DEI Assessment Outcomes and Strategy Recommendations

DEI Assessment Outcomes and DEI Assessment Outcomes and Draft Strategy Recommendations Draft Strategy Recommendations December 3rd, 2019

Background: Skeos DEI Assessment Fall/Winter 2017: Skeo Solutions applied and awarded GIT Funding to develop CBP DEI Strategy, trainings and tools for DEI capacity building July-Nov 2018: Interviews with over 65 participants Feb 2019: Readiness Assessment Survey sent out (60 respondents) March 2019: Two focus groups with 16 staff total Early 2019: Evaluation of key policies and procedures (e.g., Diversity Workgroup logic and action plan, CBP Governance Document) 2

DEI Assessment: Highlight from the Interviews and Focus Group Discussions Increasing DEI in operations and decision-making will require capacity building within CBP: DEI is an important issue that currently comes up in meetings topically. Participants are interested in seeing DEI embedded into CBP s operations throughout, but to make this happen, it will take consistent champions in leadership at the top levels of the organization. There are different levels of understanding and interest in DEI topics across the Chesapeake Bay Program; sometimes, the resistance to ideas or proposals related to DEI can be palpable within the room. Resources and tools are needed to create a common understanding of DEI, especially resources that can help bring along members of CBP who may not understand why DEI issues are important to achieving the goals of the Chesapeake Bay Watershed Agreement. There is concern that DEI does not currently factor into many decision-making processes at CBP. 3

DEI Assessment: Highlights from the DEI Survey Results Survey results show that 88-97% of survey respondents from across the organization believe that DEI practices will benefit CBP on the following measures: Ability to better serve the public, Broaden our partnerships, Advance our mission, Encourage diversity, equity and inclusion in decision-making, Expand our supporters, and Improve hiring and retention of diverse staff. Survey results also show that respondents are not yet convinced that CBP is actively demonstrating a commitment to diversity, equity and inclusion. Only 25-35% of respondents agreed or strongly agreed that CBP actively demonstrates a commitment to each one of these three factors. 4

DEI Framework: Eight Objectives 1. Authorizing Environment 2. Hiring, Promotion and Tenure 3. Appointee and Volunteer Bodies 4. Internal Culture and Training 5. GIT Workplans and Outcomes 6. Communications 7. Grant-making and Contracting 8. DEI Performance of Partners 5

DEI Strategy Recommendations (DRAFT) Recommendation Focus Areas Related DEI Framework Objectives Strengthen CBP s authorizing environment. 1. Authorizing Environment Advance DEI internally. 2. 3. 4. Hiring, Promotion and Tenure Appointee and Volunteer Bodies Internal Culture and Training Advance DEI through mission-related work. 5. 6. 7. GIT Workplans and Outcomes Communications Grant-making and Contracting Advance DEI of CBP partners. 8. DEI Performance of Partners 6

Strengthen CBPs Strengthen CBP s authorizing environment. authorizing environment.

Advance DEI internally. Advance DEI internally.

Advance DEI through Advance DEI through mission mission- -related work. related work.

Advance DEI of CBP Advance DEI of CBP partners. partners.

Next Steps 1. DEI Draft Strategy currently being reviewed by Diversity Workgroup staff and members - Should be finalized in early 2020 - Present at future GIT6 meeting? - Question: how should this be presented to the MB? Through GIT6? 2. One cultural competency training (6-8 hours) led by Skeo in early 2020 3. Development of DEI resources and tools - One webinar (1.5 hours) by Skeo to provide an orientation to outcomes of this process and new tools generated 4. FY2019 GIT Funding project to do two additional cultural competency trainings 11