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Guidance covers annual priority setting, progress reporting, transformative systems change, workforce-data use with privacy protection, and citywide and department-level indicators.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/racial-equity-action-plans-city-jobs-updated-template-and-resources/351572/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/racial-equity-action-plans-city-jobs-updated-template-and-resources/351572.png","ImageObject",442,249,{"name":88,"@type":89},"Eliana","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-23","2026-09-22",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",9,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is the purpose of the Racial Equity Action Plan template for City jobs?","Question",{"text":109,"@type":110},"It provides citywide actions to help departments prevent racial discrimination, close racial disparities, and ensure City jobs are fair for everyone.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"How should departments choose which actions to include?",{"text":114,"@type":110},"Departments should select actions from the template that fit the racial disparities relevant to their department, considering factors such as department size, service type, resources, and staff feedback.",{"name":116,"@type":107,"acceptedAnswer":117},"What guidance is included for using workforce data in these plans?",{"text":118,"@type":110},"Departments must protect privacy by aggregating and anonymizing data for analysis and reporting, and ensure data cannot be used to harm individuals. 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The template outlines actions that can help prevent racial discrimination, close any racial disparities, and ensure City jobs are fair for everyone.  \nHow to use this document  \nUse this resource as a “menu” of equity practices and select actions that are most relevant to any racial disparities within your department. Consider factors like department size, service type, resources, and staff feedback.  \nMany departments set racial equity priorities during their regular budget and planning process. In the spring, ORE asks all departments to finalize their upcoming priorities and report on the past year’s accomplishments in an annual progress report.  \n• Winter budget and work plan: Identify racial equity priorities and resources  \n• Spring progress report: Report on prior year accomplishments and priority actions for the coming year  \nWhat updates have been made since 2020?  \nThis revised template captures learnings from City departments over the last five years:  \n• It streamlines actions that were similar and suggests new actions that departments have identified as important.  \n• It lists citywide resources and policies that are relevant to each action.  \nThe updated template is intended to help departments that are updating or re-publishing their action plans. If your department would prefer to continue using the 2020 template, reach out to ORE.  \nBuilding transformative change over time  \nORE encourages all departments to focus on actions that:  \n• Address staff feedback and workforce data about potential racial disparities  \n• Lead to meaningful systems change, not just ticking off boxes  \nYour department can adapt the actions in the template to better fit your context. Actions can also be split into smaller steps or combined into larger initiatives. While some actions may not apply to very small departments, all departments are expected to take steps to increase racial equity and ensure fairness for all in the workplace.  \nWorking with the Civil Service Commission and Department of Human Resources  \nFor many actions in the template, there are relevant federal or state employment laws, Civil Service Commission Rules, Department of Human Resources employment policies, and/or collective bargaining agreements with labor unions (available online) . The Civil Service Commission, Department of Human Resources, as well as the City Attorney’s Office are always available to provide guidance and advice to your department on specific policies or situations.  \nData about racial equity in City jobs  \nData continues to show patterns of occupational segregation both citywide and within departments. ORE and departments have identified several data indicators that are helpful for analyzing citywide issues as well as for developing department initiatives.  \nWhen using workforce data, it is essential that your department protect people’s privacy. Your department must aggregate and anonymize data for analysis and reporting, as well as ensure data cannot be used to harm any individual person. Employment decisions must never be based on a person’s race/ethnicity, gender identity or expression, immigration status or other protected classes. DHR has detailed guidance on how to redact workforce data.  \nCitywide indicators  \n• New hires and promotions  \n• Median pay rate  \n• Appointment type (permanent civil service, temporary exempt, etc.)  \n• Corrective actions  \n• Voluntary and involuntary separations  \n• Senior leadership and commissioners  \n• Workplace injuries  \n• Equal Employment Opportunity complaints  \nAdditional department indicators  \n• Pass rates throughout the selection process (applications, interview","cbCaieSsXQnPhL2b","https://ap.wps.com/l/cbCaieSsXQnPhL2b","pdf",239102,"English","# How to use this document\n# Building transformative change over time\n# Working with the Civil Service Commission and Department of Human Resources\n# Data about racial equity in City jobs\n## Citywide indicators\n## Additional department indicators\n# Creating Racial Equity Action Plans\n## Recruitment and Hiring\n## Retention, Professional Development, and Promotions\n## Corrective Actions\n## Culture of Inclusion and Belonging\n## Boards and Commissions","[{\"question\":\"What is the purpose of the Racial Equity Action Plan template for City jobs?\",\"answer\":\"It provides citywide actions to help departments prevent racial discrimination, close racial disparities, and ensure City jobs are fair for everyone.\"},{\"question\":\"How should departments choose which actions to include?\",\"answer\":\"Departments should select actions from the template that fit the racial disparities relevant to their department, considering factors such as department size, service type, resources, and staff feedback.\"},{\"question\":\"What guidance is included for using workforce data in these plans?\",\"answer\":\"Departments must protect privacy by aggregating and anonymizing data for analysis and reporting, and ensure data cannot be used to harm individuals. Employment decisions must never be based on protected characteristics such as race/ethnicity or immigration status.\"}]","Racial Equity Action Plans - City Jobs - Updated Template and Resources | PDF",1790094764]