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strategies and engaging them to be on board with Eureka's diversity and inclusion goals. <br />We periodically review these recruitment efforts to determine the level of success. <br />Eureka has been a second -chance employer for many years and has continually worked <br />on developing pipelines for recruiting with community -based organizations that reach out <br />to diverse populations and to individuals that may have barriers to employment. We have <br />worked with organizations such as Twin Cities Rise, Clues, and TechDump who are <br />working with underserved communities and populations that have barriers to <br />employment. We are actively working on developing partnerships with other community - <br />based organizations as well to further expand our pipeplines, such as with local non-profit <br />Ujama. In addition, we have worked with organizations such as TechDump to help train <br />our managers and supervisors on strategies to help build trust and develop successful <br />employment for individuals with potential barriers. <br />Lastly, HR works frequently with current employees when they express an interest in a <br />position that is open, such as a supervisor or manager position, to improve their resume <br />and to submit it via our online application system. This ensures that barriers are removed <br />for employees that may have less computer skill or access to computer or intemet in their <br />home. <br />Diversity, Equity, and Inclusion in Job Promotions <br />Eureka Recycling's senior leadership is committed to creating opportunities for people of <br />color and women. We are committed to developing our staff so that they will be able to <br />rise to new responsibilities within the organization. One of our overarching goals is to <br />"move our mission and our people forward". Over the past five years, we have developed <br />internal training for our staff that have moved from front line positons into supervisor and <br />manager roles. This has included a support position in our HR department that has a <br />focus to provide mentorship and advice around personnel management and conflict <br />resolution, as this is often a challenging aspect of moving into a supervisory role. We <br />have also developed a manager training program with managers across departments that <br />meets every other week. This allows for managers to learn from each other and includes <br />bringing in outside trainers on issues such as conflict resolution, time management, and <br />project management. We have a diverse group of front line managers, and meeting in this <br />consistent pattern combined with training has strengthened the ability of all to lead <br />effectively. <br />• Diversity, Equity, and Inclusion in Training and Workforce Development <br />We are committed to offering development opportunities and career pathways for our <br />staff so that they will be able to rise to new responsibilities within the company, and we <br />have a special interest in making this happen for women and racially diverse employees. <br />The Eureka Recycling executive leadership team continues to put a strong emphasis on <br />preparing our diverse managers and supervisors, who have risen through the ranks of the <br />organization, to be supported and to continue to develop their leadership and technical <br />skills. Through experience, we have found that the best way to retain valuable employees <br />is to provide them a variety of mechanisms to feel supported within the workplace. Our <br />goals for recruiting, promoting, and retaining employees are: to anticipate future talent <br />needs, cultivate our employee's experience and skills to prepare them for advancement <br />RFP for City of Roseville Recycling Services • D-19 <br />