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Lake County updates DEI committee on organizational assessment and workforce demographics
Summary
County staff reported on an organizational assessment contracted with Carter Development Group and presented workforce demographic comparisons to 2020 Census data. Staff said a Workday rollout in 2026 should improve employee data collection and help identify training and equity gaps.
Ruth Anne briefed the committee on an operational (organizational) assessment the county board approved in June 2025 with Carter Development Group to review county policies, communications and employee experience.
"This project is also a data driven initiative that's designed to give the county a clearer picture of who we are as an organization and to help us understand the employee experience here at Lake County and to make informed measurable improvements," Ruth Anne said.
Ruth Anne said Carter Development Group has completed reviews of employee policies and communications and will administer an anonymous employee survey beginning in November 2025. Staff said drafts of an implementation roadmap with measurable outcomes will be developed and vetted with departments; the consultant will present a comprehensive written report and implementation plan to county administration in July 2026.
Crystal Adams, organization development and compensation manager, presented workforce demographic slides comparing Lake County's current employees with 2020 U.S. Census figures. "Overall, our Lake County workforce mirrors the Lake County demographics based on census data," she said, while noting some changes: the share of white managers decreased from 72% to 67% and the percentage of employees reporting "unknown" demographics rose from 12% to 19%.
Staff told the committee that Workday's implementation in 2026 will let employees update demographic and career-history information and will allow the county to track hiring, training and promotion data more effectively. The presenters said expanded training resources and an engagement survey are planned to surface different experiences across employee groups.
The committee received the update and asked no formal action; staff said next steps include finalizing the anonymous survey and producing a draft roadmap for departmental review.
