October 24, 2022 Council Work Session Presentation

City of Chandler
Diversity, Equity, 
and Inclusion
October 24, 2022

Agenda
• Overview of DEI Assessment
o
Timeline of Events
o
External & Internal Target Goals
o
Progress & Next Steps
• Non-Discrimination Ordinance
o
Key Elements
o
Exemptions
o
Violations
▪
Complaint Process
▪
Penalty Process
• Discussion

DEI 
Assessment 
Overview

4
• Mayor proclamation, diversity survey with Human Relations 
Commission & presentation of results to Council                                                                              
July – December 2020
• Strategic Framework - commitment to diversity, equity and 
inclusivity through an update to Chandler’s Brand Statement
May 2021
• City Council approves contract with CPS HR for DEI 
Assessment                                                                                               
October 2021
• City-wide DEI Assessment (focus groups, survey and 
evaluations)
December 2021 – June 2022
• CPS HR Assessment Final Report to HRC and City Council
September 2022
Timeline of Events

Phase I: 
Establish Targeted 
DEI Goals
Phase II:
Reassess and 
Prioritize 
Phase III: 
Consider New or 
Additional Goals
Roadmap To Reaching Goals
5

Phase I 
TARGET GOALS
EXTERNAL
• Outreach to all groups – beyond social media; use flyers, in person 
opportunities.
• Communicate transparently, maintain group connections to continue 
progression.
• Educate proactively, understanding of differences before it becomes 
problematic. 
• Develop actionable/visible response to identified needs – take feedback 
seriously.
• Partner with non-profits and community agencies to connect resources, 
assist in enhancing their services.
• Provide official City stance and status of discussion for Non-Discrimination 
Ordinance.
INTERNAL
• Create and communicate a sustainable vision for City’s DEI Program. 
• Find opportunities to improve recruitment and hiring of diverse candidates.
• Enhance DEI training, leadership development, and cultural awareness.
• Streamline information sharing for DEI initiatives and expand awareness. 
• Promote DEI discussions in the workplace.
6

7
External:
• Work with Human Relations Commission to 
develop 2-5 actionable objectives for each 
targeted goal.
• Finalize objectives by Spring 2023 in 
conjunction with City Council.
Internal:
• Work with City Manager’s Office, Human 
Resources, and employee stakeholders to 
develop 2-5 actionable objectives for each 
targeted goal.
Progress & Next Steps

8
Current Internal Initiatives
•
Expanded Bilingual Program to include 5 additional languages.
•
Offer several DEI related courses city-wide facilitated by diverse external presenters including:
o Required DEI Workshop for all new employees (recently updated)
o The Human Library Experience (Co-hosted with DEI and HR Team)
o Juneteenth guest speaker
o DEI Workplace Certification through University of South Florida 
o Eleven on-line DEI courses from May-August through computer-based learning
•
City-wide mentoring program with pairings focused on diversity in departments, job 
positions, generations, ethnicity, gender, personalities, learning styles, etc. 
•
Communicate all position openings through the DEI office to Community Cultural Partners 
and utilize external websites to post positions as appropriate.
•
Facilitate diverse interview panels and provide recruitment training to panel members, 
currently expanding to include unconscious bias training. 
•
External marketing campaign to kick-off in October to showcase Chandler careers and 
community with outreach to markets not utilized in the past.  
Progress & Next Steps (cont.)

9
Internal Objective Examples
•
Targeted Goal:  Create and communicate a sustainable 
vision for City’s DEI Program. 
•
Objective 1: Create strategic plan document and 
track progress.
•
Objective 2:  Develop and promote DEI Division 
Vision Statement. 
•
Targeted Goal: Enhance DEI training, leadership 
development, and cultural awareness.
•
Objective 1: Expand opportunities for employees to 
join national diversity membership organizations and 
hold quarterly meetings and discussions.
•
Objective 2: Continue to offer, begin tracking, and 
expand employee DEI related trainings.
Progress & Next Steps (cont.)

10
DEI Strategic Plan Document
• Share with City Council finalized document by 
Spring 2023 (to include internal and external 
targeted goals and actionable objectives).
• Provide regular progress updates to City 
Council.
Progress & Next Steps (cont.)

Non-discrimination 
Ordinance (NDO)

Other Arizona Cities
ORDINANCE
Sedona
Flagstaff
Mesa
Phoenix
Scottsdale
Tempe
Tucson
Winslow
Glendale
12

Non-discrimination Ordinance
o Prohibits discrimination, harassment, and retaliation based on actual or 
perceived race, color, religion, sex, ethnicity, national origin, age, sexual 
orientation, gender identity, veteran status, disability, marital status, or 
familial status.
o Areas covered:
▪Equity by City contractors, vendors and consultants in city services, 
programs, activities, and contracting
▪Equity in employment and places of public accommodation
o Requires referral to another authority if they have jurisdiction (i.e., EEOC, 
Attorney General’s Office)
13

Exemptions
•
Non-profit private clubs
•
US Government, American Indian Tribes, State of Arizona which 
includes all departments, agencies, or political subdivisions
•
Religious organizations and persons holding bona fide religious 
views
•
City of Chandler—City has its own rules
•
Small Businesses (5 or less employees)
•
Places of public accommodation may afford beneficial pricing or 
policies to senior citizens, students, veterans, or individuals with 
disabilities
•
Employers may apply different standards of compensation or 
different terms, conditions, or privileges of employment 
pursuant to a bona fide seniority system, merit system, or any 
other system which measures earnings by quantity or quality of 
production 
14

Violations
• Initial screening, referral to 
another agency if appropriate
• Respondent notified of complaint 
and afforded opportunity to 
respond to allegations
• Investigation
• Voluntary mediation
• Finding of a violation or dismissal 
for unsubstantiated charge or 
insufficient evidence
Complaint Process
15

Initial screening by City 
Attorney
Clerk receives 
written complaint 
on approved form
State, federal 
or another 
jurisdiction:
Referral
Initial 
determination 
meets criteria:
Refer to 
Discrimination 
Complaint 
Administrator
No jurisdiction, 
untimely, 
insufficient 
allegation:
Dismissal
Notice to 
respondent with 
opportunity to 
respond
Investigation and 
findings
Unfounded:
Dismissal
*Voluntary 
mediation 
Complaint 
valid:  Public 
Censure &/or 
Education
Or 
Debarment
*Can occur at any point in the process.
16

Violations (Cont.)
•
Public censure, educational training, 
and/or suspension or debarment for 
City contracts under section 3-17 of 
the City Code  
•
Voluntary mediation can take place 
at any point in the process
Penalty Process
17

Discussion

19
• Exemptions
• Violations
• Process
• Penalties
Discussion

City of Chandler
Diversity, Equity, 
and Inclusion
October 24, 2022