2020 -- S 2759

========

LC004766

========

     STATE OF RHODE ISLAND

IN GENERAL ASSEMBLY

JANUARY SESSION, A.D. 2020

____________

A N   A C T

RELATING TO STATE AFFAIRS AND GOVERNMENT - DEPARTMENT OF

ADMINISTRATION

     

     Introduced By: Senators Cano, Quezada, Nesselbush, Metts, and Murray

     Date Introduced: March 04, 2020

     Referred To: Senate Labor

     It is enacted by the General Assembly as follows:

1

     SECTION 1. Section 42-11-2.7 of the General Laws in Chapter 42-11 entitled "Department

2

of Administration" is hereby amended to read as follows:

3

     42-11-2.7. Office of diversity, equity and opportunity established.

4

     (a) The office of diversity, equity and opportunity (ODEO) shall be established as a

5

division within the department of administration. The purpose of the office shall be to ensure non-

6

discrimination, diversity, equity, and equal opportunity in all aspects of state government,

7

including, but not limited to, employment, procurement, policy and practices relative to state

8

programs, services, and activities.

9

     (b) The head of this division shall be known as the associate director of ODEO, who shall

10

be appointed by the director of administration, in the classified service of the state, and shall be

11

responsible to, and report to, the director. The associate director of ODEO shall oversee the ODEO

12

in all aspects, including, but not limited to, coordination of the provisions of chapter 37-14.1

13

(minority business enterprise) and chapter 28-5.1 (equal opportunity and affirmative action)

14

wherein the ODEO shall have direct administrative supervision of the state's equal opportunity

15

office.

16

     (c) ODEO shall have the following duties and responsibilities:

17

     (1) Develop, administer, implement, and maintain a statewide diversity plan and program,

18

including an equity, equal-opportunity, minority business enterprise, and supplier-diversity

 

1

program, as well as other related plans and programs within the office;

2

     (2) Provide leadership in the development and coordination of recruitment and retention

3

activities in order to promote diversity and encourage the use of bias-free methods and practices in

4

the hiring process, performance reviews, and promotions, and to ensure compliance with applicable

5

federal and state laws, rules, regulations, and policies;

6

     (3) Support the growth and development of the state's minority business enterprise program

7

by engaging in concerted outreach programs to build relationships, maintaining effective programs

8

to promote minority business enterprise utilization, and facilitating minority business enterprise in

9

State procurement activities;

10

     (4) Develop, coordinate, and oversee the recruitment, selection, and retention efforts and

11

initiatives to promote and achieve the state's diversity goals and objectives, developing and

12

recommending recruitment strategies, and assisting with special recruitment efforts directed toward

13

ethnic minorities, women, and other underrepresented groups; and

14

     (5) Provide leadership in advancing management's understanding, capacity, and

15

accountability for embedding diversity and equity in employment and human resource management

16

practices as an integral part of the state's employment opportunities.; and

17

     (6) Create and execute a strategic plan for increased cultural competency for all state

18

employees:

19

     (i) ODEO shall prescribe by regulation a cultural competency model training program;

20

     (ii) ODEO shall require all state employees to annually receive said training program

21

beginning July 1, 2020;

22

     (iii) ODEO shall make said training available to municipal employees, upon request; and

23

     (iv) For the purposes of this section "cultural competency" means an understanding of how

24

institutions and individuals can respond respectfully and effectively to people from all cultures,

25

economic statuses, language backgrounds, races, ethnic backgrounds, disabilities, religions,

26

genders, gender identifications, sexual orientations, veteran statuses and other characteristics in a

27

manner that recognizes, affirms and values the worth, and preserves the dignity, of individuals,

28

families and communities.

29

     (d) The director of administration may promulgate rules and regulations recommended by

30

the associate director in order to effectuate the purposes and requirements of this act.

31

     SECTION 2. This act shall take effect upon passage.

========

LC004766

========

 

LC004766 - Page 2 of 3

EXPLANATION

BY THE LEGISLATIVE COUNCIL

OF

A N   A C T

RELATING TO STATE AFFAIRS AND GOVERNMENT - DEPARTMENT OF

ADMINISTRATION

***

1

     This act would require the office of diversity, equity and opportunity (ODEO) to create and

2

for all state and municipal employees to receive annual training in cultural competency. It would

3

define "cultural competency" as an understanding of how institutions and individuals can

4

respectfully respond to people from all different backgrounds such as race, language, economic,

5

gender, veterans and disabilities.

6

     This act would take effect upon passage.

========

LC004766

========

 

LC004766 - Page 3 of 3