Diversity, Equity and Inclusion

DEI History


  • Began publishing a Human Resources annual report, which included the Vets 4212 information, turnover information, and EEO information. 
  • Conducted the first Employee Engagement Survey, which included DEI-related questions. 
  • Created a disciplinary process to ensure the employee had an opportunity to respond to allegations before the determination of disciplinary action (if any). 
  • Provided the following training events:
    • Respecting Differences on April 30, 2015.
    • Critical Cultural Competency on July 23, 2015.
    • LGBTQ 101 on September 17, 2015.


  • Provided the following training events:
    • Respecting Differences on April 13, 2016.
    • Anti-Harassment Training on May 5, 2016.
    • Critical Cultural Competency on May 19, 2016
    • LGBTQ 101 on September 22, 2016.


  • Through the 2017 budget process, expanded diversity training opportunities for employees. 
  • Received the Silver-Level Veteran Friendly Workplace Award – the first county-level government organization to receive this silver status.
  • Implemented an employee performance evaluation system that includes a cultural competency evaluation section.
  • Began distributing all job postings to diversity-focused organizations, universities, and other entities.
  • Attended the Health Equity Social Justice workshop sponsored by MPHI.
  • Audited personnel policies to ensure employees are treated fairly.
  • Provided the following training events:
    • Respecting Differences on April 12, 2017
    • Anti-Harassment Training on April 27, 2017.
    • Critical Cultural Competency on February 28, 2017, and May 18, 2017.
    • Introduction to Systemic Racism on October 5, 2017. 
    • LGBTQ 101 on March 16, 2017 and September 28, 2017.


  • Submitted a Request for Proposal for Diversity, Equity and Inclusion (DEI) Strategy.
    • Contract with deepSEE Consulting was approved.
  • Implemented the Trauma-Informed Organization policy.
  • Provided the following training events:
    • Respecting Differences on April 10, 2018.
    • Critical Cultural Competency on June 14, 2018.
    • Implicit Bias on October 18, 2018.
    • Introduction to Systemic Racism on November 15, 2018.
    • Working with LGBT Individuals on July 19, 2018.


  • Replaced binary pronouns with gender-neutral pronouns within the Personnel Policy Manual and the Employee Handbook.
  • Dedicated two full-time Human Resources employees to the recruitment and hiring of employees. 
  • deepSEE Consulting utilized employee surveys and focus groups to audit the diversity, equity, and inclusion environment within Kalamazoo County.
    • Intercultural Development Inventory (IDI) assessment completed.
  • deepSEE Consulting presented the final report and strategy to the Board of Commissioners
  • Submitted a Request for Proposal for translation/interpretation services.
    • Translation feature added to County website with Arabic, French and Spanish translations available.
  • Centralized the hiring process for departments reporting through the County Administrator.
  • Removed previous wage information from the County Employment application.
  • Included detailed EEO information in the Human Resources Annual Report.
  • Added the EEO Reports to the County website. 
  • Consistent with Michigan law, added a Veterans Policy that gives preference to veterans in appointments or employment. 
  • Provided the following training events:
    • Cultural Competency on November 7, 2019. 
    • Implicit Bias on October 3, 2019. 
    • Military Cultural Competency on March 31, 2019.
    • Prevention of Harassment in the Workplace on August 21, 2019. 
    • Respect in the Workplace on April 11, 2019.



  • Created a Diversity, Equity, and Inclusion website (
  • Added a DEI question to the Employee Performance Evaluation template. 
  • Added the Employee Engagement Report Summaries to the website.
  • Added “Why Gender Pronouns Matter” videos to Employee Info and Forms/Training Videos. 
  • As part of the 2022 budget process, Departments were required to outline ways in which their budget will be realigned in targeted ways to advance diversity, equity, and inclusion. 
    • New funding requests and capital improvement requests included specific DEI information, if applicable.
  • Empowered and encouraged Administrative Department Heads to allow a flexible work environment, including flexible scheduling and remote work wherever possible for all their employees. 
  • Contracted with Segal to complete a Compensation and Pay Equity study.
  • Created and posted the DEI Director position who will champion and coordinate DEI efforts at the County. 
  • Continued to empower and encourage Administrative Department Heads (and their staff) to attend DEI training events whenever possible.
  • Incorporated DEI questions in budget priority survey to community.
  • Added virtual DEI training opportunities on the County’s intranet.
  • Changed the Responsible Bidder Process to begin to increase vendor diversity.
  • Provided the following training events:
    • Implicit Bias (Prat LLC) on June 16, 2021 and October 13, 2021.


  • DEI Director hired by Board of Commissioners. 

Contact Us

Alvin Gray 
Diversity, Equity and Inclusion Director

Contact Information: 
201 West Kalamazoo Avenue
Kalamazoo, MI 49007 
Phone: 269-383-8920