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Q&A
Rates of completed equity and inclusion trainings by city employees
0:24:49
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141 sec
Council Member de la Rosa inquires about the rates of completed equity and inclusion trainings by city employees, noting a decrease in the current fiscal year. DCAS representatives explain their strategies to ensure high completion rates and meet mandatory compliance.
- DCAS implements proactive measures to encourage agencies to meet 100% compliance for mandated trainings.
- Strategies include regular meetings with EEO officers, various training delivery methods, and agency strategy plans.
- The current training cycle for sexual harassment prevention ends in August, and DCAS anticipates an increase in completion numbers by then.
Carmen de la Rosa
0:24:49
In the preliminary 2025 mayor's management report, we see that in f y twenty four, the number of trainings complete completed by city employees in equity and inclusion far surpassed the targeted rate.
0:25:01
However, we know that the number of trainings completed by city employees in equity and inclusion during the first four months of twenty twenty five's '20 '20 five's fiscal year is around half that number of trainings completed in the first four months of 2024 fiscal year.
0:25:18
Does this rate give rise to any concern for you and do you anticipate seeing similar rates of completed trainings in equity and inclusion by this by the time this fiscal year comes to a close?
Silvia Montalban
0:25:29
So we take very proactive measures to galvanize agencies to meet the mandatory compliance of 100% especially with the trainings that are mandated by legislation.
0:25:40
And we meet regularly.
0:25:43
This is reinforced by the citywide equity and inclusion meeting with its constituents, the EEO officers of every agency, and of course the Human Capital Division reinforcing many principles with the agency personnel officers.
0:25:57
So what we do is we for many years have given strategies on how they can reach populations within decentralized workforce units that many agencies have to meet the challenges of training them, doing webcast types of trainings, doing instructor trainings, doing computer based trainings and allocating spaces for them.
0:26:18
We have instituted train to trainer models so that individuals within those agencies can also be able to facilitate and issue trainings themselves to reach individuals.
0:26:27
So we consistently develop these strategies, communicate and disseminate them and reinforce them.
0:26:34
We've asked agencies to submit strategy plans as well every year so that they can also be galvanized and incentivized to meet the certain goals and standards.
0:26:46
There's no reason why they can't implement deadlines within their own agency that don't abut with the end of the training cycle as well.
0:26:53
So, there's myriad of strategies that we've implemented.
Katrina Porter
0:26:57
And I would just add that we're the MMR is a snapshot in time and currently we're within the cycle seven for sexual harassment prevention training.
Sharon Brown
0:27:07
Great.
Katrina Porter
0:27:07
Which ends in August, so we do anticipate that number will increase.