2024 Department Progress Report
San Francisco Public Utilities Commission
(SFPUC)
Office of Racial Equity, Diversity, and Inclusion
(REDI)
Tuesday, June 25, 2024
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Guiding Compass: 2023 Racial Equity Survey
The objectives of SFPUC’s first-ever dedicated Racial Equity Survey were to assess the current state of diversity and inclusion within the agency, identify opportunities for improvement, and to provide a baseline for racial equity. Key takeaways from the survey include:
• Retention and Promotion was the highest ranked staff concern across racial groups, with hiring and recruitment ranked as second highest.
• Survey findings demonstrated a need for additional training and professional development on addressing microaggressions, mitigating bias, and building effective allyship.
• Feedback on employee mentorship and training indicated greatest interest in career advancement, developing skills, and cross-agency relationship building.
SFPUC
3 FY23-24: What is a racial equity practice that you have learned or implemented in the last year?
Agency-Wide Mentorship Program Launch
• Applying lessons learned from the 2022 pilot program in the Water Enterprise and Infrastructure Bureau, the SFPUC launched an agency-wide mentorship program in January 2024 with 42 matched pairs.
• The six-month program includes two cohorts tailored towards different goals: “Skill- Based” focuses on developing skills for current and future jobs, and “Growth and Development” focuses on soft skills and overall professional development. • Mentorship remains a top staff priority since only 38% of responses from the 2023 Racial Equity Survey felt that they had a clear pathway to promotion.
SFPUC
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4 FY23-24: What is a racial equity practice that you have learned or implemented in the last year?
Leadership and Management Program to Empower Diverse,
Equitable, and Accountable Leaders
A key staff priority identified in the SFPUC’s 2023 Racial Equity Survey was training leaders on creating and sustaining a culture of inclusion and belonging:
51% of surveyed responses felt that SFPUC was prepared to effectively manage a diverse workforce. Several efforts launched to establish a training framework and curriculum for all levels of leadership – from aspiring leaders to new and senior management.
SFPUC
[4.1]
5 FY23-24: What is a racial equity practice that you have learned or implemented in the last year?
Charting Clear Career Pathways: A Vision for Transparent Promotion A common theme from the SFPUC’s 2023 RE Survey was “how do I grow at the PUC?”. Only 38% of surveyed responses felt that they had a clear pathway to promotion. The SFPUC is committed to supporting our employees in navigating their career journey. We believe that everyone benefits when an employee’s work aligns with their aspirations and interests.
Career Pathways tool was initially launched in External Affairs to increase transparency into career pathways at the PUC. Our HRS team is launching Career Path and Sourcing tool via Visier, a people data analytics platform. This tool generates an interactive visual from internal employment data history and movement across different classifications within our organization, providing insights into the fastest and most common paths. The Visier Career Path and Souring tool will be accessible to all SFPUC employees along with resources for the next step in their careers.
SFPUC
[2.3]
6 FY24-25: What is a racial equity practice that is a priority for your dept/division to learn or implement this upcoming year? Balancing Data and Community: Prioritizing Holistic Workplace Growth While recognizing the pivotal role of data in guiding our strategies, particularly in our commitment to advancing racial equity, we are actively reevaluating our data infrastructure. We understand the importance of seamlessly integrating systems to effectively capture and report on our progress.
However, recent reflections have prompted a shift in our focus. Weare prioritizing a shift from traditional quantitative metrics to a more qualitative approach, emphasizing internal workplace community and professional development. This recalibration underscores ourdeeper commitment to nurturing our workplace environment.
7 FY24-25: What is a racial equity practice that is a priority for your dept/division to learn or implement this upcoming year? Expanding Professional Development and Learning Resources Professional development remains a top staff priority. The SFPUC has implemented Phase 1 of an agency - wide Inclusive Excellence Professional Development Curriculum to advance and enhance leadership and staff’s ability to intentionally embed racial equity as core components of work across every level. Planned 2024 initiatives include:
• Inclusive Excellence Professional Development Series: Ten-part series on transformative workshops tied to strategic goals for the agency’s executive team. Topics include Effective Communication in Racial Equity Dialogues and Unpacking Institutional Bias in Decision-Making and Strategies to Minimize Bias. • Workshops for Inclusive Excellence and Professional Development: Nine-part series for agency Racial Equity leads. Topics including effective communication in racial equity dialogues, navigating personal and institutional bias, and equity in decision-making. Participants are provided pre-work reading before in-person workshops.
8 Equity and Fairness Professional Development: Transformative Conversations Tied to the Strategic Goals Date Time Topic: Objective
Mar ‘24 90 mins Contextualizing Conversations on
Racial Equity
Develop a comprehensive understanding of the historical and current contexts framing racial equity conversations.
Apr ‘24 90 mins Unveiling Racism's Roots in
Organizations: A Data Exploration
Analyze historical patterns and contemporary data to illuminate the presence and impact of racism within organizations, including our own.
May ‘24 90 mins Effective Communication in Racial
Equity Dialogues
Enhance communication skills for navigating discussions on racial equity, creating an environment conducive to open dialogue, and understanding.
Jun ‘24 90 mins Navigating Personal Bias in
Decision-Making
Identify and address personal biases that may influence decision-making, improving self-awareness, and promoting equitable choices.
Sep ‘24 90 mins Unpacking Institutional Bias in
Decision-Making
Examine systemic biases within institutions and explore strategies to mitigate their impact on decision-making processes.
Oct ‘24 90 mins Strategic Approaches to
Advancing Racial Equity
Develop strategic frameworks for advancing racial equity within the agency, incorporating proactive measures to address systemic issues.
Nov ‘24 90 mins Sustaining Action Plans for
Lasting Transformation
Formulate actionable plans to implement positive change, ensuring sustained efforts towards fostering a racially equitable environment.