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33SAN LEANDRO EQUITY PLANRATIONALE FOR RECOMMENDATION Centering DEIB work within the structure of San Leandro’s organization is key if San Leandro is to effectively ad- vance and sustain DEIB initiatives. Accomplishing DEIB within organizations requires that someone or some group hold the work, which includes promotion and support of a learning culture, implementation of DEIB strategies and actions, monitoring and evaluating success, and accountability. FINDINGS >>Younger staff members do not believe many parts of the City are adequately diverse or sufficiently accountable to their diverse constituency. For the younger cohort, diverse representation is not enough to achieve DEI goals, it needs to be accompanied by greater accountability and transparency to ensure the City is not just checking the DEI box. >>>>>There is uncertainty about what further changes can be made regarding DEIB, or what change looks like. There is a belief among many that despite the evident diversity across personnel ranks, there is no real, genuine commitment to DEI—only empty, symbolic gestures. Some advocate for greater oversight and transparency with the City’s hiring and promotions practices and policies, as well as greater accountability. Some in positions of leadership question how much change is enough to appease the voices who are calling for changes. Among many activists and younger stakeholders, there is no transparency when it comes to city hiring and promotion decisions RECOMMENDATIONS// EMPLOYEE EXPERIENCE