Track 2: Positive and Safe Working Environment

The focus of the work in Track 2 of our Equity and Inclusion program is our engagement with Civility Partners, a respected consulting firm that works with organizations to address workplace culture issues. Civility Partners has a proven methodology outlined below that includes in-person interviews with stakeholder and employees, an organization-wide survey, creation of a Action Team to address the results of the survey and to develop short and long-range strategic plans to improve the culture.

Step 1. Culture Assessment

This process includes interviews with stakeholders, a custom online survey for all, and interviews with a random sample of 10% of the employee population.

Step 2. Leadership Planning Meeting/Ongoing Coaching

Upon survey close, we will hold an in-person leadership meeting to discuss the survey results, and next steps. And, throughout the culture change, we will have 60-minute coaching sessions every other week, eventually moving to once per month over time.

Step 3. Create an Action Team

One mistake many company’s make in culture change is relying too heavily on the leadership team. While culture design starts at the top, employees should be more involved in change than most organizations allow. Civility Partners will work to select the right team members to represent all levels of the organization.

Step 4. Develop Strategic Plan for Addressing Survey Data with Action Team

We will work with the action team to identify strengths and opportunities for improvement in the survey, and then develop a strategic plan for solving them. This is the first of three strategic plans.

Step 5. Create Department-Specific Core Values

We will partner with the Action Team to develop core values, using insight provided by your workforce. Core values become the guiding light for culture change, as the Action Team then seeks to create plans around helping the workforce live those values.

Step 6. Provide Assets As Needed

Often as Civility Partner's clients make change, they require updated processes or insight on how to do them. For example, some clients have requested onboarding programs, updated performance management systems, rewards systems, teambuilding assets, and more.

Step 7. Provide Necessary Training As Needed

Naturally, anytime there is change, people need to understand what it means for them and their behavior. Trainings offered will vary depending upon the assessment results.

Step 8. Strategic Plan for Culture Change with Action Team

By now the first strategic plan focused specifically on resolving the issues identified in the survey will be coming to a close, and the Action team can focus on creating a second strategic plan, focused on real culture change and positivity.

Step 9. Re-Do Culture Assessment

At the one-year mark, we will conduct the survey again to determine success and opportunities for improvement.

Step 10. Srategic Plan for the Future

At this time, there will be places where the organization has improved, and places where more work is needed. We will assist the Action Team in creating a third and final strategic plan.

Program Tracks

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Announcements

Aug. 15, 2018: All-Staff IST Town Hall Meeting on Tuesday, 8/21, 2-4 p.m.

July 13, 2018: Re: IST E&I Program: Required MEP Workshops

June 22, 2018: FINAL REMINDER - Civility Partners survey closes today

June 18, 2018: REMINDER - please complete the Civility Partners’ climate survey

June 11, 2018: Your input needed - please complete the Civility Partners’ climate survey

May 30, 2018: IST E&I Program: Required MEP Workshops

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Get Involved

We look forward to continuing this conversation and encourage you to discuss these issues with your manager, team, and colleagues. We welcome hearing from you directly as well:

Email: Larry Conrad (larry_conrad@berkeley.edu); or Liz Marsh (lizm@berkeley.edu)

Schedule a Meeting: Contact Margarita Zeglin (mzeglin@berkeley.edu).

Resources

If you see or know of behavior that is contrary to the values we want to engender in IST, we ask you to speak up. You can bring these directly to CIO Larry Conrad, either in person or anonymously, or to any member of the management team. And if you experience this behavior directly, know that you have options available to you: