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<br /> <br />Attachment B <br /> <br /> <br />hiring of contractors with a <br /> <br /> <br />Action <br /> <br /> <br /> <br />implicit bias is provided for all those serving on hiring panels. <br /> <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 Contracts are reviewed for inclusion of language to address racially diverse workforce.Purchasing procedures and laws are reviewed. <br /> <br /> <br />2 <br />1.2.3.1.2. <br /> <br />Page <br /> <br />– <br /> <br />Racial Equity Action Plan <br />City of Roseville <br />Strategic <br /> <br /> <br />Racial Equity Plan <br />ool and workforce is <br /> <br /> <br /> <br />Outcome <br /> <br />the overall percentage of people of <br />Att B.docx <br />\\ <br />Roseville’s applicant p <br /> The City establishes a policy to hire <br />7.f <br /> <br />\\ <br /> <br />Outcome: representative of color living in Roseville. Outcome:contractors who use a workforce that reflects Roseville’s racial equity plan. <br /> <br />2019_1007_Packet <br />\\ <br /> <br /> <br />2020 <br />- <br />2019 Packets <br />\\ <br />All people of Roseville are welcomed, included and respected.CouncilPacket <br />\\ <br /> <br />Roseville’s workforce reflects the diversity of the community across the breadth and depth of the organization. <br />Scans <br /> <br />\\ <br /> <br />R: <br />Community Indicator B. <br />Will work on in 2019 <br />Goal: <br /> <br /> <br />