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<br />Another person said that issues are different with various organizations. He spoke of a <br />few people he worked with when he ran the High School Equivalency Program. One <br />participant was told he’d have problems getting hired as a person of color, now works at <br />Monaco Coach and was told it would be difficult there. Another person left the area after <br />attempting to secure a job. When he checked with the employer, he was told the person <br />of color misunderstood the situation. <br /> <br />Another said people use different –isms. <br /> <br />Another said people back each other up and impede the message, and the cycle goes on <br />and on. <br /> <br />Another encouraged the group to brainstorm a list of action items to work on in the <br />future. She said she had written down the following themes during the discussion: <br /> <br />Employee training <br />Enforcement and consequences <br />Negative perception of Eugene <br />Deficit model <br />Accountability <br />4J Diversity plan <br /> <br />Another said the Interagency Equity and Diversity Consortium (IDEC) should be used as <br />a tool. <br /> <br />Another said it’s important for the city to put out positive PR regarding race issues and <br />not just have negative issues portrayed in the media. <br /> <br />Another said we should have a full-time trained PR employee. <br /> <br />Another said people want to see action as well as talk. <br /> <br />Another wants a survey/audit of the organization by an outsider person to identify <br />diversity gaps in training and other areas. <br /> <br />Another person asked if the city has an internal ombudsman. She said this person could <br />provide support to employees of color, and protect privacy. <br /> <br />Another said there is no place employees of color can go for support. There may be one <br />other person of color in a department for support. The city could look at retention, <br />recruitment policies, and a system for support. She said people of color love and know <br />each other but don’t get support from institutions. Recruitment techniques are important. <br /> <br />Another said the city council has a bully pulpit to share info, values, and walk the talk. <br />They can show visible support and lead by example. <br /> <br />Next Steps <br />Communities of Color 23 July 12, 2006 <br />