Employees serve residents, businesses, and visitors directly.
Certified employer profile
A public-service workforce built to reflect its community.
The City of Minneapolis is home to more than 4,000 employees serving residents, businesses, and visitors every day—out in the community, behind the scenes, and under City streets. Every role contributes to making Minneapolis vibrant and livable.
Legacy certification record Original profile: 2024 Issued badges: 2025
Certification transition. This profile preserves the City of Minneapolis’s legacy Diversity.Social certification history. Renewal under the current certification generation requires a separate review under Workforce Inclusion & Trust Certification™ and any selected Specialized Certification pathways.
Workforce4,000+ employees
Public missionResidents, businesses & visitors
Legacy credentialsLGBTQ+, women & BIPOC
Strategic planWorkforce DEI 2022–2024
Current pathwaySeparate renewal review
Public-service employer story
Visible in the community—and essential behind the scenes.
The City’s legacy profile describes a workforce that works directly with residents, businesses, and visitors while also supporting vital operations, infrastructure, services, and public systems. Workforce representation is presented as a City priority because diverse staff produce better results and help the City welcome applicants from all experiences and backgrounds.
Teams sustain the systems, services, and administration behind public life.
Some employees work beneath streets and across core City assets.
The source profile welcomes applicants of all experiences and backgrounds.
Examples of City functions
- Animal Care & Control
- Civil Rights
- Elections & Voter Services
- Fire
- Police
- Communications
- Finance & Property Services
- Information Technology
- Human Resources
This is a representative list from the legacy profile, not an exhaustive department inventory.
Legacy credentials
Three historical credentials remain visible and verifiable.
These records belong to Diversity.Social’s previous certification model and are framed as legacy / grandfathered certification history. They do not imply completion of the current Workforce Inclusion & Trust Certification™ review.
Legacy certification record
Most LGBTQ+ Friendly Employer™
Issued credential: 2025
Legacy recognition connected to LGBTQ+ workplace inclusion, employee support, policy, and community leadership.
Verify credential
Legacy certification record
Most Women Friendly Employer™
Issued credential: 2025
Legacy recognition connected to parental leave, health and wellbeing, professional development, and women’s employee networks.
Verify credential
Legacy certification record
Most BIPOC Friendly Employer™
Issued credential: 2025
Legacy recognition connected to workforce data, inclusive recruitment, leadership development, ERGs, and racial-equity work.
Verify credentialRecord-date clarification: the original source page states that the City was certified for 2024. The issued credential artwork and verification links displayed on that page are dated 2025. This profile preserves both facts rather than silently assigning an unsupported certification term.
- Employer
- City of Minneapolis, Minnesota, United States
- Original profile
- Published in 2024 under Diversity.Social’s previous certification model
- Issued badge artwork
- Three verification-linked credentials dated 2025
- Public status
- Legacy / grandfathered certification history
- Current-generation boundary
- The City is not represented as having completed Workforce Inclusion & Trust Certification™
Workforce DEI goals and vision
A workforce that reflects residents—and a culture where people can thrive.
The source profile describes a connected agenda: diversify the workforce and supplier base, use data across underrepresented groups, and strengthen relationships with communities through boards and commissions.
Recruit, hire, retain and advance
A high-performing workforce that reflects the residents of Minneapolis.
Transform City culture
Create an inclusive and equitable employee experience.
Build enterprise infrastructure
Support a cohesive Workforce DEI approach across the City.
“The City of Minneapolis seeks to be recognized as an Employer of Choice—an inclusive organization where a diverse group of dedicated and driven employees feel a sense of belonging and have equitable opportunities to thrive.”
How the plan was built
Enterprise voices shaped the Workforce DEI plan.
The source profile credits workgroups, focus groups, and leaders across the organization with building the plan.
Chief HR OfficerHR ManagersHR Business PartnersTrans Equity CoordinatorDeloitte Consulting Servicesemployee focus groupsEmployee Resource GroupsEquity Championslabor partnersemployees from diverse backgroundsdepartment leadersmultiple organizational levels
Transformative stories
Six original videos remain available in a faster gallery.
One featured YouTube-nocookie iframe is rendered initially. The remaining stories are lightweight thumbnail cards with direct YouTube links.
Watch featured video on YouTube
City workforce and inclusion story 
City transformative story 
City public-service story 
Supporting women’s careers and communities 
Inclusive procurement story Legacy accomplishment evidence
Three legacy recognition areas, presented as evidence-rich chapters.
The content below is preserved from the City’s legacy profile and organized for readability. Dates, programs, and personnel should be confirmed through current City sources before being treated as current.
LGBTQ+ accomplishments
Inclusive policies
The Paid Parental Leave Policy and the establishment of an appeals process were presented as commitments to employee wellbeing and diversity.
Employee community
The City’s LGBTQ+ Employee Resource Group creates a welcoming space for LGBTQ+ employees.
Recognition
The legacy profile reports a score of 94 out of 100 in a Human Rights Campaign Foundation study.
Practical inclusion
Gender-neutral restrooms and the hiring of the City’s first LGBTQ+ Equity Program Manager were highlighted as practical steps.
Advocacy and leadership
The profile cites Transgender Day of Remembrance and the establishment of the Transgender Equity Council.
Historic civic action
Minneapolis is described as the first Minnesota city to prohibit discrimination based on sexual orientation and gender identity/expression, and the first to create a domestic partner registry.
Twin Cities Pride
The City hosts the Twin Cities LGBTQ+ Pride celebration, turning Loring Park into a forum for Pride and allyship.
Source document
Women’s accomplishments
Paid parental leave
Eligible employees can receive up to 12 weeks of paid leave for childbirth or adoption, according to the legacy profile.
Sword Bloom
A digital pelvic-health program addresses urinary leaking, bowel disorders, and chronic pelvic pain across pregnancy, postpartum, and menopause life stages.
Women, Wealth & Wisdom
Workshops offer practical guidance on budgeting, saving, and investing.
Menopause and Mental Health
Employees receive strategies for managing menopause symptoms and maintaining mental wellbeing.
Inclusive Procurement training
A 3–4 module program addresses economic context, legal and policy foundations, City infrastructure, staff roles, advocacy, and inclusive procurement practices.
WOMEN employee network
The Women of Minneapolis Employee Network advocates for the experiences, voices, needs, and interests of women employees.
BIPOC accomplishments
DEI Workforce Dashboard
Hiring, promotion, and turnover trends are examined across race, gender, generations, and other factors, giving hiring managers and directors a quick view of progress and gaps.
Diversity Job Boards partnership
The City’s profile highlights a partnership designed to broaden recruitment reach across people of color, women, veterans, age groups, people with disabilities, and LGBTQIA+ communities.
Leadership Development Program
A five-month journey of learning, self-reflection, and action supports anti-racism, racial equity, and inclusive leadership.
Inclusive outreach
The profile highlights inclusive job fairs, media, radio, and community events as part of outreach to broader communities.
Employee Resource Groups
ERGs affirm, celebrate, and value BIPOC identities, shared values, and experiences while helping voices be heard.
Q1 2024 figures reported in the legacy certification profile
Hispanic or Latino hires +56% Native American hires +57% Asian hires +14% Black or African American hires +8%
Inclusive procurement
Economic inclusion is part of the City’s workplace and community story.
The City’s source profile connects DEI to supplier diversity, contracting, workforce participation, language access, and accessibility.
Commitment to inclusive procurement
The City seeks to increase the number of BIPOC-owned businesses and increase supplier count and spend with racially and ethnically diverse for-profit suppliers across departments.
Small and Underutilized Business Program
Suppliers on larger City-funded projects must make good-faith efforts to subcontract with BIPOC-owned and/or woman-owned firms. The legacy profile connects this to MBE and WBE participation.
Contract Compliance DivisionWomen and minority workforce goals
For City construction and development projects exceeding $100,000, the legacy profile states goals of 20% of project trade hours performed by females and 32% by minorities, or documentation of good-faith effort.
MnUCP certification
Only firms certified as an MBE or WBE by the Minnesota Unified Certification Program count toward SUBP inclusion goals. The source references MnUCP certifying agencies including MnDOT, the Metropolitan Council, the Metropolitan Airports Commission, and the City of Minneapolis.
Minnesota Unified Certification ProgramTarget Market Program
A race- and gender-neutral program expanding opportunities for historically underutilized small businesses. The legacy profile describes opportunities to compete for City contracts up to $175,000 among similarly situated businesses.
City procurementHUD Section 3
A race- and gender-neutral program based on income and metropolitan-area residency for projects with certain HUD financial assistance.
Section 3 informationLanguage services
The source profile states that Neighborhood & Community Relations staff may assist businesses in Spanish, Somali, Hmong, and Lao.
Language servicesAccessibility
Alternative formats and ADA-related accommodations are available through 311; relay and TTY contact details are preserved below.
Accessibility and language assistance
People who are deaf or hard of hearing can use a relay service to call 311 at 612-673-3000. TTY users can call 612-673-2157 or 612-673-2626.
Para asistencia: 612-673-2700 · Yog xav tau kev pab, hu: 612-673-2800 · Hadii aad caawimaad u baahantahay: 612-673-3500.
Legacy-profile default contact: 311 at 612-673-2343. Confirm current details through official City sources.
Why work at the City of Minneapolis?
Build a rewarding career in public service.
The profile describes more than 4,000 employees, a wide range of departments and roles, Employee Resource Groups, citywide training, tuition reimbursement, leadership development, and an innovative and engaging culture.
Example departments and roles
- Animal Care & Control
- Civil Rights
- Elections & Voter Services
- Fire
- Police
- Communications
- Finance & Property Services
- Information Technology
- Human Resources
01Employee Resource Groups
02Citywide training
03Tuition reimbursement
04Leadership development
05Innovative and engaging public-service culture
Inclusive hiring
The legacy profile states that the City is committed to equal opportunity without regard to race, religion, creed, color, age, ancestry, national origin, sex—including pregnancy—gender identity, sexual orientation, marital status, disability, familial status, public-assistance status, or activity in a local human rights commission.
The profile also connects Workforce DEI to the Strategic and Racial Equity Action Plan’s operational priority to diversify the workforce, while extending beyond representation to equity and inclusion in employee experience.
Explore City Job Opportunities
“My goal is to create an environment where every employee can do their best work. Part of that is creating a workplace where employees feel empowered to bring their authentic selves to work. Innovation thrives where diversity is celebrated, and employees feel supported. Therefore, embracing and championing LGBTQ+ inclusion not only enriches our workforce but drives the City of Minneapolis and its residents towards greater success.”
Employee testimonials
Voices from the legacy profile.
Titles and attributions come from the legacy certification profile.
“Inclusion efforts are vital for a workplace culture that honors all forms of diversity. At the City of Minneapolis practical application of inclusion means removing barriers, not adding tasks. By focusing on the LGBTI+ community, Minneapolis promotes inclusivity and equity, advancing broader societal goals of equality for all our employees.”
“Diversity is being invited to the table. Inclusion is having a voice at the table. Belonging is feeling valued and accepted at the table. This is what we’re aiming to accomplish.”
“Local governments serve the unique role of directly engaging with and providing essential services to our communities. As we work to solve complex issues, it is critical that we understand the different needs, perspectives, cultures, and backgrounds of those we serve and that they see themselves reflected in us.”
Profile information and accomplishment examples were supplied or published in connection with the City’s legacy certification period. Programs, policies, personnel, statistics, benefits, contact information, and other details may change. Current information should be confirmed through official City of Minneapolis sources.
Current-generation renewal pathway
Renew under the current certification framework.
The current public record is legacy / grandfathered. Workforce Inclusion & Trust Certification™ requires a separate new review; there is no automatic transfer; current badge authorization would depend on a new certification decision.
Available upgrade pathway Workforce Inclusion & Trust Certification™ Current-generation pathway Separate review required
Legacy LGBTQ+ credential: LGBTQ+ Inclusion & Belonging Certification™
Legacy women’s credential: Gender Equity & Women’s Advancement Certification™
Legacy BIPOC credential: BIPOC-related practices would be assessed within the flagship certification’s governance, fair talent systems, inclusive employee experience, community-specific inclusion, accountability, and measurement domains.