Agenda 4-a - OWASA Annual Update Presentation

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OWASA Annual Report 7 January 29, 2019 Page 6 A public meeting was coordinated by the project partners before blasting commenced. Low intensity underground blasting is currently underway. The project is now anticipated to be complete in the Spring of 2019. 9. Equal employment opportunity annual report 2017-18 At the end of the fiscal year, OWASA's workforce was comprised of 23.2%Women and 76.8% Men, representing an increase in gender diversity from last year(when OWASA's workforce was comprised of 21.9% Women and 78.1%Men). In terms of racial representation, at the end of the fiscal year, OWASA's workforce was 74.4% White, 12.8%Black, 6.4% Two or More Races, 3.2%Hispanic, 2.4%Asian, and 0.8%American Indian or Alaska Native. Overall, minority representation at OWASA at fiscal end was 25.6%, remaining generally the same as the year before when minority representation was 25.8%. OWASA has the opportunity to improve diversity at all levels of the organization and will continue to strive to do so. 10. Diversity& Inclusion Program OWASA's Diversity and Inclusion (D&I)program has two goals: 1) to foster diversity in our workforce reflecting the communities we serve, and 2) enable an inclusive environment that encourages and supports each team member to contribute to their full ability towards OWASA's mission. OWASA's Diversity Resource Group, Diversity Recruitment Group, Diversity Leadership Group, and supervisors have received 16 hours of training. Voluntary employee trainings have also occurred. OWASA has also completed a review of its recruitment processes, career development programs, mentoring program and promotional opportunities. With learnings from this review and input from the D&I groups, D&I activities now include: the development of recruitment plans for each recruitment incorporating local census data (to develop applicant targets for under-represented groups), training on new standard processes for interview panels, and training for supervisors. The Board of Directors has also had four training sessions. 11. Energy management In April 2017, the Board adopted an Energy Management Plan. Goals included reducing OWASA's use of purchased natural gas by 5%by 2020 (compared to a 2010 baseline), reducing use of purchased electricity by 35%by 2020 (compared to a 2010 baseline), and beneficially using all Wastewater Treatment Plant biogas by 2022 (provided the preferred strategy is projected to have a positive payback within the expected life of the required equipment). For the first time since these goals were set, OWASA reached its natural gas use reduction goal of 5%. From December 2017 to November 2018, we used 7.3% less natural gas than we did in 2010, in large part due to our use of the methane generated by anaerobic digestion at the Wastewater Treatment Plant(rather than pipeline natural gas). This repurposed energy was used