Seattle, WA Resolution on Developing Effective Options for Resolving Discrimination in City Employment

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Seattle, WA, US

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Type: Resolution

Status: Adopted on 1/12/03 Unanimous

Source File:


A RESOLUTION directing the Executive to develop effective options for processing, evaluating and, when appropriate, addressing claims of racism, claims of discrimination to lesbian, gay, bisexual and transgendered people, and claims of gender discrimination, and disparate treatment in Seattle City government employment.

WHEREAS, the National Association for the Advancement of Colored People (NAACP) convened a panel to hear from former, present and retired African American employees of the City of Seattle as well as applicants for employment with the City of Seattle regarding the subject of racism and disparate treatment which allegedly has been or is currently practiced in the City's workforce; and

WHEREAS, the NAACP convened a panel in response to requests for assistance from current and former African American City of Seattle employees and applicants for employment who sought the NAACP's assistance in resolving acts of alleged racism and disparate treatment being practiced in, fostered by and/or protected by Seattle City government; and

WHEREAS, the NAACP has issued a report containing the statements, supporting documents and recommendations from the participants requesting that the Mayor of the City of Seattle review the report and respond to its recommendations and; and

WHEREAS, the Seattle City Council was provided a copy of said report and is concerned about the treatment of every City employee and prospective applicant for employment; and

WHEREAS, the Seattle City Council urges the Executive to give prompt and due consideration to the report and the recommendations contained therein;


1. The Executive review pending, EEO complaints to ensure compliance with City EEO procedures;

2. Where there is a finding of reasonable cause to believe discrimination has occurred, the Executive ensure effective, make- whole remedies are provided to the adversely affected employee.

3. Annually provide the Seattle Branch of the NAACP with comparative statistics regarding promotions and disciplinary actions taken against all employees. Where there is a statistical showing that discipline is disproportionately meted out against any employee group in a protected category, the Executive will undertake a comprehensive review to ensure disciplinary measures are not impacted by an employee's protected status.

4. Urge the Executive to clarify what if any procedures the City has promulgated in regards to accepting, evaluating and effectively resolving complaints of discrimination filed with the Office of Civil Rights, the City's Personnel Department and/or individual City departments. The Executive shall further ensure that such procedures, if any, are accessible to all City employees.

5. Urge the Executive shall ensure the existence of adequate EEO training regarding consistent, prompt and effective resolution of EEO complaints for all City EEO staff.

6. Urge the Executive to ensure the existence of equal treatment among all ethnic groups, both genders, and among lesbian, gay, bisexual and transgendered people in recruitment, training and personnel actions.

7. Under the direction of the Department of Ethics and Elections, develop personnel policies to prohibit nepotism and/or the appearance of nepotism in the workplace.

8. Urge the Executive to implement an effective merit system for use in its hiring practices, performance evaluations and promotion decisions.

9. Urge the Executive to provide sufficient funds to individual departments to provide emphasis training addressing issues related to respectful work relationships.

10. Urge the Executive to ensure all managers, supervisors and department directors encourage respectful work relationships. With each finding of reasonable cause, the Executive should conduct a thorough review of management's actions and where appropriate, ensure that any manager, supervisor or department director responsible for implementing the discriminatory practice, receive appropriate counseling and/or disciplinary action.

11. Executive staff will report its' findings at a briefing to full Council and the NAACP, four months from January 1, 2003.