City of Madison Workplace Climate Survey Report

"EXECUTIVE SUMMARY

 In the summer of 2019, the Multicultural Affairs Committee (MAC) and Women’s Initiatives Committee (WIC) administered a survey to all City of Madison employees to evaluate the workplace culture and climate, particularly in areas of concern to women and employees of color. A total of 913 employees responded to the survey.

After reviewing and analyzing the results, MAC and WIC identified the following themes:

Safe/Respectful Workplace Concerns

One out of four survey respondents (25%) said they had experienced workplace harassment, bullying, or discrimination in the past year.

 Less than half of respondents reported their experience with harassment, bullying or discrimination. The main reasons these respondents didn’t report is because of the fear of social retaliation (being ostracized or shunned at work), closely followed by not trusting the complaint process or outcome.

 Respondents said most of the harassment and bullying was instigated by peers (40% of incidents), supervisors (33% of incidents), and patrons/members of the public (18% of incidents). Multiple employees in frontline positions described a hostile work environment where patrons/members of the public harass and verbally abuse staff with impunity. Some employees reported being stalked or physically assaulted..."
Workplace climate

Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress

"Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD’s definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. However, in the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly and recognized their same-sex spouses as dependents for the purpose of military benefits, opened all combat assignments to women, and initiated a review of existing policies prohibiting transgender servicemembers..."
Armed Services

Nation to Become a Plurality, but Some Areas Already Are

"While the nation is projected to become both a “majority-minority” and a “plurality” nation by 2043, some states and many counties have already crossed these thresholds. California, Hawaii, New Mexico, Texas, and the District of Columbia have populations that are already “majority-minority.” Nearly one-third of Americans already live in a “majority-minority” county. According to new Census Bureau estimates released today, this was the case in 355 (11 percent) of the nation’s 3,143 counties in 2013..."
Plurality, Diversity

Executive Order--Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce
"By the authority vested in me as President by the Constitution and the laws of the United States of America, and in order to promote the Federal workplace as a model of equal opportunity, diversity, and inclusion, it is hereby ordered as follows:

Section 1. Policy. Our Nation derives strength from the diversity of its population and from its commitment to equal opportunity for all. We are at our best when we draw on the talents of all parts of our society, and our greatest accomplishments are achieved when diverse perspectives are brought to bear to overcome our greatest challenges.

A commitment to equal opportunity, diversity, and inclusion is critical for the Federal Government as an employer. By law, the Federal Government's recruitment policies should "endeavor to achieve a work force from all segments of society." (5 U.S.C. 2301(b)(1)). As the Nation's largest employer, the Federal Government has a special obligation to lead by example. Attaining a diverse, qualified workforce is one of the cornerstones of the merit-based civil service..."