Goals tagged with the "Pay Equity & Internal Workforce Equity" category across all agencies.
Continue to invest in training ACS staff and providers to provide quality services to the communities most impacted by ACS and to foster a psychologically safe work environment that embraces equity and transparency
Focus: Agency staff / employees
Prioritize training staff on inclusive program delivery that enhances productivity and career advancement; and fosters belonging. Training helps staff to better meet the needs of an exponentially growing diverse older adult community.
Focus: Older adults; Agency staff / employees
Ensure that diverse communities feel a sense of inclusion and belonging at Older Adult Centers and through home delivered meal (HDM) programs by prioritizing cultural competency standards, especially through meals served
Focus: Older adults
Identify and address pay disparity at all levels of the agency by ethnicity, gender, and race
Focus: General
Identify and address any racial, gender, gender identity, age, and disability gaps in DCP positions and ensure pay equity for all
Focus: People with disabilities
Ensure pay equity for agency employees that is inclusive of race, ethnicity, and gender in alignment with duties and meets City standards
Focus: Agency staff / employees
Achieve pay equity in DOI’s workforce to address the effects of occupational segregation This information is to be used for informational or communications purposes, only.
Focus: General
Implement pay equity analysis to address disparities and occupational segregation in library, archives, and record management positions so that all work is valued
Focus: General
Evaluate and strengthen NYCEDC’s employee benefits programs to ensure equitable access, remove barriers to utilization, and support internal economic mobility across all employee groups.
Focus: Agency staff / employees
Identify and address pay disparities by race, gender, and experience across all NYCEDC’s positions
Focus: General
Implement a process for regular salary reviews to identify any racial disparities and make recommendations
Focus: General
Foster an inclusive workplace where employees feel a sense of belonging through investing in mentorship, support services, and professional development opportunities
Focus: Agency staff / employees
Advance pay equity across all roles to address the effects of occupational segregation and gender discrimination
Focus: General
Identify and address salary stratification amongst staff at MOME so that income and wealth inequality are not further exacerbated through internal practices
Focus: Agency staff / employees
Foster a culture of inclusion and belonging from frontline staff to executive leadership to strengthen culturally competent care
Focus: Agency staff / employees
Strengthen employee sense of belonging
Focus: Agency staff / employees
Build an inclusive workplace where employees are supported and advance their careers, especially those of underrepresented groups based on agency disparity analysis
Focus: Agency staff / employees
Build an inclusive workplace to strengthen employee retention and career advancement, with a particular focus on employees of underrepresented backgrounds
Focus: Agency staff / employees
Collaborate with the Pay Equity Cabinet to determine whether there are issues of pay inequity and occupational segregation in our city workforce and identify recommendations to address changes/solutions
Focus: General
