Steps Taken in Diversity and Inclusion

Message from the County Diversity & Inclusion Executive Council

The County has made enormous strides in its efforts to promote equity, diversity, inclusion and belonging. In September 2020, the Diversity and Inclusion Executive Council outlined next steps and changes that were to come. A year and a half later, we’re highlighting our accomplishments, including our new offices and organizational structure.

D&I Executive Council
In 2020, the D&I Executive Council reviewed actions needed to root out institutional racism. With the expertise of their many and expanding partners and the voices of employees, they set out to become more data-driven and intentional in creating a culture of belonging.

In that time, they expanded learning (5-Day Challenge, Blind Spots: An Unconscious Bias Training), created spaces for employees to connect (listening sessions and an employee townhall), and prioritized community engagement so more voices help to make decisions. The peak of this work has been to thread equity, belonging and justice into what and how we do business (GMS and Strategic Initiatives).

Department of Human Resources
The Department of Human Resources has been active making a space that invites more voices to the table and gives greater opportunity to those that want it. Highlights from this past year include: the creation of an executive recruitment team to help expand the diverse talent pool of leadership within the County, weekly same-day job offer events, the updating of all HR policies to include inclusive language, and the transition to virtual forums for benefits enrollment seminars and training opportunities to reach employees where they are.

In 2020, DHR created an Equity, Diversity and Inclusion Division to be an internal partner of the countywide culture of belonging. The team supports DHR’s focus of equity and inclusion, from helping review policies to increasing the voices shaping our organization and fostering spaces of growth in leadership workshops. Alongside Talent Development, they’ve partnered with departments to create opportunities for innovation, and champion countywide diversity and inclusion efforts.

Framing For the Future
To support the Board of Supervisors’ “Framework for the Future,” several new offices will help the County better serve our diverse community. As indicated by our 2020-2021 Annual Report, we are stepping up our commitment to build a County that works for all.

Chief Administrative Officer Helen Robbins-Meyer introduced the reimagined versions of our fundamental frameworks for running the County in her New Year’s article CAO Message: New Year, New Vision. Our reframed vision of a "just, sustainable, resilient future for all" and six values of integrity, equity, access, belonging, excellence, and sustainability set us towards the path of examining all our policies and programs with fresh eyes to improve the lives of every San Diegan.

Office of Equity & Racial Justice
The Office of Equity and Racial Justice was established in June 2020. Its mission is to partner with the community and County staff to co-create transformative, enduring, structural and systemic change in County government.

Big initiatives include the creation of targeted universalism training for employees, administrative support to the Leon L. Williams San Diego County Human Relations Commission,  and creation of a Socially Equitable Cannabis Program in partnership with Planning & Development Services. 

In January 2022, the department began the roll out of the Budget Equity Assessment Tool and hosted an array of public engagement activities to center community voices in the design and implementation of the various Board-directed initiatives. Currently, they are finalizing a living glossary of terms related to equity, belonging, and racial justice and in the process of developing the first sets of equity indicators to track and measure meaningful shifts towards equity in the region. 

Office of Environmental and Climate Justice
The Office of Environmental and Climate Justice was established in May 2021 to address equity, environmental and climate justice and communities disproportionately impacted by environmental burdens and related health problems. The Office will collaborate with other jurisdictions and agencies in the region to help reduce greenhouse gas emissions, and improve food security, transportation equity, and the protection of civil rights in emergency planning and response.

The Land Use & Environment Group has held several focus groups with community-based organizations to further the purpose and functions for the new office. Public notices for workshops were translated into several languages and the workshops were held in English and Spanish.

With feedback from the public, LUEG created a roadmap describing the work to be done in the office’s first year.

Office of Evaluation, Performance and Analytics
Established in May 2021, the office will oversee the County’s efforts around data sharing, collection, metrics, program evaluation and evidence-based policy. The County is currently recruiting a chief evaluation officer.

Office of Labor Standards and Enforcement
Established in May 2021, the Office of Labor Standards and Enforcement (OLSE) is a resource for workers (not within County employment) and their employers.

The OLSE is a division of the Office of Ethics, Compliance and Labor Standards. The first Deputy Director, Branden Butler, recently joined the OLSE, bringing with him a history of advancing civil rights through the development and implementation of education, outreach and enforcement programs. OLSE is currently engaging with its community stakeholders as it works to collaborate in the building and implementation of its education, outreach and enforcement programs.

Office of Homeless Solutions and Equitable Communities
In July 2021, the Department of Homeless Solutions and Equitable Communities was established within the Health and Human Services Agency. HSEC’s role is to achieve enhanced coordination of existing and new County homeless and equitable community efforts and to serve as a central point of collaboration for outside partners to ensure equity among all San Diegans and to reduce homelessness in the region. There are three distinct offices within HSEC:

Office of Equitable Communities
The Office of Equitable Communities will focus on “upstream prevention and interventions promoting economic inclusion and poverty reduction.” The office is onboarding and hiring staff while continuing virtual efforts of community engagement to share information and seek input. Next steps include rolling out community health workers to serve as an intermediary between social services and the community to facilitate access to services and improve the quality and cultural competence of service delivery.

Office of Homeless Solutions
The Office of Homeless Solutions in coordinating and aligning existing programs and services to prevent, reduce and eliminate homelessness in our region. OHS is working across the County enterprise to plan for future emergency housing options which includes amending the zoning ordinance in unincorporated areas. Other work includes, enhancing direct homeless services and expanding coverage countywide by adding 32 full-time employees to the department’s workforce, establishing a coordinated eviction prevention system, working on a Homeless Action and Prevention Plan, establishing a Housing and Disability Advocacy Program, and collaborating with Aging and Independence Services to expand a program for assistance to seniors who are homeless or facing homelessness.

Office of Immigrant & Refugee Affairs
Building on existing refugee programs and establishing a priority of devoting County resources to the immigrant population, regardless of immigration status, the Office of Immigrant & Refugee Affairs will provide a central location for public questions and connection to County and community resources. Over the next year, OIRA will begin community listening sessions. The input received will help inform the planning process as they move forward establishing a comprehensive analysis of immigrant data and trends in the county. They also are planning to have an office, a website in multiple languages and a phone number to access resources.

Office of Arts and Culture
In November 2021, staff presented the Board of Supervisors with an assessment of the County’s current role in arts and culture and recommendations on how to expand that role, especially with a lens toward equity in access to arts and culture. The recommendations included creation of a local arts agency. Staff were also directed to look into establishing a San Diego Regional Film Office.

Employee Resource Groups and ERG Council
The County’s 10 Employee Resource Groups (ERGs) each play an important role in advancing our commitment to diversity and creating and sustaining an inclusive workplace. In the past year, ERGs have held numerous listening sessions for County employees including “Amplifying AAPI Voices” series in May 2021 and in June 2021, and a listening session on trauma during Mental Health Awareness Month in May 2021.

In February 2022, the group launched Fireside Chats, a quarterly informal mentorship series with leaders. The employee resource groups will take turns moderating these virtual conversations in partnership with the County’s Equity Diversity and Inclusion team.

Human Relations Commission
The County Board of Supervisors re-established the Leon L. Williams San Diego County Human Relations Commission (HRC) in May 2020 with the mission to promote positive human relations, respect, and the integrity of every individual regardless of gender, religion, culture, ethnicity, sexual orientation, age, or citizenship status.

Since forming, the HRC, a 31 seat board, has hosted over 33 public meetings, developed the mission of the Office of Equity and Racial Justice and assisted in recruiting its director, established several subcommittees  and is in the process of finalizing its strategic plan.

And in December, the HRC hosted its first-ever awards ceremony to recognize local community members who have gone above and beyond to promote diversity in the region.

This is the third article in a series from the D&I Executive Council. Share this post with your coworkers and stay tuned for the next installments to this series!

Also read: The D&I Executive Council Invites You to Join the Virtual Parade and Collaborating for Equity, Diversity & Inclusion.