While the conversation around DEI is heightened right now, it is important to note that local government, similar to their private sector counterparts, have always had expectations from both their employees and constituents to deliver needed services in an inclusive and equitable manner. Glassdoor’s December 2020 D&I workplace survey underscores how important D&I is to job seekers and employees.
The Glassdoor survey showed that 3 in 4 employees and job seekers (76%) report that a diverse workforce is important when evaluating companies and job offers. Also, the survey showed that approximately 4 in 5 Black (80%), Hispanic (80%), and LGBTQ (79%) job seekers and employees report that a diverse workforce is an important factor when evaluating companies and job offers.
As the Engaging Local Government Leaders (ELGL) organization stated in an April 2021 article, diversity matters to community members. As author Aline Alves da Costa stated, Community members often need clarification on whether public policies and services can be effectively implemented if there is a “lack of representation of the values and people of the community.”
Why is inclusive local government important?
A workforce of people representing different social, ethnic, and cultural perspectives supports more comprehensive recommendations and policies alongside more inclusive delivery of government services, ensuring that the government is best positioned to navigate difficult and complex issues.
Research has shown that diverse teams provide better solutions and results than homogenous teams. For example, according to International City/County Management Association (ICMA) research, “greater inclusion of women in public sector leadership is positively correlated to economic development results, staff diversity has been shown to have a positive impact on productivity, quality decision making, and financial success.
However, even with this understanding the practicality of day-to-day operational issues, resource and budget constraints, and politics make it difficult for public sector HR leaders to implement DEI programs fully. According to Seramount’s research in 2022, only 26% of local governments admit to having a Diversity, Equity and Inclusion (DEI) plan in place. That said, government leaders still report that workforce DEI is important. As reported in a 2022 article by ICMA, based on a survey of 353 local government and public K-12 human resources managers, 56 percent identify workforce DEI as a high priority.
How technology can help governments achieve DEI goals
This is where technology can help. New generative Artificial Intelligence tools create unique opportunities for government to limit bias and ensure fairness and inclusion across key internal and external processes. For example, new AI tools embedded in HCM can help government ensure that its hiring is based on qualifications and limit nepotism and favoritism by making it easier and quicker for organizations to identify the best talent based on job description criteria as well as to quickly identify and report on differences and data anomalies to ensure that HR practices are legally and policy compliant, particularly for compensation, promotions, training recommendations, and rewards. All of this makes it easier for HR leaders, who are resource constrained, to effectively make sure that their processes are both compliant and inclusive.
Equal Access to Opportunities
In addition, new cloud HCM tools can help HR leaders broaden talent pools and expand their reach to make sure that a greater number and more diverse pool of candidates are aware and can apply for opportunities both internally and externally. And of course, by extending reach to more candidates, HR can increase both candidate quality and likelihood of finding the right match.
Also, Oracle’s modern HCM Cloud helps employers provide internal job marketplace opportunities that ensure that all employees have equitable views of job openings and, through learning management systems, have equitable access to training and learning opportunities.
Culture
As organizations focus on creating inclusive and connected cultures, Human Capital Management systems can aid that process too. With everything from organizing and managing employee volunteer programs, to mentoring programs, to fostering connections through encouraging employees’ personal brands, Oracle’s HCM Cloud is designed to create intuitive new employee experiences to help reinforce the cultural values of belonging and equity.
Decision Making
Technology solutions, particularly products like Oracle Fusion HCM Analytics, can help you gain clarity with a holistic view of your workforce and connect business data that clarifies the impact of your D & I programs.
The latest analytics technology can help you monitor and track progress against key metrics. In addition, salary overviews can spotlight compensation inequities and quickly alert leaders on areas of concern, such as when an employee has not been promoted in over three years despite consistently achieving high performance ratings. Again, this helps HR leaders be proactive in addressing inequities before it becomes an employee relations issue.
In conclusion, while DEI is still an expanding conversation within local government, HR leaders should be assured as they are looking to upgrade their systems that there is additional support for DEI initiatives. From personal experience, I know that operationally and strategically leading HR in the public sector is a difficult balance, but with a committed team and the right technology, public sector HR can meet this challenge and set an example of how to bring about access and opportunity for everyone.