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<br /> <br /> <br /> <br /> <br />Action <br /> <br /> <br /> <br />procedures and laws are reviewed. <br /> <br /> <br />2 <br /> <br />Job descriptions are reviewed and revised using a racial equity lens. A racial equity toolkit is used to review and revise the advertisement, application and interview process for job <br /> applicants. Training on implicit bias is provided for all those serving on hiring panels. Contracts are reviewed for inclusion of language to address hiring of contractors with a racially <br /> diverse workforce.Purchasing <br /> <br />Page <br /> <br />1.2.3.1.2. <br />– <br />Roseville <br /> <br /> <br />Racial Equity Action Plan <br />City of <br />Strategic <br />Racial Equity Plan <br /> <br /> <br /> <br />19 <br />- <br />ool and workforce is <br /> <br />2018 <br /> <br /> <br />Outcome <br />190318_Attachment C_Racial Equity Action Plan.docx <br />\\ <br />the overall percentage of people of <br />3.18.19 <br />\\ <br />Roseville’s applicant p <br /> The City establishes a policy to hire <br /> <br /> <br />Outcome: representative of color living in Roseville. Outcome:contractors who use a workforce that reflects Roseville’s racial equity plan. <br />Council Presentations <br />\\ <br /> <br />GARE <br /> <br />\\ <br />Rebecca <br />\\ <br />and depth <br />Users <br />\\ <br />All people of Roseville are welcomed, included and respected. <br /> <br />Roseville’s workforce reflects the diversity of the community across the breadth of the organization. <br />Administration <br /> <br />\\ <br /> <br />R: <br />Community Indicator B. <br />Goal: <br /> <br /> <br />