An Equity Inclusion Fall 2023 Update

Structure & Membership

Advisory body for city-wide equity and inclusion initiatives in the City of Cambridge workplace Led by the Chief of Equity & Inclusion, comprising of 12-14 additional members Council membership should reflect the diversity of employees in the City’s workplace (i.e., representing a diverse array of lived experiences, identities, working styles, seniority levels, and City departments) Each Council Member will serve an initial term of two years Council will give a quarterly update report to Leadership 8

AEI Governance Structure

The AEI Advisory Council Member selection process aims to maximize outcomes across the below five metrics Skills – Gather nominees who are passionate about the Council’s scope of work and fulfill the role’s required & desired qualifications (with demonstrated prior commitment to AEI) Operational Fit – Guarantee that all final nominees can fulfill the role in terms of time commitment/operational needs Stakeholder Inclusion – Ensure that Department Heads and supervisors are aware of and feel bought into the self-nomination/selection process Diversity – Obtain a slate of nominees representing a diverse array of lived experiences, identities, working styles, seniority levels, and City departments Equitable Consideration – Ensure that all self-nominations are fairly evaluated based on merit, removing bias from the selection process 9 The EI Department aims to source qualified candidates to serve on the AEI

Advisory Council

Criteria – Required for Eligibility

Must be employed by the City of Cambridge for at least 1 year Demonstrated commitment to antiracism, equity, and inclusion Must have completed Conflict of Interest, Preventing Sexual Harassment, and Valuing Antiracism, Diversity, Equity & Inclusion (ADEI) trainings Must attend all AEI Advisory Council meetings with exception of three allowable absences annually Must be able to dedicate 2-3 hours per month to AEI Council work, in addition to meeting times

Preferred Qualifications

Lived experience surrounding marginalized and underrepresented identities (across race, gender, class, sexual orientation, religion, ability, neurodiversity, etc.) Demonstrated empathy with a willingness to listen to and engage with other perspectives Demonstrated active allyship across multiple dimensions of identity Excellent spoken and/or written communication skills Prior experience with developing and/or implementing AEI initiatives Openness to change and willingness to bring others along Ability to participate in discussions around sensitive topics with candor and kindness Strong relationships with other employees within and outside the nominee’s department 10 The AEI Learning Cohort Program is a training program that aims to increase awareness and engagement from City leaders on key AEI topics. ▪The AEI Learning Cohort Program includes multiple modules, designed in sequence for the development of knowledge and skills and to promote a continuous process of self-awareness, reflection and collaboration ▪Elements of the City's AEI language, principles, and key topical areas, such as implicit bias, will be reinforced to foster relevant and practical application of new knowledge and skills ▪Prerequisites: Structural Racism and Identity Awareness trainings Program Overview ▪FY2024 Cohorts: Cohorts of ~20 each of all full-time employees who serve in a supervisory and/or high-influence role.

Each Peer Learning Group will have diverse representation across seniority, departments, gender, race ▪Duration: 5 live modules delivered in-person or virtually across February - June 2024; each module will be 3-4.5 hours in length and will include ~2 hours of pre & post-work (20-30 hours total) ▪Mandatory Participation: All participants will be expected and granted time to attend each module training with their cohort (i.e., recordings will not be provided).

Attendance and engagement will be tracked and factored into annual performance reviews ▪Sharing of Insights: Participants are expected to share their learnings with their teams and put into practice in the workplace Program Structure

Program Success

Measures ▪Change in observed behaviors: Measured via data collected from anonymous surveys (self- reported and from an employee’s supervisor, colleagues, and direct reports if applicable) ▪Participant Engagement: Measured through participant attendance & completion of assignments, and participant ratings of module sessions (via anonymous surveys) 11 The EI Department will recruit and partner with employee volunteers to design, organize, implement engagement events that cultivate community in our workforce. 12 The AEI Learning Cohort Program will include five modules, with the below participant objectives and skill development goals Module

Module Objectives for Participants

Core Skills