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WDIC identifies climate survey, minimum-wage study and living‑wage review as 2026 priorities
Summary
Tompkins County's Workforce Diversity & Inclusion Committee prioritized a workplace climate survey, engagement with a countywide minimum‑wage study (kickoff March 24), and a review of the county's living‑wage‑employer status; members formed small working groups and requested follow-up materials.
At its March 23 meeting, the Tompkins County Workforce Diversity & Inclusion Committee used a member survey to identify top priorities for the year and assigned next steps for several initiatives.
Why it matters: Committee members said consistent data and targeted engagement are necessary foundations for other policy work (including the paid caregiver leave discussion). A workplace climate survey and the minimum‑wage study were singled out as immediate priorities because both supply evidence likely to shape later policymaking.
Key priorities and actions: The committee ranked the employee climate survey first. Members asked staff to locate prior reports (the 2018 workplace climate survey and more recent wellness survey results) and to confirm whether a third‑party consultant has been engaged to conduct an updated climate survey. Several members suggested survey questions be aligned with paid‑leave topics to gather data useful for budget and policy estimates.
The committee also discussed the countywide minimum‑wage study led by an academic team (kickoff and multiple stakeholder convenings beginning March 24). Rob Brown (who represents Cornell Cooperative Extension in some county fora) offered to help connect the study team with community networks to ensure diverse participation. Members recommended inviting the lead researcher to present to WDIC after the study’s mid‑point or when materials are available so the committee can consider study findings together.
On living‑wage status, Veronica Pillar proposed forming a working group to evaluate whether Tompkins County should maintain or modify its certification as a living‑wage employer (a certification tied to the Tompkins County Worker Center and ILR methodology). Members volunteered to join a small working group and asked staff to coordinate with county administration and finance to surface any implementation and budget implications.
Other items: The committee also reviewed outreach and onboarding (a vacant undesignated seat on WDIC), the Lehi Leslin McBean Clareborn award working group for 2026, department equity indicators reporting, and workplace harassment protections as potential future resolutions.
Next steps: Staff will circulate prior survey reports and the study’s convening materials, WDIC will form small working groups for the climate survey and living‑wage review, and committee members will attend the minimum‑wage study convenings and report back.
