Dubuque Area Labor Management Council Contracted Services Agreement FY20 Copyrighted
June 17, 2019
City of Dubuque Consent Items # 24.
ITEM TITLE: Dubuque Area Labor Management Council Contracted
Services Agreement for Fiscal Year 2020.
SUMMARY: City Manager recommending execution of the Contracted
Services Agreement with the Dubuque Area Labor-
Management Council for Fiscal Year 2020.
SUGGESTED DISPOSITION: Suggested Disposition: Receiveand File;Approve
ATTACHMENTS:
Description Type
MVM Memo City Manager Memo
Staff Memo Staff Memo
FY20 DAMLC Contracted ServiceAgreement Supporting Documentation
Dubuque
THE CITY OF �
DT T� � All-AmericaCity
� � � II � r
Masterpiece on the Mississippi
200)•21tt2.2013•:Ol]
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Contracted Services Agreement — Dubuque Area Labor Management
Council
DATE: June 11, 2019
During the Fiscal Year 2020 budget process, the Mayor and City Council provided
$30,000 for a Contracted Services Agreement with the Dubuque Area Labor-
Management Council. Dubuque Area Labor Management Council furthers the City of
Dubuque Goal of Robust Local Economy: Diverse Businesses and Jobs with Economic
Prosperity.
Director of Finance and Budget Jennifer Larson is recommending execution of the
attached agreement with the Dubuque Area Labor-Management Council to provide
funding for improvement and expansion of labor-management cooperation in the public
and private sector in the Dubuque area.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
��Jt/'"�"'� �k"�/���:�0�.�
Michael C. Van Milligen
MCVM/jml
Attachment
cc: Kelly Cooper, Executive Director, Dubuque Area Labor Management Council
Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Teri Goodmann, Assistant City Manager
Jill Connors, Economic Development Director
Jennifer Larson, Director of Finance and Budget
Dubuque
THE CITY OF �
DT T� � All-AmericaCity
� � � II � r
Masterpiece on the Mississippi
200)•21tt2.2013•:Ol]
TO: Michael C. Van Milligen, City Manager
FROM: Jennifer Larson, Director of Finance and Budget
SUBJECT: Contracted Services Agreement — Dubuque Area Labor- Management
Council
DATE: June 11, 2019
Attached for City Council approval is the Contracted Services Agreement with the
Dubuque Area Labor-Management Council for the City's financial support for Fiscal
Year 2020. Dubuque Area Labor Management Council furthers the City of Dubuque
Goal of Robust Local Economy: Diverse Businesses and Jobs with Economic
Prosperity.
The adopted Fiscal Year 2020 operating budget provides a payment of $30,000 to the
Dubuque Area Labor-Management Council to provide services related to the
maintenance and expansion of a cooperative labor-management resource center, the
maintenance of a speakers bureau, publication of a bimonthly newsletter, expansion of
educational incentives and outreach, expansion of existing membership, and facilitation
of a cooperative effort between labor and management in the City of Dubuque.
The reporting requirements are as follows:
1. Progress reports will be submitted quarterly.
2. Quarterly reports will be submitted using a form on the City's website.
3. Quarterly reports will include equity and inclusion reporting.
4. Audit reports are due within 60 days of audit completion.
It is my recommendation that the City Council approves the attached contracted
services agreement with the Dubuque Area Labor-Management Council and authorizes
the Mayor to execute the contract on behalf of the City.
Attachment
JML
AGREEMENT
BETWEEN
CITY OF DUBUQUE
AND
DUBUQUE AREA LABOR MANAGEMENT COUNCIL
THIS AGREEMENT, dated for reference purposes the 1 st day of July 2019, is made and
entered into by and between the City of Dubuque, lowa (City) and the Dubuque Area Labor-
Management Council (Agency).
WHEREAS, Agency represents itself as technically and professionally qualified to provide a
forum to improve and expand labor-management cooperation in the public and private sector
within the Dubuque area; and
WHEREAS, City has deemed it to be in the public interest to provide financial assistance to
be used to cover general operating expenses of Agency's program.
NOW THEREFORE, the parties hereto agree as follows:
1 . Scope of Service
Agency shall provide within the City of Dubuque the following services:
a) further the City of Dubuque Goal of Robust Local Economy: Diverse Businesses
and Jobs with Economic Prosperity;
b) the maintenance and expansion of a cooperative labor-management resource
center;
c) the maintenance of a speakers bureau;
d) the publication of a bimonthly newsletter;
e) the expansion of educational incentives and outreach;
� the expansion of existing membership;
g) the facilitation of a cooperative effort between labor and management in the city of
Dubuque;
h) comply with City Council goals and priorities set forth in Exhibit A; and
i) support the City's efforts to be a viable, livable, and equitable community, and to
advance equity and inclusion.
2. City Responsibilities
City designates the Economic Development Director to act as its representative with
respect to the work to be performed under this Agreement, and such person shall have
authority to transmit instructions, receive information, interpret and define City's policies
and provide decisions in a timely manner pertinent to the work covered by this Agreement
until Agency has been advised in writing by City that such authority has been revoked.
City will provide opportunities to demonstrate this support by inviting the Executive Director
of the Agency and any employees working on services covered by this agreement to
1
participate in the following professional development opportunities and supporting
activities:
1) The opportunity to be active and engaged participants in Inclusive Dubuque peer
learning opportunities and strategic efforts;
2) The opportunity to attend intercultural and equity workshops offered by the City,
including workshops that focus on developing an intercultural team with a strategic
plan for advancing equity and inclusion within the Agency and through the Agency's
work;
3) Assistance in creating semi-annual status reports that demonstrate the ways in
which the Agency's efforts are advancing equity and inclusion; and
4) Access to the City's equity toolkit.
3. Time of Performance
The term of this Agreement shall be from July 1 , 2019 through June 30, 2020.
4. Compensation
City shall pay Agency $30,000 as compensation for the services provided by Agency,
which payment shall constitute full and complete compensation for such services.
The compensation shall be paid by City to Agency within ten (10) days after receipt by City
of a requisition of such sum from Agency.
5. Audit and Evaluation
Inasmuch as the funds to be provided to Agency by City are public funds, the Agency
agrees that it will maintain books of account in accordance with Generally Accepted
Accounting Standards togetherwith necessary documentation to support all expenditures.
The records of Agency, including payroll accounts and other records of disbursements and
receipts, and other records relating to the performance of the activities herein specified,
shall be made available for inspection by City or any Certified Public Accountant acting on
its behalf, in order to ascertain performance of Agency under this Agreement. Agency
agrees to retain such records for not less than three (3) years.
6. Reportinq and Monitorinq
Agency shall comply with the City of Dubuque's Reporting and Monitoring
requirements by using the following link to submit quarterly online reports
detailing Agency activities related to the use of City funds provided to Agency:
https://www.citvofd u b uq u e.orq/FormCe nte r/C itv-Fo rm-Tem pl ates-22/Co ntract-
and-Grant-Reportinq-195
The online quarterly reports shall be due on October 15�'', January 15�'', April 15�n
and July 15�''. Such reports shall include a performance report on the program(s)
supported by City funds and a financial report on the use of City funds.
If Agency has an annual audit performed, Agency shall provide City a copy of the
2
annual audit report within 60 days of audit completion. The Audit shall be submitted
as either an electronic or paper document to the Economic Development Director.
7. Discrimination
In carrying the services under this Agreement, Agency shall not discriminate against any
employee or applicant for employment because of race, creed, color, sex, age, national
origin, religion, sexual orientation, gender identity, or disability. Agency shall take
affirmative action to ensure that applicants for employment are employed and that
employees are treated during employment without regard to their race, creed, color, sex,
age, national origin, religion, sexual orientation, gender identity, or disability. Such action
shall include but not be limited to the following: employment, upgrading, demotion or
transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other
forms of compensation; and selection for training, including apprenticeship.
Agency agrees and will undertake whatever affirmative measures are necessary so that no
person shall be excluded from participation in, be denied the benefits of, or be subjected to
discrimination under any program or activities funded in whole or in part with any of the
funds made available to Agency underthe terms of this Agreement because of race, creed,
color, religion, national origin, sex, age, degree of handicap, sexual orientation, gender
identity, or disability.
8. Termination of Aqreement
If, through any cause, Agency shall fail to fulfill in a timely and proper manner its
obligations under this Agreement, or if the Agency shall violate any of the covenants,
agreements or stipulations of this Agreement, City shall thereupon have the right to
terminate this Agreement by giving written notice to Corporation of such and specifying the
effective date thereof not less than thirty days before the effective date of such termination.
If Agency shall fail to cure its default to the satisfaction of City in City's sole discretion
within such thirty-day period, this Agreement shall be deemed terminated at the end of
such thirty-day period without further action of either party.
Upon termination of this Agreement, Agency shall return to City all unexpended funds
and/or any funds utilized for purposes other than stated in the Agreement.
9. Assiqnabilitv
Agency shall not assign any interest in this Agreement without the prior written approval of
City.
3
10. Insurance
At the time of execution of this Agreement by Agency, Agency shall provide City copies of
Agency's insurance certificates showing compliance with the insurance requirements of
Insurance Schedule D, included as Attachment B.
WITNESS:
.00f
evin Firnstahl, City Clerk
DUBUQUE AREA LABOR-
MANAGEMENT C UNCIL
Kell
4
cutive Director
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lowa entl all insuren z�a0�eve e retinp of A or Eetler in t�e cument A.M.BesYz Rating Gvide.
I3 EacM1 cenificete sneli De hmisneE to Ne Finance Depertmem of Me CM of OuDupue.
{. FaiWre b pmviEe wverepe requireE Ey i�iz Insursnce SCM1eEule s�all rot Ee tleemeE a weiver ol
tM1ese reQwremen6 by IM1e Ciry ol Du�uque Feilure to oblain ar meinlain Ue requiretl insurance
sn.n ee oo�s�aeree a me�enai ereau,o�m�:ae•eemem.
5. canvecmrs sFeil require eli zueconsunsn�s ene zue-zuncanzunanis�o oe�ein.na meintun aunnp
tM1e pertormance olwah lnsunnce(or Ne corereBes tlescnEetl in fM1�z Inzurence Sc�etlule antl
sM1911 oEtein[er4fice�es of insurantts hom ell suc�subronsulten6 en0 sub-subcrosuXenL^.
Contrec�ors aB�ee Nel Mey S�ellOe LaDle fort�e tsAure of e su0consuXan�and su0-
suCconzuXenl ro oetsin entl maintein suM cavereges.ine Clc/mey reQuesl a ropy ol sucn
cercsce�es nam me camrecwr.
B All repuirea enaorsenents snell oe attecnetl ro ce2Rcete of insurence
] WM1enever a zpecific ISO lortn�s IisteO.re0���eE t�e wrrenl MiOon o(t�e fo'm murt Oe usetl.a
en eQuivelent form mey be suESRutetl if epproveE Gy Ne Dlredor af Finence entl Butlpet enE r
suqect ro me contrecwr Iaenflyin8 entl listinp in wrrtinp ell Eevietions entl exGusions kom Ne
i50 brm.
8 CanVectors s�ell be reyuireC to carry Ne minimvm coveraBe.9imi6.or Breater B reqvireC py law
or otner�eBo�e8reenent�m Exnip�L ❑Pe wntmctors�imits of�iabi�Ry ere�ipher tnen tne
requireO minimum lim6s t�en I�e provi0er's limi6 snell Oe IM1is aB�eemenfs requircd timks.
0. ConVector s�ell be responslEk IortleEuclibles antl seM-insuretl retention.
Pepe 1 oi 4 $cM1Muk J Pmfersionel Semces Mey 2019
9
�-.ir;nce ?ec�. •=r- r�i Pi��
INSLIRANCE SCHEDULE J {continued]
Exhi6itl
AF CDMMERCIAL GEHERRL LIRBILITV
General Aggregate Limit y2.C7�C�CC
Produc�-Comple[ed Opera:ions Aggregetz Liri- y'.C7�C�CC
Personal andAdvertising Injury Limit y'.C7�C�CC
Each Owurrerce $'.C7d C�CC
Fire Damage L md[anyone occunence] �5�C�CC
69edical PayrrenG 55 C�CC
1] Corerege shall 6e w•itten on an occurrence, no-cls m=_ mece,form The a=_neral
lie6ili[y corerege shall 6e wri[ten i n ac�rd wi[h ISC fa-m�G CC�' cr huair ess�
owners form 6P 00 d2. All devislions Iromfhe=_iarderd 15.7 �cmmere s aeneral
lie6ili[y'crm CG��01, or ausiness owners Form BP�O 02,=_hal 6e clearl�
idenf�Ed.
2] Incluce ISO erdorsemenl Fcmi CG 25 04'�esi�3�e[ed =oce[ion(s]Generel
Agpreaeie Limit'orCG 25�75'Cesignated Co�siruckicn P•cjeck is]Generel
Agpreaefe Limi['as appmpnale.
3} Incluce =_ndo-rsemeni indiceting thef�ve•aae is primary and non-�ntrihutary.
i] Incluce P•eserva[iar cf Gorernmentel Im--��ndies Erdo•semen[. i5ample
eik6eh2d}.
5] In�lude addi[iaral insured endorsemer[fa•:
TM12 CIFf LFCIIEJCL2, �Cl�dlll�9II I[S EIECtE"J 9�L� appain[ed a=icials all i�
employees ard vclunteers,sll i[s hcs•da, �cm--�i=_aicna and:cre�thori[ies and
[h�ir6earc memhe•s. �mplayees ard wo un1eE�. JsE IS�farm CG 2�26.
8] Peli��y ahsll inc ude We iver oF Ria�-[c Fcecover iro--�O[Fers endo•seman[.
B� Al1TDM6BILE LIA8ILITY
CemSinec £irglE Limi[ .£-.C7�C�CC
CF WORKER5� COMPEN5ATION S EMPLDYER 5 LIABILITY
5ta[utory BeneS�cc+,�eri�g all employees injurec o� [Fe ic6 6y acciden[ordisessE a�
prescrihed 6y lowa Code Chapter 85
CoveregeA Sta[utory—Sts:e cf lov;s
�c�lErage B Employer L a6ili-y�
EacF R�cident }17�C�CC
EacF Empl��y�eE-Ci=_=_ase $'19�.000
Pcli��y Limd-�isease $5fl�.00�
Policy shall in�l�de Vdai'�=_•cf 3 ight to Recover fmm Others endorsement.
Coverage B limi[s shall oe greater iF required hy the um6rellslexces=_ nau rer.
OR
I.ene ectio-n of Workers'Compensetion orEmplcyers L a5ili-y Ccverage under lowa
�ede sec. 87.22.Comple[ed form must he attech=_d.
—3�_E c ] = �:"E:.I ?J ''cf=_ =_icra �_"�1=?= . _� _.. _
10
�=ityo' 7��uc .ia - rance ? -=_i[sr�iPio'=_as Sei-:i=as
INSLIRANCE SCHEDULE J {continued]
oM IJMBRELLA7EXCESSLIABILITY £".C]�C�CC
LmhrElla:Exces=_ iahiliky �evereae r-�s[he a[leas[fo I��w n�3`��r w Ih�h�undErlyirg
pol cies includec he•eir iGererel LiahilTy,Aufomc5 le,'vfarkers Compensetion].
E) PROFE5510HAL LIA6ILITY y1,0��.00�
Prcvide evicen�e o`co•rerageio•5'years efler �ample[ion of project.
FF CY6ERLIABILITY y',0��.00�
_ yes _no
�cverage for F�.�r o.,�rn��n ao.w lia6ili[y inGuding 6ut no[limited to lost da[a end
res[oration, lose of income and cyher hreech oF inFormation.
Pa�e 3 oi 4 �cheduie J P-cf=_=_=icra Se••ri�e=_ '.fay'c]le
I
11
PRESERVATIOM OF G�VERiJMEMTAL IMMUNI11E5 ENDORSEMEHT
1 �la�v.'a.ver c�Govemme�'sl imm�:ri:v Tne i�s•:re•exp•essl'! egrees aro ste'es'Fa[t�e purcFase
aTthis pal�cy entl [he•nJ�dmg o�[he Ciry o1��huque. lowa �s en:.edrtian�l Insured does naiweiVe �ny
oT Ne delenses of povemmenlal MnmunRy�v�ila6le to fhe Chy of�uLuque,iow��nder Cotle of[owa
S�cEon 6�6.��s i1 is now�xists �nd�s it may 6e amend�d Trom hm� !o tim�
2 C4ims CoV�rae�.The insurirl�.nh�r�p nes lh�l tAH poNcy n}insunnce sh�N cov�r ony thase
cJ�im� not sv6ject Io tM1e defense olqorernment�]immurily uMer the Code o}low�Secbon 670.i�s B
naw�wisss�nd�s R may 6e amEnden}ram eme �n tim� Thos�claims noe suhjecSla Cade n}low�
SecLon 67D.i shall6e covercd by the Ierme�rW canuiuons oT}h��in»rance pofcy.
3 Assert.a�of Govemment�mmurilv The Crty o}Ou6uqu�, low�shap 6e nsponsihY!or assertirp
any dehnse o[pnvem ment�]im�*„�e,+ •�t may do sn al any time and sh�N dn so upon�Me timey wrine�
reqves!oltM1e insurer.
i Non-Den ial af Coverane.7he msurer shall no1 deny carenpe urWer ihis policy arrd llie insunr
sh�p nu!deny�ny oS[he n�hts�nd 6enefi5 aeeruinp tn!ht Cily oS�u6uque.towa unde�Ihis poticy fw
re�sons of povem.menl�l immuncty unless�nd unM�murt of competenl ju m.dicaan h�s rulM in}�yor o}
!he dehnse[s]o}qoyemmentd immunity�sserted 6y the City oT�u6u�ue, law�.
No Other CAsnoe in Policv The�6ave preserva6on o}povemment�l immuni6es shaN no!a}herwise
cJi�np�w�ker tM1e covenqe�v�ih6le under 1he poiicy.
SPE �IIVIEN
(UEPAR71AEqT MAqAGER: FILL IH RLL BLRiJICS AqO CHECN 60%ES]
Peee �o!: �cFe�u'eJP�efe;sicna. 5e^m=es A�a� =�"d
12
ATTACHMENT C
iNc�usiv� dubuque
Connecting People•Strengthening Community
Inclusive Dubu ue
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A local network of community leaders from faith, labor, education and government
organizations dedicated to advancing justice and social equity in our community.
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13
What is Inclusive Dubuque?
. .. , �
. . . -
Inclusive Dubuque is a peer-learning network of partners
committed to creating an informed, equitable and indusive � '
community where all people are respected,valued and � � _ � �
- �- - . . .
engaged.The network is comprised of more than 50
• . � � . . .
organizations across sectors induding faith, government,
nonprofit, business, education and more.To see a complete � � - � � ` " -
listing of organizations,visit www.indusivedbq.org.
;
The Indusive Dubuque network works�ollaboratively to eliminate bias in our
�ommunity.While this goal would be diffi�ult for a single organization or
individual to a�hieve,ea�h network member�an�ontribute to an
effe�tive out�ome by:
• providing data and information to inform decisions
• supporting equity education opportunities
• creating and sharing equifijtools
These goals are a��omplished by supporting partner-led se�tor grou�s and peer-learnin�opportunities.
Sector Groups
Community and network members lead these groups to address bias within the seven fo�us areas of the equity profile.
Se�tor groups are supported by a data team and guided by the expertise and lived experien�e of their members;data to
learn and tra�k their progress;and the use of a ra�ial/so�ial equity lens to help guide de�ision-making.
Peer-Learning
Indusive Dubuque offers peer-learning opportunities—induding edu�ation,training and resour�es—to network partners
to improve personal and organizational understanding of all types of bias and promote ra�ial and so�ial equity.
Earty Warning Community Mobilization CVB integrates
' Business leaders and Planning @ cultural competency My Brother's Keeper
� identifyopportunity Cham6er�iversitySummit intotrainingmodules initiativeforms
.'
. . �
•
Gathering of Implementation Cityjoins Government Race and Equity
Partners IncWsive�u6uque Alliance on Race 5 Equity Training through
• Launched (6ARE) 6ARE
�C � �
14
I'm a Dubuquer Campaign
�
Winner of a 2017-18 Dubuque Silver ADDY Award and a 2018 '
Dubuque 365 Community Impact Award,the "I'm a Dubuquer" . - -. .. -
campaign was part of a local partnership between the Network and " '"
•. . - .
the Telegraph Herald to redefine a term deeply embedded in the . , . �
Dubuque community from something used to draw a line between - • �� ��� � - �- -
insiders and outsiders into one that welcomes all who call ' '�
Dubuque home.
Learn more about the campaign at www.imadubuquer.com.
Best Practices
Last year,the Network launched"Best Practices in Diversity, Equity
and Inclusion,"a nine-month, peer-learning work-shop series.
Organized by the network's Peer-Learning Council(PLC),the series
gives participants the opportunity to learn about and engage in best
practices for diversity,equity and indusion.Sessions took place on a
monthly basis and cover such topics as leading organizations
through change, meeting organizational goals, communication,and
recruitment strategies.The series will wrap up in June with
presentations by participants demonstrating how they will apply the
skills they have learned to support their organizations'equity and
indusion goals.
Sector groups leam
Community Equity ��Y�NICC expands minority outreach Results-Based Restorative Strategies 1une:I'm a Du6uquer
ProfiLe 6egins Aug:GDDC Implements Entrepreneur Strategy Accounta6ility peer-learning session Oct:Best Practices 6egins
i � i �
i . i i :
Network workshop Sept:Cham6er launches Minority Business Council Develop Racial Best Practices
with author Oct:Community Equity Profile complete Equity Toolkit (continued)
MadeleineTaylor Nw:SectorgroupsformaroundEquityProfilepriorities
�
15
The Network at Work
Network and community members have joined � • - � •• ,• � • •�� -
partner-led working groups to address new _ _ _ � � � � �
challenges and bring the racial/social equity lens to � -� • - �
existing programs and efforts in education, arts and � ' -�
culture and our neighborhoods.These groups work � �
. �-�.°:
to identify priorities, measurable indicators and r -
partners and programs that can be engaged to
affect change. `'-�-� � .
Se�tor groups are utilizing a pro�ess�alled Results-Based A��ountability in an effort to better understand how we�an tra�k
our progress.Sin�e De�ember 2015,more than 90 people have joined se�tor groups and that number�ontinues to grow as
members identify voi�es missing from the�onversation.
In addition to parti�ipating in se�tor groups and Best Pra�ti�es,network partners are already taking steps in their own
organization.These network-owned a�tions help�ontribute to�reating an equitable and indusive�ommunity where all
people feel respe�ted,valued and engaged.Here are just a few of the ways our"network is at work":
• Economic Wellbeing:Northeast lowa Community • Higher Education:Loras College has implemented
College and Greater Dubuque Development Corporation �ultural�ompeten�y training as part of the Honors
have implemented an outrea�h strategy to engage Student Program�urri�ulum.
minority�ommunity members in Opportunity Dubuque.
• Government:The City of Dubuque has joined the
• Business:The Dubuque Chamber of Commer�e has Government Allian�e on Ra�e and Equity and is
�reated a Minority Business Coun�il with a mission to implementing a ra�ial equity toolkit.
guide minority and under-represented business owners
toward lo�al resour�es. • Health:Mer�y Medi�al Center,Cres�ent Community
Health Center,University of Dubuque,Dubuque's
• Education:The Dubuque Community S�hool Distri�t is Human Rights Department,and others are in�reasing
disaggregating data regarding Grade-Level Reading, health�are a��ess for the Marshallese population
attendan�e and graduation rates to help improve out- through a�ommunity health program that helps remove
�omes for all students. barriers to�are.
TO LEARN MOREAND FIND OUT HOW YOU CAN GET INVOLVED,VISIT WWW.INCLUSIVEDBO.ORG
r��Lusi��: dubuque
Connecting People•Strengthening Community
Inclusive Dubuque is facilitated by the Community Foundation of Greater Dubuque.
16
mrcrn'nr� . . ..
DuB ��� UE �'
Mn.ler��i��crc�i Rir ivtidti,dippi
The City of Dubuque's team of Intercultural Facilitators offers two learning and
development workshops for City employees and partner organizations:
• A 10.5 hour foundations workshop that is designed for individual development
and focuses on raising awareness, fostering improved understanding, and
providing tools that can be used to build individual skill at navigating differences.
• A 32 hour application workshop that is designed for teams who are interested in
developing a plan for advancing equity and inclusion goals within their team or
organization.
Both workshops are grounded in an intercultural approach that is evidence informed
and developmental. It is important to understand what our training is and is not:
• First, the intercultural approach acknowledges race and racial issues but does
not limit its focus to these issues. Rather, the focus is on culture as a broad
concept that encompasses all people, and on the various aspects of cultural and
social identities that may make a difference when we are interacting with one
another.
• Second, the goal is not to change beliefs or belief systems. The goal is to build
skills so that people are effective interacting across cultural differences.
• Third, the focus is on a broad set of skills that can be applied across cultures to
improve communication and understanding. The training does not focus on
culture specific details and information.
• Fourth, although training employees can be a very productive tool, depending
solely on training to foster acceptance and the skills needed to make sustainable
change is severely limited. There must be sustainable efforts to support staff in
applying newly acquired skills. We don't expect to be competent in a sport after a
few practice sessions, similarly we cannot expect to be competent working with
cultures other than our own after a few workshops.
• Finally, there is a recognition that any skills learned must be applied in context,
and that training is only one piece of a larger approach that includes assigning
resources and developing a long-term strategy to identify barriers affecting
certain groups and to create an inclusive and equitable work environment.
10.5 Hour Workshop: Intercultural Competence and Equity
Objectives of the workshop are to:
• Establish a common language and understanding regarding an intercultural
approach to equity and inclusion
• Reinforce the importance of continuing to develop the skills needed to work and
live in a culturally diverse community
17
ri�in crry rer
= ,�:
DU�B`j..�
h9irltr��iece'e��Rir AQiegi<,:j����f � -
• Understand how we process diversity related information to form perceptions
about ourselves and others
• Examine some of the foundations of culture
• Examine personal identity and its relationship to culture
• Examine how language, non-verbal communication, and values can interfere with
communication
• Begin to unpack inclusion and equity issues in individual organizations using an
intercultural approach
• Understand employee roles in contributing towards an inclusive organizational
culture
32-Hour Developing Equity Frameworks through Intercultural Methods
This workshop is best suited for those working on teams seeking to advance equity and
inclusion. Participants will use an intercultural framework to collectively explore
individual, institutional, and systemic opportunities. The program includes opportunities
for participants to practice using the tools they have received, working together to
identify dilemmas facing their organizations, to develop strategies for addressing issues,
and to create action items.
Objectives for the four-day program are to:
• Understand fundamental concepts related to an intercultural approach to
inclusion and equity using individual, institutional, and structural levels
• Learn tools and skills that can be applied to influence organizational change
• Recognize inclusion and equity issues to advance action plans to stabilize equity
and inclusion in the organization
• Identify equity needs of your community through your organization's lens and set
goals to influence a positive impact in the community
• Identify inclusion and equity issues and begin to develop an action plan to
advance equity and inclusion in participant organizations or groups
• Create an all-encompassing environment based on trust for:
o Effective team building
o Healthy workforce culture
o Active strategic planning
18