331.1 - Inclusion at Larimer County

PURPOSE:  This policy represents Larimer County’s commitment to maintaining an Inclusion Advisory Council and Inclusion Plan. The Inclusion Advisory Council and Plan ensure that Larimer County values inclusion, recognizes the impact it has on the success of our employees and the services they deliver, and addresses matters related to inclusion. Larimer County is committed to understanding and enriching a diverse workplace experience for our employees by providing all employees a space to voice their concerns, share their ideas, thoughts, and opinions.

SCOPE:  This policy applies to all employees of Larimer County, and employees of the Office of the 8th Judicial District’s District Attorney, and employees of the Larimer County Sheriff’s Office. The Treasurer’s Office is not covered by this policy.

RESPONSIBILITY:  The Human Resources Director administers this policy.

POLICY AND PROCEDURE:

I.   DEFINITIONS: 

A.   Inclusion – Ensuring that everyone in the workplace is valued, respected, and encouraged to fully participate.

B.   Diversity – The traits and characteristics that make people unique. It is the psychological, physical, and social differences that occur among all individuals.

C.   Equity – We recognize and accept that all individuals have different life experiences that may pose obstacles we must consider. The process is ongoing and calls upon us to identify and work to overcome intentional and unintentional obstacles.

D.   Underrepresented Individuals – The social identity of individuals, that due to historical and current inequities and discrimination, tend to have less economic and cultural power than others and may include identities like gender, race, ethnicity, sexuality, age, mental and/or physical ability, neurodiversity, socio-economic status, etc.

E.   For additional definitions see Reference 1.

II.   Larimer County is committed to a culture of inclusion. Larimer County’s inclusion initiatives will enforce compliance with applicable laws and regulations.

Larimer County’s inclusion initiatives will provide and encourage employees with education and awareness opportunities regarding inclusion as well as promote a culture of inclusion.

All employees of Larimer County have a responsibility toward others and are expected to treat individuals with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at onsite or offsite work functions, and at all other county-sponsored and participative events. All employees will be familiar with and follow the items set forth in Human Resources Legal Compliance policy (Reference 2).

III.   At Larimer County we:

A.   Are committed to inclusion, which means ensuring all employees are respected and encouraged to participate, and that diverse opinions are considered. Diversity of thought and experience is encouraged.

B.   Train and encourage leaders that inclusivity is a core competency for themselves and their employees. We, respectfully and professionally, maintain accountability to an inclusive work environment.

C.   Support the Inclusion Advisory Council (IAC) to advise and recommend inclusion efforts per the IAC Charter (Reference 3).

D.   Intentionally pursue and invest in the growth and development of employees, including the ability to function effectively in different settings.

E.   Understand how culture impacts views, and we recognize the value of diversity.

F.   Encourage open mindsets, seek to understand others’ perspectives, and do not make quick judgements.

G.   Identify the needs of underrepresented individuals and provide appropriate support with accessible resources.

H.   Ensure all employees can safely voice their concerns without fear of repercussion.

I.   Acknowledge that personal and organizational bias may exist. All policies and procedures at Larimer County will reflect our value of inclusion and support inclusive language and practices.

____________________________
Jody Shadduck-McNally
Chair, Board of County Commissioners
(Approved by BCC – Consent Agenda – 10/10/2023)
(Signature on original filed in Records Management)

Distribution:
All County Department and Elected Officials
Records Management SOP Manual (original)

NB/

DATE:  October 10, 2023

EFFECTIVE PERIOD:  Until Superseded

REVIEW SCHEDULE:  Every 3 years in October, or as needed

ENCLOSURE(S):   None

REFERENCE(S):

1. Definitions to Create a Common Language around Inclusion
2. Human Resources 331.4.25 Legal Compliance Policy
3. Inclusion Advisory Council Charter