a report from Councillor E. Denise Simmons, Chair of the Civic Unity Committee, for a public hearing held on January 29, 2019 to receive an update from the City on its efforts toward establishing Pay Equity, and to receive an update on the City’s efforts around Diversity Training throughout the City’s workforce

Attachment A Opening Remarks for Jan. 29, 2019 Civic Unity Committee Meeting 3 pm in Sullivan Chamber The Civic Unity Committee shall meet to receive an update from the City on its efforts toward establishing Pay Equity, and to receive an update on the City's efforts around Diversity Training throughout the City's workforce. Good Afternoon, I want to thank everyone for coming to this first Civic Unity Committee hearing of 2019. Today, I wish to continue two intertwined discussions: we will be focusing on the City's efforts to establish Pay Equity - particularly now that we are more than six months into the Commonwealth's new Pay Equity law - and we will also be discussing the City's efforts around Diversity Training and Advancement of our municipal workforce. The push toward Pay Equity is something that I've been long invested in - some may recall that I actually devoted a good deal of my second term as Mayor encouraging businesses throughout Cambridge to become "early adopters" of the new Massachusetts Wage Equity law that would be going into effect on July 1, 2018. My view was that, in the second decade of this century, there was simply NO reason why women should be engaged in the same work and responsibilities as men and yet still be earning less money. And as we began exploring the issue further, we recognized that it wasn't just a matter of women being paid less while working the same jobs as men - although that is certainly PART of the problem; we saw that this was also a matter of women being blocked from having the same opportunities for advancement that men have. So the questions became: how do we foster an atmosphere in which women and men are paid the same wages for doing the same work, AND how do we foster an atmosphere where women have access to the same kind of career advancement opportunities as men? This is part of the discussion I'm hoping we advance today, and I am going to stress that today is just part of a larger, longer discussion that we will continue to advance throughout the year. Today, we will also be focusing on what the City is doing to promote diversity throughout our workforce, and how are we presenting women and minorities with training and advancement opportunities throughout the municipal government? How are we working to ensure that women and minorities are given fair and equal treatment throughout our workforce? What are the metrics we are using to determine whether we are being successful in these areas? And how are we going to codify any progress we do make, so that our predecessors 10, 20, 30 years from now will not be grappling with the same issues that we are currently dealing with? Because if we make some meaningful headway on these issues and that progress does not become part of the City's DNA going forward, then Shame. On. Us. 1am going to admit upfront that I have great frustration with the slow pace of this discussion, and with the sense that we have not progressed as quickly and as far as I had hoped would have been the case. I have been asking many of these same questions of the City for YEARS - if not for decades - and 1 know these questions predate my time on this Council - we can actually

trace the beginnings of this discussion all the way back to the 1940s. And the response has always been some variant of "We are working on it," or "We have ideas that we are exploring," or "We think we are turning a corner." And all the while, I keep hearing stories from women and minorities who are saying they are frustrated with how they are treated by the City, they are frustrated that they are treated as "the Other," they are frustrated over being blocked from having REAL opportunities for meaningful career advancement, or they are just feeling like the Children of a Lesser God. And so we have lost some really strong, intelligent, talented people over the years because they just ran out of patience with the City. They were tired of being given the runaround. They were tired of constantly seeing others being passed over them for promotions and training and advancement. And while I appreciate that it DOES take time to change a workplace culture, 1 am tired of feeling like I'm pushing this giant bolder up the hillside. It is past time that we once and for all establish a system-wide, transparent, uniform policy - across not just individual departments, but across the ENTIRE CITY WORKFORCE - that creates a more diverse, more just, more equitable playing field for ALL. I am pleased that we are talking today about the work we've engaged in so far, and I am pleased that our Deputy City Manager is here to provide us updates on the progress made so far, but I also want to very clearly state that the time for measuring our progress in baby steps is over. We need to be bold, we need to be leaders, and we need Cambridge to Walk the Walk when it comes to diversity, equal opportunity, and advancement opportunities for people regardless of their race, their gender, their orientation, and so forth. With that, I am going to turn the floor over to Ms. Peterson, who will walk us through a progress report of steps we have taken to date. Ms. Peterson, the floor is yours. ..... …...

tHachment B12912019 CITY OF CAMBRIDGE CIVIC UNITY COMMITTEE PUBLIC HEARING 1/24/2019 A CLEAR VISION THAT INFORMS THE CITY'S PRIORITIES, STRATEGIES & DECISIONS To provide excellent customer service and access and opportunity to all residents by supporting "the growth, skill- building and development of all City employees to cultivate an environment which reflects the values of equity and inclusion." (CEII Purpose Statement) 1:29/2019 1

1/29/2019 CEII PRIORITIES • City policies must align with and support equity and inclusion. • City recruitment, hiring, retention, promotion and succession planning practices will foster equity and inclusion. • City leaders, managers and employees must be committed to equity and inclusion and skilled to lead a diverse workforce. 1/20/2089 DIVERSITY TRAINING UPDATE Mandatory Trainings for all Staff Valuing Diversity - Held Every Other Month for New Employces (Last Held - 1/16/19) Creation of Training & Staff Development Advisory Committee 1/20/24ig9 2

1/29/2019 1. Identity Trainings wareness: 1 Held for titical Cornerston to Increasing Value Leaders & for Equity and DIVERSITY Managers TRAINING 3. Setting Leadership UPDATE and the Reponsibility ing an Analysis 439/211 DIVERSITY TRAINING UPDATE 2. Everything You Want To Other Veterans Know About in the Trainings Service Animals Workplace 1/20,2019 3

1/29/2019 Formal Plan Will Include Training Recommendations: DIVERSITY, EQUITY & 1. Implementation INCLUSION: Methods for Plan's A WORKFORCE Elements PLAN FOR RECRUITMENT, HIRING AND PROMOTION 2. Trainings for all Staff on diverse equitable and inclusive recruitment, hiring and promotion City/Schools Equity and Inclusion Coordination Committee 4 Joint Workshops Held Parity Leaders as Catalysts for Diversity and Inclusion: Party Leaders as Catalysts for Diversity and Inclusion: B Gig aders Canalys fooD easy and Inclusion: 4

1/29/2019 OUTCOMES 01 03 02 05 CLEAR CLEAR I SET OF PURPOSE, AUTING GOALS, i PRIORITIES IN, CREATEL PARTNERSHIPS STRATEGIES FORMANS 1/20/2019