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Shared knowledge. Practical change.
Colleagues working together to make equity part of everyday decisions, programs, and services.
A voluntary, staff-driven team supported by equity staff. Bring your experience, grow alongside colleagues, and help make equity part of how our division works.
Look across workforce practices, policy, programs, services, access, partnerships, resources, and the evidence that helps us understand results.
Explore DSD program areas →Bring a question, explore a topic with colleagues, or listen to another perspective. Learning Labs and open hours leave room for curiosity.
Visit the Learning Lab →Start with a real experience. Examine evidence, develop options with the right people, and return to what changed.
Shape an idea →When the team is ready, practical team work can alternate with Learning Labs or open hours. Begin with orientation to One DHS and One DSD, then find a contribution that fits your interests and capacity. Confirmed meeting arrangements will be shared in the team space.
Explore how equity shapes hiring, everyday support, development, and succession. Bring a reflection or a practice question back to the team.
Explore equity leadership and growth →Part of something connected
Connection, learning, and practical change belong together. Amplify Equity and the One DSD Team offer different ways to contribute to the same divisional community, within the wider One DHS program.
A conversation can surface a question about how work happens. When participants want to carry it forward, the One DSD Team can help examine the question, explore options, and connect with people who can act.
Explore the One DSD Team →The team brings back useful resources, questions for fresh perspectives, invitations to learn, and updates on ideas people shared. That learning can spark another conversation or possibility.
Explore Amplify Equity →You can enjoy either space, join both, or explore at your own pace. An idea does not need to become a project to have value.
The One DSD Team brings colleagues' knowledge of policy, programs, eligibility, and everyday operations into the division's equity work. Members work with the Equity and Inclusion Operations Consultant to identify barriers, examine practices, and develop useful improvements.
Choose a decision or practice that matters to staff or people receiving services. Describe what happens now, who experiences it differently, and what the team needs to understand. Use an example without private or identifying information.
A fictional example
A useful contribution connects a question with evidence, a person who can decide, and a response to the people who raised it.
A notice points to one contact. The staff instructions point to another. Name the mismatch without guessing why it happened.
The team compares the two instructions and drafts a clearer first contact, next step, and fallback for discussion.
The service owner considers the proposal with the people responsible for the handoff. Agree what can change and what needs more work.
Share the response, including what remains open. If something changes, return to whether it helped. If no change is agreed, explain that too.
Members can explain a process, review a resource, question an assumption, try an improvement, or connect the work with colleagues who need to be involved. Agree on a manageable contribution rather than expecting every member to do every task.
Use relevant learning and evidence to examine the question. Develop a small improvement with the responsible people, agree what would indicate progress, and return to what happened. Keep useful changes and revise what did not work. A meeting is part of the work, not its final result.
The team develops advice and practical contributions. The person responsible for a policy, budget, service, or staffing decision retains that authority. Agree who will receive a recommendation and who can authorize a trial before promising a change.
A monthly rhythm is planned from January 2027, once the program is ready, alternating practical team work with Learning Labs or open hours. The consultant or members can bring a topic. Participation is voluntary, with room to listen, ask questions, and explore more deeply when helpful. Confirmed arrangements belong in the team's collaboration space.
Amplify offers voluntary conversation, connection, and shared learning. Its co-leads can bring forward questions participants agree to share and return updates. The One DSD Team considers the work that needs further attention without directing Amplify's everyday conversations.
When reviewing a resource, ask whose work it supports, which task it helps with, what is missing, and whether the example reflects practice. A policy analyst, a supervisor, and an eligibility worker may need different ways into the same subject.
Record the question, the practice being examined, relevant evidence, the proposed improvement, and the person responsible for the next decision. Include the next agreed check-in and what changed. Keep personal disclosures and individual case details out of shared notes.
Choose a small number of shared priorities. Make room to decline or renegotiate a contribution. Periodically ask whether the work is useful, whose perspective is missing, and what support members need. Preserve unfinished questions when membership or responsibilities change.
