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Open Space staff present 3‑year internal equity action plan to align projects, training and procurement
Summary
Staff presented an internal equity action plan framing three years of measurable actions, training, and logic‑model metrics to align OSMP projects with the city’s equity goals. Trustees praised the plan and asked for baseline data and clearer procurement definitions.
Open Space staff presented a department equity action plan intended as an internal, operational document to guide the next three years of equity work across service delivery, hiring and retention, procurement, and staff training.
Staff said the plan is intentionally internal (not a public master plan) and is designed to help managers prioritize projects during annual work planning, identify incremental costs for equity components and establish measurable outcomes. The plan uses logic models (inputs, outputs, short/medium/long outcomes) that staff said were designed so other departments can replicate them for citywide reporting on the City’s 2021 equity goals.
The plan was developed with participation from roughly 145 OSMP employees and a departmental equity-and-belonging (DEB) team that has operated for several years. Staff described required citywide trainings completed by department employees (bias and micro‑aggression training, racial‑equity tools) and an intention to reach 100 percent completion. The plan also outlines procurement and hiring goals, including reducing barriers to contracting with local and disadvantaged vendors and improving seasonal workforce recruiting and retention.
Trustees praised staff for the work and asked for baseline numbers and clearer definitions. Trustees asked staff to share the underlying baseline survey and data visualizations that informed the plan and to clarify how “underserved businesses” are defined in procurement metrics. Staff said the city is updating procurement definitions and will share supporting data with the board.
Staff said the plan will be reviewed by the City Manager’s Office and Office of Equity and Belonging and will be revised with their feedback before final adoption. Staff emphasized the plan’s short‑term focus on achievable operational actions while remaining flexible to incorporate any future citywide policy changes.
