Inclusion & Diversity

The City of Oklahoma City values the diverse perspectives, backgrounds and experiences of all employees and residents. We are committed to ensuring the City is an organization where every employee knows they belong and are able to thrive in their careers. It is important that we continue to nurture a culture of the three As – Authenticity, Access and Advancement. Ultimately, we understand by investing into our employees, they will continue to serve our residents in excellence; making us the workplace and residence of choice for all. Learn more about our strategic plan to achieve such a culture below.

Learn more about the City's Human Rights Commission here.

Meet the Equity team

Shalynne Jackson	Jackie Howell	Emma Winiski
Chief Equity Officer	Inclusion Specialist	Human Rights Commission Compliance Officer

LGBTQ+ Police Liaison
Lieutenant Kristin Polansky
kristin.polansky@okc.gov
(405) 297-1000

Contact the Equity team: inclusion@okc.gov

Equity Strategic Plan

Vision: To position the City of Oklahoma City as the most inclusive employer and community of choice for all.

Mission: To advance equity by removing barriers and investing in our greatest asset: people.

Goals:

• Strengthen the awareness of inclusion and diversity in the workforce.
  • Develop a communication strategy that informs and educates employees on the inclusion and diversity business case.
  • Provide employees opportunities to increase cultural competence and build relationships.
  • Create opportunities for employees to become departmental Inclusion Ambassadors to help communicate and execute the inclusion and diversity strategy.
• Demonstrate leadership commitment and accountability to promote an inclusive and diverse workplace.
  • Elevate inclusion and diversity as a key strategic priority and reinforce leadership commitment.
  • Develop structured leadership accountability.
  • Provide leadership tools to effectively foster an inclusive environment and manage a diverse workforce.
• Cultivate a culture of authenticity, advancement and access.
  • Promote a psychologically safe environment that encourages employees to bring their best selves to the workplace.
  • Provide equitable opportunities for development and advancement.
  • Provide employees opportunities for leadership exposure and to provide feedback.
• Ensure equitable policies, procedures and processes.
  • Partner with Human Resources to enhance the talent lifecycle.
  • Identify and eliminate systemic inequalities and inequities that impact employees and residents.
• Leverage and share data to effectively manage inclusion and diversity efforts.
  • Leverage data to assist in assessing inclusion and diversity efforts.
  • Produce an annual inclusion and diversity report to increase transparency and trust.
• Build community trust and relationships.
  • Increase transparency and collaboration with diverse communities.
  • Create opportunities for cross-cultural connections.
  • Provide Fire and Police support and guidance on their community inclusion efforts.