an all time low in the City right now; I hear it everywhere. In particular, droves of PDOT women have been forced out in recent years: look at the track record. Ask a few of those who've left the bureau (voluntarily or not) to complete exit interviews. I bet you'll be incredulous at what you hear. actually implementing the ideas in the classes we have. The ideas and awareness disappears as soon PDOT as the class is over, almost like an exercise. Again - learning from the community. Don't rely on behind the scenes cultural awareness raising PDOT workshops. Actually get out and work iwth the different communities we serve. See the problems, the celebrations and the folks who hold them dear up close. Already developing a "Culture Shapers" group to address this PDOT already on track PDOT As stated above, too often positions are filled by a person that "looks" the part. Increasing cultural PDOT awareness occurs when people understand other backgrounds (i.e. gender). Not by always hiring white males. Bureau Innovation Project Employee Survey Results 31

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Avoiding the "quickie" 2 or 4 hour diversity training courses, and instead encourage employees to PDOT attend a meaningful course to understand racism. Management should lead by example - it would be most helpful if all the members of the Leadership Team attended such a training. I recommend the course already offered by the City, Uniting to Understand Racism. This course has previously been recommended to the management by one of our EEO liaisons. Being more open. PDOT Better workers - better appreciation of their differences. PDOT Bringing People together in a non stressful atmosphere - Mentor Programs for diversity. PDOT Bureau does okay now - don't push it. PDOT Bureau training not just cultural shapers, that treat only a few and by asking the employees about their PDOT cultures. by attending cultural awareness seminars and classes PDOT By celebrating diversity instead of trying to sweep it under the rug. We are not allowed to celebrate PDOT holidays of any type. I would love to learn about other cultures and their traditions, but I am not allowed because we pretend all traditions and celebrations do not exist. We view everything as if it were gray, and colors don't exist. Classes and seminars for everybody - not just management. PDOT communications/interaction with other divisions and bureaus. PDOT Considering that a large proportion of the workers in this bureau are rednecks. You can't just explain PDOT things to them, they will make fun of you and marginalize what you say. Many of them feel they are being displaced by minorities. There needs to be some effort at meeting them on their ground and developing from there. Continue support of cutlural inclusivity trainings and programs PDOT Continue training on how to deal with situations that involve multi-cultural interactions. PDOT Continued training adding current trends and data to support BOM efforts. PDOT Covering each with some amount of time - if February is Black history month, then March would be... PDOT

Developing cultural and diversity training. -Increasing the number of minorities in management position PDOT -Creating a "Minority-Based Focus" (MBF) group to help with identifying and managing work place cultural issues. The MBF can also serve as a sound board for policies aimed at cultural and diversity issues. Diversity training has been completed by nearly every staffer in our bureau. It was pushed forward, PDOT even though management style and communication with employees were rated higher than diversity.

Do not waste the city money. PDOT Doing the f__king job! PDOT Don't believe it's needed. PDOT Don't want people to know my personal background - just do your job and I will do mine! PDOT Engaging in more open and inclusive discussion and dialogue. PDOT everybody's need, not just some culture's PDOT Everything and more has already been done on his one. PDOT Expanding training on the issue. PDOT Finding an interesting and appropriate teacher. Someone from the public school system, not an overly PDOT educated individual who blows their own horn throughout the process. Fine the way it is. PDOT Bureau Innovation Project Employee Survey Results 32

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: First dealing with unaddressed affirmative action issues and making PDOT a fair place for all to work PDOT and advance. Once the proper foundation has been established, then we could/should deal with Cultural Diversity. I also feel that this should be done by someone who is familiar about how the City works and not some outside consultant who has already been paid $20,000 for two months worth of work and no real plan for change has been implemented. This is a waste of City money that could be used in other areas. PDOT has a real problem with looking at and stereotyping people of color due to personal perceptions and not really getting to know people. As an African-American I really feel that I have to work harder to prove myself as qualified person to do my job, but still most people and management included, see the color of my skin and they already have their mind made up. focus on fairness, not culture PDOT Follow through on the commitment to examine in a meaningful and active way the issues of cultural PDOT awareness, understanding, diversity, and inclusivity. Acknowledge that the project with Sharif Abdul was not successful. Seek an alternative strategy. Don't just let this challenging and important issue die.

Further training. PDOT Give language classes to learn different cultures. PDOT Have cultural events at he bureau - more communicating of events at downtown - with time to go to PDOT said events. Have employees take class on cultural awareness PDOT having a place where employees can post cultural events PDOT having a working (management-endorsed) group in charge of cultural awareness (culture shapers). PDOT Right now, this group is non-existant having cultural awareness eveents at the bureau instead of just downtown events PDOT Having more culture shapers/relations training sessions. PDOT Having social functions like picnics, sporting events etc PDOT Having Supervisors develop a more in-depth knowledge of the employees they supervise. The less PDOT estranged the employee feels from the Bureau, the better the attitude and performance. Hiring more blacks, women and minorities. PDOT Hiring more people of color and with diverse backgrounds. PDOT Holding a retreat in giant teepee. PDOT HOLDING BROWN BAG LUNCHES WITH RECRUITED SPEAKERS FROM DIVERSE PDOT BACKGROUNDS TO ADDRESS WORKPLACE AWARENESS ISSUES CONCERNING TRANSITIONS THAT WILL TAKE PLACE WHEN MORE EMPLOYEES ARE HIRED FROM DIVERSE BACKGROUNDS. BECAUSE THEY ARE COMING!! SO GET READY, GET READY, GET READY. I am European-American NOT non-hispanic white (one of the options below) or just white (that's a PDOT color not an ethnicity) I believe the efforts to improve cultural awareness at BOM are more than adequate. PDOT I believe the responsibility for identifying and improving (if needed) cultural awareness is not the PDOT responsibility of each bureau. It is the responsibility of BHR. I think it goes back to the basics. "Treat others as you would like to be treated". There are already PDOT monthly cultural awareness sessions for those who want to know more. I think some of the classes provided have been overkill. PDOT I think we do this a lot, but it doesn't seem to change people. Certain cultures are not consider PDOT Politically correct and are deliberately chastised for being insensitive when they are always the ones ridiculed. Being one of those groups though, I feel it shouldn't be a factor if we can all behave professionally Bureau Innovation Project Employee Survey Results 33

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: I think we need to complete the Cultural Awareness program that was started. I think it was bringing up PDOT a lot of thought-provoking ideas, and the idea that the City of Portland felt this was so important that it sponsored these classes is important in itself. It sends the message that I think should be sent. We don't accept lack of understanding or lack of cultural differences. Here's our class to help you see what we're trying to show you. I wouldn't change our current path. Visionary thinking in the early 1990's brought our work place at PDOT BOM much needed training and education to better cultural awareness and understanding. Implementing an effective diversity program and working committees in each bureau. Each bureau PDOT diversity committee could meet together quarterly to share what each bureau is dealing with - problems, solutions, etc. including religious beliefs PDOT insisting, through accountability, that all levels of leadership take ownership in making this a key PDOT ingredient of our management practice. inviting guests from the community to bureau functions and meetings PDOT letting go of favoritism PDOT Letting people work together not forcing them to learn other cultures. Treat all people equally. Loose PDOT minority crap. Listen more to people talking. PDOT Look, we're all professionals and all adults. We can address these issues personally and among PDOT ourselves. Should a situation arise require more widespread education, then it should be the responsibility of managers and staff to determine how to promote better understanding when it seems to be lacking. loosening up a little. We are uptight around race and gender relations. What we get for training is a PDOT talking head who loves his role as the sage on the stage. Find a modern trainer with a "guide on the side" paradigm. The typical process in my bureau starts from the top down. Sorry, but this just does not cut it. You can't get a first down in a soccer match. Find some real trainers with a proven track record of shaking things up. Making sure the supervisors and managers do their job. Too many times a super/mgr will receive PDOT complaints/reports from employees and absolutely not do anything about it. At times there have been subtle and sometimes overt retaliations. The employee feels they do not have anywhere to go to have the situation corrected. Mandatory training for employees and managers/supervisors. PDOT Maybe include some cultural awareness attitudes in bureau staff meetings. So far, it's all white guys PDOT and girls in charge. more classes in diversity made available PDOT More diversity training; fire intolerant employees. PDOT More training from department to department on a yearly basis. PDOT More training. PDOT My answers are based on past experience. I believe our new director will bring accountability to the PDOT Buearu I have great hope that he is going to make a big difference in the Buearu. My Bureau (as well as the city as a whole) needs to be less afraid of law suits, accusations and threats PDOT of a diverse member saying something is wrong. The City needs to challenge its employees to work hard and become involved in problems of cultural unawareness, but it must also recognize that teaching the employees is just one part. Having Management (Council, Bureau Directors, etc) follow those same guidelines in effective managment of diverse workgroups is vital. Succumbing to the pressures or threats of 'trouble' is not good management. Acknowledging actual mistakes is good, but believing every word said is bad. No favoritism towards culture. PDOT Not always pushing cultural awareness and understanding as the underlying sole purpose of PDOT everything. It's getting to the point that it's all you hear and answer surveys on! Bureau Innovation Project Employee Survey Results 34

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: not enough room on this page. PDOT Not everyone is created equal. If you want to hire people by their background, not how they work, you PDOT will have to create a new position to put people that can't do their job they were hired for.

Not hiring because of diversity but a person's character. PDOT not making choices based on favorites or favoring friends, neighbors and relatives. PDOT Not pandering to so many special interests.The work is being impeded by too much emphasis on PDOT cultural or political issues instead of focusing on getting something accomplished. not pointing out the differences PDOT not treating the people of color or diversity in our bureau differently than others. In my experience, PDOT these individuals get more chances and special treatment. For example, an african american man (with an extensive HR reprimand record) grabbed a female co-workers bottom a couple of years ago. Because he was african american, the bureau was afraid to fire him (which would have happened if he had been a white male). The bureau was afraid of the ramifications and gave him special treatment. This type of special treatment caused a lot of resentment and created a rift in our bureau.

Offering classes and brown bag lunches on diversity awareness. One issue of particular interest is PDOT how to reach/communicate effectively with non-English speaking people in our outreach efforts. Another idea is to have community meetings (lunchtime) with representatives from different cultures (focus groups) and ask participants questions about 1) inclusion in the government decision making process, suggestions for creating safe and healthy communities, etc.

Offering workshops and being vigilant about discriminatory behavior in workplace. PDOT peopel PDOT Perhaps by finding a way to provide some of the cultural awareness "brown bag" type events offered PDOT downtown. Positing information on new projects that are in progress - what will our role be in maintaining the new PDOT tram or ped walkway or light rail extensions with current budget and cuts. Promoting the American cultural (we are all Americans). PDOT Providing a bureau newsletter that draws attention to not only key projects but also highlight people PDOT regularly and provide the opportunity to inform colleagues of the variety and background of their co- workers. Providing classes and seminars. PDOT providing resources for those who are interested PDOT regular group informationally "guest speakers" PDOT Sending e-mails with cultural traditions and norms. PDOT Sending staff to trainings and conferences. Teaming staff up with other staff from a different cultural PDOT background for a day of job shadowing. Starting an internship/apprenticeship program for underrepresented populations. I believe that PDOT integrating young, smart, but underseved young teens into our professional environment in a way that fosters service learning would increase cultural understanding, better serve the city, and become a source of pride for city employees and program participants. The City does a good job with making opportunities available. We can't "make them drink" without PDOT drowning the horse. Past force-feedings have led to a lot of very deep resentments that didn't have to be. This is the workplace - it shouldn't matter. PDOT Training. PDOT Treat all employees the same as if they had no race or color. PDOT Treating all people equally. PDOT trying to be in the other persons shoes, i.e. the priviledge test PDOT Bureau Innovation Project Employee Survey Results 35

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: twice-yearly training PDOT utilizing what they preach. Reinacting the strength of culture shapers. Putting more line people on PDOT culture shapers instead of managers. When managers influenced the panel, attendance of line people dropped out of committee. watch for reverse discrimination PDOT we are here to do a job. Lets do it! and I thin we caught up to much in this. I don't agree with this PDOT cultural awareness at work! We lead by example, PDOT What culture are you talking about? PDOT Acknowledging that there is indeed other cultures. Then realizing that other cultures do things in a Police different way. Some of my fellow employee's view of the world is only the way their suburban neighborhood look. Adding training sessions at every In-service, instead of once every three years or so. Police By encouraging or setting up OPEN dialouge between the bureau and the varying cultures. NOt a Police lecture where we are told how bad we are or what we do is wrong. By hiring and promoting more minorities. Police By listening to the community's needs not what City leaders feel the needs are. Give the community Police means to express and state their needs and actually try to met them. By providing ongoing in-service training with instructors from the various community groups. Police Calling a liar a liar. It always has to be a bad person violating someones rights. Often it is not true but Police the minority complainant has credibility because of the promoted hate towards the bureau and any non- minority member. CELEBRATING ALL HOLLIDAYS Police concentrating more on getting the job done in a timely efficient manner. More on providing the services Police that are required of us and less time on watching out about how everyone feels about everything. We are all human, we should be adult enough to treat each other as humans. If we treat each other and the public the same, with the same standard, apply the rules the same to the bst of our ability we wouldnt need to keep improving cultural awareness. BE AWARE OF ONE ANOTHER AS HUMAN BEINGS...... we are all humans after all. continue to provide training and attracting a diverse workforce. Police Continued training, not just an hour or two once a year. Police Cultutral awareness does not have anything to do with an efficient and well run government. Rules Police should be in place that require people to respect each other and do a good job. Cultural awareness is too political and subjective, my experience is that the cultures that people are trained to be made aware of depends on who is in power, other cultures are left out and alienated. Hold people accountable for treating people with respect and focus on doing a good job and everything else will follow. Directly address issues as they arise. It's hard to speak up sometimes, but it must be done. It's better Police than ingoring it and allowing an offense to fester, because that person will most likely offend you again unless you address it. This takes practice, and courage! Perhaps an updated statement of social equality is due and maybe something that addresses seeking to understand first and then to be understood. I don't recall who's quote that is, but it is a good place to start. diversity training. Police Don't feel it needs to be improved. Police Emphasizing cultural differences only divides people. I'd rather see people be encouraged to talk to Police each other openly when they're offended by someone or something. Encouraging employees to attend actual community functions of multicultural groups. Police Bureau Innovation Project Employee Survey Results 36

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Encouraging more sharing of and debriefing of experiences with people different from themselves in Police either facilitated or informal settings. Most "diversity training programs" are met with resentment because people often feel lectured or talked down to. It's not the intent, but it's what ends up happening oftentimes. Focusing more on positive reinforcement and through acknowledgements (public and private) and Police decrease the rhetoric and negative comments (publically and privately) and the discipline toward employees for inadvertant behavior. We all need to lighten up as we progress to better understanding each other and learning to get along. We need to be more forgiving instead of using policy to attack each other and subordinates. Fostering better relations between the public and the police. Many employyees have a hard time Police understanding and appreciating the differences in other cultures. We all dont go into one melting pot but if you deviate from the "standards" and if you "dont go along to get along" you are singled out, and possibly retailated against. I think we need to look at the level of respect for women and non sworn. RESPECT works for all cultures. giving classes on different cultures, and how people's views differ based on their cultures, ie. how they Police might respond to certain training methods, social interaction, working as a team, vs working alone.

Having a zero tolerence policy for culturally biased employees. Police Having respect for individuals. Police Hiring people from diverse backgrounds. Diversity classes aren't as helpful as direct contact and Police exposure to diversity. Holding senior managers accountable through realistic affirmative action goals, esp. to mentor and Police promote the diverse membership already in the bureau, and not marginalizing them. This will support and provide exposure to minorities and women who can serve as role models for others who might be fearful of not getting the needed support to succeed. I believe most individuals today have alot of cultural awareness. You need to just create an Police environment of acceptance, with no unequal treatment. Most employees are tired of the training and or classes offered on diversity. They offer no new insight and do not assist in developing tolerance or acceptance. I feel our bureau handles this very well. I don't feel it's a problem. Police I think most people who have been with the bureau for any length of time understand and take into Police consideration cultural awareness. How about taking these monies, time and efforts and putting them into the bureau to let the bureau do what it is suppose to be doing? Being a partner with the community for helping solve the drug issues, theft, burgs, people crimes, ect. How about putting all this "cultural awareness" effort into the up and coming adults of the city of Portland....KIDS and SCHOOLS! The city of Portland is already diverse and aware! I consider my self to be a very open, aware, accepting person. However, enough is enough...I would like to see priorities for ALL not just the minorities... I think the key to improving cultural awareness it to spend time with people from diverse cultures. Police Through this process, people establish trust relationships and respect each others differences instead of fearing them. In my experience, canned cultural awareness training has little long-term benefit, and does little to change a person's internalized bias. I think the training is more than adequate. This year's in-service has been improved to a very high level Police of training in this area. No further improvements are needed in my opinion. I think when in Rome, do as the Romans. I really do not believe there is an issue or problem in this Police area. Too much effort is waisted in training in this field. I come from a multi - cultural family with family members married into other cultures from Europe and South America. My perspective is that we as a society are dividing our "American" cultural unity by not highlighting our simmularities. Bureau Innovation Project Employee Survey Results 37

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: I will answer a different question here. I think the folks I work with are very accepting. I have never Police witnessed anything adverse here toward other cultures or lifestyles different from my own. My complaint is when I have a concern, such as my computer does not work and I call BIT and the person I get on the phone does not understand my English and I don't understand his/her foreign language. I think that creates headaches for ALL of us and could create other bad feelings. Please be aware of that. If city employees want to learn a foreign language they can take it up at a community college. If they Police want to learn about other cultures they can take those classes too on their own time or visit a foreign country and learn their culture. Employees and employers need to focus on their job and improving work habits and such instead of worrying about learning other cultures. This city's obsession on pleasing other culture has gone too far. This is America, not Mexico, Russia, Vietnam or whatever. Focus on that. more training. We all know that we live in a society filled with various cultures but, sometimes we loose Police sight of what it means. We need to be more sensative to those around us who come from a different culture or background. We need to develop a way of speaking that is sensative to this issue and a manner that is welcoming too. Not being so paranoid about offending someone. Being more open to differences and not so Police concentrated on "what if it offends". Offering email readings that gave employess insight to various cultural understandings. A simple but Police effective approach. People that are interested in learning can read, those that aren't can delete the email. Other ways are requiring everyone attend one class a year that discusses cultural awareness. Also something that was offered in the past, but deleted with budget cuts. Offering more class, actually have in-service for the non-sworn members, who typically deal with a Police high volume of citizens. This would also help improve interpersonal relations between the employees.

Oh please, here is another money waster. Personal agendas have no place in the workforce. People Police need to come to work to WORK, not promote their personal agendas. Work should be done at work and your personal life should remain home. We are all adults and therefore should treat all people with respect and understanding. providing the training to all bureau members. The bureau should have in service training for non-sworn Police personnel as well as sworn. Real life, scenario based training. Police The Bureau has done so much cultural awareness training that people don't take it seriously anymore. Police This issue is not nearly as bad as the media and the Albina Ministerial Alliance make it out to be.

The police bureau needs to invest a lot of time and money into educating its managers Sgt. & above Police how to motivate its employees with carrots instead of sticks. The current culture of the police bureau does NOT recognize, appreciate or encourage investigators or long term problem solvers. Currently there is a female officer in East Precinct who is on a work plan for "always being busy on followup". I have looked at this officers statistics and know her to be a hard working, dedicated officer who trys to investigate crimes and solve problems. Having her on a work plan is sending a mixed message regarding problem oriented policing. This Bureau does a good job of this. Police This is extremely tough in the environment I work in. It's getting better as the older members retire, but Police there are still times when I overhear very inappropriate comments and I don't feel comfortable standing up about it. It seems that while retaliation against whistle blowing is not supported, there are much more subtle ways to make a whistle-blower's life miserable; talk behind closed doors that sets a person up to fail by creating an atmosphere of scrutinization that is difficult to prove. Stronger support for people who want to make issue with comments would be helpful. Bureau Innovation Project Employee Survey Results 38

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: To continue to make everyone sensitive to the differences between us keeps the notion alive that we Police are not equal. Focus on what we have in common and what we are all working towards. TRAINING Police We already get more than other bureaus. I understand this is an important section but I think we do a Police great job here. The public needs to go through these classes so they too could understand where we come from. We are inundated with cultural awareness. Police We do okay in this area. It is mainly up to the individual whether or not they want to improve their Police awareness or not. It can't or should not be a forced issue. We get LOTS of training in this area already. Hire Frances Portillo as a person the bureau can call Police upon during times of crisis to help work through cultural differences and as a liason with various cultural groups. We have a yearly training program in this. If people would just treat others with respect, they could Police learn all they need by just talking to each other! We have been cultured to death. I think that we need to quit individualizing people because of their Police culture and unite employees as bureau members and a team and focus on the job. We have recieved cultural diversity training at every in-service for the past 10 years. We could all Police teach the class by now. For most people, this is part of everyday life and I perceive every employee as being respectful to all. We're doing a good job on our current path.... EVERYONE, regardless of race, religion, life-style Police choice, etc should be treated with respect. Treat ALL employees fairly, and resist showing favoritism to special groups, backgrounds, etc in an effort to make up for past mistakes. Promote on merit and the PROVEN ability to be a good manager. We've been doing this for the 14 years I have been on. Just continue. Police > periodic, short duration, small-group "training experiences" rather than current approach of sending Water large groups of staff to formal "training class" (administer in small doses over a long period time rather than one-time large dose) Allow and encourage celebration of holidays so that all religions/cultures are recognized and honored. Water

Allowing people of color into supervisor positions and breaking up the good old boy system. Water Anything that improved general communication would help. Safety fairs, health fairs, etc could have Water some diverstiy component. Have diversity events at locations other than downtown and at times that field crews can attend. Approving more conferances and workshops. There is never any funding for this sort of thing. Water better leadership of the supervisors and managers. More recognition of individuals doing a good job, Water rather than just a blanket "atta-boy" that goes to all, regardless of performance. Conducting a culteral awareness assessment of it's employees. We are planning to do one similar to Water PDOT's shortly. I expect that will show where we have some gaps and where to target improvements, training, etc. Conducting more frequenst focus sessions. Too easy to blow them off. Mandatory attendance. Must Water have visaible and vocal Director, manager and Supervisor buy in; no more lip service and then making light of it all. continued education of its employees, continue to hire only those who are aware of and sensitive to Water cultural awaremess issues. Continuing the work it is doing on cultural awareness, I support what is occurring and has occurred to Water date. Bureau Innovation Project Employee Survey Results 39

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Cultural issues are very slanted towards specific groups and this is just as bad an imbalance as what Water we are trying to get away from. There has never been a cultural awareness week, day, minute, whathave you for any of my background or interests. Culture should be respected and supported(as for special days,holidays,etc..) But we are here for a specific purpose which is to provide services to our communities. discussing the topic more. Water Encourage more social interactions that allow employees to interact with each other as whole people, Water not just in terms of job roles or professional identities. Share biographies, personal interests, cultural knowledge, etc. Enable people to identify commonalities with those they perceive to be different.

Encouraging employees to participate in city offered activities. Water Ensuring that they train their managers and supervisors on cultural awareness. By hiring employees Water from diverse backgrounds Ensuring that they train their managers and supervisors on cultural awareness. By hiring employees Water from diverse backgrounds Forget it. We are tired of having this crap shoved down our throats. Water Fostering respect. Providing opportunities for cultural exchanges at work. Water Having 1 hour once a month function - as in having gay men's choir come to auditorium, african Water dancers, and other cultural exhibits that serve to inform us about different cultures. Having small workshops. Water Hiring people from diverse cultures. We learn best from those we work with. Water I don't know how to make this happen, but I do enjoy talking to folks of diverse backgrounds and Water cultures. Sometimes it happens naturally, without any management program. I dont think it is the city's responsibility to make people 'different' than what they are in the first place. Water We need to spend our time and energy on doing our core functions more efficiently and cost effectively. I don't work downtown and all the workshops, brown bags, etc that happen downtown might just as Water well be in Alaska as regards my ability to attend. I think my specific bureau could do employee profiles in the newsletter. Or have training to work with customers on the phone. It is easy to insult someone without knowing it when their culture looks down on women and other minorities. For example: G.Bush appointing a woman to be the liaison to Arab countries. I feel this is adequate at this time. Water I think we do a pretty good job now Water Including some required training for all employees that is tracked by management for completion. Water Being aggressive in responding to complaints about any inappropriate behavior. Is already doing work. Water Leaving it alone and respecting each other. Water Let it go. We're all the same. Water More classes. Water most of the men need a basic course in treating women equally. Water My bureau is doing an inclusivity assessment and will act on the findings. Water None needed. Water offering more training opportunities. Water Organize an employee contributed library containing books, periodicals, focused on various cultural Water heritage. Make labels for the items: "This book contributed by Joe Smith." Bureau Innovation Project Employee Survey Results 40

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Over the past few years, I think the city has a whole has done more than enough to promote the Water cultural awareness issue with employees. A one-size fits all awareness and training program has been used when perhaps a targeted approach would be more effective. We can and should get beyond the previous approach because most staff don't need the repetitious training that has gone on to know there are folks from different cultural, ethnic and religious backgrounds in the community and in the workforce. Participating across the organization through exposure to the different groups in ride alongs or Water shadowing. "walk a mile in my shoes" Print a monthly poster that hangs in employee gathering places, lunchrooms, or on union billboards Water (with union OK) The posters can depict a facet of cultural knowledge and awareness that can be built on over time. The posters are intended as exposing guidelines not "laws" that are used as mandatory behavior modifications. Promoting the city-wide brownbags that occur during various times of year honoring and celebrating Water various cultures. Allow staff to attend a few each year on city time. Include an article every once in a while in our Bureau newsletter about cultural awareness and understanding - how to deal with our customers of various ethnicities and how to deal with ourselves. Providing information about how business/cities operates in cultures that are part of Portland's Water demographics. providing leadership that disciplines out of line behavior and that doesn't discriminate. Water Providing training on how to recognize; skills for relating; environment that promotes awareness and Water appreciation of diversity; managerial modelling. Respecting people as individuals. Water Spending more money. Water Stop the "Good Old Boy's" cycle and promote those with vision and understanding of proper human Water relations. End the strangle hold Human Resources has on the City and return them to the support function that they should be, as opposed to the "God" complex they presently have. Taking the blinders off and realizing how important the worker is to making it all work together. Water Consider areas where work is needed to make the divisions more functional. Look more at Team building they do this well. Water To much time is spent on teaching diversity. Get the job done! Water We are currently engaged in the process of an employee survey which should provide information Water regarding diversity and inclusivity issues as well as those relating to other environmental factors that make adversely impact efficiency and effectiveness. We are improving at a good rate but we also need to be open to the new information. We do need Water BHR to keep us on the track with the other city bureaus. Why? Water Workshops and training. Water ...recognizing the number of cultures that already intersect in this bureau and spending the money/time to do some team-building. A year or two ago, Joseph Quinones in BHR started a giving series of classes in cultural competancy, but they never continued after the first or second session. These classes showed a lot of promise. I'd encourage Mr. Quinones to continue them. allotting time in staff meetings to address the issue or asking a presenter to attend on behalf of the background. But this is a two way stretch. To understand our culture, our working culture and how we better work together is to understand each person within it- understand the age, the nurture and the environment of everyone - not just the individuals of color, but those of different history.

Already does a good job through mandatory training and regularly practicing the principles of respect for diverse backgrounds and perspectives. Bureau Innovation Project Employee Survey Results 41

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: By having supervisors truly embrace the whole idea of cultural awareness and be supportive of trainings, not talk amongst themselves sarcastically afterwards. Trainings have been helpful but too often there is no buy-in at the highest levels (not to mention the employees). In many cases the trainings are attended only because they are required. But to hear how they are talked about later is very negative for the most part. This attitude is very poisonous and pervasive. I would recommend this also be included as a performance standard for employee evaluations for management - and employees. Right now, it feels wishy-washy. As a minority employee, I have not found my tnure at the City of Portland in this regard to be a positive experience. Communication on a need to know basis. We are here to do a job. I don't care if you are white, black, asian, hispanic, or any other (male, female). We are here to do a job. Continue to offer cultural awareness training. Continuing current practices. determine who doesn't understand this and send them out the door -or- enroll them in a cultural awareness and workplace ettiquette seminar teaching them things like hostile workplace environment and quid pro quo. Disagree. Too much time is spent on cultural diversity. This is an activity that should take place on an individual's personal time, not on city time. Doing as above. Ensure all staff participate in the current diversity development (CDDCC) classes/meetings. Ensuring all employees follow work rules related to respecting others. Having bureau members provide anonymous statements to the bureau chiefs regarding any such issues. I believe that is being done now on an as needed basis. By bureau works well in this area.

Hiring more people from diverse backgrounds. Conduct more training -- but make sure it is EFFECTIVE training (alot of mediocre and downright BAD diversity programs out there). Place people from diverse backgrounds in visible leadership positions. Hosting celebrations of different cultures - which it does on a meager budget for the public. Through internal communications, tell the story of employees and/or cultural celebrations. I think we do more than enough to bring an awareness to cultural awareness. Letting people do their own work and quit giving such huge preference to certain culturals instead of treating all cultures and backgrounds as the same. Letting people talk to each other honestly, not with the fear of some bureaucrats perception. making the entire B.O.M. participate on a level that is achievable and fun. More training. Moving ahead to the 20th century. It's a very obvious "Good Ol' Boys" Club, management should be professional, non-biased, and yes, they could be compassionate without being slanted towards individuals, that is, it should be compassionate fairly amongst all employees, not just a few. Does favortism of some employees fall into this category? What higher management or Bureau Directors hear or appear to see is directly from these same unprofessional, biased towards some, managers. Making slighted comments to some employees about other employees is NOT PROFESSIONAL! That's just a small example of the low morale caused by the inconsistencies of management. newsletters or classroom training not change anything Not favoring one group over another. Providing free language classes for employees, I was signed up for Spanish class (I was going to pay for it myself) but I got bumped out be-cause the Police needed the training more. I agree the Police do need Spanish classes of various levels but so do the rest of us.

Not for forcing people to take classes that end up being training, not awareness. Bureau Innovation Project Employee Survey Results 42

My bureau could improve the level of cultural awareness and understanding in the work Bureau environment by: Not my bureau but Citywide we have had years and years of diversity training for city employees. It is time to focus on the culture we share. It is time to focus on what we have in common.

Not necessary. Not needed - creates dissention. Not overreacting to individual incidents. Just because level two indviduals have problems, does not make the entire organiztion pay. Address the individuals!!! Not trying to force people to conform to a different point of view. offering diversity training. Offering more frequent training opportunities. opening jobs in all areas of specialty Perhaps workshops w/explanations of how to approach and how NOT to. But not the ridiculous kind of training offered now...why is LEW not monitored? Waste of time!!! Provide more workshops. providing more cultural awarness training Providing opportunities for employees to learn a second language would be helpful. Providing regular training and opportunities for discussion regarding cultural diversity. Putting this in its proper perspective. Remember being an American (English speaking) is also a culture. Respecting and not restricting Americans from celebrating holidays and Christmas in their traditional way. Setting time aside to talk about specific cultural practices, expectations, important issues. Celebrate holidays of different cultures. Showing some of the excellent documentaries shown on public and network TV which focus on the subject - i.e. American Experience, etc. Still not important. Stop wasting resources on this, if you want to save the tax payers money. Let us go to work. Too much effort in this area already - stop. Treating all equally instead of emphasizing it. we don't need improvment. We have already had so much training in this area. Lets focus on fire training. Without exception, the top managers in my bureau fall into the same basic Meyers-Briggs type profiles. (This isn't my opinion, they have taken the test.) There is little recognition that other perspectives are necessary for good decision making and little respect for those who process information/make decisions in a different manner. This translates into a culture where only one style of thinking/acting/believing is valued and rewarded.