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File #: 202102299    Version: 1
Type: Motion Status: Filed/Sunset
File created: 6/15/2021 In control: Equity, Inclusion, Youth, & The Arts Committee
On agenda: 9/28/2021 Final action: 9/28/2021
ORD/RES# date: ORD/RES#:
Title: MOTION, dated 6/15/2021, submitted by Councilmember Kearney, WE MOVE for City Council to establish a Division of Gender Equity in the Office of Human Relations (OHR), which will not immediately require additional staff or funding. The Division will implement recommendations complied by the City of Cincinnati Gender Equality Task Force based on the Gender Study of City of Cincinnati Government Final Report for Phase One (2017-2018) and Two (2018-2019), executed by the University of Cincinnati Gender Equity Research Team and submitted to City of Cincinnati Gender Equality Task Force on January 24, 2020, pursuant to Ordinances 0091-2017 and 0092-2017. The Division's work can include but will not be limited to implementing policies that are centered on career advancement for women and people of color; increasing implicit bias and cultural competency training for all city employees; conducting assessments of employees' gender and racial biases in the Police and Fire departments; and improvi...
Sponsors: Jan-Michele Kearney
Attachments: 1. Motion 202102299

title

MOTION, dated 6/15/2021, submitted by Councilmember Kearney, WE MOVE for City Council to establish a Division of Gender Equity in the Office of Human Relations (OHR), which will not immediately require additional staff or funding. The Division will implement recommendations complied by the City of Cincinnati Gender Equality Task Force based on the Gender Study of City of Cincinnati Government Final Report for Phase One (2017-2018) and Two (2018-2019), executed by the University of Cincinnati Gender Equity Research Team and submitted to City of Cincinnati Gender Equality Task Force on January 24, 2020, pursuant to Ordinances 0091-2017 and 0092-2017. The Division’s work can include but will not be limited to implementing policies that are centered on career advancement for women and people of color; increasing implicit bias and cultural competency training for all city employees; conducting assessments of employees’ gender and racial biases in the Police and Fire departments; and improving ways to report discrimination or harassment city-wide. (STATEMENT ATTACHED).