Mayor Kenney Signs Executive Order to Establish New Resource Groups for City Employees

PHILADELPHIA — Mayor Kenney signed an Executive Order on May 1, 2019 establishing City Resource Groups (CRGs) for City employees. The CRGs are organized, supported groups of employees who share a common diversity characteristic or consider themselves an ally of a particular community. This can include, but is not limited to: gender, gender identity, gender expression, disability status, ethnicity or race, sexual orientation, and veteran status. CRG members work together to make the City of Philadelphia a better place to work for employees.

The goal of creating these groups is to allow employees who are members of traditionally marginalized communities to have more opportunities to express how the City of Philadelphia could become a more inclusive place to work. CRGs will focus on improving the City’s workforce through networking, professional development, and programs and initiatives that enhance diversity and inclusion in local government.

“Since the start of this administration, we have been focused on creating a workforce that reflects our city and a workplace where everyone feels welcome,” said Mayor Kenney. “This Executive Order, which allows for the creation of City Resource Groups, will empower our employees to form new communities that can enhance their experience working for City government.”

Executive Order 3-19 authorizes City employees to request to form City Resource Groups and lays out requirements that must be followed. To form a CRG, a minimum of 10 City employees must request approval for the formation of their group from the Mayor’s Office of Diversity and Inclusion. The group is also required to propose, or request the appointment of, an executive-level sponsor — a department head, deputy department head, or cabinet member.

“Having a healthy, diverse workforce is not only about who you want to hire, but also taking care of the people who are already in your organization,” said Nolan Atkinson, Chief Diversity and Inclusion Officer. “We hope that these CRGs will provide support for our existing employees and that their success will prove to be an added benefit for new employees that we recruit.”

The following City Resource Groups are already in place or have scheduled an organization meeting:

  • LGBTQ+
  • Women of Color
  • Latinx
  • Men of Color
“As a member of the City’s Diversity and Inclusion Advisory Council, I am happy to see the steps being taken to make City government a more inclusive place to work,” said Sharmain Matlock-Turner, President and CEO, Urban Affairs Coalition. “Government jobs can provide stable career pathways that have alluded marginalized communities for many generations. However, we know that employees from these communities also face additional challenges in the workplace. Tools such as the new City Resource Groups can help employees to navigate those challenges and propose ways that their employer can build a better work environment for all.”

Once an application is approved by the Office of Diversity and Inclusion, each CRG has the responsibility of notifying the Office about all of its activities and initiatives. Groups must have regularly scheduled meetings, which can occur no more than once a month during regular work hours. Employees are not required to take leave time to attend CRG meetings, but supervisor approval is required. The Executive Order also states that department heads should support their employees’ participation in CRGs and direct managers in their department to accommodate employees’ requests to attend CRG meetings whenever possible.

The full text of Executive Order 3-19 can be viewed online.

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