Submitted by San Juan County

During a special Council meeting on August 28, County staff and councilmembers reviewed findings from the Diversity, Equity, Inclusion, and Belonging Survey and related focus groups. With approximately 56% of employees participating in the data collection process, the initial data sets the baseline for the County’s continued efforts in DEIB.

“Having this initial data is a great first step,” said Council Chair Jane Fuller. “The County is undertaking this work in the spirit of being an organization that embraces these values of diversity, equity, inclusion, and belonging and creating the framework to strengthen those values within our workforce.”

What is DEIB?

DEIB work seeks to create a shared understanding of the importance and strengths found in diversity, equity, inclusion, and belonging in the workplace. By engaging in conversations and providing learning opportunities based on these basic principles, the County can begin to create meaningful, positive change in the organization.

In April San Juan County hired the consultant Plan to Action (in association with Mattingly Solutions) to lead the organization in DEIB work. The County contracted for a two-year, four-phased approach to implementing data-driven and human-centered workplace inclusion solutions.

“A lot of this work is about creating space for dialogue and conversation,” said Plan to Action CEO and owner Sertrice Shipley who presented the data. “We’re here to help your voices be heard.”

Review

From April to July Plan to Action led County staff, leadership, and Council members through a survey, follow-up interviews, and focus groups. The results from this work have been compiled into a baseline report that highlights key takeaways, themes throughout the data, and recommendations for next steps. A copy of the data can be found: https://www.sanjuancountywa.gov/2086/Diversity-Equity-Inclusion-Belonging

Next Steps

Over the next year, the County plans to move into the next phases of DEIB work, as outlined by the consultant:

The first ‘diagnostics’ phase seeks to establish baseline information in the organization.

The second, ‘organization service design’ phase will include employee committees who will help to shape a strategic plan.

The third phase, ‘behavior change intervention,’ will offer multiple trainings and workshops for County staff.

The fourth and final phase of ‘evaluation’ will seek to identify organizational growth, opportunities for continued improvement, and other areas in which DEIB has changed over the last two years.

“As we lean into this journey, I think it’s really important that we refer to a recent Home Rule Charter change, where the voters elected to include a clause about non-discrimination,” said Chair Fuller in reference to Section 10.60 which was added by voters in 2021. “I think it’s important to remind ourselves that it’s part of our local constitution and we have a responsibility to uphold that value.”

The County is committed to fostering diversity, equity, inclusion, and belonging, and is grateful for employees’ participation in this work.