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Page 2 of 3 to report progress. 2. Create and implement a comprehensive DEI training plan with participation from all staff members. This priority focuses on developing and promoting DEIB resources and toolkits, including accountability measures such as performance management to enhance the City’s culture of DEIB. 3. Strengthen talent recruitment, selection, development, and retention. This priority aligns with the City’s focus on becoming the employer of choice for the region, by evaluating and strengthening current practices around hiring and recruitment to attract top talent, maximize retention and support employee growth. 4. Align external-facing work with Pleasanton's DEI mission, core values, and strategic plan. This priority seeks to ensure that the City’s external work and services reflect these DEIB principles, including community engagement and communication. To advance this work staff recommended and the City Council authorized funding for a DEI manager position in the two-year budget; however, the City Manager has held back on funding this position as we continue to evaluate the City's budget. To maintain forward progress on this important initiative, the City has contracted with Dr. Lamont Browne of Triangle Advising Group, to provide DEI consulting services from December 2023 through June 2024. Dr. Browne will provide expert guidance, support, and leadership, including creating and leading a City DEIB Taskforce and DEIB Council to implement the DEI Action Plan. Building the framework to embed DEIB best practices in the City organization is an essential step toward continuously improving the organization’s ability to deliver quality services to the public by hiring and retaining top talent. EQUITY AND SUSTAINABILITY This program is aligned with the City’s equity goals and the City Council priority to develop a City DEI Strategic Plan, the implementation of which will advance a culture of equity and inclusion in the organization. OUTREACH To develop the DEI Action Plan, staff and the consultant engaged with City staff in multiple formats, including a staff survey, focus groups, and input and collaboration with a working group of 21 staff members over a series of workshops to outline the strategic priorities. STRATEGIC PLAN ALIGNMENT This work directly advances several ONE Pleasanton Citywide strategic goals under Optimizing Our Organization, specifically: Strategy 1: Implement the City’s diversity, equity, and inclusion action plan within the City organization; and Strategy 5. Develop employee recruitment strategies to position Pleasanton as the employer of choice for the region. FISCAL IMPACT There is no fiscal impact associated with receiving this update and presentation. Expenditures needed to implement specific strategies in the action plan will be allocated from department budgets. Page 199 of 201