Human Resources

Why do racial disparities drive our community and government apart? How can they be used instead as teachable, community-building moments? Leaders in local government have a unique opportunity to deepen understanding of self and society as well as develop organizational engagement. This interactive and challenging half-day workshop explores how the historical impacts of power, privilege and oppression can affect employee and community engagement, City operations, employee relations and everyday workforce interactions.
 

With raised awareness, we’ll develop new skills and habits for sustainable, effective personal and institutional transformation.

What do you do when a member of the public says something racist, sexist, or classist? How do you react? Does this change when it is a one on one interaction, or in a public meeting? How about when it is a colleague or even a supervisor? The City of Madison has made racial equity and social justice a priority in everything it does, and yet many of us still struggle responding when confronted with comments targeting a particular group. Attend this course for skill building and practice around the following objectives:

• Discuss practices related to framing and community building in addressing a variety of situations.
• Learn what coded language is and how to recognize it.
• Discuss the intersection between race and the perception of the role of government.
• Review tools to use in response to both coded and overt stereotypical comments.
• Plan how to respond to comments in different environments: emails, phone conversations, one on one interactions, and group settings.
• Practice these skills in an authentic way in class.

The City of Madison’s Racial Equity and Social Justice Initiative (RESJI) team is rolling out an updated version of the Equitable Hiring Tool with some great changes based on user feedback that make it clearer, more helpful and easier to use.

You might think you can’t use the Equitable Hiring Tool because there is a hiring freeze. However, it is a great time to use the tool. There isn’t the usual time pressures to use the tool quickly in order to move a hire along. Use this time to identify positions that have never been updated using the tool, are currently vacant or could become vacant in the not-too-distant future. This will allow you to be ready to make a more equitable hire when you are able.

Join us for a review & discussion about operationalizing equitable hiring in your department.

Pre work: Please review the Equitable Hiring Tool 2.0 & get familiar with positions in your department.

All City of Madison employees can play a part in ensuring their department's practices promote equity. This session provides learners with specific tools and practices that they can apply day to day in their operations to ensure they are authentically engaging in strategies and practices that further principles of equity and social justice from hiring to customer interactions. This training is for individuals that hold positions in all levels of the organization, and is particularly suited for those who have taken training from the Racial Equity and Social Justice Initiative, although it is not a mandatory prerequisite. After this training, participants will be able to:

• Identify the characteristics of an equitable organization
• Assess their organization along a continuum of equity
• Learn best strategies to move their organization forward
• Understand how to use formal and informal leadership practices to make impact and change in their organization

Everyone has biases and preferences that help us operate in the world. Implicit bias allows us to cognitively process complex information and assists us in many ways. How does that impact the way in which we see others and interact with people different from ourselves? How can we assure that we are honoring the brilliant complexity of our psychology and challenging where negative implicit biases may be taking root? Most importantly, how do we make change in ourselves and how can we challenge others to change when implicit bias may be stereotypical or negative? The course will cover the following objectives:

• Define implicit bias and the cognitive functions that it stems from.
• Learn skills to identify and impact their own implicit bias.
• Recognize how their implicit biases are formed and shaped.
• Learn basic communication tools for confronting bias.
• Identify where participants have a role in their lives and in their work places to decrease stereotyped bias.

Come and learn about what it means to be an employee of the City of Madison. We will learn more about how each of our work contributes to the overall success of our community. We will also learn more about city policies and procedures, employee programs, and city initiatives. We will also have a chance to get to know our fellow employees. This training is mandatory for new employees.

Harassment in the workplace can be a form of illegal employment discrimination. This workshop is designed to provide employees with a greater understanding of the City's APM 3-5 and the legal and social implications of discrimination in the form of sexual, gender, racial or disability-based harassment in the workplace. Emphasis will be placed on increasing sensitivity to what constitutes a problem and why an immediate, constructive response is important. Discussion will also focus on exploring good management practices and policies requiring the maintenance of an environment that is free of discriminatory harassment.

Please contact the Department of Civil Rights: DCR@cityofmadison.com or call them at 266-4910.

Permanent City employees are required to take this training within 45 days within hire and every three years after that.

Harassment in the workplace can be a form of illegal employment discrimination. This workshop is designed to provide employees with a greater understanding of the City's APM 3-5 and the legal and social implications of discrimination in the form of sexual, gender, racial or disability-based harassment in the workplace. Emphasis will be placed on increasing sensitivity to what constitutes a problem and why an immediate, constructive response is important. The discussion will also focus on exploring good management practices and policies requiring the maintenance of an environment that is free of discriminatory harassment. 
 

Please note:

• Mandatory reporters (lead workers, supervisors, and managers) should not register for this training  
• Register for Mandatory Reporter training at Click Here

Please email Tracy Lomax tlomax@cityofmadison.com with questions or concerns.

 

This workshop is designed for new employees and provides the employee with a greater understanding of the City's APM 3-5 policy. It also outlines the legal & social implications of discrimination.

If you have questions about this training, please contact the Department of Civil Rights: DCR@cityofmadison.com or call them at 266-4910.

In RESJI 1, Participants will engage in a highly interactive program to discuss the need to establish racial equity and social justice as core principles in the City of Madison.

Participants will be provided with foundational information necessary to understand concepts of racial equity and social justice, including implicit and explicit bias, micro-aggressions, different levels of bias, and steps we can all take to make the City of Madison a place where people from all backgrounds can contribute and thrive.

This course lays the groundwork for Racial Equity Social Justice Part 2.

Please contact Donna Collingwood for any additional questions, or to schedule a department specific RESJI training.

You must attend RESJI 1: What are Racial Equity & Social Justice? before attending this session.

Now that participants have a foundation in the key concepts of racial equity and social justice, RESJI 2 provides participants with the tools to integrate these concepts into city operations. In this session, you will take part in a mock Racial Equity tool usage. You will gain skills and confidence in the process of applying Racial Equity Tools to take back to your department.

This course lays the groundwork for Racial Equity Social Justice Part 3.

Please contact Donna Collingwood for any additional questions, or to schedule a department specific RESJI training.

RESJI Part 3: Transformative Leadership & Communication

You must attend RESJI 1: What are Racial Equity and Social Justice?

In RESJI 3, you will learn about anti-racism and grow your understanding of dominant culture. This is an conversational session where you will be able to explore your own experiences and develop strategies for personally and professionally advancing racial equity.

Please contact Donna Collingwood for any additional questions, or to schedule a department specific RESJI training.

Facilitating discussions about Subtle Acts of Exclusion in Madison workspaces.

THIS SERIES WILL BE HELD IN THE SUMMER OF 2021.WEBSITE WILL BE UPDATED AS DATE APPROACHES. Learn about our 2020 series below:

The City of Madison’s Women+ Leadership Series is designed to increase representation of women and other marginalized genders in the highest levels of leadership and close the leadership gender gap at the City of Madison by continuing to create a learning and development space that uniquely challenges and supports women and other marginalized genders.

Why the plus (+) in Women+ Leadership Series?

At the City of Madison, we are working on inclusivity in our trainings. We know that marginalized genders such as transgender and cisgender women, as well as all transgender and non-binary people, are underrepresented in our workforce and in leadership positions. With diverse speakers and topics this year, our series offers concrete leadership development skills that can benefit people of all marginalized genders.

In 2020, we recognize and accept the challenge of COVID-19 and our new normal. The new normal is uncertain yet we have decided to pivot and reimagine W+LS. We ask ourselves what it means to lead with courage and vulnerability in spite of uncertainty. We are ask ourselves what it means to connect and create space virtually. We ask ourselves what it means to consider all marginalized genders, including non-binary people, trans women & men, and those who may be questioning their gender.

2020 Series Goals

The Women+ Leadership Series (WLS) will:

• Deliver learning and professional development that is responsive to the intersection of people’s identities specifically gender, race, class, sexuality, and ability
• Promote well-being and a holistic approach to employee development and acknowledge the impact of COVID-19 on participants specifically those who are caretakers
• Provide practical guidance for participants to navigate their individual leadership development and identify skills needed to advance their careers
• Grow networks across departments and job type by deepening connections among participants, and create a supportive space for participants to share unique challenges in the workplace

Session

Meet Our Conference Presenters

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  Alex Iantaffi, PhD, MS, SEP, CST, LMFT (they/them) is a certified sex therapist, family therapist, Somatic ExperiencingⓇ practitioner, clinical supervisor, author and scholar. They are adjunct faculty at the University of Wisconsin-Stout, chair elect for the Trans and Queer interest network of the American Association for Marriage and Family Therapy, and past Editor-in-Chief for the Journal of Sexual and Relationship Therapy. They have researched, presented and published extensively on gender, disability, sexuality, relationships, and HIV. Alex is a trans masculine, nonbinary, bi queer, disabled, Italian immigrant who lives on Dakota and Anishinaabe territories, currently known as Minneapolis. Alex is the author of various books on gender and hosts the podcast Gender Stories; you can find out more about them at www.alexiantaffi.com or follow them on Twitter @xtaffi.

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  Ananda mirilli (she/her) is a native from Brazil and has a long history of working with communities in the U.S. and abroad. At age 14 she engaged in social justice movement advocating for children with multiple abilities, seniors and youth experiencing poverty and homelessness. After moving to the U.S., ananda became an educator and found her passion facilitating learning spaces for individuals, groups and organizations engaging in transformative work. As a skilled facilitator, ananda has engaged with thousands of youth, women and diverse professionals, building coalition and solidarity.

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  Dr. Dana Stubbs (DC) (she/her) was born with Amniotic Band Syndrome which affected the development of both hands and her right foot. After many surgeries from birth, she was cleared to live a “normal” life at age 12, but the universe had other plans. She continued to experience traumas as a person with a disability, lesbian, and survivor, but later discovered that her traumas were preparing her for a life of healing. Dr. Stubbs went on to earn her Doctor of Chiropractic from Palmer College and is one of two limb-different women practicing chiropractic in the United States. She now proudly owns and operates Stubbs Chiropractic with her wife in Lincoln, Nebraska, providing patients with holistic healthcare options in an open and affirming environment.

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  Emily Blum (she/her) is Executive Director of ADA 25 Advancing Leadership, a network of positive disrupters who are using their power to create equitable communities. She has a passion for helping people and organizations use their voice to create a better, more inclusive Chicago region. A seasoned nonprofit leader, she has more than 20 years’ experience bringing stakeholders together to create and implement effective communications strategies around complex social and political issues.

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  Nakia J. Green (she/her) is the founder of Culture Solutions and Culture Solutions In Action, for-profit and not-for-profit organizations designed to decrease unemployment and underemployment amongst minority and disabled college graduates. She also founded Nakia J Consulting, a consulting firm with specialized capabilities in Leadership Development, Organizational Development, and Diversity, Equity, and Inclusion. Nakia hopes to further the conversation on invisible disabilities in the workplace and its impact on minorities.

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  Gabrielle Claiborne (she/her): Having found the courage to embrace her truth, her transgender identity, Gabrielle is passionate about inspiring others to live their authentic lives. As a keynote and TEDx speaker and co-founder of Transformation Journeys Worldwide, Gabrielle helps organizations create cultures that allow all people to show up as their true selves. She serves on the boards of local and national LGBTQ organizations and her work has been honored by the Small Business Administration, the OUT Georgia Business Alliance, the Atlanta Business Chronicle and featured in Forbes. Gabrielle is the proud grandparent of one new grandbaby, and the parent of three adult children and one Bengal kitty.

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  Yunuen Rhi (they/them), founder of Isuini, is a martial arts philosophy and movement instructor, as well as an anthropologist, artist and healer based in Los Angeles, California. In addition to Bagua, they have served to support eastern, western and native medicine ways of North America. They have worked as a Registered Dental Assistant and have advanced training in humanistic psychology methods such as Logo therapy and Family Constellations. Their applied anthropology work has led them to connect to and serve Native Healing Traditions and Elders in both the US and Mexico.The convergence of their diverse healing techniques have equipped them to be a translator of eastern and indigenous healing systems to the west to help better understand our place within ourHer applied research in anthropology provides a direct relation to Native Healing Traditions and Elders in both the US and society and ecologies.

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  Micah Lê (they/them) is a transgender Vietnamese-American with a passion for science and teambuilding. By synthesizing their experiences in lab management, mediation, and community organizing, Micah has become one of many proponents in a growing movement advocating the use of ethical communication skills to navigate professional relationships. hollistic approach support

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  Quanda Johnson (she/her) is a Fulbright Scholar and a current doctoral student in Interdisciplinary Theatre Studies at UW – Madison. A performer from Broadway to grand opera, she seeks ways to utilize performance to disrupt and consequently alter entrenched, cyclical conversations about Blackness and the African Diaspora. An AUDELCO Award nominee for her portrayal of Marian Anderson, she appeared in Broadway's Tony award winning Ragtime and made her New York City Opera debut in The Mother of Us All with Lauren Flanigan. Her work is dedicated to the memory of the first artist in her life, her mother, Vernetta.

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  ​​​​​​Samuel (they/them) has spent their life finding ways to reconcile the intersecting identities that reside within. Bringing art, coaching, creative strategies, healing practices, and digital wizardry to Sweet Livity’s work, Samuel is helping transform how people do business. Because of Samuel’s intersectional nature, they have been able to create transformational spaces in many areas, including higher education, the nonprofit sector, corporate environments, etc.

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  Tara Wilhelmi (she/her) is the founder and lead Peer Specialist at EOTO, LLC which stands for each one teach one. She believes that often the simplest way to solve a problem is by listening to those who are most impacted by it. She has over a decade of experience in area nonprofit and enjoys acting as a connector and "seed planter" in her community.

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  ​​​​​Nadia (they/them) is intimately familiar with how we allow the human condition to overshadow the human spirit as a survivor of many traumas who navigates the liminal space of multiple oppressed identities. The apparatus for their work spanning over ten years— intent on the advancement of humankind, particularly underserved and marginalized communities— centers authenticity, love, and connection as a throughline. Nadia culls from a range of methodologies, tools, and a Mise-en-scène approach to incubate personal and organizational metamorphosis. Nadia engages in an active and continuous pursuit of self-transformation that grounds wisdom in their body, mind, and quotidian existence. A heartivist-of-center, Nadia uses their innate faculties and motivated-skills to lead with intimate dexterity, and build power to create lasting change.

Virtual Backgrounds

Resources

• Netiquette
• Conference Materials
• 2019 Post Series Report