Human Resources

Build awareness on how bias, both explicit and implicit, can impact hiring decisions. Learn how to create an interview process by incorporating job-related behavioral questions with measurable benchmarks to effectively address bias in the interview process and for more objective candidate evaluations.

This course is mandatory for all supervisors and recommended for all interview panelists.
 

Course Resources:

• Position Description Example:  Payroll Clerk
• Handout: Interview Tips
• Handout:  Types of Bias
• Handout: Job Interview Bias Exercise
• Handout: Traditional to Behavioral Interview Questions Exercise
• Handout: Red Flag Process for Hiring Managers

Known as APM 3-5, the City's Prohibited Harassment & Discrimination Policy covers expectations for creating a discrimination-free workplace.

Harassment in the workplace can be a form of illegal employment discrimination. This workshop is designed to provide employees with a greater understanding of the City's APM 3-5 and the legal and social implications of discrimination in the form of sexual, gender, racial or disability-based harassment in the workplace. Emphasis will be placed on increasing sensitivity to what constitutes a problem and why an immediate, constructive response is important. The discussion will also focus on exploring good management practices and policies requiring the maintenance of an environment that is free of discriminatory harassment. 
 

Permanent City employees are required to take this training within 45 days of hire and every three years following.
If you are a Mandatory Reporter (Lead Worker, Supervisor, Manager, Department/Division Heads) or are an employee in the Mayor's Office, Department of Civil Rights, or Human Resources, please register for the Mandatory Reporter Training course instead. 
 

Presented by: Department of Civil Rights (DCR)

Contact Kym Woodly at KWoodly@cityofmadison.com with questions or concerns.

 

Finally back by popular demand! This course is for those beginning their learning on racial equity and social justice, or seeking a foundational primer. This course is for those wondering "What is racial equity? What does it have to do with my job? What can I do about it?" To explore these questions we'll use slides, handouts, videos, art, comedy, local and national case studies, pair and group dialogue, and activities to build "equity muscles." 

The course has three sections:

1. SELF: identifying one's own social identities and examining power, privilege, marginalization and their intersections. 
2. SYSTEMS: exploring the different levels of racism: individual, institutional, and structural. 
3. SOLIDARITY: finding our roles in building towards inclusion and belonging.

Learning Objectives:

1. Be able to describe key concepts related to equity and structural racism,
2. Practice talking about race constructively with others as it relates to oneself, one's work, and one's department/division,
3. Identify tools and practices for counteracting bias in one's work and practices, and
4. Identify opportunities to advance racial equity in their relationships, work, and life. 

Module 1: “Let’s Talk About It” – Things that are NOT better left unsaid.
Everyday acts of exclusion are hidden in plain sight at work. They can make us and our colleagues feel invisible, unwelcome, and unvalued. This workshop opens up a conversation about subtle acts of exclusion and how they create barriers to genuine inclusion. Participants will learn about different types of bias, and how bias can show up as a subtle act of exclusion in the workplace. We will explore ways to counteract bias and the importance of cultural humility.

Module 1 Learning Objectives:

1. Orient participants to the Multicultural Affairs Committee (MAC) and Women’s Initiatives Committee (WIC) Climate survey.
2. Learn what subtle acts of exclusions are and how they relate to the City’s Prohibited Harassment and Discrimination Policy.
3. Understand how subtle acts of exclusions impact the City of Madison’s employees and its workplace culture.