Deputy Commissioner of Diversity and Development
The Indiana Department of Correction (IDOC) is committed to ensuring that all staff, stakeholders, partners, and incarcerated individuals feel welcomed and included. It is the goal of the IDOC to drive cultural change across the agency by increasing diversity, equity, inclusion, and belonging. We celebrate the wide array of races, national origins, abilities, ages, religions, sexual orientations, gender identities, and political views in our communities and facilities. We recognize that diverse perspectives are required to fulfill our department’s mission of returning productive citizens to Hoosier communities.
The Indiana Department of Correction's Deputy Commissioner (DC) of Diversity and Development will work with IDOC leadership, staff, and the incarcerated population to maintain and improve standards of equity and inclusion to build on the existing successes of a workforce that champions diversity, values cultural differences, and recognizes that each staff member plays an important part in creating and maintaining a safe work environment. As an agent of change, the Indiana Department of Correction is committed to championing equity and diversity and has woven these principles into the fabric of all that we do.
- 2022 Strategic Goals
The Indiana Department of Correction Division of Diversity and Development has been working with Optimist Business Solutions, LLC since October of 2021 to create a roadmap for the agency using the GROW model.
- Goals- What you want to achieve
- Reality-What is happening now (Assessment)
- Options-What could you do based on the current reality
- Way Forward-Create the roadmap
After discussing what we wanted to achieve, OBS completed an agency assessment of the 7 Dimensions of Diversity, Equity, and Inclusion by reviewing our current policies and procedures, training, strategic plan, hiring and promotion practices etc.
Once the assessment was completed, we revisited the goals we set at the beginning of the project to determine what we needed to focus on as an agency. Below are the goals and objectives that we produced.
- Ensure we have equity in hiring practices and policies.
- Standardize interviewing process across positions/facilities to be more equitable
- Update the dress code standards to be more inclusive (e.g., hair color, shoes)
- Establish formal partnerships with diverse organizations to grow a more diverse talent (e.g., disabled, veterans, people of color) pipeline.
- Ensure that staff have equitable access to opportunities.
- Include job opportunities in the Roll Call agenda to broaden awareness.
- Share job postings across all facilities statewide to broaden diversity of candidates
- Implement a DIB governance structure to reflect best practices. Governance will assist with oversight of equitable practices and opportunities.
- Ensure we are equitable when selecting people for leadership programs and recognition.
- Implement a job shadowing program to expand exposure of roles.
- Implement transparent metrics to confirm diverse representation in leadership programs.
- Leverage data to drive the creation of a leadership program for under-represented groups.
- Formally, publicly, and more creatively recognize DIB representatives, staff, and volunteers.
- Identify positions where there are (gender and race) disparities and address these disparities across facilities.
- Identify the top five positions with the highest disparities
- Implement a mentoring program to help under-represented groups fill these positions
- Demonstrate the importance of DIB by including it in the strategic plan
- Revise the strategic plan
- Whats Next?
- The IDOC has partnered with Indiana State University to participate in an Implicit Bias Study.
- The IDOC will be partnering with Martin University and their Center for Racial Equity and Inclusion to work on initiatives that will aid in strengthening the awareness and practices of diversity, equity, and inclusion within our agency.
- The IDOC also plans on working collaboratively with Martin University to provide internships to students interested in a career or who wish to learn more about the Criminal Justice field.
- The Division of Diversity and Development will be working closely with the Hoosier Initiative for Re-Entry (HIRE) Female Empowerment Panel and their female-specific training modules that will be utilized with women participating in the pre-release programs within IDOC facilities.
- What You can Do
- Treat everyone with respect. Simply saying hello to someone will make a big difference and establish a respectful foundation of civility and collegiality.
- Speak up, say something when you witness harassment or discrimination of any kind towards any group whether you are a part of that group or not (this would include off-colored jokes/remarks).
- Reach out to your co-workers who are by themselves or are feeling alienated.
- Recognize your own biases and be the solution to those biases.
- Be an active participant in your facility’s cultural assessment surveys. The information obtained from these surveys will aid the Division of Diversity and Development in developing strategies that will champion equity and diversity within our agency.
- Learn how to file a report inside or outside of your facility/office.
- If you have any questions, reach out to the Division of Diversity and Development and/or your Recruitment and Retention Coordinator.
*To discover more, click on the event in the calendar.
- Host a multicultural movie night. Invite friends, family, or colleagues over to watch some multicultural and foreign films. You can even ask guests to bring a snack to represent a different country or culture to munch on.
- Attend a cultural art exhibit. Many cities are home to international or cultural art exhibits. Visit a nearby museum for a weekend outing and learn more about other cultures through the lens of fine and contemporary art.
- Play music from around the world. Throughout the month, play music from around the world in your office, classroom, car, or home. Celebrate the diversity of your employees, co-workers, or students by asking them to bring in examples of music from their own culture or heritage.
- Support minority-owned businesses. Visit a minority-owned business or utilize services from a minority vendor to show your support for their establishment.
For staff interested in being a part of IDOC-Out contact Eric Vanatti @ email@example.com
“IDOC-Out brings together employees who are allies of equality in sexual orientation and gender identity. We promote an open and inclusive culture and safe space that empowers employees to bring their whole, authentic selves to work every day.”
For more information contact:
Kathy Griffin Executive Director of Veteran's Affairs