Human Resources

Build awareness on how bias, both explicit and implicit, can impact hiring decisions. Learn how to create an interview process by incorporating job-related behavioral questions with measurable benchmarks to effectively address bias in the interview process and for more objective candidate evaluations.

This course is mandatory for all supervisors and recommended for all interview panelists.
 

Course Resources:

• Position Description Example:  Payroll Clerk
• Handout: Interview Tips
• Handout:  Types of Bias
• Handout: Job Interview Bias Exercise
• Handout: Traditional to Behavioral Interview Questions Exercise
• Handout: Red Flag Process for Hiring Managers

Encendiendo el Crecimiento es una sesión completamente en Español enfocada en explorar áreas como el duelo, la ventana de tolerancia y estrategias para facilitar el balance y la salud mental. Acompáñanos en esta sesión interactiva donde descubriremos componentes de salud mental y practicaremos estrategias para ayudar con la regulación emocional y el balance. Partirás de este entramiento con técnicas prácticas y conocimiento para desarrollar tu bienestar en casa y tu espacio de trabajo.
 

Sparking Growth is a training, completely in Spanish, focused on exploring topics like grief, the window of tolerance, and strategies to foster balance and mental health. Join us for this interactive session where we will explore components of mental health and will practice skills to assist with emotional regulation and balance. Leave the space with practical tools and knowledge to foster your wellbeing at home and workplace.

The Inclusive Leadership Conference invites attendees to learn how we can think about leadership in new and different ways. Our speakers will teach you tools to use in the workplace to be a more inclusive leader, especially for trans and queer people, Black, Indigenous, people of color, women and people with disabilities.

Who Should Attend

The Conference is open to all who want to grow as more inclusive leaders. A leader is someone who positively influences a group toward an inspiring vision or goal: no title, or position is necessary to make a difference. Collectively, we need to expand our idea of who and what a leader is and should be.

What You’ll Learn

• Leadership development – Participate in interactive workshops to challenge your assumptions about leadership

• Valuable insights – Learn from experts with life experience on how to face our own biases, address inequalities, and re-imagine inclusive workplaces

• Tips and Proven Strategies –Strategies to practice and add to your toolkit

• Connection – Engage with a diverse community and learn from shared personal and professional experiences

How We Designed the Conference

We involved those who are most impacted by exclusionary practices in the decision making for this conference. We did so by including employees who feel an affinity with the topic to choose the speakers for each day. We want to gather attendees to explore their own unique leadership and hold space for supporters/allies to learn in solidarity.

Sessions

If you are in need of accommodations or have any additional questions including technical support to participate in the conference, please indicate your needs during registration or contact Organizational Development a week before the conference.

Live closed captioning will be available throughout the conference for all attendees.

Cost

• City & PHMDC Employees: Free
• Non-City Employees: $50 per day or $150 for the four-day conference series

Meet Our Conference Presenters

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  Cole Sorensen (he/him) is a mostly-nonspeaking trans autistic person, a public speaker, writer, and consultant. He holds a bachelor’s degree in special education from the University of Minnesota Twin Cities. He has worked extensively with both disabled young people and the professionals who support them as a consultant, PCA, and lecturer. His work focuses on promoting autonomy, self-determination, communication access, and dignity of risk for young people with intellectual and developmental disabilities. He has interned with the Autism Society of Minnesota, where he worked on making their programming more accessible to AAC users.
  
   

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  Emily Blum (she/her) is Executive Director of ADA25 Advancing Leadership and has a passion for helping people and organizations use their voice to create a better, more inclusive Chicago region. Prior to joining ADA 25 Advancing Leadership, Emily held senior positions at some of Chicago’s leading nonprofits, including Metropolitan Planning Council (MPC), Chicago Humanities Festival (CHF) and Heartland Alliance. At all three organizations, she drove branding and strategic messaging campaigns that created new kinds of conversations with a wide variety of audiences. As a woman who experiences a disability, leading ADA 25 Advancing Leadership is both personal and professional. Emily is an ADA 25 Advancing Leadership Member (class of 2018), and that experience gave her additional tools to use her voice on behalf of those who experience disabilities.
   

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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.
  
  
  
  
   

• Maddison E Wagner (she/her) is a Transgender woman and a Certified Peer Support Specialist. Peer support is grounded in lived experience. I use my personal experience with trauma, marginalization, living with mental illness and recovery to help others to deal with different challenges one may be facing and help guide them to a place where they can be their brightest most authentic self and find happiness however that may look for them

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  Sergio Dominguez (they/them) is a doctoral student in counseling psychology at the University of Wisconsin-Madison. Their research broadly examines trans wellbeing, ethical and legal professional issues in psychology, and relationship-centered research and clinical approaches. They provide instruction for mental health practitioners related to treatment with LGBTQ+ clients holding multiple minority identities, focusing especially on bolstering resilience and resistance in trans youth and adults. Sergio’s advocacy includes consulting with elected officials on legislation, advocating for minoritized students in psychology, and engaging in local and national activist-led efforts. In their free time, Sergio enjoys outdoor activities (e.g., hiking, canoeing), cooking, and shopping.
  
   

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  Stephanie Budge (she/her/hers) is an associate professor in the Department of Counseling Psychology at the University of Wisconsin-Madison and the director of the Advancing Health Equity and Diversity (AHEAD) program in the School of Medicine and Public Health at UW-Madison. Her research focuses on emotional and coping processes for transgender youth and adults, as well as the effectiveness of medical and psychotherapeutic treatments for transgender clients. She provides clinical trainings nationally and internationally related to LGBTQ issues, focusing on practitioners’ self-efficacy, knowledge, awareness, and skills. At the University of Wisconsin, she promotes transgender advocacy on campus by providing workshops to students, faculty, and staff related to navigating gender identity within a university environment. As a licensed psychologist, she also provides clinical services to transgender youth and adults.

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  Mark Hargrove (he/him, they/them), Jill Nagler (They/Them), and Ginger Baier (She/Her) are all associated with OutReach LGBTQ+ Community Center. Mark is an openly Queer/Non-Binary, gay, and Black person that lives outside of Madison. He is the Program Director and is working on his Doctor of Social Work Degree. Jillip Nagler is the President of the Board of OutReach. Jill is non-binary. Ginger has been affiliated with OutReach for over 20 years. Having served on the Board, Ginger is now the Transgender Advocate.
   

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  ​​​​​​Sharon Brokenbough (she/her) is an ICF credentialed Coach, Author, Speaker, Professor, Wife, Mother, and Founder & Managing Principal of ROS Professional Partners LLC based in the Greater Philadelphia area. ROS focus is to provide support for existing and emerging leaders to increase their overall positive contribution to their organization through Executive Leadership and Career Coaching. ROS also facilitates, educates, and analyzes organizations in the field of Diversity, Equity and Inclusion (DEI). Through this work ROS works with organizations to achieve their DE&I goals through evidence-based research, focus groups, training, coaching and consulting
   

  

  Brandie de la Rosa (she/her) is the founder & CEO of E3inspire. She has a degree in Computer Science with a 20-year career in IT. Combined with her education in Psychology, specifically neuroscience, she decided to launch her own company helping businesses by building cultures that care. She is changing the game in the workplace by transforming the pain of trauma into production via Emotional Intelligence.
  
  
  
   

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  ​​​​​Samantha Baruah (she/her) has spent the past 12 years working with teachers, administrators, and policymakers promoting accessible and equitable public education at local, state, and national levels. Born in Vietnam, she immigrated to the United States as a political refugee and is proud to have become a naturalized citizen of the United States. She received her bachelor’s degree from the University of Iowa and her MBA from Washington University in St. Louis. She is a two-time publicly elected school board member serving from 2008 – 2015. Baruah has also served on the United Way Community Impact Council, 2 PMI chapter boards, Foundation for Madison's Public Schools Board, municipal boards, and is an active volunteer of several nonprofits.
   

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  Tony DelaRosa (he/they/siya) is an aspiring Anti-bias & Anti-racist educator, DEIB Strategist, Spoken Word Poet, and Cross-Coalition Builder. By day he is a Teacher Leadership Coach at Teach for America Miami-Dade, and by night he is a Co-founder of NYC Men Teach's Asian American, Teacher Empowerment, Networking, and Development Initiative. Ask him about critical race / ethnic theory as it pertains to Asian Americans, Brown Asian Americans, and F/Pilipino/a/x Americans!
   

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  Dr. Aaliyah Baker (she/her) began her career in education as a classroom teacher with the Milwaukee Public School system. She earned her Ph.D. in Curriculum and Instruction with an emphasis in Multicultural Education from the University of Wisconsin – Madison. Aaliyah Baker connects critical theory to research and practice in multiple local, state, national, and international settings. Aaliyah Baker addresses issues of social justice on micro and macro levels. She works to advance the constructive dialogue around race, racism, and culture to advance responsive practices.
  
  
  
  
   

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Morgan L Phelps (she/her) is the Founder and CEO of Colorful Connections, a social enterprise that transforms organizations into better versions of themselves by helping employers build, retain and grow inclusive teams that represent the communities they serve. Morgan also teaches Corporate Social Responsibility and Diversity in Organizations at Marquette University. Colorful Connections provides long-lasting solutions for employers who are invested in creating diverse and inclusive teams (such as talent placement services and cultural competency workshops). Colorful Connections also helps underestimated professionals secure promising careers, doing what they love with organizations committed to diversity and inclusion. Beyond serving as a change agent for diversity and inclusion, Morgan has more than 15 years of experience working as a PR and Communications Specialist, and she is a member of Alpha Kappa Alpha Sorority, Inc and TEMPO Milwaukee.

•  Jason Glozier (he/him), disability rights and service coordinator for the Madison, Wis., Department of Civil Rights. Glozier's background includes nearly two decades of working in disability rights with organizations such as Adapt, Not Dead Yet, and the Wisconsin Board for People with Developmental Disabilities.

Kelly Jackson is an international award winning Native American artist. Her edgy and soulful pieces have decorated stages across the United States, Europe and Canada. Her music has gained admiration for its unique flare, soulful vocals and remarkable ability to inspire and empower her listeners. Her debut album, Spirit of a Woman earned a NAMA for best Americana Album of the Year, her second, Renditions of the Soul, also received international recognition. Her single, After All This Time, earned a #1 spot on XM World and Indigenous Music Countdowns. She has been inspired and influenced by some of the most powerful women in music; Pure Fe, Buffy St. Marie, Etta James, Josh Stone, Amy Winehouse and Susan Tedeschi to name a few. Most recently, Kelly has collaborated with other inspirational artists, touching on a more alternative style pulling from spoken word, rap, and reggae with her recently nominated hit single, Wake Up. Ms. Jackson’s genre is Native Americana, having roots in folk, jazz, blues, country, hip/hop and rock all infused with native influences. She has shared a stage with some of the greatest, Indigo Girls, Wade Fernandez and Bill Miller.

Resources

Previous conference materials 

This session explores best practices for interdepartmental equity workgroups, assesses your organization's readiness to move toward anti-racism, and gives you the tools and courage to get started. Individuals with limited to intermediate experience implementing racial equity strategies and ready to impact their organization's programs, practices, policies, and decisions are encouraged to attend.
 

This course is part of the new Management Skills Webinar series.
 

Leading with Equity Toolkit

• Parks Racial Equity Guiding Statement
• RESJI Action Plan Overview
• Parks Equity Change Team Poster
• Parks Racial Equity Team Timeline
• Email Invitation Example- Parks Racial Equity Team
• Sample Parks Equity Team Agenda- March 2018
• Sample Parks Equity Team Agenda- September 2021

Known as APM 3-5, the City's Prohibited Harassment & Discrimination Policy covers expectations for creating a discrimination-free workplace.

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. 
 

Permanent City employees are required to take this training within 45 days of hire and every three years following.
If you are a Mandatory Reporter (Lead Worker, Supervisor, Manager, Department/Division Heads) or are an employee in the Mayor's Office, Department of Civil Rights, or Human Resources, please register for the Mandatory Reporter Training course instead. 
 

Presented by: Department of Civil Rights (DCR)

Contact Kym Woodly at KWoodly@cityofmadison.com with questions or concerns.

 

Finally back by popular demand! This course is for those beginning their learning on racial equity and social justice, or seeking a foundational primer. This course is for those wondering "What is racial equity? What does it have to do with my job? What can I do about it?" To explore these questions we'll use slides, handouts, videos, art, comedy, local and national case studies, pair and group dialogue, and activities to build "equity muscles." 

The course has three sections:

1. SELF: identifying one's own social identities and examining power, privilege, marginalization and their intersections. 
2. SYSTEMS: exploring the different levels of racism: individual, institutional, and structural. 
3. SOLIDARITY: finding our roles in building towards inclusion and belonging.

Learning Objectives:

1. Be able to describe key concepts related to equity and structural racism,
2. Practice talking about race constructively with others as it relates to oneself, one's work, and one's department/division,
3. Identify tools and practices for counteracting bias in one's work and practices, and
4. Identify opportunities to advance racial equity in their relationships, work, and life. 

Module 1: “Let’s Talk About It” – Things that are NOT better left unsaid.
Everyday acts of exclusion are hidden in plain sight at work. They can make us and our colleagues feel invisible, unwelcome, and unvalued. This workshop opens up a conversation about subtle acts of exclusion and how they create barriers to genuine inclusion. Participants will learn about different types of bias, and how bias can show up as a subtle act of exclusion in the workplace. We will explore ways to counteract bias and the importance of cultural humility.

Module 1 Learning Objectives:

1. Orient participants to the Multicultural Affairs Committee (MAC) and Women’s Initiatives Committee (WIC) Climate survey.
2. Learn what subtle acts of exclusions are and how they relate to the City’s Prohibited Harassment and Discrimination Policy.
3. Understand how subtle acts of exclusions impact the City of Madison’s employees and its workplace culture.