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1
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- Chief I. David Daniels
- Chief Mary Beth Michos
- Executive Director Larry Sagen
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2
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3
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4
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5
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- Defined as “the fact or quality of being diverse; difference; a point or
respect in which things differ.”
- In the workplace refers to the extent to which the workforce is composed
of individuals who are discernibly different.
- Discernable differences are typically those that can be seen or heard.
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6
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- Inclusion means “the act of including or the state of being included.”
- Important to understand because it is possible to be diverse but not
inclusive when individuals who are not considered to be part of the
dominant group are not included or given opportunities in a fair and
consistent manner
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7
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- Diversity is important to the success of the organization.
- The community is changing, and the organization should follow suite.
- An organization reflective of the community will be better able to serve
the community that it represents.
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8
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9
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10
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11
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12
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13
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14
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15
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- Board of Directors
- Roxanne Bercik
- Johnny Brewington
- Rosemary Cloud
- Ed Davis
- David Daniels
- Tony Pini
- Ron Siarnicki
- Larry Sagen (Exec Dir)
- Advisory Board
- Kelvin Cochran
- Becky Denlinger
- Mike Eddy
- Mary Beth Michos
- Larry Garcia
- Debra Amesqua
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16
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17
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18
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19
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20
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21
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- We will give you data to support your:
- Risk management for firefighters and first responders
- Life loss and injury for high risk populations
- Executive strategic planning
- Multicultural community outreach
- Risk management human relations issues
- Multicultural training programs
- Strategies for recruiting qualified, inclusive, competent workforce
- Targeted prevention and public education campaigns
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22
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23
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- Market Research
- Who are current women and men of color? (Why I chose Fire/EMS)
- Who is the next generation? (Next Gen Study)
- What skills/attitudes are and will be required?
- Where do we find young people with them?
- What are the messages?
- Who are the influencers?
- What are the mediums?
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24
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25
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26
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27
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28
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29
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- County Government
- - Recruiting bonus
- - Spanish Language stipend
- - Signing bonus and retention bonus
- Department – Cultural Audit
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30
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31
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- Partnerships
- Phoenix Fire Dept.
- PWC schools
- HOLA
- Todos Supermarket
- Safety
- Firefighters
- EMTs
- Citizens
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32
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33
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- Previewing begins with a recruitment campaign.
- Previewing existing members for potential assignment to a position or
for promotion should occur in a systemic fashion rather than on a
case-by-case basis.
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34
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- Candidate selection processes, should match candidates for a particular
position with the position itself, based on the duties and
responsibilities of the position.
- Should be based on one critical factor alone: how closely the candidate
meets the requirements of the job.
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35
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- Training to meet the requirements in job descriptions must be available
to those who live in the community served by the department.
- Training programs for incumbents must be designed to ensure that members
are capable of meeting the full range of their duties, rather than just
basic training.
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36
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- “High profile” assignments, often lack diversity because of preconceived
notions about the capabilities of those who have not had the opportunity
to work in particular assignments.
- Watch for “dual benefit” assignments that provide both experience and
credit towards promotion.
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37
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- Safety is also important in non-emergency situations, especially those
that can create stress socially and psychologically.
- Fire chiefs cannot under any circumstances be party to or supportive of
overt discrimination, hazing, harassment, or mistreatment of any member
of the organization.
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38
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39
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40
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41
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42
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43
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44
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45
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Notes
