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HomeMy WebLinkAboutAgenda - Full - Ad Hoc Community Impact Committee - 11/23/2020 - City Manager’s Office City Hall 300 LaPorte Ave. PO Box 580 Fort Collins, CO 80522 970.221.6505 970.224.6107 - fax fcgov.com AGENDA City Council Ad Hoc Community Impact Committee Monday, November 23, 2020, 3:00-5:00 p.m. Location: Virtual Public is encouraged to listen through Zoom https://zoom.us/j/91335869427 Webinar ID: 913 3586 9427 Or Telephone: Dial: (253) 215-8782 or (346) 248-7799 Committee Members: Susan Gutowsky, District 1 Julie Pignataro, District 2 Emily Gorgol, District 6 Committee Contact: Ginny Sawyer, gsawyer@fcgov.com Note: Per Ord. No 079, the Committee Chair, may in consultation with the City Manager and City Attorney, determine that meeting in person would not be prudent for some or all persons due to a public health emergency or other unforeseen circumstance affecting the city. As well, an individual Committee member may request to participate remotely even if the rest of the Committee will be there if the member has a concern about their or others’ health or safety by notifying the Clerk at least three hours in advance of the meeting. 1. Call meeting to Order 2. Approval of October 26, 2020 minutes 3. Agenda Review 4. Discussion Items a. Ideas and Learnings around Equity Offices and Programming i. Panel Discussion featuring: 1. Manisha Paudel, Equity Coordinator, Des Moines, Iowa 2. Nia Davis, Human Relations Analyst, Asheville, North Carolina 3. Lucas Smiraldo, Policy Analyst, Tacoma, Washington ii. Presentation of Peer City Research and Current Exploration of an Equity Office in Fort Collins 5. Other Business 6. Next meetings  December 21  January 25  February 22  March 22  April 26 There are three or more members of City Council that may attend this meeting. While no formal action will be taken by the Council at this meeting, the discussion of public business will occur, and the meeting is open to the public via Zoom. Attachments; 1. ICMA Article: A New Kind of CEO: The Role of the Chief Equity Officer (and Other Equity Positions) 2. NLC Municipal Action Guide: Advancing Racial equity in Your City 3. Power Point 4. Additional Resources and Information can be found on the following links: o https://www.racialequityalliance.org/wp- content/uploads/2017/09/GARE_GettingtoEquity_July2017_PUBLISH.pdf o https://www.nlc.org/repository-of-city-racial-equity-policies-and-decisions o https://www.michigan.gov/documents/mdcr/Printable_RE_Toolkit_pages_628996_7.pdf o https://www.racialequityalliance.org/about/our-approach/ o http://www.citymayors.com/society/usa-city-equity-offices-list.html o http://www.citymayors.com/society/usa-city-equity-offices.html o https://www.nlc.org/resource/building-dedicated-governance-infrastructure-for-racial-equity/ City Manager’s Office City Hall 300 LaPorte Ave. PO Box 580 Fort Collins, CO 80522 970.221.6505 970.224.6107 - fax fcgov.com Ad Hoc Community Impact Committee Meeting Minutes Monday, October 26, 2020, 3:00-5:00pm Councilmembers present: Susan Gutowsky, Julie Pignataro, Emily Gorgol Staff: Ginny Sawyer, Darin Atteberry, Carrie Daggett, Jackie Kozak-Thiel, Jeff Swoboda Police Staff: Kate Kimble, Al Brown, Adam McCambridge, John Feyen, Kristy Volesky, Rena Martinez, Tim Doran 1. Meeting called to order and September 28, 2020 minutes approved. 2. Discussion Items: a. Overview and Discussion of Police Metrics o Variety of data collected: Some data required to be collected and shared by law, some shared for benchmarks. Document shared noting Work Area, Data Collected, Who Reported To, Why Collected o New State Mandate Form: 28 questions (3-4 minutes to complete). Completed upon all self-initiated contacts as part of an investigation. Will be reported in 2023. Supervisors review data monthly. 34K self-initiated investigative contacts in 2019. Will be analyzing this data in-depth. o Data provides a flashlight. Doesn’t provide answers. o Race/Ethnicity: Data collection is “perceived.” Race may be on ID but ethnicity is not. Want to be sensitive in asking questions in police contacts. o Transparency Page Overview: o Recognize that additional information that is needed to help provide context (purpose of stop, who got a warning vs. ticket, etc.) o Starting to track Show of Force along with Use of Force. o Question: Where are Police Services looking to move the needle on trends? o Accountability mechanisms: Early warning system, Citizen review Board. Committee Feedback & Questions: o How often do contacts not involve showing an ID? Traffic stops always will. Can ask for ID if it’s a formal contact. o Send our form to the state as best practice. o Missing a lot of data based on perceived ethnicity. What are we doing to try to improve metric? o Might be good to add total numbers as percentage of total demographics. Need more context on the transparency page…what story is it telling? o Does the data show that we have an issue with use of force? If not, what is the data telling us…where do we have issues and what policies/training are we focusing on? Accountability on Use of Force. Discipline within use of Force is one item of accountability. o How often do CRB findings differ from Internal Investigation findings? o Change the word “citizen” to “resident.” o Use of force data does include ethnicity information while other areas we rely on “perception.” The fields do exist in the Use of Force complaint forms so it can be collected. o Can we get a table showing incidents by race/ethnicity (as opposed to the info by incident type?) o How does a policy get reviewed or changed? Policies changed regularly. Chief can make the change. 3. Other Business a. Where is this committee going? Committee discussed frustration at lack of “tangible work.” Discussion included: o Feels like analysis paralysis. No work plan going forward. o Overwhelmed with information. Looking for more simplicity and measurable goals. Wanting to create systemic change. o Doing more damage by meeting and not doing anything. o Need Equity Indicator work…should we wait until that comes out? o Need more help at City staff level. o Charge of committee is large. Bigger than an ad hoc committee? b. Agreed to review Equity Office research at November meeting. Will track progress of Equity Indicator work (work session on December 8, final report at the end of January) to inform future agendas. 4. Next meetings and potential agenda focus:  November 23 – Equity Office (scope, org structure) and panel  December 21 – Equity Indicators (deep dive) Use to focus future work.  January 25 –Discuss programming  February 22  March 22  April 26 Peer Cities Research: Equity Offices The purpose of this research is to provide high-level analysis of equity offices in peer communities. The following examples represent a mix of established and new offices and were selected to show a variety of approaches in structure, funding, and number of employees. These offices were also selected for their innovative approaches, embedded equity lens work, and sustainable practices. Each city and their office was analyzed by population, demographic breakdown, form of government, where the office is situated in the organization, scope of services/function, lead position title and role, size of team and positions included, funding level, and combined equity office and equal opportunity efforts. Asheville, North Carolina: Office of Equity & Inclusion Population 94,000 Demographic Breakdown White only: 77.9% Black or African American alone: 11.7% Hispanic or Latino: 6% Two or more races: 2.3% Asian: 1.84% Form of Government Council-Manager Year Formed FY 2017-2018 Organization Structure (Where it is situated) Equity & Inclusion Director reports to the City Manager. Listed under the Community & Resident Services Service Area Scope of Services/Functions Advancing equity in Asheville, with racial and social equity as top priorities and creating an environment where a shared language and understanding of racism, implicit and explicit bias and government’s role in advancing equity is one component of the racial equity framework. The Office also creates equity tools like the equity action plan, which maps out a plan for transformational institutional change, and established a Human Relationship Commission (HRCA) as an advisory body to Asheville City Council. Lead Position Title & Role Equity & Inclusion Director plays a key role in moving the city organization toward successful, advancement of equity with Asheville through understanding, analyzing and eliminating the root, causes of racial disparities, and advancing equitable policies, practices and procedures. Size of Team, Positions Included 1. Director, Office of Equity and Inclusion 2. Human Relations Analyst 3. Training Consultant 4. Inclusive Engagement and Leadership Manager Funding Level $444K (FY 2019-20 Adopted Budget) Combined Equity Office/EEO (Y/N) YES Helpful Links https://www.ashevillenc.gov/department/equity-inclusion/ https://docs.google.com/document/d/16nlwMmDtRi3pAt46atyqIfBl3ImBlWhlppGsQhmMxXk/edit https://drive.google.com/file/d/0B2t_Ch5LbY5eQ0tEQ0N4bnhHM0p0TG1HNXFXWS02VHVtN0lF/view https://drive.google.com/file/d/0B2t_Ch5LbY5eZ19Db0hFYThVR0V6b2JqcXo4NGhFTDk2OVZr/view https://www.ashevillenc.gov/equity-dashboard/ Eugene, Oregon: Human Rights and Neighborhood Involvement Office Population 178,000 Demographic Breakdown White only: 78% Hispanic or Latino: 9.8% Two or more races: 6.2% Asian alone: 4.5% Black or African American: 1.6% Form of Government Council-Manager Year Formed Organization Structure (Where it is situated) Housed in City Manager’s Office Scope of Services/Functions The City of Eugene’s Human Rights and Neighborhood Involvement Office provides leadership, guidance, and insight on equity and community engagement to make Eugene a safe and welcoming community for all residents, workers, and visitors. The Equity Team supports the promotion of equity in city programs, services, and policies. We design and deliver training to increase the capacity of City of Eugene staff to promote equity and belonging in the work they do. We also collaborate with community partners to promote a culture of belonging outside of government structure and to make sure the voices of all community groups are being heard by our local government. Lead Position Title & Role Equity and Access Planner Size of Team, Positions Included 1. Equity & Access Planner 2. Human Rights & Equity Analyst 3. Neighborhood Planner 4. Program Coordinator 5. Multicultural Liaison Funding Level $1.1M (FY 2020 budget) Combined Equity Office/EEO (Y/N) YES Helpful Links https://www.eugene-or.gov/3913/Human-Rights-and-Neighborhood-Involvemen https://www.eugene-or.gov/DocumentCenter/View/47638/FY20-Adopted-Budget https://www.eugene-or.gov/DocumentCenter/View/515/DESP?bidId= -316/334 Des Moines, Iowa: Civil and Human Rights Population 217,000 Demographic Breakdown White alone: 65.4% Hispanic or Latino: 13.3% Black or African American alone: 11.3% Asian alone: 6.54% Two or more races: 4% Form of Government Council-Manager Year Formed 2018 Organization Structure (Where it is situated) City Manager’s Office Scope of Services/Functions Work to advance justice, promote equality and ensure the protection of human rights for all people in Des Moines through education, advocacy, community engagement and investigations of civil rights violations. Lead Position Title & Role Civil and Human Rights, Director – reports to the Assistant City Manager Size of Team, Positions Included 5 FTE: Director -ACM Human Rights Specialist x2 Equity Coordinator - *Changes to be made regarding equity-specific work. FTE will transition into the City Manager’s Office. Administrative Assistant/Intake Officer Other Staff: Human Rights Specialist/Equity Intern Public Relations Intern Staff Legal Counsel Funding Level $591K (FY 2020 Budget) Combined Equity Office/EEO (Y/N) YES Helpful Links https://www.dsm.city/departments/civil_and_human_rights/index.php Pittsburgh, Pennsylvania: Office of Equity Population 294,000 Demographic Breakdown White (Non-Hispanic): 64.9% Black or African American (Non-Hispanic): 22.8% Asian (Non-Hispanic): 5.56%) Two+ (Non-Hispanic): 2.78% White (Hispanic): 2.34% Form of Government Mayor-Council (Strong Mayor) Year Formed 2019 by Executive Order Organization Structure (Where it is situated) Office of the Mayor – reports to the Chief of Staff (similar to a City Manager role) Scope of Services/Functions Conducts continuous in-depth analysis of outcomes, services and best practices of city departments to examine how they are contributing to inequity around the City of Pittsburgh. Provide recommendations on policies and national best practices to address systemic inequities in government and cities. Administrative liaison for Equal Opportunity Review Commission. Lead Position Title & Role Chief Equity Officer/Deputy Chief of Staff - leads the Mayor’s administrations focus on opportunity for all residents of the City of Pittsburgh concerning education, workforce development, safe & healthy communities, and digital inclusion. Additionally, leads the administration’s engagement with national organizations regarding equity and inclusion strategies. Size of Team, Positions Included 1. Deputy Chief of Staff & Chief Equity Officer 2. Critical Communities Initiative Manager 3. Special Initiatives Manager 4. Economic Opportunity Manager 5. Business Inclusion Manager 6. Gender Equity Commission Executive Director 7. Youth & Education Manager 8. Policy Analyst 9. Policy Analyst 10. Policy Coordinator 11. Policy Coordinator 12. Business Diversity Manager 13. Business Diversity Coordinator 14. Business Diversity Administrator 15. Contract Compliance Analyst Funding Level $1.76M (FY 2020 Adopted Budget) Combined Equity Office/EEO (Y/N)) YES Helpful Links https://apps.pittsburghpa.gov/redtail/images/5859_Office_of_Equity_EO.pdf https://apps.pittsburghpa.gov/redtail/images/8055_Operating_Budget_as_approved__by_Council_12-17- 19(3).pdf https://pittsburghpa.gov/office-of-equity/ Minneapolis, Minnesota: Division of Race & Equity Population 437,000 Demographic Breakdown White: 63.8% Black or African American: 19.4% Hispanic or Latino: 9.6% Asian: 6.13% Other race: 4.67% Form of Government Mayor-Council (Strong Mayor) Year Formed December 2017 – created via City Ordinance to codify work already underway Organization Structure (Where it is situated) City Coordinator’s Office Scope of Services/Functions The Office is responsible for implementing the city's Strategic & Racial Equity Action Plan, which identifies a set of operational and policy priorities that the city commits to significantly and sustainably improve through 2022. The plan aligns the work from city leadership to departments and defines goals at all planning levels which can be objectively measured and help inform resource decisions. Focus areas are: improve housing stability; support inclusive economic development; improve public safety. Lead Position Title & Role Director of the Division of Race and Equity – reports to the Deputy City Coordinator (similar to Deputy City Manager role) Size of Team, Positions Included 6 FTE: Three program coordinators & three project coordinators Funding Level Total of ~$1.5M (FY 2020 Budget)  ~$500K from City funding ($65K programming dollars)  ~1M from grant funding Combined Equity Office/EEO (Y/N) YES Helpful Links http://www2.minneapolismn.gov/coordinator/Equity/index.htm http://www2.minneapolismn.gov/www/groups/public/@citycoordinator/documents/webcontent/wcmsp-225345.pdf https://lims.minneapolismn.gov/Download/File/722/Race%20and%20Equity%20Division%20Ordinance%20Amended%2012.6.2017.pdf Sacramento, California: Office of Diversity & Equity Population 522,000 Demographic Breakdown White (Non-Hispanic): 31.1% Asian (Non-Hispanic): 19.1%) White (Hispanic): 13.1% Black or African American (Non-Hispanic): 12.7% Other (Hispanic): 11.8% Form of Government Council-Manager Year Formed 2018 Organization Structure (Where it is situated) Housed in the City Manager’s Office Scope of Services/Functions Work closely with all City departments and offices to ensure support for diversity, equity, and inclusion is integrated into decision making, planning and implementation, throughout all structures, services, policies, practices, and procedures. Lead Position Title & Role Diversity & Equity Manager - charged with overseeing the development of a Race and Gender Equity Action Plan (Plan). Size of Team, Positions Included 1 FTE: Diversity & Equity Manager Funding Level Combined Equity Office/EEO (Y/N) NO Helpful Links http://www.cityofsacramento.org/City-Manager/Divisions-Programs/Diversity-Equity http://www.cityofsacramento.org/-/media/Corporate/Files/Finance/Budget/FY20- Approved_Final.pdf?la=en Albuquerque, New Mexico: Office of Equity & Inclusion Population 561,000 Demographic Breakdown White (Hispanic): 39.2% White (Non-Hispanic): 38.4% Other (Hispanic): 6.4% American Indian & Alaska Native (Non-Hispanic): 4.03% Asian (Non-Hispanic): 3.04% Form of Government Mayor-Council (Strong Mayor) Year Formed 2018 Organization Structure (Where it is situated) Housed in the City Manager’s Office Listed under the Legal Services Service Area Scope of Services/Functions • Develop a city workforce that is representative at all levels of the demographics of the city, • Increase local purchasing and doing business with companies owned by people of color, • Invest in areas of the city that have been under invested, • Ensure that the city delivers services in an equitable and inclusive manner Lead Position Title & Role Office of Equity & Inclusion, Director Size of Team, Positions Included 4 FTE Funding Level $412K (FY 2020 Approved Budget) Funding of $87 thousand is included for one new position as well as operating expense for FY/20. One-time funding of $25 thousand is also included for a Citizenship Program. Combined Equity Office/EEO (Y/N) YES Helpful Links http://documents.cabq.gov/budget/fy-20-approved-budget.pdf https://nationalequityatlas.org/sites/default/files/ABQ_Profile_Final.pdf https://nationalequityatlas.org/sites/default/files/ABQ-Fact-Sheet-final.pdf Portland, Oregon: Office of Equity & Human Rights Population 664,000 Demographic Breakdown White alone: 70.5% Hispanic or Latino: 9.7% Asian alone: 8.1% Black or African American alone: 5.8% Two or More Races: 5.5% Form of Government Commission Form of Government Year Formed 2011 Organization Structure (Where it is situated) Community Development Service Area Reporting to the Commissioner of Public Utilities Scope of Services/Functions Promote equity and reduce disparities within city government; provide guidance, education and technical assistance to all bureaus as they develop sustainable methods to build capacity in achieving equitable outcomes and service; work with community partners to promote equity and inclusion within Portland and throughout the region, producing measurable improvements and disparity reductions; support human rights and opportunities for everyone to achieve their full potential; work to resolve issues rooted in bias and discrimination, through research, education, and interventions. Lead Position Title & Role Bureau Director - work is specifically focused on best practice in equity, diversity, and inclusion, culturally responsive practice and closing opportunity/access/belief gaps for historically and currently marginalized groups across the state. Size of Team, Positions Included 1. Bureau Director 2. Civil Rights Title VI and Equity Manager 3. Project Assistant for Portland Committee on Community-Engaged Policing (PPCEP) 4. Equity and Operations Manager 5. ADA Title II and Disability Equity Manager 6. Equity and Language Access Analyst 7. Senior Policy Advisor – Equity Strategies and Initiatives 8. Equity Training Manager 9. Disability Equity Specialist 10. Communications Manager 11. Program Coordinator/Black Male Achievement 12. Senior Administrative Specialist 13. Director’s Executive Assistant/Business Operations Funding Level $2.1M (FY 2019-20 Budget) Combined Equity Office/EEO (Y/N) YES Helpful Links https://www.portlandoregon.gov/oehr/62229 https://www.portlandoregon.gov/oehr/66936 https://www.portlandoregon.gov/oehr/article/449202 https://www.portlandoregon.gov/cbo/article/738382 Denver, Colorado: Office of Social Equity & Innovation Population 734,000 Demographic Breakdown White alone: 54.9% Hispanic or Latino: 29.3% Black or African American alone: 9.8% Asian alone: 4.1% Two or More Races: 3.3% Form of Government Mayor-Council (Strong Mayor) Year Formed 2019 Organization Structure (Where it is situated) Human Rights and Community Partnership Department – Department reports to the Mayor’s Office Scope of Services/Functions Builds culturally responsive strategies and leadership for social justice by generating inclusive ideas, information, and organizational cultures that promote racial equity. The office also oversees the City’s Race and Social Justice Initiative (RSJI) which aims to operationalize racial equity strategic goals and city-wide planning. Core Services:  Advocacy/Policy  Data/Analysis, Technical Guidance  Facilitation, Coaching, Collaboration  Learning and Development  Program Monitoring/Evaluation  Work Plans, Inclusionary Budgeting Lead Position Title & Role Equity Officer (reports to Mayor): collaborates with mayoral appointees, city department directors, and employees to facilitate an organizational culture that institutionalizes the use of an equity lens designed to address institutional barriers that interfere with access and equitable service delivery. This position will work closely with city departments to create departmental equity strategies by utilizing community engagement strategies to determine equity opportunities and priorities. Equity Director (reports to Equity Officer): leads a team of Learning and Development Specialists to develop, facilitate, and evaluate trainings, workshops and programs focused on advancing racial and social equity and inclusion within the City and County of Denver. This position will track results of coordinated training plans and provide technical training assistance to city departments through a racial equity lens. This position will help city departments develop strategies and tactics for increased equity by designing content and practices that promote equitable outcomes. The primary focus will include ensuring the Learning and Development Specialists are positioned to design curriculum content to contextualize historic oppression, systemic racism, and implicit/explicit biases as a tool to guide departmental policy development daily practice. Size of Team, Positions Included 1. Equity Officer 2. Equity Director 3. Learning & Development Specialist 4. Management Analysis Specialist Funding Level $251K (FY 2019 Appropriated Budget) $339K (FY 2020 Adopted Budget) Combined Equity Office/EEO (Y/N) NO Helpful Links https://www.denvergov.org/content/denvergov/en/mayors-office/programs-initiatives/office-of-social-equity-and- innovation.html https://www.denvergov.org/content/dam/denvergov/Portals/344/documents/Budget/2020/2020BudgetVolume2.pdf Austin, Texas: Equity Office Population 988,000 Demographic Breakdown White alone: 48.3% Hispanic or Latino: 34.3 Black or African American alone: 7.8% Asian alone: 7.3% Two or more races: 3.3% Form of Government Council-Manager Year Formed 2016 Organization Structure (Where it is situated) Office under the Management Services Department which reports to the Deputy City Manager Scope of Services/Functions The Office directs the Equity Action Plan and provides training to city staff in response to an annual Equity Assessment conducted by city departments during budget preparation. The annual assessment includes: (1) Departmental Analysis: A look at city departments' culture; (2) Budget: A scan of how community input factors in budget planning; (3) Community Engagement: Gauges departmental practices and quality of interaction with the community; (4) Alignment: Evaluates opportunities to address disparities in city priorities. The Office also directs a mini-grant to help local community organizations address equity-related issues. Lead Position Title & Role The Chief Equity Officer is responsible for working with City leadership and local communities to create an equity framework and facilitate dialogue and organizational practices that support the development and adoption of equity as a shared value. The Officer serves as the technical expert in addressing equity as it is applied to city wide policies, programs, practices, and budget decisions with an overall vision to make Austin the most livable city for ALL. Size of Team, Positions Included 1. Chief Equity Officer 2. Executive Assistant 3. Senior Business Process Consultant 4. Program Manager 5. Immigrant Affairs Coordinator 6. Business Process Specialist 7. Commission Liaison Funding Level $1.4M (FY 2019-20 budget) Combined Equity Office/EEO (Y/N) NO Helpful Links http://www.austintexas.gov/department/equity/about http://www.austintexas.gov/department/operationalizing-racial-equity http://www.austintexas.gov/page/equity-office-staff https://assets.austintexas.gov/budget/19-20/downloads/2020_Approved_Budget.pdf http://austintexas.gov/sites/default/files/files/City_Manager/COAOrgChart02_04_2019.pdf San Antonio, Texas: Office of Equity Population 1,578,000 Demographic Breakdown White (Hispanic): 56.9%, White (Non-Hispanic): 24.8% Black or African American (Non-Hispanic): 6.18% Other (Hispanic): 4.49% Asian (Non-Hispanic): 3.25% Form of Government Council-Manager Year Formed May 2015 – Diversity & Inclusion Office August 2017 – Renamed Office of Equity Organization Structure (Where it is situated) Department-level office Reports to one of the Assistant City Managers Scope of Services/Functions Four annual goals currently drive the Office of Equity’s work: (1) advance equity in budgeting, community engagement, and high priority service delivery; (2) build awareness and involvement in the office through transformational community engagement; (3)collaborate with other institutions to achieve San Antonio’s vision of prosperity; (4) improve services for community members submitting discrimination complaints. Lead Position Title & Role Chief Equity Officer – oversees citywide equity work that spans all Departments, with the goal of advancing equity in budgeting, community engagement, program, and service delivery. The Office of Equity develops, implements, and supports a variety of equity and inclusion initiatives, including the creation and application of key tools and trainings. Size of Team, Positions Included 5 FTE:  Chief Equity Officer  Equity Manager x3  Senior Administrative Assistant Funding Level $651K (FY 2020 Adopted Budget) Combined Equity Office/EEO (Y/N) YES Helpful Links https://www.sanantonio.gov/equity https://www.sanantonio.gov/Portals/0/Files/Equity/AnnualReport.pdf https://www.sanantonio.gov/Portals/0/Files/Equity/COSACOVIDEquityRapidResponseToolandFramework.pdf?ver=2020-06-22- 165856-570 https://www.sanantonio.gov/Portals/0/Files/Equity/IndicatorReport.pdf?ver=2020-04-17-194607-503 https://www.sanantonio.gov/Equity/Initiatives/Atlas https://www.sanantonio.gov/Portals/0/Files/budget/FY2020/Adopted-Budget.pdf A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 1 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 2 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 3 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 4 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 5 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 6 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 7 of 9 11/13/2020, 12:53 PM A New Kind of CEO: The Role of the Chief Equity Officer (and Other E... https://icma.org/articles/pm-magazine/new-kind-ceo-role-chief-equity-of... 8 of 9 11/13/2020, 12:53 PM Advancing Racial Equity in Your City MUNICIPAL ACTION GUIDE 2 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your City 2 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE “ For most of our history, we kept many runners sidelined from democracy’s relay race. To our perpetual damage and shame, our relay was run with generations of great Americans barred from the main track: People of color. Women. Native Americans. Immigrants. People of different faiths or no faith. LGBTQ+. People with disabilities… Make NO MISTAKE, we need ALL of us in this relay. And [we] must carry our baton proudly and high and far.” MAYOR JOHN HAMILTON OF BLOOMINGTON, INDIANA DURING HIS 2017 STATE OF THE CITY SPEECH. Student Building at Indiana University in Bloomington. 3NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Introduction NLC’s Race, Equity and Leadership (REAL) initiative is dedicated to helping local leaders understand and gain the tools necessary to combat racial disparities in their communities. We’ve compiled these six steps you can follow to begin improving equity throughout your city and creating better outcomes for everyone in your community. Definitions to Understand Racial Equity Racial Equity — “Closing the gaps” so that race does not predict one’s success, while also improving outcomes for all. Institutional Racism — Policies, practices and procedures that work better for white people than for people of color, often unintentionally or inadvertently. Structural Racism — A history and current reality of institutional racism across all institutions, combining to create a system that negatively impacts communities of color. REAL’s Mission The REAL initiative serves to strengthen local leaders’ knowledge and capacity to eliminate racial disparities, heal racial divisions and build more equitable communities. Through training and online resources, REAL helps NLC members build safe places where people from all racial, ethical and cultural backgrounds thrive socially, economically, academically and physically. 1. SET AN EXAMPLE AND STRIKE THE RIGHT TONE ................................................................... PAGE 5 2. OBSERVE AND LISTEN ..........................................................................................................................PAGE 7 3. MAKE A PUBLIC DECLARATION....................................................................................................... PAGE 9 4. DEDICATE INFRASTRUCTURE TO ACTION ...................................................................................PAGE 11 5. COMMIT TO POLICY AND SYSTEM CHANGE ..............................................................................PAGE 13 6. CREATE A RACIAL EQUITY PLAN ...................................................................................................PAGE 14 4 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your CityBoston, Massachusetts, has trained facilitators and engaged thousands of residents in a broad series of monthly community race dialogues. Pictured, Boston’s Mayor Walsh attends a community dialogue. 5NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Ci t y o f B o s t o n REAL offers numerous trainings opportunities: • At NLC Conferences • Through NLC University • Regional Trainings & State Municipal Leagues • Individual City Trainings by REAL Staff • Online webinars at www.nlc.org/REAL 1. Set an Example and Strike the Right Tone As city leaders, you play a unique role in setting the tone of local governments and institutions. Mayors and councilmembers can set an example and commit themselves to prioritizing racial equity, by participating in equity leadership trainings or starting a community conversation to engage voices throughout the city. “ I think the single most important thing I can do as the mayor would be a convener, a convener for these really hard conversations that we need to be having about how our police interact with our minority communities, how our minority communities are impacted by education and housing and transportation and poverty.” RESPONSE FROM THE 2016 MENINO SURVEY OF MAYORS Quick tips for starting a conversation on race in your city 1. Encourage city staff to examine the racial biases embedded in city department services. 2. Convene community stakeholders to understand their perspectives on different racial impacts of city policies. 3. Engage both residents of color and white residents to understand the way policies historically and currently impact each racial and ethnic group. 4. Integrate an understanding of structural and institutional racism. 6 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your CityThe City of Madison, Wisconsin, has used its existing Neighborhood Response Team infrastructure to orient to the needs, issues and priorities of residents who may historically have been left out of government processes. By focusing on agendas driven by the community, teams of city employees have engaged other agencies to address how services are delivered. In one case, this resulted in an opportunity for the city to begin lighting basketball courts, like those pictured, as residents in a neighborhood identified the desire for evening access. 7NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY 2. Observe and Listen Without a doubt, there are already many voices promoting racial equity within your community. One of the easiest and first things you can do is to simply observe and listen: To Voices in Your Community Across America, communities of color tend to have less access to government resources and less communal experience with government as a force for good. These differences result from our historical legacy of structures and policies that perpetuate differential outcomes based on race. Local elected officials and city staff must commit time and space to listen to the lived experiences of communities of color and intentionally consider these experiences in city decision-making processes. To Those Already Focusing on Racial Equity in Your City Seek out which organizations and community efforts in your city are already doing work with equity or bringing people together to talk about race and offer to engage with them. Create opportunities to engage city staff that have institutional knowledge and other important perspectives that provide meaningful opportunities for them to inform your understanding of local racial disparities. To the Data You know the importance of metrics and data when evaluating city performance in services. When analyzed through the lens of racial equity, data on city services and resources can reveal racial disparities that may not be obvious without this analysis. Disaggregate data from all city programs, services, policies and practices by race and ethnicity of impacted residents to gain a deeper understanding of how these disparities can hide in plain sight. Examples of data to examine by race: • Permitting fees • Tickets and citations • Arrests • Health outcomes • Code violations and inspections. 8 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your City The City of St. Louis Park, Minnesota, released a statement on its website informing residents of plans to advance racial equity. The webpage outlined more than a year of work, including completed staff trainings, progress made in city council and data analyses supporting the need for equity efforts. The webpage, pictured above, also includes video links where residents can hear the city’s priorities directly from the Mayor. ww w . S t L o u i s P a r k . o r g 9NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY 3. Make a Public Declaration Your residents need to know your city’s commitment to racial equity. As with instituting any citywide initiative, leaders can leverage the bully pulpit and media attention to make constituents aware of the city’s priorities and efforts. A public declaration is a bold stance that builds connection between communities of color and governing bodies. Leaders can use these announcements to gain broader support for and highlight existing work to advance racial equity or healing in their communities. These announcements open the door for meaningful communication between leaders and impacted residents. • Resolution — Allows your city to officially announce and publicize the local government’s position on race-related issues. Resolutions declare a commitment to racial equity, and city leaders can bring other councilmembers on board via a public vote. • Racial equity guiding statement — This short statement works to briefly amplify an official’s (or an office’s) role and mission in advancing racial equity, in a message that can be easily shared. • Racial equity presence on a website — Webpages dedicated to racial equity can serve the purpose of proclaiming the city’s commitment, while also informing residents of official plans and progress made on those plans. Webpages are easily available to many city residents and can help them visualize important statements from their leaders through photos and videos. • Publicly sharing disparity data or personnel demographics data — Data visualization is a strategic method to provide context to a city’s new initiative. Many times, data help confirm the sentiments of city residents and emphasize the need for the city to pay attention to the feedback and concerns of its constituents. 4 Ways to Make a Public Declaration: 10 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your CityThe City of Tacoma, Washington, passed a policy that made equity a consistent principle across the city with the goal of changing “how business is done.” By funding several staff in the Office of Equity & Human Rights, pictured, Tacoma has been able to invest in significant staff training on racial equity and unconscious bias, adopt the use of tools to facilitate equitable budgeting and workforce practices, and assess inequities in the distribution of city resources across neighborhoods. 11NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Ci t y o f T a c o m a 4. Dedicate Infrastructure to Action After declaring its committment, your city needs to dedicate new or align existing resources to create a system capable of bringing about changes. Building a team and developing staff skills to address the impacts of racism throughout local government are necessary steps toward achieving real progress. Local elected officials need to provide the leadership to generate a citywide coordinated effort and infrastructure to carry out these functions. • Designate senior leadership to play an oversight role. • Engage the private sector to raise external resources to facilitate this work. • Identify which city agencies can collect and analyze the data that will support your city’s efforts. • Offer additional support and resources to city agencies already working on racial equity. • Dedicate new or existing resources to support racial equity work across all departments. • Identify opportunities to support individuals motivated by this work in your office. Suggested Steps for Building Your Team 12 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your CityIn many cities, rates of asthma are higher in communities of color. The Center for American Progress notes that the system driving that inequity is often the high rates of air pollution in neighborhoods populated by people of color. Investigating the root of the inequity could mean uncovering zoning or other policies that allow industrial facilities, garbage processing stations, auto shops and other hazards to exist in and near these communities. Achieving racial equity requires a commitment to both uncovering these underlying truths and to changing the policies that cause them. 13NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY 5. Commit to Policy and System Change Institutions and structures have historically created and continue to perpetuate racial inequities throughout cities — often unintentionally. These inequities will continue to exist unless there is intentional intervention to counter and reverse those effects. Local leaders have the responsibility as chief policymakers to address the ways in which institutional and structural racism have shaped their city. By making long-lasting changes to both policies and systems that benefit their residents of color, city leaders can commit to policy and system changes that bring their practices in line with their priorities. More racially equitable outcomes start by addressing the root of a city’s disparities and making meaningful policy and system changes. Things to Keep in Mind 1. Even if policies do not contain explicit racial biases, they can still inadvertently contribute to racial inequity in your city. 2. Learn about policies that have historically shaped inequity across the nation and determine if they exist in your community. 3. Conduct an in-depth analysis of racial disparities that you’ve discovered through previous steps. 4. Begin with racial disparities in outcomes (ex. educational achievement gaps) and track backwards to uncover the root causes of these differences. Going Forward — Analyze Policy through a Racial Equity Lens Before making local policy decisions, ask the following questions: • Who will be better/worse off through this policy? • Who is deciding the goals, parameters or features of this policy? • What historical structures or social norms drive the policy? • Which systems will implement the policy? • Who has access, both physically and socially to that system? • What do data analyses say about where inequities have manifested due to previous policy changes? 14 NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY Advancing Racial Equity in Your City 6. Create a Racial Equity Plan Racial equity plans provide a blueprint of the city’s intentions to improve outcomes for people of color by outlining citywide goals and agency- specific strategies for accomplishing those goals. They give community members, stakeholders and colleagues a means for holding their government accountable and a benchmark from which to build trust. Local governments can begin this process after going through the previous steps to gain a comprehensive understanding of the needs and hopes of residents of color. Each city department or bureau can create action plans targeted by issue area. By combining those action-plans, cities create an institutional road map that continues beyond leadership transitions. 15NATIONAL LEAGUE OF CITIES MUNICIPAL ACTION GUIDE ADVANCING RACIAL EQUITY IN YOUR CITY The City of New Orleans, Louisiana, outlined its plans to “dismantle barriers to opportunity” in the racial equity plan titled “Equity New Orleans; The Road to Equitable Government.” The plan - published in print and online – includes a statement from the Mayor explaining the city’s priorities and setting the tone for staff and residents to follow. In only 16 pages, the guide covers the city’s mission and vision, issue-specific data, projected path to completion, and department specific objectives and accomplishments. Many cities have developed a city government performance management system across agencies to track progress on achieving city goals. Aligning a racial equity goal within this process is an opportunity to hold all city agencies and staff accountable in ways that impact their day to day work, without creating separate siloed processes. 1. Create a racial equity guiding statement for your city or each department. 2. Select a Citywide Equity Goal and create five-year objectives. 3. Create actions to achieve each objective. 4. Create annual performance measures for each action and commit to a completion date. 5. Create or identify the mechanism by which each action will be tracked, measured or evaluated. 6. Identify lead staff for each action—the person or body that holds the staff accountable for completion. Steps to Making a Racial Equity Plan: NATIONAL LEAGUE OF CITIES Photo credits: All photos courtesy of Getty Images, 2017, unless otherwise noted. © 2017 National League of Cities. All Rights Reserve Equity Office Exploration Sierra Anderson, Janet Freeman, Jackie Kozak-Thiel Presentation Flow Historical Timeline Alignment & Council Priority Logic Model –Government Alliance on Race and Equity Peer Research City of Fort Collins –Current Structure Potential Function, Work & Governance Infrastructure of Equity Office Equity Efforts in Fort Collins Historical Timeline 3 2015: Multicultural retreat reinstated City’s equity team formed 2016: Art of Belonging Community forum 2017: .75 FTE in Social Sustainability •Equal Opportunity & Compliance Manager FTE created •Council priority and resolution on Community Trust •City joined Government Alliance on Race and Equity (GARE) 2018: City Plan equity focus •Council and City Leaders trained on historical impacts of racism 2019: Council priority 2020: Community Impact Ad Hoc Committee Pre-2006 •Human Relations Commission •Office of Human Rights •Diversity trainings •Multicultural Community Work (MCR) 2012 –Present 2012: Social Sustainability Department formed 2015: Equity objectives in City and Social’s strategic plans Strategic Alignment NLSH Strategic Objective 1.4: Advance equity for all, leading with race, so that a person's identity or identities is not a predictor of outcomes. •The City seeks to strengthen its understanding and ability to advance equitable outcomes for all community members. •The impacts and disparities caused by racism are deep and pervasive, and addressing them at the systemic and institutional level also elevates equitable outcomes for all, including other marginalized identities. •People of various identities experience discrimination and hate crimes in Fort Collins related to religious affiliation, culture, immigration status, housing status, gender expression and identity, sexual orientation, age, socioeconomic status, ability, veteran status, family status, and more. Adopted Council Priority Establish equity indicators (in progress, work session on 12/8) Deploy an organization-wide equity lens (in progress on some projects and programs, including participation in Bloomberg Philanthropies’ Budgeting for Equity and Recovery program ) Equity and Inclusion GARE Logic Model 6 •Roadmap for local governments •Not linear and strategic •Fort Collins is in the Developing Stage (with some Implementing) •Learning from peers and promising practices Equity Office Research 12 Peer Cities Researched Range of: •Years established •Population size •Demographic makeup City Population Office Name Year Formed Asheville 94,000 Office of Equity & Inclusion 2017 Eugene 178,000 Human Rights & Neighborhood Involvement Office Des Moines 217,000 Civil and Human Rights 2018 Tacoma 223,000 Office of Equity and Human Rights Pittsburgh 294,000 Office of Equity 2019 Minneapolis 437,000 Division of Race & Equity 2017 Sacramento 522,000 Office of Diversity & Equity 2018 Albuquerque 561,000 Office of Equity & Inclusion 2018 Portland 664,000 Office of Equity & Human Rights 2011 Denver 734,000 Office of Social Equity & Innovation 2019 Austin 988,000 Equity Office 2016 San Antonio 1,578,000 Office of Equity 2015 Represent: •Innovative approaches •Mix of established and newer offices •Sustainable practices – eg, systemic impact, shifts in community engagement, successful internal trainings Equity Office Research: Key Takeaways Similarities: •Reporting Structure •Majority report to a City Manager or Deputy role •Multiple FTE Teams •All but one office have 3 or more FTE dedicated •~6 FTE is the average size •Combined Equity Office/EEO •9 of the 12 Offices combine both •Project Work & Areas of Focus •Budgeting & procurement •Hiring, retention and career pathways, training •Community engagement •Racial equity lens application Equity Office Research: Key Takeaways Areas for Consideration: •Funding •Funding ranges from ~$340K-$2.1M •Programmatic funding vs personnel funding only varies •Size of Team •Size of team ranges from 1-15 FTE •Lead Position Title & Responsibilities •Director/Chief Equity Officer vs Equity Manager •Project Work & Areas of Focus Current Structure of Equity Efforts in Fort Collins •Dedicated FTE: •Equity and Inclusion Coordinator •Engagement Specialist •Equal Opportunity & Compliance Manager •Contractual EDI Specialist (+USDN EDI Fellows) •Tactical Teams: •Racial Equity Rapid Response •Principles of Community •Equity Indicators •Employee Resource Groups: •Employees of color; women; LGBTQIA+; single parents and caregivers •Steering Committee/Executive Support •Ongoing planning, project and program work throughout organization City of Fort Collins Equity Office: Potential Functions EXTERNAL: Engage with community members (especially historically underserved and communities of color) and partner with other institutions for systems level impact INTERNAL: ID and work to address existing internal inequities; build organizational capacity/competency and coordinate cross-functional work to embed equity lens throughout service delivery EVALUATIVE: Analyze conditions to proactively identify bright spots and hot spots to replicate innovation and address regressive impacts in service delivery Equity Office Governance Infrastructure •Close contact with City leadership •Demonstrates strong commitment throughout the organization •Centralized for greater impact •Maintain equity champions and embed efforts throughout organization City Manager’s Office Next Steps Continue learning from other communities Further development of Fort Collins organizational approach Engage community (& employees) for input Update Council on exploration progress Question for Committee What feedback does the Ad-Hoc Committee have on our equity office exploration process? BACK-UP SLIDE Detailed: Potential Immediate Work ID and address current inequities present within the organization Partner with HR on recruitment and retention of employees of color and others who hold marginalized identities Build and convene core team across City, with representation from all departments Connect with community members Coordinate internal trainings Evaluate policies and practices of Service Areas Consider updates to Chapter 13 Coordinate creation of department-level racial equity action plans Help revamp budgeting for outcomes process