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SAN LEANDRO EQUITY PLANRECOMMENDATIONS//CULTURE FINDINGS:>>While many employees believe San Le- andro has made considerable progress with advancing diversity and equity issues within the City, there is a pre- vailing belief that much more can be done—though many are not quite sure what change looks like. Effective leaders create a work and learning environment where staff can feel safe to be authentic, and to bring their ‘best self’ into the workplace by modeling appropriate behaviors to re- inforce organizational commitment and priority of Diversity, Inclusion, Belonging, and Equity. RECOMMENDED STRATEGIES/ACTIONS:>>Staff be trained in cohorts and act as ambas- sadors to train others within their depart- ments in ongo- ing basis. Ambassadors will re- port to Assistant City Manager (ACM) through monthly meetings. The ACM will give top-down direction to executive team and Race Equity Team (RET) will sup- port from staff level. ACM will work with RET and trained ambas- sadors to coordinate action.>Recommend that the City Manager’s Office collaborate with the HR Manager to manage the train the trainer program and ensure quality and capacity of the trainers.>Recommend that the RET members serve as the first cohort of Ambassadors and that RET Ambassadors have phased terms to rotate in new staff while maintaining in- stitutional knowledge. Organizational DEIB Training > > > Ambassadors Program - Develop a city-wide Ambassadors train-the- trainer program around DEIB. Curriculum should be applicable to all positions at all levels and integrated into day-to-day work with homework or coursework for follow up. City to provide all staff DEIB training opportunities. City-wide training for every employee should complement the department specific DEIB training/plan/goals that department heads may develop. Departments conduct role specific and functional DEIB training along with founda- tional DEIB concepts and principles. 17