The Department of Human Resources is committed to providing a diverse and inclusive City workplace, where all applicants and employees are treated with fairness, dignity, and respect. DHR’s mission is to use fair and equitable practices to hire, develop, support, and retain a highly-qualified workforce.
This webpage provides easy access to the DHR policies, programs, trainings, and reports supporting and expanding on the Mayor’s Executive Directive 18-02, "Ensuring a Diverse, Fair, and Inclusive City Workplace."
- Equal Employment Opportunity: Ensures equal opportunity to all employees and applicants; that employees be selected and promoted based on merit and without discrimination; and reasonable accommodations for qualified employees and applicants that require them.
- Language Diversity: The City and County of San Francisco’s (City) reaffirms its equal employment opportunity policy that ensures the opportunity for employment of an ethnically and culturally diverse workforce wherein individuals shall enjoy equal application of the terms and conditions of employment, including the right to speak their primary language.
- Sexual Harassment: It is the policy of the City and County of San Francisco that, in accord with State and federal laws, each city employee has the right to work in an environment free of discrimination, including sexual harassment, and that sexual harassment is unacceptable and will not be tolerated in the workplace.
- Gender Inclusion Policy and Tools: The City and County of San Francisco (City) is dedicated to maintaining an inclusive, respectful, safe, and productive workplace for all transgender, gender-nonconforming, gender-nonbinary, and gender-transitioning employees, applicants, and contractors. Discrimination, harassment, and retaliation based on gender, gender identity, and gender expression are not tolerated.
- Access to City Employment (ACE): Provides an alternative route towards permanent City employment for qualified disabled individuals.
- ApprenticeshipSF: Offering quality apprenticeship programs for the City & County of San Francisco.
- City University: A partnership between the City, educational institutions, labor organizations, business, and philanthropic communities, to provide learning opportunities for City employees in an effort to produce high quality City services, improve performance, and satisfy employees.
- Conviction History: The Conviction History program reduces both conscious and implicit bias in hiring decisions so qualified, capable, and competent individuals with conviction histories are not denied opportunities to work for the City.
- De-identification : DHR now removes the names, addresses, and schools attended from permanent civil service applications so hiring managers cannot use this information to decide who gets an interview. The goal of this program is to eliminate the potential for implicit or explicit bias at this point in the hiring process and to provide greater opportunity for those who may have been screened out in the past.
- Cross Cultural Communications: This one day training helps employees explore strategies to enhance communication and build a culture of trust in their workplace. In this training, participants will understand differences in communication styles and will learn the role culture plays in communication and managing conflict.
- Harassment Prevention: In this training, participants will understand federal and state statutory provisions and strategies regarding harassment prevention, discrimination, and retaliation. Supervisors are required to take this training every two years.
- Managing Implicit Bias: Creating Awareness and Building Inclusion Training: In this training, participants will understand the effects of bias on decision-making, and learn tools to continue creating inclusion in their daily lives.
- Workplace Bullying: In this training, participants will learn how to identify workplace bullying, and will learn skills, strategies, and actions to take to stop workplace bullying.
Corrective Actions / Discipline
- Guidance: The Employee Relations Division created the following checklists for departments to use to ensure fair and consistent administration of corrective actions and disciplines.
- Corrective Action and Discipline Statistics by Race/Ethnicity and Gender Analysis (FY18-19 – 3rd and 4th Quarter)
- Annual Report on Completed Harassment Prevention Training (FY17-18 and FY18-19)
- Annual Report on Sexual Harassment Complaints (FY17-18)
- Citywide Workforce Demographics: This web page explores the City’s workforce demographics through interactive dashboards.
- EEO Complaints by Race Ethnicity (FY 2018-19)
- First Quarter Report on Harassment Complaints (FY 2019-2020)
- Fourth Quarter and Annual Report on Sexual Harassment Complaints (FY 2018-2019)
- Workforce Utilization Report 2019