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HomeMy WebLinkAboutSupplemental Materials - Ad Hoc Community Impact Committee - 11/23/2020 - Equity Office Exploration PowerPointEquity 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 Communityforum 2017: .75 FTE in Social Sustainability • Equal Opportunity & Compliance Manager FTE created • Council priority and resolution on CommunityTrust • City joined Government Allianceon 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 communitymembers. •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 16 Peer Cities Researched Range of: • Years established • Population size • Demographic makeup Represent: • Innovative approaches • Mix of established and newer offices • Sustainable practices – e.g., systemic impact, shifts in community engagement, successful internal trainings City Office Name Population Year Formed Harrisburg, PA Office of Equity & Affirmative Action 49,000 - Iowa City, IA Office of Equity & Human Rights 78,000 - Champaign, IL Office of Equity, Community, & Human Rights 89,000 - Asheville, NC Office of Equity & Inclusion 94,000 2017 Cambridge, MA Office of Equity & Inclusion 122,000 2017 Eugene, OR Human Rights & Neighborhood Involvement Office 178,000 - Des Moines, IA Civil and Human Rights 217,000 2018 Tacoma, WA Office of Equity & Human Rights 223,000 2015 Pittsburg, PA Office of Equity 294,000 2019 Minneapolis, MN Division of Race & Equity 437,000 2017 Sacramento, CA Office of Diversity & Equity 522,000 2018 Albuquerque, NM Office of Equity & Inclusion 561,000 2018 Portland, OR Office of Equity & Human Rights 664,000 2011 Denver, CO Office of Social Equity & Innovation 734,000 2019 Austin, TX Equity Office 988,000 2016 San Antonio, TX Office of Equity 1,578,000 2015 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 •~5.5 FTE is the average size •Combined Equity Office/EEO •13 of the 16 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 ~$80K-$3.8M •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