DEI Manager presents strategy for 2023
Diversity, equity and inclusion were at the forefront of the City of Lexington’s City Council meeting on Monday, December 12. DEI Manager Dr. Pat Smyre presented the past year’s DEI initiatives and strategy moving forward.
She opened her remarks with saying, “There is nothing to fear when we begin to talk about DEI work. If you have fear, you’ll draw drawback. But if I can get you curious you’ll lean in. That’s what I want us to do is lean in to this work. Listen with compassion. Recognizing every story that comes to you in regards of diversity, inequity or concern issue is a representation of someone’s lived experience. That deserves your attention, compassion and empathy. I’ll keep it simple keep the main thing the main thing. My main job is to close the equity gap for everyone. DEI works best with a partnership of leadership.”
Smyre noted she’d spent the past year focusing on “Unity in the Community.” This was accomplished by educating and training City employees on DEI, normalizing conversations about racial equity and building relationships, internally and externally. She also recapped four major events: MLK Jr. Day, Black History Month, Hispanic Heritage Month and the Health Equity Conference. Throughout her presentation, Smyre highlighted events she’d attended, discussions she’s had and relationships she’s built.
Asked by the council at the November 28 meeting to present a strategy for training and hiring initiatives, Smyre offered a plethora of options such as a DEI retreat for the council with herself, mandatory DEI department and team building and lunch & learns. A few recommendations for improving recruitment and hiring are posting on diversity websites, expanding relationships with Lexington Senior High School and Davidson-Davie Community College and partnering with the NAACP to sponsor a mini recruitment day at a local church.
Smyre’s plan also addressed how to handle complaints which have a DEI component. Before wrapping up her presentation, the current DEI Manager presented her ask. They are:
To be recognized at the Chief Diversity Officer
Establish DEI as an independent department
Funding to employ two additional DEI staffers
Funding to acquire Culture Amp - an employee experience platform costing $13,500
Funding to acquire/rollout Everfi - Diversity Training costing $10,000 (three year contract)
“$23,500 is a fraction of what you were already willing to pay for a consultant. This will be our work and have sustainable, lasting impact.”
Following the presentation, Councilor Garrett Holloway asked a series of questions. Answer snippets are taken directly from quotes by Smyre.
What is the practicality of a DEI position? There have been situations within our organization where we’ve had to have hard conversations. Having diversity in the room helps to be able to see and identify blind spots, that are unintentional, but very much exist.
How can someone become a DEI champion? Last year was a time for unity, healing and for people to get comfortable with who I am. I will send out invitations to every employee in the city to become an ally.
What does good DEI look like? The reporting is done directly to the chief officer of the organization. Good looks like open communication and dialogue. Have inclusive practices for every individual in the DEI department. To have an office where people can come and meet myself and other DEI employees.
Can you explain a blind spot? A blind spot is when you think you have all the answers and you have to have someone come along and tug your coattail. They’re common for every individual in this room. None of us knows everything. We all make mistakes. It requires someone who has compassion and care for the bigger picture to come along and say you missed it. We have to do better.
What could a partnership potentially look like with LCS? We could come in and begin to talk about the value of becoming a city employee.
What are the barriers you see prohibiting us from being the best DEI program? We have to get this position back aligned. We’ve had a year to understand what it should look like.
Additionally, Holloway asked Smyre for internal data used for DEI. Smyre noted she’d been instructed by City Manager Terra Greene to not share the data. Greene expressed they focused on putting together a strategy since that was the ask of the council. She also said the system for data retrevial is outdated.
Councilor Whitney Brooks stated she hadn’t associated the word belonging with DEI work until two months ago. In sharing her enlightenment, she asked Smyre to elaborate on the meaning of the word as it relates to diversity, equity and inclusion. Smyre stated “Belonging will impact whether people stay. Belonging says I can come in and present my authentic self. Belonging says I respect you for who you are and your lived experiences you bring to the table. Belonging says I’m willing to share with you so you will be better. Everybody wants to feel a sense of belonging.”
*Note: Davidson Local is still awaiting answers from the City about the process of selecting Keep Evolving Consulting who was hired in the summer to evaluate diversity efforts.
