HomeMy WebLinkAbout33. Diversity, Equity & Inclusion Metrics
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City of Oshkosh
Diversity Equity and Inclusion (DEI) Metrics
City-wide Metrics:
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce (city-
wide and by department)
3. Public Access to City Facilities – Measured by progress on the City Americans
with Disabilities Act (ADA) Facilities plan (city-wide and by department)
4. Citizen Survey – Perception regarding “The City of Oshkosh as a Welcoming
Inclusive Community / Feeling Part of the Community”
5. Citizen Survey – Perception regarding “The City of Oshkosh as a Place Accepting
of Diversity” (with added objective of survey respondent profile to be more
consistent with overall population)
6. Annual MEI (Municipal Equity Index) score (0-100), measuring LGBTQ+
initiatives, with an objective of increasing score annually
Departmental Metrics:
Administrative Departments
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce
3. Public Access to City Facilities – Measured by progress on the City ADA
Facilities plan
4. Recruitment – Measure % of minimally qualified applicants by race, ethnicity
and gender
5. Diversify Marketing Materials (HR and Media) – Ensure representation of
different racial/ethnic backgrounds, genders and abilities in newly created
marketing materials, City webpages and social media by comparing visuals to
City of Oshkosh demographics
Community Development Department
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce
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3. Low to Moderate Income (LMI) – Measure % of Community Development Block
Grant (CDBG)funds annually allocated to non-profit groups to benefit LMI
residents
4. Healthy Neighborhoods – Measure % of owner occupied rehab program funds
benefitting LMI residents
5. Code Compliance Maintenance Program – Measure utilization of Code
Compliance Maintenance program to LMI residents
Culture and Recreation Departments
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce
3. Accessibility - Public Access to City Facilities – measured by progress on the City
ADA Facilities plan
4. Diversity Marketing Materials (Museum/Parks/Library) - Ensure representation
of different racial/ethnic backgrounds, genders and abilities in newly created
marketing materials, City webpages and social media by comparing visuals to
City of Oshkosh demographics
5. Cultural Awareness (Museum) – Measure enrichment/education programs held
annually specifically highlighting diverse cultures and individuals
6. Community Partnerships Collaboration (Parks) - Collaborate with community
partners to distribute 100% of available funding in the Pollock Community Water
Park financial assistance program.
7. New Collections, Services and Programs (Library) – Conduct Diversity, Equity
and Inclusion exercise as part of the planning process for two new collections,
services or programs.
Fire Department
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce
3. Accessibility - Public Access to City Facilities – measured by progress on the City
ADA Facilities plan
4. Outreach – Measure outreach to diverse organizations
5. Outreach – Measure outreach events focused on assistance to the aging
Police Department
1. People of Color – Measure % of Permanent Employees of Color in the workforce
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2. Gender - Measure % of Permanent Employee by Gender in the workforce
3. Accessibility - Public Access to City Facilities – measured by progress on the City
ADA Facilities plan
4. Body Camera Reviews – Measure # of quarterly audits of body camera videos by
supervisors
5. Community Outreach – Measure # of Team Policing events each quarter (Goal =
25)
6. Fair and Impartial Policing Training – Measure % of officers and staff receiving
annual training on fair and impartial policing in accordance with Commission on
Accreditation for Law Enforcement Agencies (CALEA) and Wisconsin Law
Enforcement Accreditation Group (WILEAG) standards
Public Works Department
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce
3. Accessibility - Public Access to City Facilities – measured by progress on the City
ADA Facilities plan
4. Equitable Street Maintenance – Median Pavement Surface Evaluation and Rating
(PASER) of City streets by North, South and West regions
5. Sidewalk Rehabilitation Program – Evaluate the condition of the public sidewalk
and curb ramps for compliance with the ADA and repair section not in
compliance
Transportation Department
1. People of Color – Measure % of Permanent Employees of Color in the workforce
2. Gender - Measure % of Permanent Employee by Gender in the workforce
3. Accessibility - Public Access to City Facilities – measured by progress on the City
ADA Facilities plan
4. Accessibility – Measure % of dwelling units within a ¼ mile of a bus stop
5. Accessibility – Measure % of on-time for fixed route
6. Accessibility – Measure % of on-time for paratransit
7. Disadvantaged Business Enterprise (DBE) – Measure % of transit funding spent
on DBE companies