Specifications include, but are not limited to:. Please describe in detail the approach that will be taken to carry out the activities described in the outlined Scope of Work. Hyperlinks or reference material will not be accepted as a response. 1. The vendor will conduct personal interviews, surveys, focus groups with internal and external stakeholders, and employ other methodologies to examine issues within state government that impact the daily routines and choices of state employees related to workforce diversity and inclusion. The vendor will examine conscious or unconscious influences that diversity (e.g., race, culture, ethnicity, gender, etc.) has on the choices and actions of employees in the workplace and outline strategic initiatives, policies, practices, and training to address these influences as appropriate. Focus on and assessment of issues related to disparate treatment, discriminatory practices and the grievance complaint process are to be specific project outcomes. 2. The Vendor shall examine, educate, and open dialogue on race and race relations; help employees, including management, develop the desire and ability to engage in conversations about race/ethnicity and race relations to support further promotion of an inclusive learning and healthy working climate in the state of Delaware. 3. Vendor shall conduct a review of the Office of Management and Budget, Human Resource Management’sandExecutiveBr a n c h a g e n c y ’ s h u m a n r e s o u r c e s p o l i c i e s , p r o c e d u r e s a n d organizational structure and placement related to EEO/AA matters including, but not limited to, informal and formal complaints, investigation process, the Merit grievance process, and EEO/AA standards and shall make recommendations for improvements to such policies and procedures based upon research and proven best practices in other similarly situated public sector organizations. 4. The Vendor shall make recommendations to assist Human Resource Management on best practices for strategic diversity recruitment practices, specifically for state classifications that are chronically underrepresented by labor market standards as defined by federal Department of Labor and EEOC laws and standards. 5. The Vendor shall review the organizational structure of the Office of Anti-Discrimination (Dept. of Labor) and make recommendations regarding its organizational placement. The Vendor shall include specific action items for implementation for each recommendation made as a result of the comprehensive review. 6. The Vendor shall review the roles and responsibilities of the Governor’s Council for Equal Employment Opportunity (GCEEO) and the Human Relations Commission and make recommendations for change, if necessary, as well as recommendations for additional Boards & Commissions which may be useful in a c h i e v i n g t h e S t a t e ’ s g o a l s r e l a t e d t o E E O / A A , d i v e r s i t y a n d i n c l u s i o n i n i t i a t i v e s . 7. The Vendor shall include specific action items for implementation for each recommendation made as a result of the comprehensive review as well as recommendations for a comprehensive change management strategy as it relates to said recommendations. The Vendor shall indicate whether legislative action and/or regulatory or policy changes is necessary for promotion of recommendations. 8. The Vendor shall provide a detailed project outline with specific objectives, activities, strategies, resources and a detailed project timeline which includes: project start date, anticipated meetings with state representatives, timeframe for completion of the draft and final reports to be submitted to OMB
