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I'd like us to think about how we relate to the board from an equity perspective.

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I'd like us to think about how we relate to the board from an equity perspective.

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While we should absolutely think about ways to broaden our consideration of consultants we select, we should recognize that to do so with authenticity we should recognize and value different approaches that consultants may take to advance our work (including approaches that challenge our norms...in a good way)

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I like the idea of uplifting some of the more dynamic themes in the near future, and which we can move a year or two out.

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lots of ideas that are more immediately operational to address "who we support" to live into our new racial equity case statement. There are short term actions/strategies and long-term actions/strategies.

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lots of ideas that are more immediately operational to address "who we support" to live into our new racial equity case statement. There are short term actions/strategies and long-term actions/strategies.

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As part of next steps, deepen clarity on what we want to achieve/ build in each area and what we it will take to get there. 

# data[].attributes.subject
As part of next steps, deepen clarity on what we want to achieve/ build in each area and what we it will take to get there. 

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Workload came up a lot. There are solutions to address workload by streamlining processes that can reduce workload and make our external partners experience of Irvine more pleasant and truly collaborative.

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Workload came up a lot. There are solutions to address workload by streamlining processes that can reduce workload and make our external partners experience of Irvine more pleasant and truly collaborative.

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Work load is a big issue. will more staff lead to more work

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Work load is a big issue. will more staff lead to more work

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Many of these ideas represent topics we've been exploring for years. Which priorities can we commit to implementing?

# data[].attributes.subject
Many of these ideas represent topics we've been exploring for years. Which priorities can we commit to implementing?

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the idea of a staff council has been shared before. could this be something we explore again. 

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the idea of a staff council has been shared before. could this be something we explore again. 

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how we address p-team results as it relates to the rest of the organization - our survey results tend to be lower as a team

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how we address p-team results as it relates to the rest of the organization - our survey results tend to be lower as a team

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Equitable workload struck me - eager for us to hire and hope that provides the right capacity for quality core work + bandwidth for big priorities ahead (return to office, hiring and onboarding, x-team learning) 

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Equitable workload struck me - eager for us to hire and hope that provides the right capacity for quality core work + bandwidth for big priorities ahead (return to office, hiring and onboarding, x-team learning) 

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Progress on transparency and inclusive polices and practices

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Progress on transparency and inclusive polices and practices

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intersectional frameworks (power analysis not alphabet soup) to explore how to operationalize racial equity internally and externally (see differences in POC and gender in how folks experience Irvine's culture around DEI).

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intersectional frameworks (power analysis not alphabet soup) to explore how to operationalize racial equity internally and externally (see differences in POC and gender in how folks experience Irvine's culture around DEI).

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reflecting our commitment to diversity through grantmaking, vendor selection, and Board representation (e.g. diversity of age and professional background)

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reflecting our commitment to diversity through grantmaking, vendor selection, and Board representation (e.g. diversity of age and professional background)

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So, the keen desire to improve our talent management system has been a recurring theme for several years — what it will take to move tangibly here, if at all?

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So, the keen desire to improve our talent management system has been a recurring theme for several years — what it will take to move tangibly here, if at all?

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overall positive change in survey results at team level 

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overall positive change in survey results at team level 

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more transparency on talent management decisions

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more transparency on talent management decisions

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Leadership's commitment to improve and hear input and feedback

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Leadership's commitment to improve and hear input and feedback

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Nuanced, practical ideas about how Irvine can operationlize racial equity.

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Nuanced, practical ideas about how Irvine can operationlize racial equity.

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talent has come up a lot. How open is Irvine to rethinking it

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talent has come up a lot. How open is Irvine to rethinking it

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Would love to hear more about steps PMT, LT, and ET think we can take to incorporate feedback and strengthen practices.

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Would love to hear more about steps PMT, LT, and ET think we can take to incorporate feedback and strengthen practices.

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Multiple ways to engage/provide feedback

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Multiple ways to engage/provide feedback

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more attempts to be transparent and engage folks in decisions

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more attempts to be transparent and engage folks in decisions

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I'm curious what the PMT makes of the survey results, especially that we're consistently lower than the rest of the org

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deep engagement on the DEI big ideas process and tangible ideas/frameworks/solutions to implement.

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deep engagement on the DEI big ideas process and tangible ideas/frameworks/solutions to implement.

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inclusive decision-making processes and processes to promote more transparency around decisionmaking.

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inclusive decision-making processes and processes to promote more transparency around decisionmaking.