PSHSA is seeking the qualified services of a forward-thinking, solutions-driven ED&I consultant or firm to develop an ED&I strategy reflective of PSHSA’s organizational values. This RFP has been prepared to seek prospective Proponents’ background information and pricing quotations. The service term for any resulting contract is expected to be a period of 12 months, and with the opportunity for subsequent renewal on an annual basis.
PSHSA reserves the right to award part and/or all of the proposed project work to one or more successful proponents
PSHSA intends to engage a consultant to support in creating a culture of Equity, Diversity and Inclusion that serves as a model of how best to build, promote, retain, and develop a diverse and inclusive workplace where there is fair opportunity to thrive considering all employees’ unique backgrounds and life experiences.
The scope of work will include, but is not limited to:
- Developing a responsive, sustainable, and cost-effective 3-year critical path framework that leverages the benefits of equity, diversity, and inclusion, including advisory support regarding how PSHSA can implement, measure, and monitor progress.
- Providing guidance on ED&I best practices for PSHSA to establish a foundation and build capacity for cultural competency throughout the entire organization. This includes developing a plan to diagnose, engage, take action, and track accountability across the organization.
- Working with PSHSA’s senior leadership and human resources teams to establish an ED&I committee and collaborating with these stakeholders to develop the organization’s ED&I strategy, mission, and vision.
- Working in partnership with PSHSA’s senior leadership team and ED&I committee to co-build an ED&I roadmap and milestones over the next year. (See section 3.1.1 for more details on the project objectives and milestones.)
- Conducting bias and cultural competency training for ED&I committee members as well as any additional training for the broader organization related to current anti-racism and diversity policies.
- Utilizing our new ED&I framework and competencies to identify benchmarks and KPIs for future planning.
Project Objectives and Milestones
The following represents anticipated activities and milestones to be delivered by the successful Proponent in collaboration with PSHSA’s senior leadership and human resources teams and ED&I committee as part of PSHSA’s ED&I roadmap. Alternate approaches will be considered should they align with PSHSA’s objectives.
- ED&I Diagnostics
The successful Proponent is expected to complete an assessment and conduct a current state analysis of the organization with external benchmarking in relation to PSHSA’s existing workforce to inform PSHSA’s awareness of employee composition with regards to embedding a culture of equity, diversity, and inclusion. This will also include performing a gap analysis and evaluation to understand our cultural competency and the intersection of employee identity dimensions. Elements of the ED&I diagnostics are to be run through a secure platform to ensure safety and confidentiality for survey participants due to the nature of the questions and data collected. The successful Proponent will provide support with question selection and guidance on survey communication. Confirm and or redefine the project scope.
- Internal Focus Groups
Facilitate focus groups with staff members to gather qualitative feedback and drill down on key findings identified through the ED&I diagnostics.
- Leadership Roundtable
Engage PSHSA’s senior leadership team by facilitating a fulsome discussion reviewing the findings, feedback and data emerging from ED&I diagnostics and focus groups. Work toward mutual understanding and address any questions or concerns. Ensure that PSHSA’s senior leadership team is prepared and well-positioned with the appropriate skills, knowledge, and training to deliver on the ED&I strategy.
- ED&I Committee Audit and Strategy
Assess and support the ED&I committee through a full evaluation of its current framework, including leadership roles and functions, membership, charter, governance, terms of reference, training, planning and/or annual goals. Identify priority actions and associated measures and implementation strategies for enhancing workplace equity, diversity, and inclusion initiatives.
- ED&I Policy and Strategy
Review, develop and implement an ED&I policy for PSHSA to set clear expectations, mitigate risk and ensure compliance. Utilizing the data from our diagnostics, establish a 3-year vision, strategy, timeline, and implementation plan with a 5-year outlook that aligns with and supports the goals and priorities of PSHSA’s strategic plan and human resources strategy. Provide a success indicator tool to support the ongoing evaluation of the strategy.
- Organizational Policy and Procedure Review
Conduct a comprehensive review of all PSHSA’s organizational policies and procedures with an ED&I lens to determine if updates are necessary. It is expected that this will include a review of PSHSA’s recruitment, selection, professional development, and employee lifecycle management practices, which will lead toward creating an inclusive, transparent framework and strategy.
- Organization-wide Training
Facilitate an organization-wide training session for all staff utilizing various engagement tactics, including surveys, activities and/or breakout groups to facilitate meaningful conversation and learning. Provide a high-level analysis of all internal engagement.
- Expansion to Client-Facing Activities
Determine a strategy for how ED&I cultural competencies can be further embedded into current client-facing engagement activities, products, and services. Provide ongoing support to PSHSA’S strategic communications in promoting various equity, diversity, and inclusion initiatives.
