Leadership Diversity

MCDA is committed to “leadership that reflects the communities we serve.” Three years ago, if you held up a mirror to the communities we serve and the people serving them, you would see a stark difference on either side. We know that lived experience – whether it’s race, gender, or poverty – simply can’t be taught. Yet it’s some of the most valuable expertise there is, particularly given the scope of disparity among individuals impacted by our criminal justice system: people of color, women, LGBTQ+ individuals, and people experiencing poverty. 

Today, MCDA has the most diverse executive team since its establishment and a total workforce that is more diverse than the population of Multnomah County and the state of Oregon as a whole.

Equity in the Workplace

DA Schmidt is committed to a just, equitable, and diverse workplace. In 2022, he hired the first equity manager in MCDA history and is working to assess the office’s internal culture, identify areas where improvement is needed, and develop ways to address those areas. The DA believes we cannot improve if we don’t take a look at where we’re starting. To that end, he directed the first employee equity and wellness survey so we can understand where we need to invest time and resources to improve. The survey is one piece of a larger set of equity reforms the DA is working on. Other efforts include:

• Conducting equity training for the Executive Team focused on the intersection of mental health and equity, micro-aggressions, and restorative practices.
• Conducting micro-aggression training for all staff.
• Launched Coaching Circles for all supervisors, which are aligned with county core competencies, including Promoting Equity and being Racially Just.
• Revived and expanded the employee equity committee.
• Added a racial equity lens to new program offers.
• Developed a Restorative Practice Protocol to address incidents of harm in the office.