Executive Office of Diversity & Inclusion

About

A priority of the City of Worcester is to enhance the diversity in its workforce.

The Diversity & Inclusion Division is dedicated to recruiting, hiring, including, developing, retaining, engaging and motivating a diverse, results-oriented, high-performing workforce. This is accomplished by:

• Adjusting employment and promotion processes
• Using strategic hiring initiatives for underrepresented people
• Ensuring all employees have access to diversity and inclusion training and education

Commitment to Growth

• Executive Order to Assess and Address Structural and Institutional Racism
• Racial Equity Audit Report Memo
• Racial Equity Audit Final Report

Taking Action

Based on the results of independent consultant Letterman White LLC's Racial Equity Audit Report, completed in September 2022, Acting City Manager Eric Batista is taking the following steps:

• Holding virtual Town Halls in fall 2022 for city employees at all levels of government to share their questions and concerns about the Report with the Acting City Manager.
• Working with the administration's Cabinet in the fall of 2022 to establish a 5th priority in the City's Strategic Plan that establishes a Diversity, Equity and Inclusion mission, vision, goals, objectives and metrics.
• Working with the Human Resources Department in the fall of 2022 to further standardize and centralize the hiring process for City jobs.
• Working with Letterman White LLC over the fall and winter to establish an implementation plan for breaking down barriers to change, including the establishment of a disaggregate data collection system that will allow the City to measure its progress in diversifying the City workforce.
• Beginning the process in fall 2022 for hiring a Chief Diversity Officer and Diversity and Inclusion manager for the City's Office of Diversity & Inclusion.
• Working with department heads to establish clear DEI goals within their Departmental Development Plans that will be submitted as part of the upcoming Fiscal 2024 budget process.
• To reduce the barriers to employment, removing the requirement that physicals and drug tests are required for all candidates who have accepted job offers. The requirement will remain in place for certain positions only.
• To reduce barriers to employment and increase employee retention, changing the parking policy so that employees who work at downtown City offices no longer need to pay for monthly parking passes in City garages and lots.

Programs & Initiatives