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Diversity, Equity and Inclusion (DEI)

  • The City strives to deliver services to all residents in an equitable and accessible fashion, attract and retain a diverse workforce, and engage with the community in an inclusive and authentic manner. 

    Project information

    • Statement of Work and Deliverables
    • Project Background
    • Milestones and Upcoming Events
    Statement of Work and Deliverables

    In Phase II and beyond, the City will:

    • Establish a DEI Executive Subcommittee
    • Hire a DEI Manager
    • Adopt a Diversity, Equity, and Inclusion Statement (completed, included in DEI Resolution and Statement)
    • Support community engagement, staff development and DEI workforce development
    • Develop, recruit, hire and retain a DEI workforce
    • Engage in DEI Strategic Planning and Organizational Development
    • Submit quarterly reports on DEI progress (through Phase II)

    View the full list of deliverables:

    Project Background

    In summer 2021, Dr. James Mason and the Organizational Cultural Competence Assessment and Training (OCCAT) team concluded a diversity, equity, and inclusion consulting project to help the City of Gresham lay a foundation for the creation of a long-term DEI program.

    Building off of the Phase I recommendations, in Phase II and beyond, the City will design and implement a comprehensive DEI program with specific actions and goals.

    Milestones and Upcoming Events
    • In December 2020, the City implemented a contract with Organizational Cultural Competence Assessment and Training (OCCAT) to begin Phase I of its DEI program. The contract expired in summer 2021. View the statement of work and deliverables in the OCCAT contract.
    • Between March and June, Dr. James Mason held a series of workshops with the Gresham City Council. The group discussed rationale for creating and managing a diverse and inclusive workforce and taking equity into account as it relates to service delivery. Watch the June 15 meeting.
    • In August, Dr. Mason submitted a DEI services program report, detailing ways in which a comprehensive DEI program could improve the City's ability to achieve more equitable and inclusive outcomes, and a proposed Phase II work plan.
    • In September, the City began the process to hire a DEI Manager, and began conducting widespread recruitment activities to attract candidates.
    • In fall 2021 and winter 2022, City leadership will engage in DEI training, with staff training to follow.
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