Plan includes: Increase Safe Haven Capacity; Create Paths to New Permanent Housing; Deliver new health and mental health resources to people where they are; Deliver 24/7 Multi-Agency Outreach Response; Leverage State-of-the-Art Outreach Technology; Expand Diversion and Outreach in Our Subway System
HPD’s language access efforts ensures all have equitable access to the Agency’s services by training front-line staff, translating its website, public-facing online consumer systems, and making translators and translating services available throughout the Agency.
Plan to improve access to city services for limited English proficiency individuals and ensures that language will not be an obstacle to receiving services. The goal of this plan is to ensure that all eligible applicants and recipients receive the appropriate benefits without undue delay/difficulty.
Report on agency “equity assessments” to identify policies & practices that may be implemented to address disparate outcomes on the basis of gender, race, income & sexual orientation, and to create “equity action plans” to address these disparate outcomes. Includes Summary, plan, & assessment.
The New York City Commission on Human Rights (“The Commission”) submits this Language
Access Policy and Implementation Plan pursuant to Local Law 30 of 2017. This document is
updated as of May 2021.
The plan to communicate our dedication to equity, diversity, and inclusion to all employees. Reports to DCAS the steps taken to comply with all legal mandates to eliminate employment discrimination in the City of New York.
The plan to communicate our dedication to equity, diversity, and inclusion to all employees. Reports to DCAS the steps taken to comply with all legal mandates to eliminate employment discrimination in the City of New York.
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.
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.
During this Fiscal Year, the agency EEO officer will announce their Commitment Statement to DOI employees, to affirm the principles of diversity, inclusion, and equal employment opportunity, and to communicate their dedication to equity and all values that drive us toward this goal.
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.
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.
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.
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.
: 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
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the agency’s FY2020 Diversity & EEO Plan.
The DEI-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 of implementing new strategies and programs that prevent, diminish, or eliminate barriers to equal opportunity employment.2023
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
Period runs from July 2023-June 2024
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 g
The Mayor's Press Office releases information about notable events and actions taken by the Mayor, as well as transcripts of all media conferences, radio shows, and ceremonies that the Mayor attends.
The Mayor’s Office Diversity and Equal Employment Opportunity (DEEO) Plan Fiscal Year 2021 establishes measures, programs, actions, initiatives, and trainings tailored to the agency’s mission, function, structure, operations, workforce, and organizational environment.
The Mayor’s Office Diversity and Equal Employment Opportunity (DEEO) Plan Fiscal Year 2022 establishes measures, programs, actions, initiatives, and trainings tailored to the agency’s mission, function, structure, operations, workforce, and organizational environment.
The Mayor’s Office Diversity, Equity, Inclusion and Equal Employment Opportunity (DEI-EEO) Plan Fiscal Year 2023 establishes measures, programs, actions, initiatives, and trainings tailored to the agency’s mission, function, structure, operations, workforce, and organizational environment.
Mayor's Office for People with Disabilities and the Campaign Finance Board partnered together in order to introduce a new voters guide American Sign Language
The “Charge Safe, Ride Safe” action plan, implemented on March 20, 2023, addresses the surge in fires and fatalities linked to improper storage and safety standards for powered mobility devices.
By law, all City agencies that provide direct public services must create a language access implementation plan (LAIP) in order to ensure meaningful language access to their services. The LAIP explains how MOME will provide language access services to people who have limited English proficiency.
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.
Quarterly fair and effective affirmative employment report to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency.
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.
Mayor Eric Adams and Chief Service Officer Laura Rog unveiled the city's plan to increase volunteer and service opportunities by 25 percent across the five boroughs — helping to build stronger communities, address the loneliness epidemic, and bolster the nonprofit sector.
The 2022 CAPER reports on New York City’s one-year progress (January 1, 2022, to December 31, 2022) in using its annual entitlement grants award to address the priority needs and goals articulated in the City’s Consolidated Five-Year Strategic Plan for plan years 2021-2025.
The 2023 Proposed Consolidated Plan One-Year Action Plan (the “Proposed Action
Plan”) is the City of New York’s annual application to the United States Department of
Housing and Urban Development (HUD) for the four Office of Community Planning and Development entitlement programs.
The Citizen Participation Plan (CPP) is New York City’s framework to promote a community-wide dialogue to identify housing and community development priorities and guide the use of funding received from the Community Planning and Development (CPD).
The language access implementation plan (LAIP) explains how NYC Parks will provide language access services to people with limited English proficiency.
The language access implementation plan (LAIP) explains how NYC Parks will provide language access services to people with limited English proficiency.
The Language Access Coordinator supervises the Department’s language access plan and institutes various measures to monitor the success of the plan. The plan is reviewed and updated, as necessary.
The NYC DOP FY 2023 Diversity Equity Inclusion and EEO Plan provides details of the agency's commitment to activities, policies, and procedures that advance diversity, equity, and inclusion.
NYC DOP's Language Implementation Plan for 2021 detailing efforts made for the provision of language access to our clients and the public, where appropriate.
The Public Design Commission meets once a month. The meeting agendas are posted online three business days in advance of each meeting and published in the City Record. Agendas are also distributed to all City Council members, Community Boards, and City agency liaisons.
The Department of Records and Information Services has developed its Language Access Plan to guide the agency in serving patrons who have limited English language proficiency. This plan will ensure that all patrons and prospective patrons will have access to the department’s resources.
The Department of Records and Information Services has updated it's Language Access Plan to guide the agency in serving patrons who have limited English language proficiency. This plan will ensure that all patrons and prospective patrons will have access to the department’s resources.
In June 2016, DSNY published their first Strategic Plan, committing to 12 goals and 46 corresponding initiatives. In June 2018, four additional initiatives were added. In this progress report, one additional initiative has been added.