Beyond the Framework & Looking Ahead

We took accessibility compliance to a new level by hosting events with digital accessibility experts and using their feedback to continuously innovate the way team members work, share, and receive information.

• Ensured our websites were accessible to all visitors, including those with vision and hearing loss, limited manual dexterity, and cognitive disabilities. Our Accessibility Compliance Team (ACT) led this effort as well as certified the CalPERS website for compliance with applicable state and federal laws and Web Content Accessibility Guidelines, thus fulfilling a biennial requirement of state law (California Government Code section 11546.7).
• Tested the myCalPERS member website, including service credit purchase enhancements, and provided solutions to ensure the website supports state and federal accessibility compliance laws to allow our members to conduct business electronically with us and access real-time account details.
• Updated and advanced the Accessibility Complaint & Inquiry Process, which outlines how CalPERS handles concerns with access to website content, programs, services, or facilities, and details the stages from intake to closure and the different stakeholders involved. The updated and advanced complaint and inquiry process clarifies team members’ roles in making CalPERS accessible, further enhancing service to our members, business partners, stakeholders, and public.
• Conducted the biennial language survey, as required by the Dymally-Alatorre Bilingual Services Act, receiving 52,915 total public contacts, which equates to an estimated 1,375,790 annual public contacts. Of these contacts, 98% were in English. Contacts from non-or-limited English-speakers totaled 943, or approximately 2% of all public contacts. Based on the survey results, CalPERS did not identify areas of bilingual staffing deficiencies, which is an indicator that CalPERS has suitable bilingual resources.

• CalPERS Career Services and Outreach Program, which provides career development support to existing team members while also increasing visibility of CalPERS recruitments to achieve diverse candidate pools, achieved significant milestones including:
  • Continued use of LinkedIn Recruiter Seat search and InMails to connect with a diverse candidate pool for select positions. This resulted in 59,422 job views and 33 influenced hires
  • Conducted 170 one-on-one consultations on job application packages, interview preparation, and meeting career development goals, resulting in 23 team members achieving promotions 
  • Launched the newly created Career Services Request tool, which streamlined the process for team members to request career-related services and to document and track requests. This tool helped ensure equitable access to all team members
  • Participated in 11 virtual career fairs, seven of which were expressly diversity recruitment-focused, allowing us to promote working at CalPERS, current exams, career opportunities, answer questions about the civil service process, and provide relevant resources
  • Developed and facilitated interactive virtual speed mentoring activities for HRSD, the Member Account Management Division, and the Disability & Survivor Benefits Division. Overall, 123 team members participated in virtual speed mentoring for a total of 228 mentoring sessions. The primary goals for these events were to educate team members on career development and mentoring in a remote environment, and to increase employee engagement, retention, and internal mobility
  • Conducted informational presentations for University of California, Davis; University of California, Los Angeles; and California State University, Sacramento. These schools enroll a diverse population of students, reflecting the diversity of California, and providing outreach that supports a diverse candidate pool