Core Services & Initiatives

Diversity in Employment

Description: To provide services to all County departments, various community groups and to county citizens to enhance the organizational goal to have a workplace that reflects the community.  To assist in promulgating policies/work rules that do not undermine this goal.  Take steps to ensure that there are no artificial barriers in recruitment/hiring policies and processes; promotions; or to the full enjoyment of all other terms and conditions and benefits of employment.  To be proactive in promoting diversity in employment competencies in the areas of policymaking, training, community outreach efforts and conflict resolution.

Title VII and ADA Compliance

Description: The OOD provides services to all County Departments and citizens involving compliance with all Federal and State fair employment laws (non-discrimination laws: e.g., Title VII of the Civil Rights Act of 1964 as amended; the Americans With Disabilities Act of 1990).  The work of the OOD includes facilitating training, investigation of complaints, assessing employee ADA accommodation needs, and interacting with Fair Employment Practice Agencies.

• Provide ongoing training in diversity management to County Managers;
• Provide training to managers and staff on working as part of a diverse work team;
• Perform community outreach services in an effort to attract a diverse applicant pool (working with schools, UNLV, colleges, community organizations; s ponsor career day programs and/or job fairs, etc.);
• Utilize diverse media to reach a diverse applicant pool;
• Conduct ongoing reviews/audits of recruitment, training, promotion, and salary processes in an effort to ensure equitable employment practices;
• As possible, ensure diverse interview panel for each recruitment;
• Eliminate policies, procedures, job requirements that form artificial barriers to equitable employment opportunities;
• Provide support services to departments in the development and implementation of department specific diversity action plans;
• Provide support services to departments in planning recruitments (e.g., type of outreach efforts needed, advertising resources, selection of a diverse interview panel, job fair programs);
• Establish benchmark tests that assist in determining the success of the County’s diversity in employment programs;
• Establish mentorship, internship and shadow leadership programs (for students, County employees and managers);
• Establish Diversity Liaisons Committee (Serve as diversity champions, mentors, mediators);
• Develop programs/newsletters/intranet postings that recognize group-specific celebrations; 
• Conduct quarterly staff input/informational meetings;
• Conduct inter-department orientation sessions for all staff (rotation process);
• Introduce mediation process as a means to settle differences between and amongst all staff;
• Develop, administer, and/or facilitate Children of Clark County Programs.

• To promote the value found in a diverse workforce;
• To recruit, hire, train and promote a diverse group of individuals who are representative of the Clark County community, to provide competent assistance and quality services to the citizens of the community;
• To sponsor, promote, coordinate and/or facilitate diversity and EEO compliance training for County Managers and staff, in order to develop or maintain diversity-in employment-competence for staff and managers. 
• To ensure that the County’s employment policies and practices promote diversity in employment opportunities and do not otherwise compromise, interfere, or undermine the County’s diversity initiatives;
• To work closely with the various County departments to develop and implement, as may be necessary, departmental diversity plans that are responsive to the departments’ needs in this area (plans are to be consistent with the countywide diversity objectives);   
• To engage in community outreach programs working with the schools, university, colleges, community organizations, and public and private employer groups in a combined effort to promote diversity in employment;
• To develop and/or add to existing programs for the children of Clark County to become aware of public service employment opportunities (e.g., mentoring programs; internships; shadow leadership programs; student tours of County facilities);
• To create opportunities for the Clark County Government families to interact in social settings;
• To conduct ongoing research, acquire data, and establish benchmarks that promote awareness of the County’s progress in meeting its diversity in employment objectives;
• To develop and/or implement alternative methods for dispute resolution (e.g., mediation).

• Creation of a workplace where individual managers and employees from all groups feel valued and appreciated;
• An increase in the confidence employees and citizens have in the County’s recruitment, hiring, training and promotion policies and procedures;
• Statistically demonstrated equitable outcomes in the County’s employment policies and practices;
• Through ongoing training programs, an increase in the managers’ knowledge of EEO laws and the managers’ individual and collective duty to ensure County compliance with these laws;
• Through ongoing training programs in diversity management, an improvement in management’s ability to interact with and constructively and effectively supervise individuals from various backgrounds, with the result being less conflict and more productive and efficient work teams; and, further, increased interactions and improved communications amongst all employees;
• Establishment of effective partnerships with various community organizations and employer groups that work together to promote awareness of employment opportunities that exist for all represented groups within Clark County;
• Increased awareness of career opportunities in public employment/public service (youth and adults);
• To have knowledge of the data and other information that permit self-critical analyses of the County’s performance in meeting its diversity in employment objectives, yielding the ability, therefore, to be proactive in responding to any need for change or correction;
• Through better understanding amongst individuals, reduction in the number of EEO complaints filed internally with the County and externally with the Nevada Equal Rights Commission (NERC) and/or the Equal Employment Opportunity Commission (EEOC).