BERS will strive to achieve the greatest possible diversity among our workforce, to create an inclusive
culture of openness, tolerance, and cooperation in our workplaces, to promote equity in all its aspects,
and to examine and eliminate the structural obstacles to equal treatment of our workforce.
Five-year transportation master plan to improve the safety, accessibility, and quality of the city’s streets for all New Yorkers. The plan was developed in response to Local Law 195 enacted in December 2019.
Reports on the development, progress and achievements of the New York City Department of Environmental Protection's source water protection programs established to maintain the Filtration Avoidance Determination (FAD) for the Catskill/Delaware portion of the New York City water supply.
The Financial District and Seaport Climate Resilience Master Plan is a shared City-community vision for a resilient 21st-century waterfront.
This vision responds to the increasing hazards posed by climate change, while transforming the waterfront to better serve all New Yorkers
for generations.
Following the release of the NYC IoT Strategy, the City has taken steps across a range of initiatives outlined therein. This report details those steps and outlines findings from engagements with stakeholders to solicit feedback on the Strategy, and shares new commitments based on this input.
Annual plan detailing the agency’s EEO-related accomplishments; review and analysis of workforce composition; and EEO, diversity, inclusion, and equity initiatives for fiscal year 2022.
Per LL 5/2020, each city agency receiving parking permits from NYC DOT must develop a plan for their use, including criteria for distribution, assessment of the appropriate number of permits for that agency, and proposed steps to curb unnecessary permit issuance.
Landmark Preservation Commission - FY 2022- EEO Plan
Plan for Equal Opportunity Employment and Diversity
Period runs from July 2021-June 2022
Plan to improve and monitor equal opportunity employment including reminders to staff
Staff composition and Equal Employment Opportunity Staff - incl CDIO
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency.
Informed by the input of his Transition Committee and leadership team and their collective assessment of the existing capacity and needs of the agency, this report summarizes Comptroller Lander’s draft mission statement for his administration, the values and principles that will guide leadership.
: The Diversity & EEO Plan, mandated by the New York City Charter, communicates the agency’s intention to promote EEO and diversity and inclusion by continuing effective measures or implementing new strategies and programs that prevent, diminish, or eliminate barriers to equal opportunity employment
DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY PLAN for DVS that supports the diversity, equity, and inclusion initiatives at the agency by
observing EEO mandates and working with dedication to attain agency goals that all agency staff must be compliant with.
Reports on the development, progress and achievements of the New York City Department of Environmental Protection's source water protection programs established to maintain the Filtration Avoidance Determination (FAD) for the Catskill/Delaware portion of the New York City water supply.