Diversity, Inclusion and Organizational Development Specialist at Polk County and a Mid-Iowa Health Foundation HealthConnect Fellow
(April 2022-October 2023)
Engaging employees in the process of organizational and individual growth within Polk County
Fields’ work has focused on creating a more inclusive and diverse workplace within Polk County. While her fellowship campaign initially focused on developing an updated professional development policy that would help diverse employees advance in their careers, she realized the deeper work that needed to occur prior to policy change. Fields found the lack of communication and inclusion of diverse perspectives throughout the organization hindered systemic change, and that to create a more innovative and welcoming environment, she would have to start by listening to the voices and ideas of all employees — i.e., the key stakeholders who contribute to the organization’s success.
Fields shifted to finding ways to engage employees better and to obtain their feedback, input, and buy-in, with the understanding that this inclusive process would lead to collectively agreed-upon priorities and initiatives that would be easier to implement and sustain — ultimately creating a more effective and inclusive workplace.
Fields implemented learning and development opportunities for employees, such as lunch-and-learn events on diversity, equity, and inclusion topics, and received feedback on future topics. She facilitated diversity discussions within various County divisions with a focus on creating the atmosphere that allowed employees’ voices and ideas to be heard. She also coordinated the Welcoming Week events — a celebration of local diversity and inclusivity in the community, also serving as an opportunity to welcome individuals of all backgrounds and cultures — which further engaged Polk County residents in the conversation.
In the second half of the fellowship, Fields turned her attention to creating a Belonging Survey to guide Polk County in opportunities to create an inclusive environment for employees. The survey went to all staff and 822 employees participated. A strategic planning group reviewed the results and identified three focus areas for future organizational and individual growth: equity, authenticity, and belonging. Fields is now working on programs, initiatives, and policies that address these areas.
While Fields views her work as “just at the beginning,” she is encouraged by employees’ increased participation in learning events, the valuable feedback provided through the survey, and the trust that has been built among employees, herself, and the organization’s Diversity, Equity, Inclusion, and Accessibility Committee.
Fields has identified the critical work that needs to happen to ensure what the County does next is sustainable and makes progress toward creating a welcoming and inclusive environment for all employees. The fact the County approved the purchase of a survey tool demonstrates that leadership recognizes the importance of both hearing employees’ voices and growing in ways that attract and retain people. With leadership’s support, she is working on a policy update to make professional development opportunities more accessible to all employees and is overseeing a pilot project with 35 leaders from Polk County Conservation and the Health Department aimed at helping them create an inclusive workplace culture where everyone can contribute.
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