September 22, 2022 Council Work Session Presentation

Chandler 
DEI Assessment 
Final Report
September 22, 2022

2
• 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

Regina Romeo
DEI Program Leader
Calvin Bonds
DEI Facilitator, Consultant
Paula North
DEI Assessment Specialist
Jacques Whitfield
DEI Training Leader
Jeff Hoye
Senior Leader, Org. Strategy
CPS HR: Our DEI Team

4
CPS HR: Philosophy/ Guiding Framework

5
CPS HR ACTION PLAN
5
Project Kick-off & Council DEI Conversations:
- Project Kick-off with City Manager’s Office                                                                                                   
- Conduct 7 key interviews – Council & CM                                                                                                                 
- Develop a collective definition and define success 
elements of the DEI assessment
External: 
- Application for Interest, participants selected to 
maximize diversity/representation
- Identifying DEI concerns as a large community 
group
- Subsequent focused discussion groups to identify 
current concerns and recommended actions
Internal: 
- Survey assessment for City employees to establish 
baseline feedback on DEI internal and community efforts
- Employee Focus Groups to obtain additional 
information, promote discussion on DEI feedback
Communication, Presentation and Post-Project
- Presentation to the Human Relations Commission and 
then to the City Council                                                                 
- DEI project progress tracking strategy moving 
forward

Current 
DEI Division 
Programs
Diversity Mini-Grants
Diversity Memberships
DEI Division Produced Events
DEI Partner Events 
Marketing & Promotion
FOC – Chandler Support

DEI FY2021-22 Accomplishments
•
Unveiled Chandler Contigo a month-long series of 
events held during National Hispanic Heritage Month.
•
Hosted the first City-sponsored LGBTQ+ event with 
Chandler Pride. 
•
Produced “Conversations with Chandler’s Historic Black 
Families” video series documenting the first Black 
families in Chandler for Black History Month.
•
Held the inaugural Asian American Community 
Conference to engage the Asian community. 
•
Produced, sponsored or participated in 50 community 
events with an approx. total attendance of 41,800.

External 
Community
8

9
Communication with Residents
9
• City website that includes:
o Overview of project and scope of 
work
o Timeline of project
o All documents relating to the 
project
o FAQs
o Public Participation
•
External panel application 
•
Online public comment form

• Online application open for external panel submissions.
o
CPS HR created an online application form used to select 
the most diverse representation of individuals using 
organization and personal demographics.
• 25 diverse leaders selected by CPS HR to participate.
• In-person kick-off meeting.
• Five themed breakout subcommittee meetings. 
o
Each group met twice.
• Final at-large virtual wrap-up meeting and report.
External Community 
Panel | February - June
10

External Panel Members
1.
Abiuth Maronga, Teecanva
2.
Andrea Morales Barton, CUSD Teacher
3.
Christopher McMullan, Neighborhood WorXs
4.
Crystal Blackwell, Crystal Clear Results
5.
Daniel Hall, PayPal
6.
Debra L. Schinke, Chandler Republican Women
7.
Denise Phillips, Self employed
8.
Eduarda Schroder, Chandler Pride
9.
Erika Castro, SRP
10. Heather LeeMaster Anguiano, CUSD
11. Jeff Williams, Salvation Army
12. Jennifer Sanchez, Intel
13. Joanna Cetaj, The Puzzle Piece, LLC
14. Jyoti Pathak, TD SYNNEX
15. Kathryn Mazon, DEI Consultant
16. Keasha Beach, Base AZ
17. Linda A. Kalaf, Retired HR/D&I Professional
18. Nigah Mughal, Maricopa County
19. Rabbi Michael Beyo, EVJCC
20. Rick Heumann, Chandler Chamber
21. Ryan Gear, The Well Church
22. Shawn Mitchell, Chander4Change
23. Steve Sanders, Omicron Engineering, PLC
24. Trinity Donovan, AZCEND
25. William H. Crawford III, Ed.D., Northern 
Arizona University & DW Consulting Group
11

BREAKOUT 
GROUPS
• Understanding youth population 
service needs
• Improving opportunities for all 
voices to be heard/Community 
voice coming in
• Reaching out and identifying 
resources for LGBTQIA+ 
• Building community partnerships
• Improving external 
communications so City voice gets 
out to all groups
12
* After the first breakout subcommittee meetings were held, 
City staff worked interdepartmentally to provide updates on 
what the City currently offers in each themed area. This 
information was given to each breakout group prior to their 
second meeting.

INPUT RECEIVED
Youth Services / Connection 
• Need for stronger voice 
representation for Chandler youth.
• Need for larger interaction with 
diversity practices, including 
equitable opportunities for all youth 
groups throughout the City.
Communication Considering 
Marginalized Groups 
• Maximize various methods of 
communication of DEI messages.
• Build trust through effective 
listening and taking tangible actions.
• All groups must be heard, 
represented and included (e.g., 
refugees, people experiencing 
homelessness, seniors, neuro-
divergent, etc.). 
13

LGBTQIA+ 
• Increase progress through 
continuing to help LGBTQIA+ 
flourish and feel welcomed.
• Identify and promote resources and 
programs. 
• Ensure focused efforts to assist 
LGBTQIA+ youth experiencing 
homelessness.
Building Community 
Partnerships 
• Need for stronger community 
partnership connections – helping 
different organizations with similar 
functions connect.
• Increase awareness of community 
or City resources available to 
community organizations. 
• Focus on stronger collaboration with 
the City Council. 
14
INPUT RECEIVED

External Results
COMMON 
THEMES 
(Target Goals)
• 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, community 
agencies to connect resources, assist in 
enhancing their services.
• Provide official City stance and status of 
discussion for Non-Discrimination Ordinance.
15

(NDO) Nondiscrimination Ordinance
• Construct City plan with input from various internal and external stakeholders.
• Provide training and education around non-discrimination so practices are 
part of City culture. 
Put the following messages out so everyone is informed and aware of NDO 
status: 
• This is what we are committed to…
• If need support, here is where resources can be provided…
• If you want to be more involved here is what you can do…
• Involve all departments and develop partnerships so residents, businesses, 
staff, and visitors receive same powerful message of an equitable, welcoming, 
and diverse City of Chandler.
16
INPUT RECEIVED

Internal 
Community
-City Employees-
17

• DEI Survey for City Employees                        
726 surveys submitted – approx. 32.9% of City staff.
Survey results were analyzed to identify the overall results 
across all respondents and by demographic group. No 
significant outliers found in results based on specific 
demographic (race, gender, age, etc.).
• Focus groups facilitated by CPS HR                    
Five focus groups including one for Directors/Managers, one 
for Supervisors, and three for Non-Supervisory staff.      
Total of 75 participants were selected from 140 interested 
staff. Individuals were randomly selected by CPS HR based 
on work and professional demographics.
Internal Employee 
Assessment  |  April - June
18

SURVEY RESULTS
0%
20%
40%
60%
80%
100%
Clear DEI Vision
DEI Factors impact
service decisions
Leaders promote DEI
Discussion
Supervisor responds to
DEI issues
professionally
Strongly Disagree
  Disagree
Neither Agree nor Disagree
Agree
Strongly Agree
Do not Know/ No Basis
Average DEI Organizational Response Trends:  
17.6% Strongly Disagree/Disagree; 24.9 Neutral; 45.4% Agree/Strongly Agree; 
12.1% Do Not Know
19
Survey Results

Average Staff Diversity Response Trends:  
13.1% Strongly Disagree/Disagree; 17.3 Neutral; 67.7% Agree/Strongly Agree; 
4.7% Do Not Know
0%
20%
40%
60%
80%
100%
Org. recognizes
staff diversity
Org. values
different
backgrounds
Org. encourages
different viewpoints
to share
Org. provides
opportunities for all
backgrounds
Org. supports
diverse teams
Strongly Disagree
  Disagree
Neither Agree nor Disagree
Agree
Strongly Agree
Do not Know/ No Basis
20
Survey Results

Average Education Oriented Opportunities Response Trends:  
9.4% Strongly Disagree/Disagree; 17.1 Neutral; 55.5% Agree/Strongly Agree; 
18.1% Do Not Know
0%
20%
40%
60%
80%
100%
City promotes events
for diversity education
City makes DEI training
available
City provides
employees chance to
attend DEI events
City utilizes DEI best
practices
Strongly Disagree
  Disagree
Neither Agree nor Disagree
Agree
Strongly Agree
Do not Know/ No Basis
21
Survey Results

Focus Group Recommendations
22
Promote DEI 
discussions in the 
workplace
Streamline top-down 
messaging related to 
DEI initiatives and 
programs 
Develop and 
communicate a clear 
DEI vision
Ensure cultural 
sensitivity in the 
workplace
Expand development 
opportunities for 
future leadership 
(with focus on DEI)
Evaluate service 
delivery impacts 
through a DEI lens
Expand DEI Training
Promote 
employment 
opportunities and 
leadership 
development to 
diverse communities
Ensure hiring 
processes are fair, 
consistent, and non-
biased

Internal Results 
COMMON 
THEMES 
(Target Goals)
• Create and communicate a sustainable vision 
for City’s DEI Program. 
• Find opportunities to improve the 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.
23

Phase I: 
Establish Targeted 
DEI Goals
Phase II:
Reassess and 
Prioritize 
Phase III: 
Consider New or 
Additional Goals
Roadmap To Reaching Goals
24

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.
25

Phase II & III 
TARGET GOALS
Phase II: Reassess and Prioritize
• After one year of working on Phase I: 
• Utilize the Chandler Human Relations Commission to address 
concerns on both internal and external issues.
• Assess progress of everything mentioned in phase I (measurable 
outcomes).
• Prioritize what needs to be added, maintained, or taken away based 
on accomplishments.
• Repeat what was done in a 2.0 version based on appropriate 
changes.
Phase III: Consider New or Additional Goals
After one year of working on Phase II:
• Consider the additional topics outlined on next slide to add and 
address. 
26

ADDITIONAL GOALS TO 
CONSIDER
Create mechanisms for 
the community to track 
DEI related concerns and 
metrics to assess progress 
in resolving them.
Evaluate current internal 
interview practices to 
increase education among 
all hiring officials to ensure 
an awareness of 
unconscious bias in hiring.
Explicitly recognize all 
cultures represented in 
the City of Chandler (Non-
clumping of ethnic 
groups).
Encourage community 
groups to find new ways to 
grow and diversify their 
membership.
Introduce a way for people 
(internal & external) to 
anonymously raise DEI 
concerns and participate 
in a guided conversation 
when appropriate.
27

28
Create a strategic plan for the Division based on 
recommendations from the CPS HR Assessment
- DEI Manager & Human Relations Commission
Example Action Items:
o Work with CAPA on additional advertising opportunities to 
reach Chandler residents.
o Create opportunities to promote nonprofit and community 
agencies services on a more frequent/reoccurring basis.
o Work with City’s Executive Leadership Team, Employee 
Advisory Committee and the Interdepartmental Diversity 
Team to communicate a sustainable vision for City’s DEI 
Program. 
o Work with HR /Organizational Development to increase DEI 
education and training opportunities for City employees. 
Next steps for Chandler DEI

ANY 
QUESTIONS?