Diversity, Equity, and Inclusion Cabinet Bylaws
The name of this cabinet is the Sacramento County Diversity, Equity, and Inclusion Cabinet and will be referred to as the Cabinet in the following bylaws.
Board of Supervisor Resolution 2020-0773 adopted on November 17, 2020, declaring racism a public health crisis noted the Board’s intention to establish a racial equity policy cabinet. Board of Supervisors Resolution 2022-1085 adopted on December 13, 2022, established the Cabinet, outlined the Cabinet’s responsibilities, provided guidelines on Cabinet membership, and directed the Cabinet to establish bylaws.
To serve as agents of the Board of Supervisors, working in collaboration with the County Executive in service to the County of Sacramento to support and foster diversity, equity, and inclusion in the County workplace and in the County services and programs provided to residents. The DEI Cabinet will intentionally work collaboratively across the organization and community utilizing an equity lens to review and shape policies and practices, identify appropriate resources, implement programs, and issue directives to advocate for and advance equity.
Section A: Mission
To engage the workforce and community on topics of equity and inclusion and apply an equity lens on the day-to-day operations of the County and public service delivery to identify and eliminate barriers to access and engagement (e.g., policies, practices, attitudes, bias, and cultural messages) that have prevented Black, Indigenous, and People of Color (BIPOC), lesbian, gay, bisexual, queer or questioning, intersex, asexual, (LGBTQIA+) people, people with disabilities, and any marginalized communities’ full participation and equitable outcomes.
Section B: Objective
To create awareness through education; enable County employees and community to take action to advance equity; and center racial equity to empower allyship and advocacy in policy, program, and service delivery to transform systems.
Section C: Recommendations to the Board of Supervisors
The Cabinet can make recommendations to the County Executive, and the Board of Supervisors regarding Diversity, Equity, and Inclusion.
The DEI Cabinet shall engage in the following activities in furtherance of its purpose:
Implement an equity lens in the day-to-day operation of public service delivery to address inequities and engage the community on the topics of equity.
Ensure racial, gender, class, ability, sexual orientation, and other identities are considered in all Sacramento County policies, procedures and practices, and work to eliminate those that facilitate and/or uphold discrimination.
Expand upon Sacramento County Public Health's strategic plan to prioritize the investment in BIPOC communities and distribution of resources in promoting equity to address racial inequality, marginalization, and institutional racism, as well as coordinate other related County initiatives (i.e., Black Child Legacy Campaign, Environmental Justice Element, etc.).
Ensure the consistent collection, analysis, and transparent reporting of disaggregated demographic, socioeconomic, and public health data to measure progress towards eliminating racial, gender, class, ability, sexual orientation, and other identities.
Promote early and ongoing strategic coordination, cooperation, and collaboration with internal departments and external agencies, businesses, and community partners to identify and implement strategic interventions and solutions such as trauma-informed practices and programming to mitigate and eliminate harm and negative health outcomes.
Design, develop, enhance, and deploy communication strategies and outreach efforts to increase understanding and awareness around systemic inequities and
voice to the lived experiences of our BIPOC communities, people of diverse genders, backgrounds, sexual orientation, socioeconomic status, ability, etc.
Analyze factors leading to racial disparities and inequities, review County service delivery and outcomes data as it relates to protected classes and diverse dimensions to create policies, practices, procedures, in partnership with the community, to eliminate inequities in County provided services.
Work to shape an inclusive, well-informed governmental organization whose awareness of injustice and inequity has been heightened through robust training and continuing education.
Actively work to nurture and enhance diverse representation across the County workforce, especially in leadership and management positions.
Identify, deploy, and expand upon best practices used in other jurisdictions to promote equity and address institutional, structural, systemic, and interpersonal racism, bias, and intolerance.
Report community feedback and engagement activities; progress, strategies, and objectives identified by the Cabinet to the Board of Supervisors; and provide consistent updates to County employees and community members on progress.
Create the conditions to empower County leadership to cultivate cultural competency and create an environment where employees and community members feel welcomed, supported, valued, and a sense of belonging.
1. The County Executive shall appoint members to the Cabinet consisting of County department directors and staff from all levels of the County.
2. When selecting Cabinet members, the County Executive shall consider departments that serve BIPOC communities, department operational diversity, and staff who possess the following attributes:
a. Demonstration of a commitment to and knowledge of deep-rooted issues related to diversity, equity, and inclusion.
b. A reputation for working with community-based organizations and/or commissions that serve the public.
c. Experience or expertise in reviewing and analyzing data.
d. Experience in community trauma and mental health.
e. Experience or expertise in the field of homelessness.
f. A strong understanding of the importance of upholding civil rights and civil liberties.
Section A: Members
- Chief Diversity, Equity, and Inclusion Officer
- Member of the Board of Supervisors
- Director, Personnel Services
- Chief Information Officer
- Public Health Officer
- Director, Child, Family, and Adult Services
- Director, Human Assistance
- Public Information Office
- Probation Division Chief
- Public Defender, Principal Criminal Attorney
- Public Defender
- Sheriff Department
- District Attorney
- Director, General Services
- Director, Homeless Initiative
- Director, Planning Department
- Sr Program Coordinator, Health Services
- Latino caucus representative
- Asian American & Pacific Islander caucus representative
- Deputy Director, Health Services
- Health Program Manager, Health Services
- Social Worker, DCFAS
- First Five Sacramento, Executive Director
Section B: Officers
Officers of the DEI Cabinet shall be the Chair and Vice Chair. Officer positions will be added or removed based on the evolving needs of the Cabinet.
Vice-Chair and other positions (when assigned) shall be appointed by *Cabinet vote during the fourth quarter biennially and shall take office in January. Unexpired terms shall be filled by appointment by the Chair at the succeeding meeting.
The Chair of the Cabinet is the Sacramento County Chief Diversity, Equity, and Inclusion Officer. If the position is vacant the County Executive shall appoint an interim Chair until the position is filled.
Section 1
The Chair shall be the presiding officer of the DEI Cabinet, ex-officio member of all committees, and representative of The County of Sacramento DEI Office.
The Vice Chair shall, in the absence of the Chair, perform the duties of that office.
Section C: Ex-Officio Members
In the future, ex-officio members could be appointed from a standing Board Commission such as the Equal Employment Opportunity Advisory Commission, Disability Advisory Commission as applicable.
DEI Community Commission shall be commissioned by the Cabinet in collaboration with County Executive to serve on standing subcommittees aligned with their area of focus to support the work of the DEI Cabinet.
Section D: Committees
To expedite and facilitate the business of the Cabinet and the orderly and efficient consideration of matters coming before it, the Cabinet may establish standing or ad-hoc committees to focus on specific tasks or projects and report back to the Cabinet.
Section E: Government Alliance on Race & Equity (GARE) Committee
To facilitate and accelerate the engagement of County departments with Government Alliance on Race & Equity (GARE) and help identify internal projects and pathways to incorporate racial equity tools to scale racial equity strategies. Contribute to branding and storytelling about the County’s accomplishments and impact in advancing the work of diversity, equity, and inclusion.
Section F: The County of Sacramento Employee Resource Groups (Caucuses)
Identify and surface barriers to inclusion, bias, and inequities in policy, practice, and service delivery. Provide insight and input on DEI initiatives, assessments, and employee sentiment surveys to help inform DEI strategies. Facilitate an inclusive culture by providing a platform for employees to connect, feel seen, heard, valued, and create space for respectful dialogue, understanding, and empathy. Participate in county community events, engage in volunteer efforts, partner with community organizations, and careholders to serve as County Ambassadors to community relations and attract new talent.
Section G: Sac County T.H.R.I.V.E. Council’s Role and Responsibilities
The Sacramento County T.H.R.I.V.E. Council will contribute community voice to identify barriers to access, engagement, and inequities in services, programs, policies, and practices that impact BIPOC members of Sacramento County and identify intervention strategies and solutions. They will serve as a channel to create deep strategic alignment between the community and Sacramento County.
Section A: Regular Meetings
The Cabinet meets monthly on the 4th Thursday of every month.
Section B: Attendance
Cabinet and Committee members have a duty to their constituent group(s) to attend meetings and standing subcommittees of which they are members. After three successive absences by a member, the Chair will remind the member of the obligation to attend and participate in meetings.
If the Cabinet or Committee member’s absences continue, the Chair will ask the member to reconsider their appointment and may ask for their resignation after meeting with the Executive Supervisor.
A record of attendance will be maintained in the minutes of all DEI Cabinet and Committee meetings.
Section C: Designees
In their absence, Cabinet members may designate an appropriate staff person to represent them, or designate an alternate, and vote at Cabinet meetings. Any member wishing to appoint a designee is to identify the designee or alternate in written correspondence addressed to the Chair and/or staff of the Cabinet. Designees can only be changed by notifying the Chair and/or staff in writing.
Section D: Alternate
Cabinet members may name a representative to serve as Cabinet members when the member is not available to attend.
Section E: Quorum
A quorum is no less than a simple majority of the membership of the Cabinet.
Section F: Convening Special Meetings
The Chair of the Cabinet may convene a special meeting. Written notice must be served at least 48 hours in advance. Only items included in the written notice may be discussed or considered.
Section G: Staff Support
Staff support is provided by the Department of Personnel Services to a maximum level of 1.0 positions. Costs for such support are shared equally by County departments except during times when the support is less than one full-time equivalent position.
Active voting members will be County department directors and staff who will serve two-year terms on the DEI Cabinet.
Each Cabinet member has one vote. Designees or alternates may vote on behalf of a member if they have been identified by the member in written correspondence addressed to the Chair or other methods approved by the Chair. Action may be taken by a majority vote of those present and by not less than a majority of the quorum
The DEI Cabinet will report its work, findings, and recommendations to the Board of Supervisors, as needed or requested, including progress on established goals, strategies and objectives identified by the Cabinet. The report should also provide a summary of community engagement activities, including how feedback received by the Cabinet was used.
These bylaws can be amended only by the full DEI Cabinet, at any regularly scheduled meeting provided the amendment has been submitted in writing and approved by the Executive Supervisor. The proposed amendment will be submitted to the full Cabinet at a regularly scheduled meeting prior to the meeting at which the vote is scheduled. Approval will require an affirmative vote of a majority of the voting members.