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Redmond launches phase 2 of equity work; Edge Advisory team to embed a structural equity lead on-site
Summary
The council received an overview of phase 2 of Redmond’s Respect, Equity, Diversity and Inclusion (REDI) roadmap. The Edge Advisory Group will supply a team including Anita Page, Dr. Adrian Thompson (embedded, on-site weekly), and others to work on culture, structural alignment, succession and performance management.
At a lengthy Committee of the Whole discussion on Feb. 22, the City of Redmond introduced phase 2 of its Respect, Equity, Diversity and Inclusion (REDI) roadmap and the consultant team that will help operationalize it.
Anita Page of the Edge Advisory Group described a three-part approach: a respect rollout focused on training and adoption agreements; structural alignment to embed equity into policies and systems; and interim-to-succession planning to define and staff a sustainable Office of Equity. Page said the contract includes deliverables city staff will “own or have license to customize” for onboarding, supervisor training and other platforms.
Page introduced Dr. Adrian Thompson, a clinical psychologist who will be embedded in city operations “a minimum of once a week” with a city badge and office space on the fourth floor to conduct current-state assessments, create data rubrics, identify gaps and help design performance-management systems. Dr. Thompson described his role similarly: “We’re going to be doing all of that, getting that information, looking at it, assessing it, communicating it, and making that plan move forward so that we can be more most effective in the space.”
Councilmembers expressed support and urged frank, practical recommendations that position the next equity leader for long-term success. Councilmember Stewart asked for “brutal honesty” about what the city needs to make the role durable; Council President Kritzer said council leadership had budgeted funding for an equity leader and at least one staff member and asked for recommendations on appropriate compensation and authority to set the position up for success.
Page emphasized practical equity outcomes—attracting, retaining and developing top talent—so the equity office is durable and effective. The contract and team will also work with HR on recruitment and onboarding, and will create competencies and performance-management standards tied to the REDI roadmap. Council requested study-session briefings and asked to see the READY Plan and any recommended changes once the Edge team’s assessment is underway. No formal vote occurred; the overview was informational.
