The Diversity, Equity, Inclusion, & Compliance (DEIC) Section advises all Office of Inspector General (OIG) sections on issues of equity, inclusion, and diversity, as applied to all OIG operations and products, as well assuring the consideration and inclusion of community voices and experiences in all of the Office’s work. DEIC uses quantitative and qualitative data and information correlated to internal culture, operations, and impact of service provision to monitor trends and patterns across City departments and to identify equity and inclusion deficiencies and provide recommendations, with specific authority to review the actions of the Chicago Police Department for potential bias, including racial bias pursuant to Paragraph 561 of the Chicago Police Consent Decree. DEIC issues guidance, training, and program recommendations to City departments on a broad and complex array of employment-related actions; monitors human resources activities, including recruiting, hiring, and promotion; performs legally-mandated and discretionary audits; and reviews the City’s employment practices to ensure compliance with the various City Employment Plans. The Section also publicly reports, at least annually, findings and analysis on diversity, equity, and inclusion issues across all City departments.
DEIC additionally monitors compliance with the five Hiring Plans (see below) governing the City’s employment practices through ordinance prescribed and discretionary reviews, real-time monitoring, and audits of key employment processes. The Section also receives and conducts compliance inquiries into allegations of improper considerations or influence respecting any aspect of City hiring and other employment actions.
- City of Chicago General Hiring Plan
- Chicago Fire Department Hiring Plan for Uniformed Positions
- Chicago Police Department Hiring Plan for Sworn Titles
- Department of Law Hiring Process
- OIG Hiring Procedures
The outcomes of applying DEIC’s specific lens—as reflected in OIG’s inquiries, evaluations, and reviews—are an equitable impact on, and outcomes for, historically and systemically marginalized and disenfranchised communities within the City and its workforce.
Read more about hiring-related policies and procedures:
- Acting Up Policy
- Addition to the Shakman Exempt List
- Contractor Policy
- Law Department and OIG MOU
- Shakman Boilerplate Language
NOTE: All City employees, regardless of whether they hold exempt or non-exempt positions, have a duty to report any contact(s) they have with any elected or appointed official of any political part or any agent acting on behalf of an elected or appointed official, political party, or political organization, if that contact involves an attempt to inquire about a position or affect an employment action involving an applicant or employee who is applying for or holds a non-exempt position. Please report any political contacts by filling out this form.