Racial Equity Audit Details Internal Struggles In Worcester City Hall

WORCESTER, MA — A sweeping racial equity audit of key Worcester city departments set to go public Friday reveals a host of challenges facing city leaders in improving diversity, and underscores issues raised by former chief diversity officer Stephanie Williams when she resigned in February.

At the top level, investigators from the firm that led the audit, Letterman White Consulting, uncovered exasperation among some nonwhite City Hall employees over issues like reporting racism, expanding diversity in city government and being included in major decisions.

Some employee quoted in the audit echo what Williams said in her Feb. 21 resignation letter — that diversity in Worcester city government is seen as an "extracurricular activity." Williams was the city's third chief diversity officer in the six years since the position was created. She now works as the diversity officer at Mount Wachusett Community College in Gardner.

"There is favoritism and nepotism, and people of color are simply ignored, disrespected and made to feel as if they have no voice or ideas or anything tangible to contribute," one anonymous employee quoted in the audit said.

The 146-page racial equity audit evaluated the city human resources and human services departments, and is the result of a wider set of reforms proposed by former city manager Ed Augustus Jr. in the wake of the 2020 George Floyd killing. Letterman White Consulting began the audit in late January, about a month before Williams resigned.

Acting City Manager Eric Batista sent the report to city councilors this week, and included a memo with his thoughts on the results, and how the city would act on the audit's recommendations. Batista also said in the memo he will begin the process of finding a replacement for Williams this fall.

Batista said the audit offers an "unflinching" look at the challenges city government.

"These issues are not limited to the City of Worcester’s workforce; however, it is our responsibility as leaders to meet the moment and take meaningful steps to improve our workplace culture to achieve our expectations of a thriving organization that is diverse, equitable, and inclusive. We must take ownership and be transparent in order to break down the barriers to change," his memo said.

Over the past nine months, auditors interviewed and surveyed dozens of City Hall employees, including city councilors, on diversity issues. Based on the results, the auditors have passed on a set of 10 changes the city can make across all departments to improve diversity, equity and inclusion. The audit also has more specific recommendations for the HR and human services departments.

Those citywide recommendations include: better preparing City Hall employees for changes geared toward increasing diversity; updating and improving communications materials, including an annual diversity report; improving racial discrimination reporting and investigation programs; and centralizing the human resources and diversity officer functions.

One key area auditors found lacking: the readiness to make change to increase diversity and racial equity.

"If enough people actively resist a change, it will not happen. Worcester, like every other city intending to improve racial equity, will be better positioned to design and execute implementation plans for the recommendations in this report if it first focuses on increasing its collective readiness for change," the audit said.

The audit found the coronavirus pandemic stymied recent diversity efforts, but also that employees don't always have time to focus on diversity and cultural change. There was also a hesitancy among employees to participate in the audit, emphasizing a wider cultural problem in city government.

"Resistance to change is ingrained in the city workforce culture," the audit said. "LWC encountered anecdotal information that many employees did not want to complete the survey, participate in interviews, or be part of focus groups due to fear of reprisal."

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Although the audit includes many criticisms of the city government culture, some employees applauded recent efforts to improve diversity. Others said that they are encouraged by new department heads who are people of color, specifically Batista and Commissioner of Health and Human Services Matilde Castiel.

"We include equality in every step possible. It is implemented within the hiring process and throughout the onboarding process. We regularly attend trainings that speak about equity, equality, and diversity as well as the challenges different group[s] of people face on an everyday basis," one anonymous employee said in the audit.

A survey completed by 41 Health and Human Services employees — about 59 percent of the people who received the survey — gave high marks to senior leaders and the direction of the department. A little more than half the employees who participated in the survey were white, and about 75 percent were women.

The audit also said Batista, who took over for Williams immediately after her resignation, was responsive to recommendations made by Letterman White Consulting early in the audit process.

"This speaks volumes to his commitment and the commitment of his cabinet to following his lead," the consultants said.

The audit is one of two major assessments of diversity efforts in city government. A separate audit of diversity efforts in the police department is still in the works.