Diversity, Equity and Inclusion
DEI History
2015
- 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.
2016
- 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.
2017
- 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.
2018
- 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.
2019
- 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.
2020
- Established countywide translation and interpretation resources.
- During 2021 budget discussions, prioritized the funding of a Diversity, Equity & Inclusion Director position.
- Created an equity role as part of the incident command structure during the COVID-19 pandemic.
- Adopted a Resolution Declaring Racism a Public Health Crisis.
- Coordinated the Board of Commissioners attending a training by Michigan Civil Rights Commission.
- Began tracking the hiring, promotion, and termination of employees by race, gender, and age.
- Added “Microsoft’s Inclusion Journey” videos to Employee Info and Forms/Training Videos. The videos include the following topics:
- Provided the following training events:
- Implicit Bias on March 5, 2020.
2021
- Created a Diversity, Equity, and Inclusion website (www.kalcounty.com/dei)
- 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.
2022
- DEI Director hired by Board of Commissioners.
Contact Us
Contact Information:
201 West Kalamazoo Avenue
Kalamazoo, MI 49007
Phone: 269-384-8346
email