Multiple-Stage Equity Audit for a Large Municipality in Massachusetts

 

Overview:

A large city in Massachusetts is committed to fostering an inclusive and equitable environment for all staff and residents. In pursuit of this goal, we launched a Comprehensive Equity Audit, including an assessment of performance management policy documents, and facilitated multi-tier focus groups across multiple city departments.

 

Method:

1. Assessment: We conducted a thorough analysis of the current cultural climate, including demographics of the city and staff, existing policies of employment and their rate of enforcement, and the overall human experience of employment in multiple departments.

2. Identify Disparities: We pinpointed specific areas where inequities exist, including access to resources, services, and economic opportunities.

3. Meta-analysis: We thoroughly research each theme found in focus groups and policy assessment using relevant benchmarks, recent legal cases, and other recent studies on organizational best practices.

4. Roadmap: We then create a roadmap of goals and metrics for ongoing assessment based on findings and research, including quick wins to build momentum.

 

Impact:

• The installation of a DEI Transparency Dashboard on the city website

• Employee civil rights accountability, including restructuring of management roles.

• Increased awareness of safety concerns in multiple departments

• Increased awareness and engagement around equity issues in various departments

  • The need for professional development for people managers

  • Increased accessibility to current education benefits 

  • The need for a new hire checklist and Employee Handbook for increased access to and clarification of employment policies

  • A pathway for employees to access their accrued benefits

  • A pay differential for staff using necessary bilingual skills on the job

  • Follow-up and accountability for voiced concerns

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Initial Racial Discrimination Investigation, subsequent Equity Audit, and Multi-phase Professional Development Plan

 

Overview:

A non-profit received formal complaints from two former employees who believed they had been discriminated against on the job because of their racial identity. The organization sought an external investigation to determine the validity of these claims. The findings of the investigation and subsequent recommendations led to an Equity Audit of the organization and staff leadership professional development in Workplace Mental Health, and Diversity, Equity, and Inclusion fundamentals

 

Method:

Brave Space hired an employment law firm to advise and ensure legal compliance in the investigation. Stakeholders were interviewed in private, and all relevant communications were analyzed. The investigation uncovered multiple areas for improvement in the organization’s structure and daily operations. The subsequent Equity Audit involved stakeholder focus groups and assessments of HR documents and policies. Recommendations were made to clarify handbook language and policy structure. Training modules were customized to address audit findings.

Impact:

The non-profit was able to survive the racial discrimination charges that they feared would end the organization. The improved policy language and operating structure enabled them to retain most of their current staff and more confidently support stakeholders with more marginalized identities.