Executive Order 22-04 established the Pro-Active Equity Anti-Racism (PEAR) framework to address the exclusion, marginalization and oppression of Black, Indigenous, People of Color, people with low income, immigrants and refugees, people living with disabilities and other groups which has resulted in deeply entrenched educational, economic and health inequities.

 

PEAR Values create the possibility for all people to flourish and achieve their potential. Our values are guided by the concepts of access, justice, belonging, love, Ubuntu, dignity and equity.	PEAR Service Lines are government policies, practices, people and systems that powerfully influence who is able to flourish and achieve their full potential. They make up the landscape in which we live.	PEAR Determinants of Equity require cultivating through investments and actions to grow and sustain pro-active equity and anti-racist outcomes. See table below for list of determinants of equity.	PEAR Outcomes happen when all people in DSHS’s care and custody flourish and achieve their fullest potential, embody pro-active equity anti-racism values and enjoy peace, prosperity and possibility now and for generations to come.

DSHS PEAR Determinants of Equity

DSHS PEAR SERVICE LINES

PEAR Service Lines are government policies, practices, people and systems that powerfully influence who is able to flourish and achieve their full potential. This is the landscape for PEAR work and is shaped by our values. There are 11 Pro-Active Equity Anti-Racism Service Lines that the PEAR Team collects data on, works to influence and reports progress on to the Washington State Office of Equity in our PEAR Equity Impact Review.

Leadership Operations and Services

The DSHS PEAR work seeks to enhance the way we lead, operate and deliver services by ensuring our day- to-day operations and service delivery deployment is rooted in implementation of proactive equity. Accountable Leadership includes effective and measurable action for advancing PEAR to drive pro-equity governance at all levels of DSHS.

Plans, Policies and Budgets

The DSHS PEAR work seeks to ensure that all project plans, policies and budgets address the 15 determinants of equity outlined in the PEAR Executive Order 22-04. Our work also supports Office of Financial Management requirements regarding equity considerations outlined in the Equity Impact Statement Tools and Procedures which are included in all submissions for budget and legislative requests. DSHS PEAR work will include developing accountability measures related to plans, policies and budgets.

Workforce Equity

DSHS PEAR work includes the commitment to establish workforce development pathways that are culturally responsive and that create equitable opportunities for marginalized individuals within our agency. We are committed to transparency as we work to foster understanding of workforce equity at DSHS and the enhancement and implementation of state-of-the-art strategies in recruiting, hiring and retention practices at every level. We embrace a ONE DSHS mindset that envisions a workplace culture of belonging for all, which best represents the communities we serve. This vision encompasses the entire employment life cycle, with the goal of DSHS remaining an employer of choice.

Tribal Government Relationships

DSHS PEAR prioritizes relational partnerships with Tribal Governments to understand their needs and include their perspective in decision-making. DSHS recognizes and values the unique government-to-government relationship with Tribal Nations.

Public Communications and Education

Advancing education, training and communication helps everyone better engage with others in ways that are respectful, culturally responsive, socially just and that create a sense of belonging. DSHS PEAR work will counter existing biased communications systems with transparent informational strategies and concrete steps to educate on proactive equity, anti-racism and the building of a relational culture of social justice, equity and belonging.

Facilities and Systems Improvements

The DSHS PEAR works to ensure that the organization meets pro-equity and anti-racist outcomes. This includes leveraging technological and innovative strategies to ensure universal access and belonging in all of our virtual and physical spaces. Our goal is to ensure that everyone, including those with disabilities, has equitable opportunity to do their best work.

Policy Agenda

THE DSHS PEAR work seeks to clearly define the components of equity and justice that shape our policy. We strive to transparently communicate those definitions as part of our vision and strategic plan and ensure that policy reviews include these definitions in plain talk. Reviewers and developers are accountable to meet this goal in order to create impactful change for our clients and community partners. We commit to actively soliciting community partner feedback on policy updates and changes.

Building a Racially Just Washington

DSHS PEAR work contributes to the building of a racially just Washington by fostering a culture that includes listening to those who have been most impacted. This includes applying lessons learned to address racial equity at inter-related levels, including at the individual level, interpersonal level, organizational level, community level, and systemic levels.

Capacity Building

PEAR works to develop the capacity of the organization to operationalize pro-active equity and anti-racism action in every aspect of our work. This includes enhancing the skills, abilities and knowledge required of DSHS and its community partners to put pro-active equity and anti-racism into action.

Data & Strategy Reporting

DSHS PEAR research uses reliable, broadly recognized source data, which centers the lived experiences of our community and is presented in a way that considers cultural, language and educational differences. Proactive equity Anti-Racist (PEAR) performance management and organizational development include transparent communication of goals and objectives outlined in Executive Order 22-04 and included in the DSHS Strategic Plan.

Engagement and Community Partnerships

The DSHS PEAR work seeks to enhance and increase equity and anti-racism engagement by developing strategies to organize individuals and teams for collective actions. We commit to actively seeking out the voices that have been missing from the discussion, facilitating relational partnerships among stakeholders, and enabling participation in decision-making that affects their work and their lives.