ACTION STATEMENT

The Diversity & Inclusion Division has prepared this submission to the City Manager to describe the methodology used to ensure that everyone has equity in being treated fairly within the workplace, while doing business with the city, or accessing any city facility while disabled. City Administration is committed to diversity and inclusion, modeling an inclusive culture, dealing quickly and effectively with inappropriate workplace behavior or lack of good faith effort in a city contractor or accessibility issues in city facilities.  

The City of Bloomington acknowledges and has instituted a plan to address issues of injustice for historically marginalized communities in the city. In October of 2021 the City Manager created and added the Diversity and Inclusion Division to the Administration Department. He appointed a Chief Diversity & Inclusion Officer who was then tasked to advance a citywide racial equity framework that to examine and improve the City of Bloomington’s internal policies, practices, and systems to eradicate any structural and/or institutional racism that may exist in our city government.

The city will strive to create an inclusive workplace where employees feel valued and respected regardless of their differences, allowing them to be themselves and assisting them to reach their full potential in serving the residents of our city. 

ACTION STEPS

• Develop recruitment and hiring practices to attract a diverse pool of candidates.
• Implement training programs to promote diversity and inclusion among municipal employees.
• Establish mentorship and professional development opportunities for underrepresented groups.

The city is committed to being a workforce that represents the gender, racial, and cultural population of the residents we serve by providing a workplace that values, affirms, and celebrates the unique strengths and experiences of all applicants and employees.

The city will attract and recruit a workforce that mirrors the demographics of the city by:

• Having a clear agreement and communication of goals to all involved in the hiring process (diversity staff, hiring manager, recruitment team, HR & Departments). 

• Advertising vacancies with diverse affinity groups, associations and job boards; Partnering with these groups will assist in better understanding the needs and concerns of diverse communities regarding employment.

• Increasing diverse representation on hiring teams; utilizing diverse employees for referrals from their community.