Bridget Esser

This document introduces and implements the Department of Military Affairs' state civilian Equity and Inclusion (EI) Strategic Plan. Developed from an analysis of recruitment, retention, and workplace culture, the multi-year plan integrates the Wisconsin Human Resources Handbook (WHRH) Chapter 440, focusing on a respectful workplace and outlining Equal Employment Opportunity (EEO) complaint procedures. Its primary objective is to ensure employees have access to assistance for unwelcome behavior and that management promptly reports and addresses such incidents.

The Department of Defense's Strategic Management Plan for Fiscal Years 2022-2026 outlines the department's approach to advancing the National Defense Strategy. It focuses on building enduring advantages through innovation, modernization, resilient support systems, and workforce development. Key priorities include transforming the foundation of the future force, making strategic technology investments, strengthening the defense ecosystem, taking care of personnel, and addressing institutional management priorities to enhance force readiness and operational efficiency.

The committee reviewed and approved bylaws, a draft SEIC membership booklet, and the minutes from the May meeting. Discussion included the Juneteenth Special Observance, available Kepro training for DMA employees, DMA survey results, the E&I survey, and the development of a DMA SEIC email account. Updates were also provided on a DMA locations map and the E&I strategic plan. The July 5th meeting was cancelled, and the next meeting was scheduled for August 2nd, 2023.

The meeting focused on the first draft of the E&I strategic plan update, due September 8th. Discussion included connecting with DMA employees via social media, encouraging KEPRO and other training opportunities, removing gender-specific information from applications, adding sexual assault awareness information in public restrooms, reviewing policies and procedures for equity/inclusion concerns, ensuring reasonable accommodations, defining diversity, and studying relevant statutes or administrative codes. A review of the TAG and E&I Survey was also conducted.

The committee discussed the schedule for member photos, noting that existing profile pictures could be used. Due to a low response rate, results from a previous survey were not shared, but the questions used were made available. Marketing strategies for future surveys were discussed, along with the potential creation of a sub-committee for survey development and marketing. Social media approaches were also discussed. Legal concerns regarding committee member protections, authority, mandatory reporting, and procedures for handling received information were raised and will be addressed with DMA legal. The meeting day and time were confirmed, and the development of sub-committees was discussed. The creation of a sub-page on the DMA website for DEOC was suggested, along with the possibility of linking to this site through STAR resources.