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Foster Cohesion
& Inclusion

Embodying diversity, equity, and inclusion and creating a sense of belonging

Overview

 

Under Goal 3, we will foster cohesion and inclusion by striving to make the Air District’s workforce more diverse and reflective of the communities we serve. To increase organizational cohesion, we will make sure everyone in the organization understands and respects the value of a diverse workforce, one that welcomes and includes everyone. 

We will become One Air District, where employees have a sense of belonging and understand and value how diverse backgrounds and expertise come together in support of the organization’s mission and vision. We will also be more united in our goal to advance environmental justice by increasing the capacity and effectiveness of employees, Board members and advisory bodies to integrate environmental justice into all aspects of our work. We will broaden all employees’ internal knowledge of the Air District and create more opportunities for relationship building among employees. 

To increase morale and overall organizational effectiveness, we will better recognize employees’ contributions. We will expand professional development opportunities to foster success, boost morale, and enhance workforce retention. 

 

 

Embody Diversity, Equity, Inclusion, and Belonging
Become One Air District

Embody Diversity, Equity, Inclusion, and Belonging

This Objective has 2 strategies.

A person with long hair
A person smiling at camera

We will build on our efforts to ensure the Air District’s workforce is diverse and reflective of the communities we serve to instill community trust and develop better solutions to air quality problems. Read more.

Commitments

To achieve this strategy, we’ve created and will be tracking the following commitments:

Establish recruitment, hiring, retention, and advancement policies and practices that promote diversity and inclusion and remove any structural biases, including consideration of an expanded internship program.
Create development programs tailored to employees from diverse backgrounds.
Establish and grow employee support groups.
Regularly assess recruitment, retention, and promotion rates for under-represented employees, especially in leadership positions.
Gather employee feedback and adjust our efforts as needed.
A person smiling at the camera

We will build on our efforts to ensure the Air District’s workforce is diverse and reflective of the communities we serve to instill community trust and develop better solutions to air quality problems. Read more.

Commitments

To achieve this strategy, we've created and will be tracking the following commitments:

Redouble our efforts to consider diversity, equity, and inclusion in our work, including internal and external decision-making, policies, procedures, regulations, funding initiatives, public outreach, planning, and in our hiring practices.
Conduct annual diversity and unconscious bias training for people at all levels of the organization, with a focus on those making hiring and promotional decisions.

Become One Air District

This Objective has 4 strategies.

A city with a body of water
A group of people sitting in chairs

We will broaden internal knowledge of Air District activities and create opportunities for relationship building to increase understanding of how different roles and perspectives come together in support of the organization’s mission and vision.Read more.

Commitments

To achieve this strategy, we've created and will be tracking the following commitments:

Build employees’ knowledge of the Air District's activities.
Enhance opportunities for knowledge sharing through more engagement events and collaboration.
Create opportunities for relationship building across divisions to create a One Air District culture.
Develop “job shadowing” opportunities.
Develop an internal communications program, building a One Air District story.
A group of people sitting at a table

We will increase the capacity and effectiveness of employees, Board members, and advisory bodies to advance better integrate environmental justice into all aspects of our work. Read more.

Commitments

To achieve this strategy, we've created and will be tracking the following commitments:

Train Board and Advisory Committee members, and employees on environmental justice.
Add advancing environmental justice and equity as a core competency in performance plans and reviews.
Recruit candidates with environmental justice expertise.
Develop environmental justice teams and have them review compliance with the Civil Rights Act of 1964, including Title VI.
A group of people posing for a photo

We will better recognize employees’ contributions to increase morale and overall organizational effectiveness. Read more.

Commitments

To achieve this strategy, we've created and will be tracking the following commitments:

Develop and implement an employee achievement incentive program which could include awards or bonuses.
Better recognize employees who lead by example and exemplify the core values.
Recognize employees through performance evaluations that reward and encourage cross-functional learning, collaboration, innovation, and skill development opportunities.
A group of people posing for a photo

We will expand professional development opportunities to foster success and diversity, boost morale, enhance workforce retention, and improve overall organizational effectiveness. Read more.

Commitments

To achieve this strategy, we've created and will be tracking the following commitments:

Develop an expanded mentoring program.
Create more detailed and comprehensive onboarding.
Develop comprehensive training and cross-training on Air District programs for employees.
Consider more comprehensive performance reviews that encourage employees to explore opportunities to develop skills.