In response to report of toxic culture, City of Worcester seeks to hire chief diversity officer, among other changes
Photo | Timothy Doyle
Worcester City Hall
In response to an unflattering report about diversity, equity, and inclusion inside the City of Worcester government, the City plans to standardize its hiring practices, hold virtual town halls with employees, remove drug testing requirements for most jobs, and begin the process of replacing its chief diversity officer, whose departure in March led to the recognition of the need for change.
“It’s a start,” City Councilor At Large Khrystian King said. “The city requires a commitment from the administration and from the workforce to move forward and engage in a culture shift. It starts at the top. The City Council needs to be comfortable talking about race and sexism.”
The city hired Quincy-based Letterman White Consulting LLC in 2021 to survey city workers in the human resources department and the health and human services department about their feelings about diversity, equity, and inclusion issues.
The report found a resistance to change, a lack of communication on DEI issues, and a fear of reprisal for challenging the status quo.
“It is difficult for employees to engage in the process without protection,” King said.
In response to the survey, Acting City Manager Eric Batista outlined on the City’s website a series of steps to improve communication, hiring practices, and begin the process for hiring another chief diversity officer.
“We will be reviewing the equity audit in committee. I look forward to seeing the results of the portion of the audit dealing with the police department,” said King, who is the chair of the council’s Municipal and Legislative Operations Committee.
The City hired CNA, a nonprofit security consultant in Virginia, to produce an equity audit of the Worcester Police Department through the firm’s Center for Justice Research and Innovation.
The City’s last chief diversity officer, Stephanie Williams, left in March after about a year on the job. She was the third CDO since the position was created in 2016, and none of the three last longer than two years on the job. In her resignation letter, Williams said city leadership did not take diversity, equity, and inclusion efforts seriously, viewing them as more of an extracurricular activity.
Among the steps outlined by Batista:
- In the fall he plans to hold virtual town halls with city employees so they may communicate their thoughts and ask questions about the results of the audit.
- The City will make a diversity, equity, and inclusion mission part of its strategic plan.
- The City will begin the process for hiring a chief diversity officer and a diversity and inclusion manager.
- The city’s human resources department will standardize and centralize the hiring process for city jobs.
- The City will work with Letterman White throughout the fall and winter to establish a data system to measure the City’s progress in workforce diversification.
- To reduce barriers of entry to city jobs, the requirement for physicals and drug tests will be removed for most city jobs and City Hall employees will no longer need to pay for monthly parking passes.
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