# data[].attributes.body
Everyone in our service district has excellent stormwater (including flooding!) and wastewater services, and nearby ecologically-uplifted areas, regardless of income, renter/owner, race, etc.

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Workforce includes diverse employees throughout the organization. CWS is an inclusive organization. CWS contributes to the increase in generational wealth in underrepresented communities.

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Full participation and shared power with diverse racial, cultural and economic groups in determining its mission, structure, constituency, policies and practices.

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CWS projects across the district include engagement with all the communities impacted, with particular effort toward reaching traditionally underrepresented communities.

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Being in a group of CWS employees FEELS different than it does now. More room for people of all races/genders/abilities/etc. to contribute, grow, lead, etc.

# data[].attributes.body
The organization takes tangible action in the community to combat oppression and engages the community in the process.

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Leadership - from executive on down - represents (in percentages) the diversity of employees it has, and the diversity of employees at CWS represents the diversity of community members it serves.

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Normalizing discussions of power and identity

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Normalizing discussions of power and identity

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When someone calls attention to structural inequity, microagression, etc., there's an understanding that the sky is not going to fall if we discuss it. It's like detecting something in a water sample -- we're gonna figure out how it got there and how to get rid of it.

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Employees and the community seek to connect to the broader organization and express/share their identities and how that impacts the work CWS does.

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Conduct business and adopt polices that are inclusive and welcoming to all

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- space made available for conversations and learning
- has gotten staff thinking and talking about how we can be a more inclusive group

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1. I think recruitment policies make it difficult to hire outside of our usual talent pool - can be a barrier to hiring from underserved or disadvantaged communities

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Practice of defaulting to the same group of people for opportunities because 'they've been doing this for years' does not consider everyone who may be eligible, making other staff feel excluded on opportunities that they may be interested in.

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Many employees feel they can't bring their whole selves to work.

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Activate recommendations from market research report. 

# data[].attributes.subject
Activate recommendations from market research report. 

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Review and prepare to take action on content starting on p. 35 of this doc: https://cleanwaterservices.sharepoint.com/teams/IntertwineInter-GovernmentalCohort2022/Shared%20Documents/Forms/AllItems.aspx?id=%2Fteams%2FIntertwineInter%2DGovernmentalCohort2022%2FShared%20Documents%2FGeneral%2FWash%2E%20Co%2E%20Urban%20Market%20Research%20Findings%20Report%5FTSWCD%5FCWS%5FCELs%5FSOC%5F10%2D4%2D2020%2Epdf&parent=%2Fteams%2FIntertwineInter%2DGovernmentalCohort2022%2FShared%20Documents%2FGeneral

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Co-create programs and provide support and information based on community needs/requests (as noted in the urban market doc)

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Open and accessible to all staff.

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^^^is "community connection" a challenge or an initiative?

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^^^is "community connection" a challenge or an initiative?

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There are departments in our organization that own internal and external DEIJ engagement strategy. We should consider working *with* these departments rather than working along a tangential plane.

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There are departments in our organization that own internal and external DEIJ engagement strategy. We should consider working *with* these departments rather than working along a tangential plane.

# data[].attributes.headline
Work with Washington County Office of Equity, Inclusion and Community Engagement to better understand their programs and resources to inspire future actions of CWS

# data[].attributes.subject
Work with Washington County Office of Equity, Inclusion and Community Engagement to better understand their programs and resources to inspire future actions of CWS

# data[].attributes.body
Create a dynamic list of area partners that currently serve historically underrepresented/ underserved/ excluded communities that includes a list of internal connections and mutual partner connections so that we can enhance those connections and find ways to better serve and be shaped by the broader communities we serve.

# data[].attributes.headline
Explore Washington County culturally specific resources

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Explore Washington County culturally specific resources

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Build out directory of organizations/people to reach out to for support
Connect with office of equity, inclusion and community engagement
Include info on how to address people/groups (preferred names)

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Video Series on Intersectional Identities of CWS Employees

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Video Series on Intersectional Identities of CWS Employees

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Similar to panel groups but more individual
Emphasize strength in diversity of employees, who we are beyond our job titles
Help create community

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Create a "Clean on Screen" style video series with employees sharing how the intersection of their identities impact their lives and their work. Group could develop the questions, potentially star in some, and guide the process to be able to tell stories often excluded.