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Commission reviews DEI strategic plan draft; staff recommends personnel, training, outreach and accessibility actions
Summary
Staff presented a draft Diversity, Equity and Inclusion strategic plan that recommends updating personnel policies, rolling out citywide training in 2025, improving language access and procurement outreach, piloting an ambassador program, and pursuing accessibility and restroom changes.
City staff presented a draft Diversity, Equity and Inclusion strategic plan to the Mountlake Terrace Diversity, Equity and Inclusion Commission and outlined a two‑ to three‑year action plan focused on internal policy updates, employee training, community outreach and accessibility improvements.
Carolyn, the commission’s staff liaison, walked commissioners through internal recommendations: updating personnel policies to align with federal civil‑rights standards and the Americans with Disabilities Act, clarifying complaint and reporting pathways for employees, and implementing a 2025 citywide DEI training plan. "Our goal is to get [the personnel policies] updated by the end of this year," Carolyn said during the briefing. Staff described work already underway with the new HR lead, Lauren, to revise policies and establish a training calendar for 2025.
The plan’s externally focused recommendations include improving language access (including compliance with Title VI website requirements), expanding community engagement with an equity lens, and piloting a community ambassador program. Commissioners discussed two outreach models: volunteer community ambassadors and a later, paid "community trusted liaison" program to provide stipend‑supported interpretation and trusted outreach. Staff said the city currently has limited funds for commission activities but that departments collaborate on events; commissioners noted they have "a few thousand dollars" available for training and some events but do not directly control a separate commission budget.
Other recommendations cover procurement and contractor outreach to encourage participation by businesses led by women and people of color, more robust recruitment practices to diversify the city workforce, and an ADA transition plan for sidewalks and public facilities. The plan also raises possible facilities changes such as converting internal restrooms to gender‑neutral facilities; staff noted some of those upgrades could require capital investment and operational planning.
The commission discussed a land‑acknowledgment conversation and emphasized that any acknowledgment should be accompanied by meaningful action. Staff said outreach has begun with local indigenous stakeholders and that further consultation is needed before adopting policy language.
Discussion vs. decision: the meeting was a staff presentation and discussion; the commission did not take a formal vote to adopt the strategic plan at this meeting. Staff plans to refine the plan and return to the commission and City Council for further review and implementation steps.
Next steps: staff will circulate a revised plan before the next meeting, continue policy updates through HR, and begin recruitment and design work for the ambassador pilot and community engagement events.
