Post on 05-Apr-2020
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2018 Race and Social Justice Initiative Report
Office of Labor Standards
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Seattle Office of Labor Standards
OLS staff and supporters during an outreach event on May 1, 2019.
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• Becoming an independent Change Team
• Staff changes
• How to meet individual and office-wide needs
• Staff capacity
2018 RSJI Challenges
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• OLS Change Team
• Charter & workplan
• Committee structure
• All staff retreat discussion → all staff attending People's Institute training in 2019
• All staff participation in Racial Equity Toolkits (RETs)
2018 RSJI Accomplishments
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2018 Racial Equity Toolkits
Enforcement Priorities
OLS WebsiteStrategic
Enforcement
Community, Binder, and Priority Icons made by Freepik from www.flaticon.com; Looking Glass Icon made by Dimitry Miroliubov from www.flaticon.com
Community Outreach and Engagement
Fund
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GOAL:
Expand access to educational materials on
labor standards
OLS Website
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• Community-based organizations & workers
• Business owners
• Professional service providers
Stakeholder Engagement
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Issues & Recommendations
Text heavy → Increase visual elements
Too much legal jargon → Simplify language
LEP challenges → Increase language access
Hard to navigate → Reorganize resources
Need for additional tools → Communicate recent developments
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The Work Continues…
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OLS considered Strategic Enforcement as an office in 2018, with input from national experts, and community and business partners.
Strategic Enforcement
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To create a Strategic Enforcement structure in OLS that is:
• Racially equitable,
• Inclusive, and
• Garners feedback from all OLS personnel.
Goal for OLS Strategic Enforcement Work
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Individual interviews with every person at OLS.
Sample questions:
• How can strategic enforcement efforts help advance racial equity within our office?
• How should we ensure that we consider racial equity when deciding the focus of strategic enforcement efforts?
Stakeholder Engagement
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• Collaborate more, across teams
• Create leadership opportunities
• Systems of accountability to the community
• Learn from past experience
Feedback & Ideas
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• Identifying & selecting
• Accountability to community
• Giving staff time & space to participate
• Who works on what
• Managing & decision making
• Evaluation
Recommendation: Policy & Procedure Guide
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The Work Continues…
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Thank you!