Walker Thomas Group Proposal Glencoe

6.d.
Date: November 16, 2017
Staff Contact: Sharon Tanner, Assistant Village Manager, Village Manager's Office
Agenda 6.d.1. Consideration of a Resolution Authorizing a Contract with the

Item: Walker Thomas Group for Public Safety Department Training and
Recruitment Support Services in the Amount of $19,200, Plus a 10%
Contingency, in an Amount Not to Exceed $21,120
Purpose Staff requests Village Board consideration of a Resolution authorizing a

and Action contract with the Walker Thomas Group for Public Safety Department
Requested: training and recruitment support in the amount of $19,200, plus a 10%
contingency, in an amount not to exceed $21,120
Budget Fund Account Budget Encumbered Request Remaining Within

Budget Budget
Impact:
General 12-205-204- $39,000 $29,845 $21,120 -$11,965 No*
53135
*Any overage within the line item will be managed within the General Fund during FY 2018.
Strategic Organizational Development

Priority
Addressed:
BACKGROUND AND ANALYSIS:

The Public Safety Department has been in an accelerated state of hiring within the Public Safety Officer
rank for approximately two years. Staff anticipates that this trend will continue as a larger cohort of
officers hired in the late 1980s and early 1990s retire from service.
Recognizing that the accelerated hiring environment will likely continue in the short term in the midst of
a competitive market for police officer and firefighter applicants, along with the need to develop a
pipeline of future prospective applicants, members of the Public Safety command staff and Village
Managers Office began working to develop a multi-faceted, year-round strategy to promote the
integrated Public Safety Officer position as a unique career opportunity, rather than limiting our
promotion to the time period immediately preceding an a hiring process. The core goals of the
recruitment strategy include promoting awareness of the unique Public Safety Officer position and the
Villages public safety model, promoting the Village as an employer of choice and educating future
prospective applicants about public safety careers.
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6.d.1
A component of this effort is to develop a strategy to reach a broad, diverse prospective applicant pool.
As such, staff sought consultants to assist the Village with developing a recruitment strategy that
emphasizes diversity and inclusion, as well as to develop a training program that supports a diverse
workforce.
The Walker Thomas Group provided a proposal that aligns with the Villages goals, offering training
related to interpersonal communication and communicating across lines of difference, understanding
and managing implicit or explicit bias, understanding subtleties that can give rise to conflict within the
workplace or the community and understanding ones own communication style, as well as integrating
this training with the development of a customized recruitment strategy. As part of the development of
a recruitment strategy, the Walker Thomas Group will assist the Village with identifying elements of the
Public Safety Department brand that can be used for recruitment marketing purposes, developing
partnership agreements with community and professional organizations (including educational
institutions) to promote the Public Safety Officer position as a career opportunity, and join the Village in
attending recruitment events throughout the year. The Walker Thomas Groups staff is experienced in
human resource management and development of corporate diversity and inclusion strategies. The firm
has also worked with other municipalities in the Chicago area to provide training and recruitment
support services. The proposed cost for training and one year of recruitment support is $19,200, plus up
to 10% for reimbursable expenses incurred.
RECOMMENDATION:
Staff recommends approval of a Resolution authorizing a contract with the Walker Thomas Group for
Public Safety training and recruitment services in the amount of $19,200, plus a 10% reimbursement
contingency, in an amount not to exceed $21,120.
MOTION:
Move to approve a Resolution authorizing a contract with the Walker Thomas Group for Public Safety
training and recruitment services in the amount of $19,200, plus a 10% contingency, in an amount not
to exceed $21,120.
ATTACHMENTS:
1. Walker Thomas Group Scope of Services
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6.d.1
VILLAGE OF GLENCOE
RESOLUTION NO. R-65-2017
A RESOLUTION APPROVING AND AUTHORIZING THE EXECUTION OF AN

AGREEMENT WITH THE WALKER THOMAS GROUP FOR
PUBLIC SAFETY DEPARTMENT TRAINING AND RECRUITMENT SUPPORT
WHEREAS, the Villages Annual Budget for FY 2018 includes funds for the
procurement of consulting services for use by all departments of the Village, (the Services);
and
WHEREAS, Village staff sought consulting firms to assist the Village with Public Safety
Department training and recruitment support and determined that the Walker Thomas Group
is the consulting firm with the best trained staff and relevant experience to provide the Services;
and
WHEREAS, The Village Budget Account No. 12-205-204-53115 provides $9,155
for the Services and the remainder of the project cost, $11,965, will be managed using surplus
funds from other Budget Accounts within the General Fund; and
WHEREAS, the Village staff recommends entering into an agreement between the
Village and the Walker Thomas Group (Vendor) for Public Safety Department training and
recruitment support (Agreement) in an amount not to exceed $21,210; and
WHEREAS, the President and Board of Trustees have considered the Agreement and
determined that it is in the best interests of the Village and its residents to enter into the
Agreement.
NOW, THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF
TRUSTEES OF THE VILLAGE OF GLENCOE, COUNTY OF COOK, STATE OF ILLINOIS,
as follows:
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6.d.1
SECTION ONE: RECITALS. The President and the Board of Trustees hereby
acknowledge and accept each of the foregoing recitals which are incorporated into and made a
part of this Resolution.
SECTION TWO: APPROVAL. The Agreement is hereby approved in a form
acceptable to the Village Manager and the Village Attorney.
SECTION THREE: EXECUTION. The Village President and Village Clerk are hereby
authorized and directed to execute and seal, on behalf of the Village, the Agreement only after
receipt by the Village Clerk of at least two original copies of the Agreement executed by the
Vendor; provided, however, that if such executed copies of the Agreement are not received by
the Village Clerk within 60 days after the date of adoption of this Resolution, then this authority
to execute and seal shall, at the option of the Village President and Board of Trustees, be null
and void.
SECTION FOUR: EFFECTIVE DATE. This Resolution shall be in full force and effect
from and after its passage and approval in the manner provided by law.
PASSED THIS 16th DAY OF NOVEMBER, 2017
AYES:
NAYS:
ABSENT:
ABSTAIN:
Approved this 16th day of November, 2017.
____________________________________
Lawrence R. Levin, Village President
ATTEST:
____________________________________
Philip A. Kiraly, Village Clerk
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6.d.1.a
Attachment: Walker Thomas Group Scope of Services (Consideration of a Resolution Authorizing a Contract with the Walker Thomas Group for
Winter
17
Diversity & Inclusion and Cultural Awareness
An Updated Proposal for the Village of Glencoe Public

Safety Department Training and Recruitment
Provided by: Erika Walker, President The Walker Thomas Group
www.thewalkerthomasgroup.com 202-821-7078 erika@thewalkerthomasgroup.com
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6.d.1.a
October 10, 2017
Ms. Sharon Tanner
Assistant Village Manager
675 Village Court
Glencoe, IL 60022
Dear Sharon,
We are honored to be considered for the opportunity to collaborate with the Village of Glencoe to address
your diversity training and recruitment needs.
It is our understanding that you are looking to receive information on a partner that will work with you to
design and deliver Diversity & Inclusion (D&I) Awareness and Skills training for Glencoes Public Safety
Department to improve the safety and the quality of life for the citizens of Glencoe as well as strengthen
internal teamwork and relationships.
In addition, you are looking for a partner to create a diverse recruitment strategy to assist in increasing
women and people of color within Public Safety in Glencoe.
The Walker Thomas Group (WTG) has a successful track record of partnering, as a trusted advisor, with
Fortune 500 companies, municipalities and colleges/universities. We have successfully delivered a variety
of successful Human Capital and Diversity & Inclusion initiatives to include: training, internal and
community focus groups, diversity strategies and coaching. Our consultants have worked the transition
of Cabrini Green in Chicago, trained police officers and other city personnel in the City of South Bend, the
Chicago Fire Department and most recently engaged to train and recruit the Glenview Police and Fire
Departments. Additionally, we regularly partner with RJ Harris & Associates to deliver services to
municipalities, which has included training for the Waukegan Police Department, the City of North
Chicago, and the Lake County States Attorneys. Therefore, we believe we can leverage our expertise,
prior work experience and methodology, to partner with you in a way that allows you to have sustainable
results.
Our biographies and list of service offerings can be found in the appendix. To assist in your decision-
making process, this document also outlines the specific deliverables.
Regards,
Erika Walker
The Walker Thomas Group 1

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6.d.1.a
Our Approach to Education
The Walker Thomas Group (WTG) believes that highly effective training is linked to organizational goals,
provides skills that can be applied on the job, and is supported through systems that promote follow-
through and accountability. We have found the most effective training is experientially based, non-
attacking and aligned to each organizations distinct culture. The following illustrates our approach for
ensuring the training is relevant, insightful, provides skills, and integrated for creating sustainability
toward increased performance.
THE INCLUSION & ENGAGEMENT DEVELOPMENT

PROCESS
UNDERSTAND
Assessme
nt
Vision of Diversity
Success Strategy
Outcomes
FOCUSED
PROPOSE
Measurem Communic
REVIEW ent
ON
ation
YOU
Accountabi
Education
lity
Implement
ation
ALIGN & IMPLEMENT

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Engage Key Stakeholders at Every Phase 6.d.1.a
Our approach involves key stakeholders at various levels, inspires commitment, and links directly to the
uniqueness of your culture. The Vision sets the tone for the initiative as it makes the case for education
that relates to the objectives of the Village. There are various assessment tools that could be used
depending on the direction of training that is established by the Vision. We are equipped to conduct focus
groups, surveys and interviews as part of an assessment or we can take a less comprehensive approach
based on resources, time, etc. When this process involves key stakeholders it provides good buy-in
throughout the organization and produces sustainable results.
WTGs training and education focuses on municipalities, corporations, colleges and universities. Our
specific experience in training and education are in the following areas:
Diversity and Inclusion

Closing the Gender Gap
Leadership Development
Manager and Supervisory Skill Development
Communication Skills (DiSC and Myers Briggs)
Harassment and Discrimination
Customer Service

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Scope of Work: Diversity & Inclusion and Cultural Awareness Training Glencoe Public Safety 6.d.1.a
Department
Project Alignment
The purpose of this step is to ensure that WTG and key stakeholders from Glencoe are in alignment with
the outcomes of this engagement. We recommend conducting 1 planning meeting and six (6) focus groups
to determine:
An overall vision for training and outcomes to include the impact on the citizens you serve
Challenges that may exist for different groups within the Public Safety and the Community
The specific areas of focus for the training and afterwards vs focusing on the symptoms of those issues
The focus groups would include:

1 leadership focus group
1 female group
1 group from Public Service who has been employed with Glencoe 2 years or less
1 group from Public Service who have been employed with the Glencoe 10+ years
1 People of Color focus group
1 Veterans focus group
Feedback will be captured and shared with leadership in themes keeping individual names confidential.
Instructor-led Course Development

The Diversity & Inclusion and Cultural Awareness session for the Public Safety will focus on equipping
police officers/firefighters with an expanded worldview of themselves and others to proactively create
greater safety and build stronger community relationships. This course will provide participants with a
mindset shift and new skills needed to serve in a more culturally and racially diverse environment.
The objectives of the session are to:

Create a common understanding of why its imperative to have diversity, inclusion, and cultural
awareness among Public Safety
Begin to build cultural competence to respond more effectively to all citizens needs
Learn what legitimacy is and tactics to increase it during day-to-day interactions
Review some of the subtleties that give rise to conflict between police officers and the community
Practice skills to communicate and respond more effectively across lines of difference
Understand the tactics to create greater transparency between the Public Safety and the community
*Please refer to the workshop outline in the Appendix. Objectives may shift after conducting focus
groups/interviews.
Material Development
WTG will develop a Power Point Presentation and Participant Manual to go along with all workshops.
Course Delivery
The courses will be delivered by WTG facilitators for up to 35 participants delivered in one (4)-hour
Awareness session with one 15-minute break and one (4)-hour Skills session with one 15-minute break.

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Scope of Work: Recruitment Glencoe Public Safety 6.d.1.a
Recruitment Strategy Development
With strong roots in the human capital management industry, we boast a broad range of experience in
learning and development as well as recruitment process planning and delivery. We recommend taking
an approach that involves building relationships with key organizations/schools within the Chicagoland
area, leveraging personnel already in similar roles and building a better image of the roles of Police
Officers and Firefighters. This approach has 3 phases:
Phase 1 - Planning
To source qualified people of color and women requires planning on the part of the WTG staff and the
leaders of Glencoes Public Safety Department. We recommend the following deliverables within the
planning phase:
WTG will negotiate and build Partner Level Agreements (PLA) with three (3) key organizations within
the Chicagoland area that represent racial and gender diversity. The partnership will include stated
agreements with each organization that outlines:
o Glencoes commitment to participate in key events
o The organizations commitment to highlight Glencoe Police and Fire during discussions on
career options, job boards/fairs, etc.
o Provide speaking opportunities if applicable
o Keep Glencoe, via the WTG, abreast of major events
o Provide introductions to key influencers within their sphere of influence
Recommended organizations include three (3) of the following:
o Transition Assistance Program (for transitioning veterans)
o National Urban League (African American Organization)
o Fraternity/Sororities (Alpha Kappa Alpha Sorority, Omega Psi Phi, Alpha Phi Alpha African
American fraternities and sororities are maintained through adulthood and are committed
to community service)
o The Filipino Network of Chicago (Filipino Organization)
o Malcolm X City College of Chicago
o Harold Washington City College of Chicago
o Harper College (Fire science and Fire-fighter programs)
o International Womens Fire and Emergency Services
o National Association of Black Law Enforcement Executives
o National Asian Peace Association
o National Center for Women Policing
Mutually agree upon the number of diverse candidates in each category to sit for the tests based on
US labor statistics

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Scope of Work: Recruitment Glencoe Public Safety
6.d.1.a
Recruitment Strategy Continued
Phase II Execution
For a period of 12 months:
On a quarterly basis, WTG will present at least three (3) in-person events (celebrations, job fairs or
speaking engagements) for the employees of the Public Service Department to attend. We will share
event background, key contact and a follow-up email and/or call regarding each event attended.
This will be a total of 12 events annually.
WTG will attend key events along with Glencoe personnel as needed/requested up to three (3)
events a quarter.
WTG will introduce key Glencoe to contacts for the 3 organizations for ongoing relationship building.

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6.d.1.a
Fee Estimate
Design, Development, Delivery Fee Estimate Total
Per Session Expense
Project Alignment and Focus Groups $5,000 $5,000
Six (6) Focus Groups to include:
1 leadership focus group (Deputy Chief, Commander, Sergeant, and
Detective)
1 female group
1 group from Public Safety who have been employed 2 years or less
1 group from Public Safety who have been employed 10+ years
1 group of people of color
1 veterans focus group (complimentary)
1 report outlining a high-level vision, strengths, and areas of improvement to
be shared with leadership.
One (1) Planning meeting (complimentary)
Initial D & I communication, Focus group communication, and Training
communication (complimentary)
20% Discount $1,000 $1,000
Planning Total $4,000
Phase II Execution
$5,200 $5,200
For a period of 12 months:
On a quarterly basis, WTG will present at least three (3) in-person events
(celebrations, job fairs or speaking engagements) for the employees of
the Public Service Department to attend. We will share event
background, key contact and a follow-up email and/or call regarding
each event attended. This will be a total of 12 events annually.
WTG will attend key events along with Glencoe personnel as
needed/requested up to three (3) events a quarter. $5,200 $5,200
WTG will introduce key Glencoe to contacts for the three (3)
organizations for ongoing relationship building.
$5,200
Execution Total
Measurement $0 $0
Monthly activity reports
Measurement Total $0 $0
Recruitment Total $9,200 $9,200

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D &I and Cultural Awareness Training 6.d.1.a
Includes design, material development, and delivery of a 4-hour Diversity & $2,500 x 2 $5,000
Inclusion Awareness Skills Classes
(2) classes with up to 35 participants per class
Includes design, material development, and delivery of a 4-hour Diversity & $2,500 x 2
$5,000
Inclusion Skills Skills Classes
(2) classes with up to 35 participants per class
*We recommend that you make copies of the Participants Guides internally
minimize expenses. If WTG makes copies it will be an additional fee billed at
cost.
$10,000
Total
Training Total $10,000
Recruitment Total $9,200 $9,200
Training Total $10,000
Grand Total (Planning, Training, & Recruitment) $19,200
*Payments can be made monthly

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Terms and Conditions 6.d.1.a
Project scope: Additional assignments and work that exceed the scope of the work plan above will be
negotiated separately.
Time for payment: Professional fees will be billed on a monthly basis based on work completed for that
month. All invoices are payable within 30 days of receipt. Other payment arrangements can be made that
may be better suited for both parties.
Pre-Pay Discounts: If all fees are paid within 1 month of contract signing, a 5% discount will be applied
to the total amount of professional fees.
Cancellation: If the client cancels this agreement, client shall pay for work completed based on above
terms. If The Walker Thomas Group cancels this agreement, The Walker Thomas Group will reimburse
client any unexpended funds from the payments that have been received to date.
If the client cancels or reschedules a training date 7 days or less from the scheduled training, client is
required to pay 50% of fees for that training day.
Reimbursements: Out-of-pocket expenses (e.g.. parking, mileage, meals, etc.) will be billed as incurred.
Office related materials (e.g. documents, overheads, manuals, articles, etc.) will be billed at actual cost.
Total reimbursements will not exceed 10% of the contract fees.
Principal Management Fees: Project management, coordination, specialty services, ongoing support, or
other duties required in conjunction with solution implementation and delivery are included within the
fees above.
Property Rights: The Walker Thomas Group shall copyright the course materials that it develops for use
with Client. All materials developed and used by The Walker Thomas Group shall be the exclusive property
of The Walker Thomas Group and the Client agrees that it will not disclose any materials to a third party
or use materials to conduct its own diversity services without the prior written consent of The Walker
Thomas Group.
Confidentiality: The Walker Thomas Group shall regard as confidential and proprietary all client internal
use and confidential information communicated to it by the client in connection with this work plan.
The Walker Thomas shall not, without clients prior written consent, at any time (a) use such information
for any purpose other than in connection with this work plan for the benefit of the client or (b) disclose
any portion of such information to third parties.
AFFIRMED AND AGREED
By: By:
Printed Name: Printed Name:
Title: Title:
Date: Date:

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6.d.1.a
Table of Contents for Appendices
Appendix 1 Awareness Training Objectives
Appendix 2 Awareness Training Outline with Activities
Appendix 3 Skills Training Objectives
Appendix 4 - Skills Training Outline
Appendix 5 Facilitator Biographies
Appendix 6 The Walker Thomas Group Service Offerings

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Appendix 1 Glencoe Public Safety Department 6.d.1.a
Diversity, Inclusion and Cultural Awareness Training Objectives
Understand ways to improve the image of Glencoe and increase community engagement
Understand the impact cultural awareness and personal beliefs has on the decisions made as a
police officer
Begin to build cultural competence to respond more effectively to all citizens needs
Learn what legitimacy is and tactics to increase it during day-to-day interactions
Review some of the subtleties that give rise to conflict between police officers and the community
Practice skills to communicate and respond more effectively across lines of difference

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Appendix 2 Glencoe Awareness Training Outline
6.d.1.a
Objectives Topic Activities Timing

Build rapport with Introductions Participants will be asked to share their name, years on 15
participants & Agenda the force and (one) 1 word the public might use to Minutes
describe them as a police officers/firefighters or
Demonstrate the impact employee.
image has on the
effectiveness of police Key Points
officers Facilitators get to know the group and will help
participants understand how their image can shape their
Understand the agenda effectiveness in the community.
for the day
Transition Facilitator will walk through the agenda
Create a common Setting the Experiential Exercise 25
understanding of why its Stage Setup Minutes
imperative to have Insiders/ Ask for four volunteers to leave the room.
inclusion and cultural Outsiders Provide exercise instructions to the people that stayed
awareness among police in the room (they will be asked to keep the volunteers
officers out of the groups).
Then provide exercise instructions for those who left
Understand the impact of the room (they will be asked to get inside the group).
being an outsider has
on legitimacy Group Debrief
Following the exercise, the group will be asked a series of
discussion questions as follows:
For those of you that stayed in the room, were going to
call you insiders how did it feel keeping the
volunteers out?
For the volunteers that left the room, we are going to
call you Outsiders, How did it feel trying to become a
part of the group?
Who are the groups within the department that would
perceive themselves or that others would perceive to
be Outsiders?
Who are the groups within the community that would
perceive themselves or that others would perceive to
be Outsiders? (we will highlight citizens who speak
English as a second language if the participants do not
bring it up in the discussion of outsiders)
What is the impact to the department/community of
creating Outsiders? (flipchart responses)
Review Key Learning:

The list of outsiders may be more extensive than we
may think
Officer cynicism can have a huge impact on citizens
perceiving themselves as outsiders in the community
Subtle and unconscious behaviors can create the same
reactions as intentional behaviors on the Force and in
the community
Creating an environment where people feel included and
heard is imperative for legitimacy and engagement

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The Walker Thomas Group
among officers.
13
6.d.1.a
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Highlight how the shifts Setting the Presentation 10 6.d.1.a
in todays communities Stage The Facilitator will set the stage for the day by sharing the Minutes
requires a new set of New new environment for Police Officers that leads to the
skills for police officers Environment need for new skills for Officers to be even more effective.
for Police
Understand the focus for Officers Facilitator will begin by asking what they think the
the day perception is of Public Safety?
Facilitators will probe by asking what has changed in

society that contributes to the perception of the Police
Officers. After hearing a few responses s/he will share:
Shifting demographics in the US and in Glencoe
Increase in the number of citizens who may
not speak English at all or English is their 2nd
language
Technology Advancements (cameras everywhere)
Social media (cell phone footage being encouraged
and shared)
Activity: At table teams participants will discuss what

new skills are required to operate in a new environment.
Each table will report out.
Debrief: Summarize the comments participants shared

and ensure it ends with Officers needing the new or
enhanced skills of:
Building better relationships with members of the
community
Greater awareness of the culture within ALL of the
different communities (not just the ones they are
comfortable or familiar with)
Ability to respond/communicate to people who are
different from themselves

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6.d.1.a
Learn what legitimacy is Setting the Presentation 10
and tactics to increase it Stage As a foundation of the class, facilitator will share Minutes
during day-to-day Legitimacy that were using as a foundation for the training, COPS
interactions (Community Oriented Policing Services), a component of
the DOJ, which focuses on how Law Enforcement and
Local Government can engage the community toward
improved cooperation and compliance to the law.
Facilitator will help participants to get comfortable with a
couple of terms; Legitimacy and Procedural Justice
Facilitator will outline the four (4) principles of gaining

legitimacy as Police Officers. The Four Principles:
Voice (Listen)
Neutrality (Be fair)
Respectful treatment (Be respectful)
Trustworthiness (Fair and transparent process)
Facilitator will share that in upcoming training by their

peers, they will learn what PROCEDURES can be used by
police officers for citizens to be treated fairly as a part of
procedural justice.
Transition to definitions of key terms

Understand key terms as Setting the Presentation
it relates to diversity and Stage Facilitator will ask the full group: What words comes to
inclusion Key Terms mind when you hear the word diversity and what words
come to mind when you hear the word inclusion. (Take
a few responses from the audience)This will give the group
an idea of the collective thoughts on the topics.
Facilitator will reveal the formal definitions:

Diversity Those different characteristics that make each
of us unique
Inclusion Creating an environment that engages all

citizens and encourages them to contribute to the overall
success of the city.
Cultural Awareness - Becoming aware of the values, beliefs

and communication styles of ourselves and others.
Community Engagement - The discretionary effort of

citizens to cooperate, and support law enforcement, local
government, and the community at large.

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Learn how values, Cultural Presentation and Full Group Exercise 106.d.1.a
assumptions about Insights - Facilitators will use an iceberg as an analogy to Minutes
others and their needs, Personal demonstrate how we only see the visible part of the
impacts the decisions Awareness person, similar to the tip of the iceberg and we make
made as police officers assumptions about who they are as a person (similar to
most of the iceberg being hidden beneath the waterline).
Debrief
We unconsciously make assumptions based purely on
what we see
When we look below the waterline we are able to see
beyond typical assumptions
Lowering the waterline builds trust, respect, effective
relationships & greater neutrality in decision-making.
(which helps to overcome conflict more efficiently and
effectively)
Learn how values, Cultural Presentation 15
assumptions about Insights - Facilitator will review the dimensions of diversity again Minutes
others and their needs, Cultural that will be listed in 2 columns labeled Primary and
impacts the decisions Introductions Secondary dimensions.
made as police officers
Table Team Exercise
Participants will be asked to pick (two) 2 dimensions of
diversity that best describe them culturally. They will be
able to select ones from the primary and/or the
secondary lists. Participants will share their 2 dimensions
with their table team in (two) 2 minutes or less as a way
of lowering the waterline. The facilitator will model this
exercise first so that participants can have clarity on how
to share a cultural introduction.
Full Group Debrief

What reactions do you have to this exercise?
Debrief
Research shows that people obey the law
because its the right thing to do and that the
police have the right to tell people what to do
Understanding cultural differences can impact the
effectiveness of policing and community engagement
motivating more people to do the right thing
Understand yourself; become conscious of your own
view of the world
Understand that limited knowledge of others, or
seeing difference in others, does not mean others
arent valuable
Provide equal opportunities and access; equal does
not mean treating everyone the same
Transition to a 15-minute break.

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6.d.1.a
Break 15
Minutes
Understand the impact Challenging Experiential Exercise - Values Voting 40
cultural awareness and Assumptions - Four (4) characters will be presented on flipcharts Minutes
personal beliefs has on Cultural A homeless recovering drug addicted father living in a
the decisions made as a Awareness car with 2 children
police officer Hispanic merchant with limited language skills and
uncertain citizenship status
Gay unemployed executive
Black female clerk
Participants will be asked to stand next to the chart
representing who they most want to be then discuss in
their groups why they made that selection.
Each group will report out
Group Debrief
Reveal the assumptions and values that went into
the decision making
Highlight the emotion that takes place in making these
decisions
How might this impact daily interactions on the job?
Learn ways to breakdown and verify assumptions
How might we be erroneously labeling citizens in the
community?
Transition Based on the background and experiences

of people, there are certain words and conditions that
can trigger an action or an emotional response. A lot of
times if we have not had those same experiences and are
not of the same background, it can be difficult to
understand why certain words elicit such a strong
response.

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6.d.1.a
Understand some of the Micro-Inequities Presentation 20
subtleties that give rise Facilitators will define and share examples of micro- Minutes
to conflict between inequities and micro-affirmations.
police officers and the
community Micro-inequities: Subtle and often unconscious ways in
which individuals are either singled out, overlooked,
ignored, or discounted based on an unchangeable
characteristic.
Micro-affirmations: Subtle or small acknowledgements

of a persons presence, value and accomplishments.
Exercise in Pairs
In Pairs:
Determine the micro-inequities you have personally
experienced and share why those behaviors caused a
negative reaction.
Determine a micro-affirmation that could have been
used in place of the micro-inequity.
Debrief
Not everyone is processing the way you do
You will get community engagement when you
understand them versus creating a we vs. them
environment
Transition: So lets gain some greater insight into the

culture of the people we are interacting with on a daily
basis both at work and in the community.
Review some of the Challenging Presentation 13
subtleties that give rise Assumptions Facilitator will define trigger words: Minutes
to conflict between Trigger Words A word that initiates a process or course of action
police officers and the A set of words or conditions that initiate an
community emotional reaction
Exercise in Pairs
Determine the trigger words you have personally
experienced and share why those phrases cause a
negative reaction.

Packet Pg. 106
6.d.1.a
Practice effective De-escalating an Presentation and Exercise 25
communication across escalating Facilitator will present a scenario where the impact of Minutes
lines of difference situation communication is different from what the Officer
Cooperative intended.
Understand how Communication
effective In Small Groups
communication aides in Based on the scenario, participants will be asked to talk
giving the community a about the issues from each persons perspective.
voice Afterwards they will move into pairs and role-play how
to work through the scenario to de-escalate an
escalating situation.
Debrief Question
How difficult was it to do your job AND allow the
other person to feel respected?
Review Principles of Community Engagement that

includes Personal and Practical Needs of effective
communication for Police Officers and Citizens (practical
needs would be to give orders/directives and personal
needs would allow people in the community to be
heard, save face during emotional situations, share
empathy during difficult scenarios.

Packet Pg. 107
Learn tactics to work more effectively in the Working Group Exercise 20 6.d.1.a
communities you serve Effectively Facilitator will acknowledge there Minutes
with the is a difference between critical,
Community time sensitive situations and
everyday situations that can
escalate. With that said
table teams will be asked to
come up with ways to lower the
waterline or breakdown
assumptions and build better
community engagement (e.g.
attending community events and
getting to know other attendees,
dinning in different places
throughout Glencoe, places they
wouldnt ordinarily go, speaking
to citizens beyond official police
business, etc.)
Each group will report out.

Findings can also be shared with
the community at large.
Practice tactics to work more effectively in the Action Plan Participants will create two (2) 10
communities you serve behaviors that they are Minutes
committed to demonstrating to
work more effectively in the
community
Participants will complete a short

evaluation

Packet Pg. 108
Appendix 3 Glencoe Public Safety Department Skills Objectives
6.d.1.a
Diversity & Inclusion Skills

Learn how to give, seek and receive feedback more effectively across lines of difference
Identify and practice tactics to uncover and manage implicit and explicit bias
To discuss and practice RECOVERING SKILLS to utilize when a work relationship is damaged
Challenge assumptions and practice inclusive behaviors to create increased collaboration and
respect throughout the team/organization
To understand the subtle ways we judge capabilities or performance based on our own expectations
To underscore the need to manage our expectations and clarify our expectations to others
Practice how to adapt flex your style

Packet Pg. 109
Appendix 4 Glencoe Public Safety Department Skills Outline
6.d.1.a
Diversity Skills
Topic Learning Objectives Timing
Introductions & Agenda Build rapport with participants 15 minutes
Demonstrate the impact image has on the effectiveness of
police officers
Understand the agenda for the day
People Skills Continuum To clarify the impact and difference between good people 15 minutes
skills and Diversity skills
To highlight the importance of diversity and
communication skills in the workplace
Intent/Impact To discuss and practice RECOVERING SKILLS to utilize 20 minutes

(Recovering a when a work relationship is damaged
Relationship) To address the reality that sometimes no matter what we
do, relationships can still be damaged
Managing Expectations To understand the subtle ways we judge capabilities or 30 minutes

performance based on our own expectations
To underscore the need to manage our expectations and
clarify our expectations to others
To practice establishing expectations
Communication Skills To understand your personal communication style, 45 minutes

using DiSC including strengths and blind-spots
To learn how to flex your style to work effectively with
others
Break 15 minutes
It Wasnt About Race. Or To explore why the same incident can be viewed in 40 minutes
Was It? different ways due to our personal worldview
(Case Study) To discuss the impact previous experiences have on work
situations
Giving and Receiving Understand the importance of Giving and Receiving 60 minutes
Challenging Feedback Feedback
Understand the skill behind Giving and Receiving
Feedback
4 hours

Packet Pg. 110
Appendix 5 The Walker Thomas Group Service Offerings 6.d.1.a
Diversity and Inclusion
Develop comprehensive diversity strategies
Design and deliver diversity and inclusion training programs
Design and deliver programs on closing the gender gap
Develop, expand, and provide guidance for business resource groups
Complete external diversity surveys
Create internal and external diversity communication strategies
Talent Management
Design attraction, development and retention strategies

Execute diverse recruitment strategies
Provide coaching to professionals and executives
Design and implement mentoring and peer coaching initiatives
Performance management & succession planning consultation
Design performance management systems
Equal Employment
Investigate and resolve discrimination charges

Design and facilitate training programs
On-call advice on handling difficult employment situations
Decipher EEO and employment laws for practical business applications
General Human Resources
Conduct people process assessments

Review and assess recruiting and hiring practices
Human Resource and Leadership Coaching
Communication skill training and coaching

Packet Pg. 111
Appendix 6 The Walker Thomas Group Bio
6.d.1.a
ERIKA WALKER-THOMAS PRESIDENT & CEO
For entrepreneurs, executives and professionals requiring expertise in closing the gender gap, Diversity &
Inclusion, or consulting on people issues, Erika Walker-Thomas brings a wealth of experience. As President
and CEO of The Walker Thomas Group, she earned a reputation for practical consulting, in-depth
understanding of gender issues and a passion for inclusion in both business and society as a whole.
With over 21 years of professional experience, she has provided business and Human Resource consulting,
facilitation and public speaking to a variety of small businesses, Fortune 500 companies, municipalities,
colleges and universities. Erika is a certified coach and published writer on topics on Women in Business
and Diversity and Inclusion. She is also a professor at LATAM Business School and the creator of various
tools to close the gender gap for women and reconnect them with their personal power. Erikas new book,
A Womans Vault Unlocking Your 7 Secrets to Success, is scheduled to be released December 2016.
Prior to The Walker Thomas Group, Erika was Vice President of The Kaleidoscope Group, a niche diversity
consulting firm and has held multiple consulting positions with Aon Hewitt, one of the leading human
resource consulting firms in the world. Her work has provided opportunities to work with entrepreneurs,
C-level executives, HR managers and external partners. Erika has designed gender and diversity strategies,
conducted cultural assessments, global learning strategies, and addressed attraction and retention issues
for general and diverse populations. She is certified to administer Myers Briggs and DiSC. Additionally,
Erika has coached women to successfully navigate their organizations and personal lives. She has delivered
solutions to clients throughout North America, Europe, Latin America, and Asia.
Erika is passionate about people, especially women and children. She consults and gives significant time
to Chicago Public Schools school districts through professional development for faculty, as well as
Coaching and Mentoring Programs for students. She has served on the Board of Directors for Court
Appointed Special Advocates (CASA), The Academy of Finance at Marshall High School and is a regular
guest speaker and mentor for Year Up Chicago. Erika attended Howard University and Lake Forest
Graduate School of Management.
Contact Information:erika@thewalkerthomasgroup.com|202-821-7078| www.thewalkerthomasgroup.com

Packet Pg. 112
SUSAN OHALLORAN
6.d.1.a
Since 1969, Susan has led workshops in corporate, religious and non-profit settings. She is author of six books
and creator of the diversity curriculum Kaleidoscope: Valuing Differences and Creating Inclusion plus recipient
of national and international video honors for her training films. Sue consults with Fortune 500 companies,
Community Colleges and Graduate Schools of Business. She has also written a high school curriculum and
teaches a coaching series on creating schools with more inclusion and support in youth leadership.
Sue produces multicultural performances such as White, Black and Brown: Tribes & Bridges at the
Steppenwolf Theatre and More Alike Than Not: Stories of Three Americans Christian, Jewish and Muslim.
For the past thirty years, Susan has led hundreds of diversity workshops in both Fortune 500 companies and
the academic world such as Columbia, Wharton, Kellogg and the University of Chicago Graduate Schools of
Business.
OHalloran has appeared on PBS and ABC Nightline and The New York Times and the Chicago Tribune. About
her own storytelling skills, The Chicago Readers Critic Choice said, OHalloran has mastered the Irish art of
telling stories that are funny and heart-wrenching at the same time. One Fortune 100 company newsletter
stated: Sue's presentation was a brilliant synthesis of information. She made us feel as though together we
could do anything!" Susan lives in Evanston, Illinois.

Packet Pg. 113
6.d.1.a
BENNETT B. WILLIAMS
Bennett Williams specializes in facilitation, coaching, and organizational development. He has 30 years of
experience in these areas and has also worked with organizations to develop recruitment marketing plans,
employer branding strategies, talent acquisition technologies, and diversity recruitment and retention
strategies. Throughout his career, Bennett has established long-lasting client relationships with an array of
Fortune 500 companies, universities, banks and healthcare providers.
The foundation of his career started at the Tribune Company where Williams served as the Recruitment
Advertising Manager at Tribune Company where he was responsible for the sales and services of advertising
agencies that placed over $20 million in classified ad revenue annually. Prior to his work in diversity, Bennett
was Vice President of Business Development at Peoplefilter Technology Applicant Tracking which developed
his capability to translate offline courses into an online environment. Prior to this role, he was Director of
Client Services at Shaker Recruitment Advertising & Communications where he managed account teams that
were responsible for servicing the advertising, communications, and branding needs of clients to meet their
recruitment and retention goals.
Bennetts foundation in diversity was established at the Tribune Company as he served on multiple diversity
councils working with Diversity consultants. In addition, Bennett served as the Tribunes liaison for recruiting
and provided scholarships for students from Historically Black Colleges and Universities. His passion for
diversity heightened as he worked with organizations helping them build their brand through employee and
client engagement, versus recruitment advertising. These skills continue to be sharpened by integrating
inclusive concepts that value differences toward creating a more engaged workforce.
As an Executive Consultant of RJ Harris & Associates, Bennett is passionate about helping leaders increase
the performance of their teams through cultural competence, inclusion, and valuing differences. Williams
holds an MBA from Aurora University in Aurora, Illinois and a Bachelors degree in Mass Communications
from Morehouse College in Atlanta, Georgia. Bennett is also both DDI and DISC certified.

Packet Pg. 114
RICK J. HARRIS, PRESIDENT RJ HARRIS & ASSOCIATES Strategic Partner
6.d.1.a
Rick is principal of RJ Harris & Associates founded in 2008. The consulting firm specializes in general HR,
Diversity & Inclusion, Affirmative Action, Equal Employment Opportunity, and Talent Management services.
Rick has consulted and worked with several Fortune 500 companies and his diverse background enables him
to bring expertise, innovation, and passion to tie Human Resources issues into an overall strategic plan with
the goal of providing solutions and effectiveness throughout organizations.
A seasoned Human Resource Executive Rick specializes in improving individual and organization
performance. He has 30 years of experience in the Human Resources and Manufacturing Operations fields
in Fortune 500 companies. His extensive and diverse background, in the corporate world, gives him a realistic
grounding in the opportunities, challenges and politics that are present in most companies. His experience
partnering and working with professionals from multiple industries gives him a keen understanding of the
particular issues, obstacles, and diverse cultures that exist within many organizations.
Known and respected throughout North America, Rick is a sought after speaker and subject matter expert in
Diversity, Talent Acquisition, Talent Management, and Compliance. He is considered an innovative thought
leader in the Human Resources field.
Rick was formerly the Director Diversity Management & Strategy with Walgreen's. In this role, he
was responsible for developing and executing enterprise wide strategy for an organization with 250,000
employees, 8,000 stores, and revenues in excess of $71 billion. He was also responsible for establishing
metrics, analytics and scorecards to measure performance, and diversity training and development. In
addition, he served as the compliance officer for the organization managing over 500 affirmative action
plans. Prior to joining Walgreen's, Rick served as an executive consultant for Kraft Foods; providing leadership
coaching and strategic direction in the areas of Diversity, Inclusion and Affirmative Action Compliance.
Preceding this role, Rick was Senior Director, Corporate Employee Relations for Pactiv Corporation where he
led the Employee Relations, Talent Acquisition, and Diversity and Inclusion functions. Prior to this, Rick spent
thirteen years at Abbott Laboratories where he performed several strategic Human Resources and
Manufacturing roles including Organizational Development, Talent Acquisition, Employee Relations, and
Plant Operations Manager.
Rick is a dynamic coach and strategic business leader. His coaching and leadership style is direct, passionate,
challenging, engaging, and insightful. Rick's specialty is effectively linking defined Human Resources
initiatives to business results.

Packet Pg. 115

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6.d.

Date: November 16, 2017

Agenda 6.d.1. Consideration of a Resolution Authorizing a Contract with the

Purpose Staff requests Village Board consideration of a Resolution authorizing a

Budget Fund Account Budget Encumbered Request Remaining Within

Strategic Organizational Development

BACKGROUND AND ANALYSIS:

RESOLUTION NO. R-65-2017

A RESOLUTION APPROVING AND AUTHORIZING THE EXECUTION OF AN

WHEREAS, The Village Budget Account No. 12-205-204-53115 provides $9,155

recruitment support (Agreement) in an amount not to exceed $21,210; and

NOW, THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF

TRUSTEES OF THE VILLAGE OF GLENCOE, COUNTY OF COOK, STATE OF ILLINOIS,

part of this Resolution.

SECTION TWO: APPROVAL. The Agreement is hereby approved in a form

acceptable to the Village Manager and the Village Attorney.

PASSED THIS 16th DAY OF NOVEMBER, 2017

Approved this 16th day of November, 2017.

An Updated Proposal for the Village of Glencoe Public

Provided by: Erika Walker, President The Walker Thomas Group

www.thewalkerthomasgroup.com 202-821-7078 erika@thewalkerthomasgroup.com

The Walker Thomas Group 1

THE INCLUSION & ENGAGEMENT DEVELOPMENT

ALIGN & IMPLEMENT

The Walker Thomas Group 2

Diversity and Inclusion

The Walker Thomas Group 3

The focus groups would include:

Instructor-led Course Development

The objectives of the session are to:

The Walker Thomas Group 4

Recruitment Strategy Development

The Walker Thomas Group 5

The Walker Thomas Group 6

Planning Total $4,000

Recruitment Total $9,200 $9,200

The Walker Thomas Group 7

Training Total $10,000

Recruitment Total $9,200 $9,200

Training Total $10,000

Grand Total (Planning, Training, & Recruitment) $19,200

*Payments can be made monthly

The Walker Thomas Group 8

AFFIRMED AND AGREED

Printed Name: Printed Name:

The Walker Thomas Group 9

The Walker Thomas Group 10

Diversity, Inclusion and Cultural Awareness Training Objectives

The Walker Thomas Group 11

Objectives Topic Activities Timing

Review Key Learning:

The Walker Thomas Group 12

Packet Pg. 101

Facilitators will probe by asking what has changed in

Activity: At table teams participants will discuss what

Debrief: Summarize the comments participants shared

The Walker Thomas Group 14

Facilitator will outline the four (4) principles of gaining

Facilitator will share that in upcoming training by their

Transition to definitions of key terms

Facilitator will reveal the formal definitions:

Inclusion Creating an environment that engages all

Cultural Awareness - Becoming aware of the values, beliefs

Community Engagement - The discretionary effort of