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Aligns with Strategic Goals for Staff and Customers EQUITY, ACCESS AND OPPORTUNITY

T he DPSS Equity, Access and Opportunity initiative aligns with the department’s strategic goal of a strengths-based culture in which learning, growth, engagement, inclusion and diversity are embedded in all policies and practices, says Sean Sullivan, a deputy director in the Self-Sufficiency Division and the leader of the recently formed EAO Steering Committee. “Creating a culture of belonging and trust that celebrates and values our differences is paramount to a healthy workplace and a satisfied workforce,” Sullivan says. “We want to be an organization where people want to work, thrive, and remain throughout their career.” The EAO steering committee is made up of representatives from workgroups in each DPSS division, along with representatives from Staff Development and the Office of Communications. In Fiscal Year 23/24 the committee got busy developing communications tools, a new SharePoint site, training modules and plans for staff engagement to launch in calendar year 2025. One priority includes making sure the department’s policies and procedures support Equity, Access and Opportunity for all employees and customers, including vendors and service contractors.

Integrated Services Delivery initiative. For example, many DPSS programs are using zip codes to identify underserved neighborhoods and collaborating with partner agencies to link residents to resources and programs that address their needs in a comprehensive and holistic way. Often, households within those zip codes are struggling with complex challenges stemming from poverty and issues that disproportionately impact underserved communities. “An EAO culture provides a direct positive benefit to the way we do business and benefits all individuals and families,” Sullivan says. “When we are empowering our neighbors in need, everybody wins.”

The effort aligns with work that’s under way in departments across the county, and dovetails with the