CITY OF COLUMBUS INCLUSION REPORT 2016-2018

Our Diversity Makes us Stronger

Dear Neighbors, Dear Neighbors, One of my first official Since the creation of the acts when I took office Office of Diversity and almost four years ago Inclusion in 2016, we was to form the Office have strived to ensure of Diversity and Inclusion. that the diversity of our Columbus has been on supply chain and work- a path to becoming America’s Opportunity force is reflective of the City, but I knew that to reach that goal residents we serve. For small business we must first become America’s Equal owners, emerging leaders, workers in Opportunity City. We have made great transition and restored residents looking to strides in these efforts. advance their passions, we are here for you.

Each department has created and imple- We are committed to diversity, inclusion mented workforce diversity recruitment and, most importantly, action. Our success strategies. The last two Division of Police is predicated on bringing diverse ideas and graduating classes were among the most perspectives to the table. As leaders in this diverse – and highest scoring – in its history. space, it is our responsibility to support In 2018, we held a department-wide career what differentiates us in a community where fair to recruit diverse talent. our inclusive mindset unites us.

In 2017, we increased our pool of certified In the pages that follow, you will discover and registered Minority and Women that we have made tremendous gains in our Business Enterprises by 24%. The same inclusion work. These successes are a direct year, we hosted the first-of-its-kind reflection of the City’s commitment to Municipalities Business Conference, bringing diversity and inclusion and the hard work of together government procurement offices, our leaders and employees throughout each companies, universities, airport authorities department. and planning agencies from municipalities across the state. Thank you to Mayor Andrew J. Ginther, my colleagues on the Mayor’s Cabinet, and to Through the efforts outlined here, we are you, our Columbus community for your on our way, but let me be clear: this is just partnership. the start. City employees and contractors must reflect the beautiful diversity of our city. Sincerely,

Sincerely,

Damita R. Brown Interim Chief Diversity Officer

Andrew J. Ginther Mayor Table of Contents

Letter from Mayor Andrew J. Ginther and Damita Brown, Interim Chief Diversity Officer. . i Our Story is Your Story...... 1 Mayor’s Office of Diversity and Inclusion...... 2

DEPARTMENTS Department of Building and Zoning Services . 4 Civil Service Commission...... 5 Department of Development...... 6 Department of Education...... 7 Department of Finance & Mangement . 8 Department of Human Resources/Citywide Training & Development...... 9 Department of Neighborhoods/Community Relations Commission...... 10 . 12 Department of Public Safety...... 13 Department of Public Service. 15 Department of Public Utilities ...... 17 Recreation and Parks Department...... 19 Department of Technology...... 20

INITIATIVES Age-Friendly Columbus and Franklin County . 21 CelebrateOne . 22 Columbus Women’s Commission. 23 LGBTQ Inclusion...... 25 City of Columbus Employee Diversity Profile...... 26 Your Story is Our Story To our diverse suppliers and contractors: To our employees: Your story, like so many others, deserves With your openness to new opportunity, to be told. Over the years, you’ve paired our city is more open for progress. And your strong vision with an unwavering with your help, our workforce represents work ethic. You’ve asked the most of all the people who call Columbus home. yourself, and brought so much to this So, even as you’re defining everything place. And as Columbus has become a you’ll become, you’re making Columbus part of your story, you’ve become a part an example of everything a city can be. We of your city’s story. help our colleagues discover the power of not just working in the city, but for the city. Your business, your talent and your voice have defined us. At the Office of Diversity and Inclusion, We are your experts, working to give you we see you. and others like you what you need to The hours you put in every day. The keep climbing. We are your navigators, insights you gain at every turn. You’ve guiding you through the ever-changing established not only who you are, but business and civic landscape. With every also what’s next for you. And we’re here step you take, you elevate our collective to help get you there. We are helping to understanding and shape where we’re ensure that diversity and inclusion is an headed as a community. We are your integral part of our employment process champions, knowing that when we all because we place a high standard for the have a seat at the table, our city is stronger role of diversity and inclusion. for everyone. You make us better. Our diversity makes us stronger.

1 Supplier Diversity 2017 Minority and Women-Owned Business Enterprise Activity

24% increase in certified MWBE vendors 62 newly certified MWBE companies 72 recertified MWBE companies 152 new MBE registrations Disparity Study In January 2017, the City commissioned 2017 Ohio Municipalities Business Conference a disparity study designed to analyze MWBE participation on city contracts. Small Business Conferences The study period, spanning January 1, We realize the power of leveraging diversity 2012 to December 31, 2015, will aid the City and inclusion throughout our operations. in determining if any statistical disparity We believe that the key to our city’s future exists in the awarding of prime and sub success begins with bringing together contracts to MWBE companies. Results different ideas and perspectives to spark and recommendations from the study will innovation and business growth. In 2017, the be released in the summer of 2019. supplier diversity staff attended numerous business networking and outreach events. The Office of Diversity and Inclusion continues to introduce and implement The same year, we hosted the statewide Ohio best practices in supplier diversity that Municipalities Business Conference which promotes stronger engagement within included representation from government each City department, active and continued procurement offices, companies, universities, outreach to MWBE companies, capacity airport authorities and planning agencies building and supportive services and MWBE from municipalities across Ohio. This was compliance and monitoring. the first conference that extended beyond Columbus and featured keynote speaker Supplier Diversity Utilization Chinedu Echeruo, nationally recognized Year MBE/WBE Rate entrepreneur. The conference included a 2016 8.44% business expo, workshops, panel discussions, mayor’s roundtable, and a business 2017 12.57% matchmaking session. 2018 15.58%

2 Business Opportunity implemented by all departments and Assessment Program agencies; develop a brand designed to The Business Opportunity establish the City of Columbus as the Assessment Program (BOAP) employer of choice; develop strategies to is an enhancement to the increase communication and collaboration BUSINESS OPPORTUNITY across departments; identify recruitment certification process, leveraging ASSESSMENT PROGRAM the assets and expertise of EXPANDING THE GROWTH OF YOUR BUSINESS barriers and develop strategies to eliminate public-private partners to address the obstacles; and strategically create, host primary concerns of small, minority, and and participate in citywide recruiting events women-owned businesses (SMWBEs). and activities. The Taskforce meets quarterly The program is specifically designed to and has the following subcommittees: stimulate and support the expansion of !! Marketing/Branding SMWBE companies. Through a consortium !! Inter-Departmental Process Improvement of local and state staff, business develop- !! Data Collection and Reporting ment specialists, and numerous banking and financial experts, the Office provides business assessments for City of Columbus City of Columbus Career Fair certified businesses to determine their For the first time, the City of Columbus financial, technical or support service held a department-wide career fair in 2018 needs, in order to build their capacity and to more aggressively recruit diverse talent. competitive advantage. Advertising was heavily promoted on urban radio stations and social media, and over 2017 BOAP Impact 2,000 people registered to attend. Every City department was represented, including CelebrateOne and . 26 companies There was also representation from suburban participated cities and the construction trades. The day-long career fair was equipped with breakout sessions, a resume lab and an 711 hours opportunity to apply for jobs and sign up of business for NEOGOV profiles. NEOGOV is the tool counseling the City uses to track all applications. flaticon.com

$270,000 provided in capital financing

Workforce Diversity Workforce Diversity Recruitment Taskforce The Workforce Diversity Recruitment Taskforce was created in 2017 to create a citywide recruiting strategy and guiding principles that support recruiting efforts

3 The Department of Building and Zoning Services supports the safety and quality The building industry is a diverse of life for residents and visitors of the City industry with participants of many different of Columbus through the implementation backgrounds. The Department provides of the Columbus Building and Zoning interpretation services for customers Codes. The Department is organized into through Access 2 Interpreters. They ensure four distinct yet interconnected sections that customers understand what is needed (Building, Zoning, Site Engineering and to obtain permits and successfully navigate Customer Service) to ensure safe, quality through City of Columbus building and development in Columbus. zoning processes in their native language. Supplier Diversity The Department recognizes the benefit Workforce Diversity of utilizing women-owned and minority- The Department of Building and Zoning owned businesses to provide services, so Services is raising awareness about building it utilized the following MWBE suppliers safety to provide a career path for more and contractors; many of which are multiple women, minorities and college-age students. year vendors: The Department’s new engagement and initiatives have yielded a direct increase in diverse candidates hired. As a result of the OSU Engineer-in-Training career path program, the Department hired one college intern and three Engineers-in- Training. The Department also hired two Columbus Public Schools STEM students part time into the Plans Review Section as a result of its partnership with SinC (STEM Industry Council).

4 The Civil Service Commission is committed to The Civil Service Commission engaged in providing a quality work force for the City the following activities focused on diversity of Columbus. In fulfilling the Commission’s and inclusion within departments and responsibilities, its actions reflect a spirit partner efforts, including: of cooperation, a mutual respect for those !! Participating on the Citywide Diversity they serve and the highest ethical standard Recruitment Taskforce to identify and and level of integrity. Commission staff implement recruitment strategies that members are responsive to issues of fairness, increase diversity within our applicant equal access and changing organizational pools. and public needs, while upholding merit ! system principles. ! Providing quarterly training and resources to Commission staff members regarding Workforce Diversity the importance of diversity and inclusion in the workplace, and teaching skills and The Commission recognizes and respects practices that foster success in these efforts. that individuals have diverse talents, and there are many ways in which the Commis- sion helps to advance an inclusive workforce, Community Outreach including: Members of the Civil Service Commission work to ensure that all communities have ! ! Educating the community on how to access to information about the hiring apply and prepare for exams. process, employment testing and current !! Developing study guides for select job openings, including: Civil Service tests. !! Participating in activities such as Area !! Enhancing and improving exam accessibility Commission meetings, community events, by providing a self-scheduling option, career fairs, networking panels, non-profit alternative test dates, make up days, organization meetings and orientations. follow-up calls and increased time limits ! for English as a Second Language (ESL) ! Conducting testing clinics for the public applicants. on evenings and weekends that cover the testing process, preparation strategies !! Ensuring ADA accommodations are and helpful tips. made available for exams whenever appropriate.

5 The Department of Development provides a range of services through its six divisions: Administration, Code Enforcement, Economic Development, Housing, Land Redevelop- ment, and Planning. The Department’s mission is to engage and promote strong, healthy, distinct and vibrant neighborhoods, provide an atmosphere that fosters job creation and economic growth, and provide high-quality customer service. “My interactions with the Department of Supplier Diversity Development left me empowered to move The Department is creating a new forward with various business incentives comprehensive small business agenda, that the City of Columbus offers. I have been impressed by their team and their policy framework and action plans that responsiveness. I am pleased to know will be used to stimulate and foster inclusive that my staff will have options and entrepreneurship-based economic develop- resources that will assist not only with ment. In 2019, the Department will support ensuring their safety, but services that the Office of Diversity and Inclusion and the help to provide a sense of community.” Department of Finance and Management to Carol Haynes, RN, MS, Kiddie Academy Multi-unit Franchisee open the Ohio Business Development Cen- ter Minority Plan Room which will serve Workforce Diversity as a central hub for MWBE firms seeking The Department’s Diversity and Inclusion support with certification, understanding Committee has guided the creation and contract guidelines, and giving access to implementation of its workforce diversity training workshops and networking events. recruitment and communications plans. The Department received the Frank W. Since December 2016, the total racial Watson Advocacy Award at the annual diversity of the Department has increased OhioMBE Awards in 2018 for its small nearly 4%, and women now make up more business efforts and procurement outreach than a third of the Columbus code enforce- to minority and women owned businesses. ment division. There were six female code officers in 1996, and now there are 22. Director Steve Schoeny illustrates the Department’s efforts best: “Diversity and inclusion is a critical element of how we do our jobs every day—it is truly a part of our department’s DNA.” In late 2018, Heather Truesdell was promoted as the first female Code Enforcement Administrator in the City’s history.

6 The Department of Education’s mission is to through classroom lab activities, real-world increase the overall educational attainment assignments and community service projects. of everyone in Columbus. An educated The class curriculum focuses on safety workforce is crucial to the success of small procedures and protocols, conflict resolu- businesses. The Department’s work aims to tion, problem-solving, team collaboration, ensure that small businesses in Columbus community interaction and physical fitness. have access to the most professional, best- By the end of the class, the students have educated workforce in the country, starting a broad base knowledge of what it means with the city’s youngest residents. to be an officer of the law. Supplier Diversity “Mr. Moore is a natural leader,” said Pegeen In 2017, the Department of Education Cleary Potts, Executive Director of Career- and the Office of Diversity and Inclusion Technical Education, . embarked upon an aggressive strategy “He sets high expectations and is dedicated to certify and assist all eligible education to developing the future workforce work- vendors with technical assistance and force of public safety for Columbus and access to critical resources, including beyond.” capital funding and business support.

Supplier Diversity Utilization Year MBE/WBE Rate 2017 38.1% 2018 51.8%

Columbus City Schools Partnership The Departments of Education and Public Safety partnered with Columbus Downtown High School to create the Public Safety Pathway. Instructor John Moore leads this Career-Technical Education Program where students network with professionals Students in the Public Safety Pathway at and learn the importance of teamwork Columbus Downtown High School.

7 The Department of Finance and Manage- Workforce Diversity ment houses the following internal city The Department of Finance and Management services: Fleet Management, Facilities has engaged in career fairs and job programs Management, Construction Management, with local trade schools to recruit diverse Real Estate Management, and Financial talent. Team members often collaborate Management. Its mission is to protect the with WBEs to build interest in available fiscal integrity of the city and ensure the positions. In order to increase the number effective management of fleet operations, of eligible candidates, certain positions, facility maintenance, construction, real such as the Mechanic Helper position estate transactions and comprehensive, in the Fleet Management Division, were ethical procurement practices. changed to a non-competitive classification.

Supplier Diversity The Department has developed an internal In 2018, the Department hosted a MWBE diversity committee tasked with internal outreach event with the help of Ginger training, exposure and awareness. Training Cunningham and Associates. This event focused primarily on diversity and inclusion facilitated exposure to over 40 vendors, is required and heavily promoted to every 20 of which are currently in the process member of the Department. of receiving potential contract awards. 2017-2018 Increase in MWBE Utilization 2017-2018 Department Hiring Activity

30% 26.9% 25% 24.1% 11.6% increase in 20.6% 20% number of women

15% 14.4%

10% flaticon.com 5% 11.8% increase in 0% diverse candidates Facilities Construction Management Management 2017 2018

8 The Human Resources Department understands diversity, inclusion and equity are foundations of an engaged, high-performing workforce. The Department’s mission is to promote and support organizational excellence, which is achieved through effective programming administered in an environment that embraces diversity, fosters inclusion and encourages equitable treatment and respect for all people.

Citywide Training & Development offers free professional development workshops to small businesses who meet certain criteria. Course topics include business writing, communication, cultural competency, employee engagement, Microsoft Office, Myers Briggs Type Indicator (MBTI), social media, stress management and supervision. City of Columbus employees also benefit from this free resource. 2016-2018 Diversity & Inclusion Employee Training Summary

Training Title Total 1 “What If?” A Conversation on Diversity & Inclusion 13 Testimonials “Our section 2 Appreciating Diversity 377 employs people 3 Becoming Conscious of Your Unconscious Bias 367 with disabilities. 4 Creating a Culture of Respect and Inclusion 271 It’s important to have this topic 5 Cultural Competency 9 included in the 6 Cultural Competency Refresher 31 Implicit Bias training to raise 7 Diversity & Inclusion 45 awareness and 8 Diversity & Inclusion (chunked) 105 promote inclusion.” 9 Diversity & Inclusion (Supervisors’ series) 38 ““All people deserve 10 Diversity & Inclusion Awareness E-Learning Orientation 429 a chance. The 11 Diversity & Inclusion Awareness Refresher E-Learning 506 Becoming Conscious of Your Unconscious 12 Diversity Refresher 45 Bias training helped 13 Implicit Bias 1940 me realize that.”

14 Implicit Bias for Teams 77 “I took the Implicit 15 Language at Work Humor or Harassment 47 Bias training because I knew 16 Multi-Generational Workplace - Millennials 34 I had biases. I’ve 17 Women & Leadership: Working Through Barriers and Biases 8 learned how to deal with them Grand Total 4342 from this course.” course.”

9 The Department of Neighborhoods was and created in July 2016 with the mission to Community Plans strengthen communities by providing In 2018, the One Linden customer service, advocacy and connecting Plan was launched, and neighborhood resources and city services the Hilltop planning pro- to all Columbus residents. cess began. Workforce and The One Linden Plan Supplier Diversity was developed over 18-months with extensive community engagement from The Department is committed to a connected Linden residents and area stakeholders. culture of inclusion that is demonstrated The plan provides a roadmap for a safe through recruitment of qualified diverse neighborhood with economic development talent and the services provided to Columbus and access to affordable housing, quality residents. healthcare and educationand employment opportunities. Also included are policy and Department of Neighborhoods programmatic recommendations to stabilize Staff Composition* families and empower residents. Demographic Percentage Male 28% New American Female 72% Leadership Academy Non-white 63% The New American Leadership Academy, created in 2018, is a highly competitive op- *as of March 2019 portunity for New American professionals Professional Services Expenditures to foster personal development, enhance with Certified MWBEs knowledge in civic engagement and responsibility, and build community part- Year Percentage nerships. Participants in the inaugural 2018 62% cohort represented 20 nationalities. 2017 58%

New American Leadership Academy Inaugural Class

10 Community Grants for New Americans Since 2016, grants have been awarded to help New Americans integrate into the community and bridge the gap between New American and native-born communities. Grant recipients included: Asian American Community Services, The Bhutanese Ne- pali Community Center of Columbus, Im- prem Holistic Community Resource Cen- ter, Proyecto Mariposas, New Americans Magazine, Refuge: A Space for Culture In 2018, MBK Village awarded grants for and Community, and US Together. programming to enhance opportunities Community Grant Impact for boys and young men of color. Agencies that received grants:

7 Columbus organizations Urban League

47 community partners MBK Impact flaticon.com

3000 6 participants community agencies $27,400 grant dollars 1,400 hours of tutoring for New

MBK Village flaticon.com American youth Since 2017, My Brother’s Keeper (MBK) Village has convened boys and young men of color to engage in life-changing $100,000 leadership summits, empowerment con- grant dollars ferences and job fairs. provided Boys and Young Men of Color Engaged through MBK Programming MBK Village was invited to participate in Year Number MBK Rising, a national gathering hosted 2018 500+ by the My Brother’s Keeper 2017 450+ Alliance, an initiative of the Obama Foundation. The event convened hundreds “I learned a lot from today, and I aspire of engaged individuals from to translate everything I learned from across the nation to learn MBK into my everyday life.” about evidence-based programs and David D., MBK Conference Attendee community transformation initiatives.

11 Columbus Public Health improves lives by In 2018, Columbus Public Health engaged protecting the Columbus community from 22,717 diverse residents through targeted disease and other public health threats outreach programs, wellness events and and ensuring that everyone is empowered trainings. Staff members have also provided to live healthier, safer lives. public health education, services and resources at 171 culturally-diverse community Diverse Community Outreach events. Some partner organizations include: The staff at Columbus Public Health serves community members from numerous countries on a daily basis, so it is crucial for Columbus Public Health employees to have cultural competency and understanding. Ninety-nine percent of Columbus Public Health staff members have completed Implicit Bias Training.

Interpretation Services Provided in 2018

10%

33%

56% 1% Supplier Diversity

Supplier Diversity Utilization

in-person 56% Year MBE/WBE Rate 2017 8.64% via telephone 33% 2018 18.18% via live video 10% document translations 1%

12 Working with the Office of Diversity and to Mayor Ginther in the summer of 2019, Inclusion, the Department of Public Safety and implementation will begin soon developed Strategic Plans for Diversity in thereafter. Recruiting for both the Police and Fire Divisions to double the diversity within each Columbus Division of Fire division by 2027. The Strategic Plans are ripe with innovative recruiting tactics that Workforce Diversity include: exploring the use of preference points Columbus Director of Public Safety Dr. for applicants residing in the City of Columbus; Ned Pettus Jr., Fire Chief Kevin O’Connor demographic targeting utilizing traditional and the training staff at the Columbus media and social media; and examining Division of Fire will welcome a new class workplace conditions and rules to ensure of Fire EMS Cadets in 2019. Fifteen men the flexibility to accommodate a diverse and five women have been recruited into workforce. the first ever two-year cadet program, marking the culmination of a ten-year Community Engagement effort to increase diversity among the As Mayor Andrew J. Ginther announced ranks of police and fire personnel. in his 2017 State of the City Address, the In addition, as a result of targeted recruitment City of Columbus changed the composition efforts, over 100 diverse candidates of the boards that score the Civil Service applied for the firefighter position since Exam for Police Officer and Firefighter 2017. The Division of Fire Recruitment candidates. A neighborhood representative Campaign “Be the Change” included: was added to each board, giving Columbus ! residents an unprecedented opportunity ! Launching a text campaign. to help select the upcoming pools of Police !! Adding a women-only Get Fire Ready and Fire recruits. This new approach is orientation session and Firefighter Mile helping to shape the future of the City of workouts. Columbus safety forces. !! Presence at various community events. Harvard University and Bloomberg The Division continues to meet with high Philanthropies City Leadership Initiative In 2018, Mayor Andrew J. Ginther participated schools and organizations to provide in the Harvard University and Bloomberg materials, coaching and support and to Philanthropies City Leadership Initiative with seek input on potential candidates. 40 other mayors from across the world. Mayor Ginther appointed an Innovation Team of employees to determine ways the City of Columbus can create a welcoming and inclusive process and environment that inspires and encourages diverse community members to become police of- ficers and firefighters. The Innovation Team includes representatives from the Mayor’s Office, the Civil Service Commission, the Department of Human Resources and the Divisions of Police and Fire. The team’s recommendations will be presented

13 Columbus Division of Police Workforce Diversity The Explorer Program In 2018, the diversity of eligible candidates The Columbus Police Explorer Program within the police officer application pool serves as a main entry point into the increased to 36.8% as a result of internal Division’s recruitment pipeline. Designed and external recruitment efforts. for youth and young adults ages 14-21, The Recruiting Unit focuses on the future the Explorer Program provides vocation- of the Columbus Division of Police by al education for community youth who emphasizing both strategic and youth want to learn more about a career in law pipeline approaches through various youth enforcement. While the program is specif- programs and initiatives. ic to law enforcement, officers serve in a mentorship capacity and also incorporate Community Outreach character development, life skills and ca- The Teens and Police Service Academy reer readiness. Recruitment efforts for the (TAPS) is an 11-week Public Safety program Explorer Program are targeted towards that partners middle school students in Columbus City Schools students and four schools with Columbus Police Officer attract 40-50 dedicated young people mentors. The mentors help build positive, every month. Of these participants, 52% interpersonal relationships with the students, are minorities. and at the same time, teach skills such as dealing with bullying, anger management, gang avoidance, drug use and conflict management. Since 2013, in partnership with the Franklin County Juvenile Court, officers have mentored approximately 300 students.

“The Recruiting Unit remains committed to Explorer Program volunteers at the actively recruiting talented men and women State of the City Address for the position of Police Officer with the Columbus Division of Police.” Sgt. Christopher Smith-Hughes, Recruiting Unit

14 The Department of Public Service provides in the Ohio Diversity Council through a variety of basic services that maintain their Multicultural Leadership Roundtable, and improve traveling safety and quality and joining the National Association of of life for City of Columbus residents and Women in Construction. supports the economic development of The Department’s increased profile and the city. presence at career fairs and the OSU Women in Construction events directly Supplier Diversity yielded new employees in 2018. The number Department of Public Service of women engineers in the Department has 2018 Diversity Spending more than doubled since 2016. The Department also engages youth through Category Amount Spent Percent w/Diverse of Overall its involvement in hosting the Engineer Suppliers Spend for a Day program with the Department Purchase Orders $900,000 35.1% of Public Utilities, and pairing Columbus RFPs $10.9 million 27.6% City Schools students with City engineers Discretionary $3.3 million 23.7% to provide hands-on experience in the Spend industry. In 2018, the Department hired Universal Term $7.2 million 22.1% nine student summer interns in partnership Contracts with Columbus City Schools’ STEM Program. Non-Discretionary $5.9 million 4.8% Spend Bids $105.4 million 4.0% The number of Bidding Waivers $2.1 million 1.0% women in the department Workforce Diversity increased from The Department of Public Service has 12.9% in 2017 engaged in focused recruiting efforts to attract more female and minority employees. to 15.1% in 2018 The Department has made connections with diverse organizations such as participating

15 Diversity within Public Service Job Categories: Category 2017 2018 Overall department population of women 12.9% 15.1% Overall department’s hiring of women 16.9% 27% Women hired externally or promoted within to supervisory roles 27.8% 37.5% Protective Service Workers (Unsworn) women 26.7% 36.8%

Smart Columbus MTECH Solutions LLC, is a certified WBE founded by Darlene Magold. She and her team developed a Multi-Modal Trip Planning Application for the Smart Columbus initiative. This app seeks to reduce traffic congestion by making it easier for people to find and pay for the best way to get to their destination using more than one mode of transportation. Magold founded MTECH to help residents make more informed transportation decisions with new technology, applying lessons learned from the Columbus Snow Warrior Watch system launched in partnership with the Department of Public Service, the Department of Technology, and Etch, LTD.

2019 Public Service Employee of the Division Winners

Darlene Magold

16 The Department of Public Utilities’ (DPU) mission is to enhance the quality of life Samba’s Story for residents through economic, efficient “I started with the and environmentally responsible stew- Department of ardship of public utilities: power, water, Public Utilities in sewerage and drainage and stormwater. the fall of 2013 as a Supplier Diversity Customer Service The key to increasing minority participation Representative in a wide variety of DPU contracting con- gaining invaluable tinues to be a concentrated outreach experience in the effort. In 2018, DPU’s total diverse spending Department. increased by 16% with MWBE payments Samba Sangale totaling nearly $45 million. In the fall of 2015, GIS Technician I enrolled at Columbus 2018 Supplier Diversity Highlights State Community College to study Geo- Total diverse spend utilization increased 16% graphic Information Systems (GIS). I later Total MWBE payments of $44,998,094 completed my GIS Certification and a six- month internship in the GIS area within Prime MWBE contracts increased 35% the Department. Prime MWBE payments totaled $29,055,927 Sub MWBE payments totaled $15,942,167 In addition to external networking groups, DPU captures 65% of total MWBE City-wide spend I participated in the Department’s Public Utilities Mentoring Program (PUMP) to Workforce Diversity gain more valuable skills and support to The Department is committed to cultivating expand my career opportunities and in a workplace and workforce that is equitable 2017 I moved from the Customer Service and inclusive. In 2018, more than 200 DPU phone team to the billing support team. managers and employees attended Implicit Bias training and classes on Creating a Culture In January of 2018, I was informed that of Respect and Inclusion, representing 15% the Department was planning to hire two of Mayor Ginther’s training goal for all new GIS Technicians. I took the Civil Service departments. These trainings are designed Technician Exam, interviewed for the posi- to enhance individual and organizational tion and received an offer. efficiency and identify strategies to com- I was immediately flooded with emotions municate effectively with one another. The of joy and relief for finally reaching my Department holds regular Diversity and goal, and I was grateful for everyone who Inclusion Committee meetings with helped me throughout the process.” representation from each section within the Department.

17 Recruitment Efforts The Department’s recruitment and outreach efforts include a new partnership with the Ohio Diversity Council, providing the Department a way to advertise jobs in the Council’s network, as well as connecting staff with local contracting opportunities. Recruitment efforts extend to Columbus City Schools and other education agencies such as the Center for Technology Education Centers Trade Schools. These partnerships have positioned the Department to attract qualified, diverse applicants by working with the following agencies: 2018 City of Columbus Career Fair

CAREER 20 FAIR 19

Minority Business Assistance Centers

18 The Recreation and Parks Department’s prequalification when appropriate. For mission is to enrich the lives of our res- example, the Department co-hosted an idents by connecting them through the information session for the upcoming power of nature, wellness and creativity. reconstruction of the new Linden Com- munity Center. Due to the Community Supplier Diversity Benefits Agreement in place on that The Department began hosting outreach project, local workforce is guaranteed for events to engage local businesses, present a percentage of the project’s contracts. opportunities and assist them in becoming certified suppliers and contractors with the City of Columbus. Supplier Diversity Utilization Year MBE/WBE Rate 2016 5.45% 2017 7.32% 2018 11.7% Through the efforts of the Department’s Diversity Initiative, a number of critical projects contracts were awarded to local MBE and WBE businesses such as: Diversity Training During the past three years, the Department has invested in the further development of its employees. More employees have been able to attend trainings locally and nation- ally, allowing them to further improve their knowledge of the industry and learn and maintain new skills.

106 managers and supervisors (67.1%) completed Culture of Community Outreach Excellence training In 2018, the Department held over 10 outreach events and workshops as well as 287 employees an increased number of meetings with completed Diversity individual businesses. Throughout the Training (88.9%) year, the Department assisted vendors with minority certification and construction

19 The Department of Technology plans, Workforce Diversity designs, develops, procures and delivers The Department of Technology values a citywide information technology, tele- high quality, creative and diverse workforce. communications and media services. The This is reflected in the faces of its team Department provides residents with sus- who represent a vast number of cultures tained, reliable and efficient technology and racial and ethnic backgrounds. The services such as GIS mapping, mobile Department encourages all staff members and web applications, the Columbus to complete Implicit Bias and Diversity Government Television Channel (CTV), and trainings. various technology services that enhance the operations of City government. The Department of Technology is proud of the number of women on staff which is Supplier Diversity higher than the national average of women When seeking a technology solution, the in computing jobs. Department of Technology works with Department of Technology the City’s Purchasing Office to encourage Staff Composition* MWBEs to bid on published requests and solicitations to increase the number of Demographic Percentage procurements awarded to diverse suppliers. Male 73% The Department participates in multiple Female 27% working groups and supports the Office of Diversity and Inclusion and Purchasing Non-white 37% Office outreach efforts. *As of March 2019

20 Age-Friendly Columbus and Franklin County FranklinCounty Where Government Works

Central Ohio’s 65 and over population will assessment and implementation phases, double by 2050. In March of 2016, Mayor Age-Friendly utilized a woman and minority Ginther and Columbus City Council under owned business, ASIST Translation Services, the leadership of the Mid-Ohio Region- to strengthen their inclusive-planning al Planning Commission spearheaded approach. the launch of Age-Friendly Columbus to work toward age-friendly improvements Intergenerational Advocacy In collaboration with older adults and many in our neighborhoods. More than 1,200 aging organizations, including the Senior older adults were engaged to assess the Services Roundtable, Age-Friendly hosts age-friendliness of our city and identify on-going participatory listening and plan- needs and concerns. Now, Columbus is ning sessions. This robust group has in- one of the nation’s leading cities embrac- fluence at the policy and advocacy level. ing the age-friendly movement. The Initiative also involves students and community partners in intergenerational Community Engagement field experience, research, and community Now under the leadership of The Ohio outreach. Some partners include Metro State University College of Social Work, Middle School, the Columbus Women’s Age-Friendly Columbus and Franklin Commission, and OhioLiving Westminster County is in the implementation phase Thurber, which hosted the Age-Friendly of the Age-Friendly Columbus Strategic Student In Residence pilot program. Plan. As part of this phase, the initiative will engage the community’s older adults In addition to being dedicated to community to implement the strategies identified outreach and engagement, Age-Friendly through an inclusive-planning approach. Columbus and Franklin County is a member of advocacy groups including: Greater The initiative focuses on improvement in Columbus Network of Villages, ODOT eight focus areas: Mature Drivers State-Wide Committee, !! Outdoor spaces and buildings COTA Mobility Advisory Board, Ohio !! Transportation Grandparent Kinship Coalition, Columbus !! Housing Advisory Council on Disability Issues, the Senior Services Roundtable, and the Aging !! Safety and emergency preparedness and Disability Resource Network. !! Respect, inclusion, and social participation !! Employment and civic engagement !! Communication and information !! Community support and health services

The City of Columbus has provided com- plementary office space for Age-Friendly Columbus and Franklin County inside the Blackburn Recreation Center, enabling the team to engage with community members and host focus groups and community events, including neighborhood improve- ments and workshops. Throughout the 2018 Big Table Conversation on Women and Aging

21 CelebrateOne Community Connectors: A Place-Based Workforce CelebrateOne is a place-based initiative includes Connectors with linguistic fluency under the Office of the Mayor that works to reach Somali and Spanish-speaking to ensure that all babies in Columbus and families. Recruiting and training a work- Franklin County—regardless of race, zip force from the same communities that are code or family income—celebrate their being served increases the opportunity for first birthdays. Connectors to build trust with families and have a greater impact as trusted messen- A critical piece of the CelebrateOne work- gers of critical infant health information. force are Community Connectors, certified community health workers, recruited from eight opportunity neighborhoods in “CelebrateOne helped me in multiple ways. Columbus with the highest rates of infant They made sure I had doctor’s appointments. mortality. Relationships with The Ohio They gave me referrals to get a pack-n-play State University College of Nursing and for baby when he was born because I didn’t grassroots approaches, such as commu- have a crib. Working with the two Connectors nity partner networks and social media, that I had, Victoria and DeLena, was awesome. were utilized to find these essential health They were calling me, making sure I had workers. Connectors are trained to engage everything I needed. Not just about the baby; pregnant women and families to connect they would ask about how I was feeling, how them with resources like prenatal care, my day was going. It was amazing being pregnancy support groups, and supplies. able to have them on my team. It is a great Connectors range in age from in their 20s to support system because not everyone has their 60s, with a wide array of educational someone to support them outside of here. backgrounds and professional and lived CelebrateOne was like a family to me.” experiences. The 18-member team Caprice H., program participant

CelebrateOne community connectors and managers

22 The Columbus Women’s Commission is an advisory body to Mayor Andrew J. For every dollar earned Ginther working to advance the economic by man, women earn: well-being of women in our community. This diverse 23-member commission, chaired by First Lady Shannon Ginther, is composed of passionate experts who bring diverse life experiences and perspectives to the Commission’s work. The goal of the 80¢ 78¢ Commission is to dismantle barriers and reduce gender-based inequalities through four key policy areas: health, housing, pay WOMEN IN WOMEN IN equity, and workforce development. THE U.S COLUMBUS The Commission brings together policy experts, stakeholders, residents, businesses and non-profit organizations to analyze issues impacting women and make policy 63¢ 54¢ recommendations. These recommendations help make bold change and impact in Columbus, whether through programs run by the City of Columbus, or by empowering AFRICAN- LATINA AMERICAN WOMEN IN other community partners to take action. WOMEN IN THE U.S THE U.S

Pay Equity In Central Ohio, women working full time, In 2017, the Commission launched The earn 78 cents for every dollar earned by a Columbus Commitment: Achieving Pay man, which is below the national average of Equity, a voluntary, employer-led initiative 80 cents. For women of color, the dispar- to close the gender- and race-based pay ities are greater. Nationally, two-thirds of gap in Columbus. More than 200 adopters mothers are either the sole breadwinners across Columbus have committed to learn or primary breadwinners in their households. about the economic impact of pay equity, One in four women in Central Ohio lacks including how implicit bias contributes to basic economic security. The Commission the issue; review their hiring, promotional, is focused on learning about the root and pay practices that may lead to disparities; causes of this gender and race-based address wage disparities by implementing wage gap to understand what steps are solutions; and share best practices and needed to bring about positive change. successes with other organizations.

23 Community and Adopter Outreach residents. In just the fourth quarter of 2018, The Commission hosted several events to the Resource Center served more families foster opportunities, educate and engage than in 2016 and 2017 combined. the Commitment Adopters about barriers facing women in the workplace and how Health they can play a part in a gender equitable The Commission uses data to understand Columbus. Event topics included paid family and explore health challenges facing women leave, implicit bias, workplace policies and and families in order to take action and pay analysis. find solutions for these issues. In 2018, the infant mortality rate in Columbus was 7.5 infant deaths per 1,000 live births. Teenage pregnancy has been shown to contribute to an increase in trends such as infant mortality, poverty, health and Medicaid costs, and premature birth. The Commission understands that educating teenagers on the resources they have to prevent pregnancy and sexually transmitted infections is important. However, Ohio is the only state that has Lunch & Learn: Workplace for the Modern Woman no health education standards, which makes it difficult to ensure all children are Housing and Evictions receiving appropriate, medically-accurate The Commission has played a vital role in and comprehensive sex education. In exploring our city’s eviction rate and both 2019, the Commission will convene and understanding the data and listening to work alongside community partners to experiences. While not all evictions lead elevate this issue. to homelessness, most homeless women and families have experienced eviction. Workforce Development In 2017, there were over 17,000 evictions In Columbus, 52,000 households are female- filed in Franklin County Municipal Court headed, and the poverty rate is six times and over 6,500 families were set out. higher for these single-headed female Data also shows that more than 40% of households. The economic security of evictions in Franklin County occur in just six Columbus families is increasingly dependent zip codes with evictions disproportionately on women than ever before. Almost two- affecting women – particularly African- thirds of mothers with children under the American women. The Commission con- age of six are working outside the home vened leadership in the court systems to and local data indicates child care costs exchange information and perspectives represent over 30% of the basic budget about the evictions process, and to expenses for a woman with two children. specifically explore ways to reduce the The Columbus Women’s Commission is impact of evictions in our community. focused on impacting policy to help more Because of our partners’ commitment to women gain access to affordable child this work, the Franklin County Municipal care and educate the community on the Court Self-Help Resource Center was important relationship between child care moved to a new location where services are and the workforce. more readily accessible to our community’s

24 Advocacy Summit in 2018. In addition, the Community The Columbus LGBTQ Leadership Round- Relations Commission (CRC) through table is a group of community leaders who the Department of Neighborhoods will meet monthly to network, collaborate and partner with Kaleidoscope Youth Center share information about issues that are in 2019 to provide a Lunch & Learn series important to LGBTQ residents. Both Mayor focused on trauma amongst youth in the Andrew J. Ginther’s Cabinet Liaison to the LGBTQIA+ community. LGBTQ community, Chris Cozad, and member of his staff, Doug Murray, Director of Community Engagement Community Affairs, serve on this Round- In June 2016, the CRC, Columbus City table. Mayor Ginther meets with the group Council and the Office of the Mayor annually to discuss policy and community coordinated the City Hall Pride Illumination issues. lighting ceremony to acknowledge Pride Month and memorialize the victims of the Orlando night club shooting. That same year, the Steve Shellabarger Illuminator Award was established which recognizes an individual within the community who has demonstrated outstanding initiative to pro- mote LGBTQ rights. The Pride Illumination Ceremony continues to take place every year to kick off Pride Week, and the City of Columbus has one of the largest showings of employees that march in the Columbus LGBTQ Roundtable 2018 meeting Pride Parade. with Mayor Andrew J. Ginther Health & Wellness Columbus Public Health, in partnership with TransOhio and Clintonville Counseling and Wellness, hosted a Trans Wellness and Job Fair in 2018. The Fair provided wrap- around services including blood pressure and sexually transmitted infection screenings for attendees. Columbus Public Health also provided LGBTQ trauma training to 98 providers and held a bi-annual LGBTQ Youth Safety 2018 Pride Illumination Ceremony

25 City of Columbus Diversity Profile Data averaged from February 2017-2018 and February 2018-2019 respectively

February 2017-2018 Overall Gender February 2018-2019

26.83% 73.17% 27.04% 72.96%

February 2017-2018 Age Profile February 2018-2019

37.63% 37.35% 37.43% 34.13% 24.31%24.31%24.31% 23.79%

1.30% 3.33% 1.39% 3.33% 0-18 18-34 35-49 50-64 65-100 0-18 18-34 35-49 50-64 65-100 February 2017-2018 Race/Ethnic Breakdown February 2018-2019

77% WHITE 76% WHITE 1% 1%

20% BLACK OR AFRICAN AMERICAN 21% BLACK OR AFRICAN AMERICAN

AMERICAN INDIAN OR ALASKA HISPANIC OR LATINO TWO OR MORE RACES ASIAN OR PACIFIC ISLANDER NATIVE HAWAIIAN PACIFIC ISLANDER UNKNOWN BLACK OR AFRICAN AMERICAN OTHER WHITE

26 Defined by Wil Made forUS

I was hesitant at first about becoming a Columbus Police Officer — it wasn’t a career path anyone around me talked about. My mother who is a Columbus City Schools teacher encouraged me to apply. After my first ride-a-long, my mind was set. I knew I possessed what it took to be a police officer and that I had something to bring to the table. Now as a recruiting officer, I can use my life experiences and training to encourage young people to consider a career that changed my life forever. Oce of Diversity and Inclusion 1111 East Broad St. Suite 203 Columbus, OH 43205 Phone: (614) 645-4764 Fax: (614) 645-6669 www.Columbus.gov/Diversity