Meet the County’s Newest Equity Impact Managers

A message from the Office of Equity and Racial Justice (OERJ):

We are excited to announce that Alejandra Chaidez and Chiara Leroy have joined us here at the Office of Equity and Racial Justice (OERJ) as the newest equity impact managers.

Among the projects they will lead, Alejandra will manage the Equity Impact Grant Program and rollout of the Equity Indicator Report. Chiara will spearhead the County’s Anti-racism Strategy and Implementation of the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) Ordinance.

Many of you may already know Alejandra and Chiara as they are not new to the County.

Alejandra Chaidez

Alejandra is rejoining OERJ from the Finance and General Government Group (FG3) Executive Office. While at FG3, she served as a Chief Administrative Office staff officer for the past year and a half. Before coming to the County, Alejandra worked for community-based organizations and universities in research, data analysis and program evaluation.

She has also worked with California state legislation and international treaties and for events such as the United Nations 9th Conference of State Parties to the Convention on the Rights of Persons with Disabilities and the United Nations 3rd Conference on Housing and Sustainable Urban Development, which was held in Quito, Ecuador.

Alejandra is a graduate from the University of California. She has a Master of Public Policy from the UC San Diego, and a Bachelor of Arts in Political Science and Social Welfare from UC Berkeley.

Born in San Diego and raised in Tijuana, Mexico until the age of 14, her binational experience has inspired her desire to work on improving the opportunities of communities in San Diego County and along the border region.

Her research and policy interests include mental health and well-being, disability rights, equity and inclusion, transnational and immigration issues, and issues in bilingual and English as a second language education.

During her free time, Alejandra enjoys spending time with her family, especially her one-year-old, Brisa, and trying new places and restaurants in San Diego and Tijuana.

Chiara Leroy

Chiara joins OERJ after more than seven years with the Health and Human Services Agency (HHSA). During her time with HHSA she held several roles, including the County’s CDC-grant funded Overdose Data to Action (OD2A) program.

In addition to her work on OD2A, her County experience includes supporting administration and operations for the County’s Public Health Lab; serving as the co-lead for the Healthcare Sector COVID-19 response; participating in Black Infant Health programming as part of Maternal, Child, and Family Services; supporting revitalization efforts in the rural areas in North Regions; and served as communications lead in the Public Health Department Operations Center for the Hepatitis A local health emergency.

She is a first-generation Haitian-American who moved to San Diego from Anaheim to attend San Diego State University (SDSU). Chiara earned a Bachelor of Science in Biology from SDSU and began working in stem cell research studying diabetes, pancreatic cancer, and therapy treatments for stroke victims. She later went on to achieve her Master of Public Health from Nova Southeastern University in Fort Lauderdale, Florida, and began working as a grant writer for a San Diego-based federally qualified health center.

Chiara has a long-standing history of advocating on behalf of “opportunity youth” to connect them to resources throughout the community and provide them safe spaces to learn, work and play. The term “opportunity youth” refers to youth who are neither in school nor working.

She continues to build on her years of local community work, including promoting S.T.E.M. to students of all ages, providing mentorship to youth, conducting global health research, and promoting equity, diversity, and inclusion.

For over two decades, she has participated in community-based and national organizations that promote access to health care and S.T.E.M., including board member service.

In her free time, Chiara enjoys reading, playing soccer, traveling and anything else that allows her to enjoy life to the fullest.

To learn more about OERJ’s staff, visit them online.

What Is the Equity Indicator Report?

By the Office of Equity and Racial Justice

The first Equity Indicator Report was launched on Feb. 7, 2024, with the County of San Diego’s Office of Equity and Racial Justice. You might ask, what is the Equity Indicator Report?

Let’s discuss! In January of 2021, the Board of Supervisors declared racism as a public health crisis. As such, the Board directed the Office of Equity and Racial Justice to enhance data collection as part of several efforts to address the root causes for systemic and structural racism. This led to the creation of the Equity Indicator Report.

The report provides a baseline understanding of where inequitable outcomes exist within 34 indicators across 10 themes such as education, crime and the legal system and infrastructure. It outlines where the greatest disparities exist within the County and will be annually updated to keep track of our progress towards eliminating these disparities. Supporting our countywide efforts related to equity and racial justice, this will help drive the strategies and interventions needed to address inequity and improve the quality of life for all.

To learn more about the Equity Indicator Report, visit Equity Indicators or read the County’s news article New County Report to Address Inequity in the Region.

Activate Your Free GARE Network Portal Account

By the Office of Equity and Racial Justice

Have you heard of the Government Alliance on Race and Equity (GARE)? And did you know you can access its collection of tools, resources and events for free with just your County email?

GARE is a national network of government working to achieve racial equity and advance opportunities for all. The Alliance leads with race, with the recognition that the creation and perpetuation of racial inequities has been baked into government, and that racial inequities across all indicators for success are deep and pervasive. They also know that other groups of people are still marginalized, including those based on gender, sexual orientation, ability and age.

To learn more and to access additional resources that support the County’s mission, vision, and values, register for free.

Rewind: Equity and Belonging Survey Results and Next Steps Shared at Listening Session

Watch the Rewind video here.

Did you miss Part 2 of the D&I Executive Council’s listening session on equity and belonging that took place on Feb. 2? You can now watch the “rewind.”

The Council presented the results of the suggestions your colleagues shared in Part 1 of listening session and in a survey. And employees had an opportunity to engage in discussions on those results and hear some next steps.

You can now anonymously message the D&I Executive Council by using the “contact us” link located on the Diversity and Inclusion InSite page. The Council is listening. Share your experiences, feedback and ideas.

Resources shared during the session include:

• Employee Resource Groups

• Wellness Program activities

• Employee Assistance Program

• Behavioral Health Services resources

Several of the slides shared in this session can be seen below.

Structural Racism Explained

By the Office of Equity and Racial Justice

When community and County representatives co-created the mission statement for the Office of Equity and Racial Justice, they were intentional about the role of the office in ushering structural and systemic change. But what is structural racism, and how does it differ from systemic racism? The above video from the Othering & Belonging Institute at UC Berkeley provides a definition and explanation of what these terms mean and how they might show up in everyday actions.

Mark Your Calendar for a 2-Part Listening Session on Equity and Belonging

Update: The pre-event survey to submit questions and topics has closed.

Do you feel comfortable expressing all aspects of your identity in the workplace? The County Diversity and Inclusion Executive Council is hosting the first of two listening sessions on Layers of Identity Thursday, Jan. 19 at noon and wants to hear from you and other County employees. The sessions will address the importance of equity and belonging in the workplace.

This is an opportunity to come together and speak openly and listen to one another. There will also be opportunities to engage anonymously during and after the session.

“As we start a new year, when we often set goals for ourselves, it feels like an especially appropriate time to commit to strengthening the sense of belonging,” said CAO Helen Robbins-Meyer in a recent email sent to all County employees. Read her full email.

Facilitators will include representatives from the Diversity and Inclusion Executive Council, Human Resources, Office of Ethics and Compliance and employee resource groups.

Employees are invited to submit questions and topics that they hope will be discussed in this listening session. All submissions will be anonymous.

Help spread the word by sharing event information with your County colleagues and join the Jan. 19 Listening Session online or by phone.

Join online

Or call in (audio only)

+1 619-343-2539,,314290210#

Phone Conference ID: 314 290 210#

The session will be recorded and posted to InSite after the event.

The D&I Executive Council will host a second session on Layers of Identity from 5:30 to 6:30 p.m., Thursday, Feb. 2. The focus of this session will be to report back what was shared at the Jan. 19 session and proposed actions.

Connecting the Dots: Inclusive Conversations Toolkit

As we seek to show gratitude for one another, let us reflect on the words of Chief of Staff Natalia Bravo. In the latest “D&I Digest,” Bravo shared ways to show appreciation for the diversity of thought that can nurture our vision for a just, sustainable and resilient future for all. Read the article.

Meet OERJ’s New Deputy Director

The County’s Office of Equity & Racial Justice is excited to introduce its newest member to the team! Melissa Bartolome began her new role as the Office’s first Deputy Director, Departmental Operations, on Aug. 12.

Bartolome has 24 years’ experience with the County. Most recently, she worked at HHSA, where she led various finance and administration teams for Child Welfare Services, EOC Finance, and East and North Central Regions. Prior to HHSA, she worked at First 5 San Diego as a communications and community outreach coordinator and health projects coordinator where she managed multiple contracts providing services and supports to San Diego’s most vulnerable populations from newborn to 5 years old. And before First 5, she worked at the San Diego Sheriff’s Department.

Bartolome was a diversity and inclusion champion where she served on the HHSA Transformation Team, developing and implementing strategies to create an equitable, diverse and inclusive workplace and community. She also served as a member-at-large for the San Diego County Employees’ Charitable Organization where she co-chaired the annual CECO Breakfast Awards Committee and helped to plan many fundraising activities.

In addition, she holds a bachelor’s degree in business administration from California State University San Marcos. A native San Diegan and second-generation Filipino American, she enjoys the outdoors, travel, and spending time with her family.

Rewind: Watch ‘Your Voice, One Vision’

Watch the Rewind video now.

Did you miss the D&I Executive Council Townhall: Your Voice, Our Vision for employees on Aug. 25? You can now watch the session on why the foundational steps for a culture of belonging (our reimagined General Management System, new strategic plan, and values) matter to all of us.  

The event featured how this evolution is shaping up across the organization. Representatives from each group shared efforts: 

• Taryell Simmons, Department of Human Resources (FG3) 

• Susan Moore, County Libraries (LUEG) 

• Kimberly Giardina, DSW, and Keisha N. Clark, D.M./OL, Child Welfare Services (HHSA) 

• Jordan Furrow, Public Defender’s Office (PSG) 

And closed with an open engagement period to take a pulse on how the transition is reaching the work we do. 

Watch now (above).

Resources referenced in this session: 

Continued Participation 

• The poll during the engagement asked: 

  • (Multiple Choice) What is resonating with you? 

  • (Open ended) What are the biggest things you've learned in implementing the new GMS thus far? 

  • (1-5 Rating) How much do you feel you have direct contribution to accomplishing these organizational goals? 

  • (Open ended) What could be adjusted to help you feel like you have a direct contribution to accomplishing these organizational goals? 

• An opportunity to have your voice heard anonymously is available in a D&I EC Townhall Series: Your Voice, One Vision form through Thursday, Sept. 1. 

• Help refine what future D&I Executive Council Townhalls look and sound like by giving your anonymous feedback at D&I Executive Council Townhall Series: Attendee Survey.

Shared Resources 

• Filling Vacancies in the Classified Service  

  • Interview Panelist Quick Glance Guide 

  • Hiring Manager Interview Quick Glance Guide 

• Blind Applicant Screening  

• D&I Champion Show Case  (Café Connections & BIPOC Human Libraries)  

• InSite: Employee Resource Groups (ERGs) 

• All ERG Membership Application 

• D&I Champions 

Ways to Spread the Word 

• Share this REWIND link with others.  

• Encourage your team to watch the recording and ask to have a team debrief utilizing the poll questions. 

• Brainstorm ways to increase communication from where you are. 

• Get involved with the Employee Resource Groups and your department’s D&I Champions.

Se Habla Español...and Seven Other Threshold Languages

Arabic, Chinese, Filipino, Korean, Persian, Somali, Spanish and Vietnamese are the County’s eight threshold languages.

Belonging, equity and access are part of the County’s core values, and one of the many ways to support those values is how we communicate. The County Board of Supervisors has accepted the Inclusive and Equitable Communications Plan.

This means that moving forward, every County department must make reasonable efforts to expand language access for residents and communities. The goal is to ensure communications, business operations, websites and public-facing documents are:

• Inclusive, equitable and culturally responsive

• Trauma-informed

• Literacy-level appropriate

• Accurately translated

All departments shall take reasonable steps to prioritize translation of vital documents. Each department will determine which documents are deemed vital and shall establish a process for identifying and prioritizing these documents for translation.

Language services, including translations and oral interpretation, must be done in the eight threshold languages established by the County in accordance with Board Policy A-139.  The current threshold languages are: Arabic, Chinese (Mandarin), Filipino (Tagalog) Korean, Persian (including Farsi and Dari), Somali, Spanish, and Vietnamese.

When in-person oral interpretation services are not available, services must be made available to limited English-speaking people by phone, internet or video.

Translation and Interpretation Companies Available

To accomplish this goal, the County has retained translation and interpretation companies that can provide services in the eight threshold languages and more than 200 others if needed. A language services intranet site has also been created. It contains easy-to-understand guidance on what to do before, during and after communicating internally and externally as a County government.

The County Communications Office and the Office of Equity and Racial Justice worked with employees from all levels and from multiple departments to develop the Inclusive and Equitable Communications Plan. The plan contains input from key community groups, identifies short-, mid- and long-term initiatives to improve language services and community engagement, which is now at the center of all County operations.

During the planning process, it was determined that while departments are making efforts to provide materials in various County threshold languages, there is opportunity for consistency, monitoring and community input.

Some short-term initiatives of the Plan include making sure that all departments and employees have access to resources when developing communications.

In addition to contracting with the translation and interpretation companies and the intranet site, the Office of Communications has also hired a language services manager and a community engagement manager. Working with the community engagement manager, the language services manager will provide enterprise-wide coordination for resources, best practices and collaboration among groups, departments and the community.

The Inclusive and Equitable Communications Plan and supporting resources provide a framework, recognizing that this is a journey for all employees and departments, and strategies and resources will change over time based on internal input, community engagement and evolving best practices.