This is one of ten outcomes to make measurable progress toward achieving our strategic priorities.
What Does this Outcome Mean?
ODOT has an opportunity to be a workplace of choice that reflects the communities we serve. One that fosters a culture of belonging and a better understanding of Oregonians from diverse backgrounds.
This starts by creating and following policies, processes and procedures that promote the recruitment, hiring and retention of a diverse workforce.
Our Actions: How We’ll Get There
- 2021: Establish metric baseline and define time-bound targets.
- 2021: Implement new hiring practices.
- 2022: Train job interview panels.
- 2024: Strengthen ODOT training and intern programs.
- 2022: Adopt agency-wide engagement survey and data use practices.
How Will We Measure Our Success?
By the end of 2025, ODOT will materially increase the hiring and retention, of minority, women, and people who live with disabilities at all levels of the organization.
Our Progress So Far
ODOT’s Office of Social Equity and the agency Human Resources team are leading our workforce diversity outcome. They’re retooling our internal hiring practices to minimize bias and attract diverse job candidates. Steps taken to improve inclusivity and create more equitable hiring processes include:
- A toolkit consisting of best practices for panel interview, templates for interviews and more to help increase accessibility, transparency, consistency and fairness.
- Panel interview training to support panelist and help panels reduce bias in the interview process.
- Belonging data reviewed and action plans created to help managers to improve employees' sense of belonging at ODOT.