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realized we needed to reassess the priorities of the DEI committee, and find new ways to engage employees suffering many conflicting emotions about all of these events. We completed a process of working with a consultant to help guide us in a way that will be sensitive to the needs of our employees and to the greater communities that we serve. Current Working Mission Statement for Eureka Recvcling's DEI Committee The mission of the Diversity, Equity and Inclusion committee at Eureka Recycling is: o to cultivate awareness of the importance of diversity to Eureka Recycling o to provide leadership and direction in collaboration with the executive leadership team, for diversity, equity, and inclusion priorities for the organization, considering organizational systems, social functions, team recognition, communications, and opportunities o to identify and recommend informed and researched strategies to strengthen Eureka Recycling's culture of Diversity, Equity, and Inclusion o and to shine a light on what we as an organization are doing well and what we need to do better to make all employees feel welcome, respected, valued, and empowered. Intercultural Competency Training We have engaged with a consulting firm to develop and deliver training for our staff that is focused on Intercultural Competence. Intercultural Competence looks to expand upon Diversity and Inclusion training to a more comprehensive approach that goes beyond demographic difference and looks at cultural norms and traditions, communication styles, beliefs and value systems. We have done our first training with our DEI committee and we are developing a plan to roll out training to the rest of our staff over the next 12-18 months. We see this training as key to developing tools for all of Eureka staff to navigate cross cultural interactions and relationships. Diversity, Equity, and Inclusion in Hiring and Recruitment Eureka has a diverse staff from multiple perspectives included race, national origin, gender, ethnicity, gender identity, and sexual orientation. However, our senior leadership and directors are primarily white. We are committed to shifting this through strengthening internal pathways towards leadership, along with evolving our hiring and recruiting practices. The HR department and the executive leadership team are committed to reviewing internal human resources policies, processes, and operations to eliminate discrimination to effectively attract high -quality candidates, and to provide an onboarding experience that will lead to a feeling of welcome and inclusion for all new hires. Position announcements are distributed via the intemetto various and diverse local and community media publications, community groups, and by way of personal contacts to ensure receipt by the broadest possible audience. We attend job fairs and community fairs when they are available and based upon available resources. We also continue to enhance our relationship with managers and supervisors through education regarding recruitment RFP for City of Roseville Recycling Services • D-18