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2024-1-23 - DEIC Agenda Packet January 23, 2024 — 6:30 PM Council Conference Room Hybrid Meeting 1.Call to Order 2.Land Acknowledgement We acknowledge and honor the Dakota nation, on whose ancestral land the City of Golden Valley is built, and whose land resources we use. We commit to counteracting the erasure of the cultural practices and presence of the Dakota people through education and by amplifying a wide range of indigenous voices. 3.Roll Call Chair, Lee Thoresen Ajani Woodson Nyre Chester Vice Chair, David Scheie Drew Jones Joelle Allen George Kannenberg Ruth Paradise Imara Hixon 4.Approval of Agenda 5.Approval of Minutes 5.A.Approval of Minutes - December 19, 2023 6.Staff Updates 6.A.DEIC Commissioner Membership 6.B.Center for Economic Inclusion - Racial Equity Dividends Index Presentation 6.C.Draft Equity Plan Presentation 6.D.Ho-Chunk History Event Sponsorship 6.E.DEI Commission Calendar Dates DEI COMMISSION MEETING AGENDA Diversity, Equity, and Inclusion (DEI) Commission meetings are being conducted in a hybrid format with in-person and remote options for attending. Remote Attendance Options: Members of the public may attend this meeting via Microsoft Teams . Questions/Comments: Members of the public who have questions about the commission or any items on the agenda should contact the staff liaison - Seth Kaempfer at (763) 593-8045. City of Golden Valley DEI Commission Meeting January 23, 2024 — 6:30 PM 1 7.Subcommittee Updates 7.A.City Systems 7.B.Communication and Networking 7.C.Events 1. BAEGV Forum: a. March 2024: Women Leading the Way 8.Discussion Items 8.A.Sweet Potato Comfort Pie - MLK Event Sponsorship 8.B.2024 DEIC Priorities 1. Annual Funding Approval 9.Adjournment City of Golden Valley DEI Commission Meeting January 23, 2024 — 6:30 PM 2 REGULAR MEETING MINUTES Call to Order Meeting was called to order at 6:52 PM Land Acknowledgement: We acknowledge and honor the Dakota nation, on whose ancestral land the City of Golden Valley is built, and whose land resources we use. We commit to counteracting the erasure of the cultural practices and presence of the Dakota people through education and by amplifying a wide range of indigenous voices. Roll Call Commissioners in person: Lee Thoresen, Joelle Allen, Ajani Woodson, Ruth Paradise, Drew Jones, David Scheie, Nyre Chester Commissioners absent: Imara Hixon, George Kannenberg Staff present: Seth Kaempfer, Equity and Inclusion Manager Approval of November 28 minutes and December 19 agenda MOTION to approve the agenda by Commissioner Scheie, seconded by Commissioner Woodson. Motion carries 7-0 MOTION to approve the minutes by Commissioner Allen, seconded by Commissioner Paradise. Motion carries 7-0 Staff Updates • Staff member Kaempfer reminds the Commissioners that there are still two vacancies on the Commission and suggests that Commissioners reach out to their networks to recruit new members. Chair Thoresen asks Youth Commissioner Jones to network at school as well. • The Center for Economic Inclusion’s Racial Equity Dividends Report is available to the Commissioners online, and City staff is working to prepare a communications plan to launch Golden Valley’s individual report to the public. Commissioner Scheie asks if the DEIC is able to participate in the conversation, but staff member Kaempfer informs them that only staff are able to participate. Commissioner Scheie suggests incorporating this report into the City’s Equity Action Plan, and staff member Kaempfer lets them know that it will factor strongly into the Equity Action Plan. Commissioners agree that the plan should drive their priorities for the year. Commissioner Scheie suggests hosting a Building An Equitable Golden Valley event centering this report, and Commissioner Allen agrees while suggesting they partner with another nearby city to bring more folks into the conversation who might not be there otherwise. • Staff member Kaempfer provides an update on processes for Commissioners, including submitting event proposals, room reservations, and technology requests 60 days in advance; speaker, presenter, and catering contracts should be given to the staff liaison 30 days in advance. Additionally, communication requests should be submitted to the staff liaison. December 19, 2023 – 6:30 pm Council Conference Room Golden Valley City Hall 7800 Golden Valley Road Hybrid Meeting 3 City of Golden Valley Diversity, Equity, and Inclusion Commission Meeting Minutes December 19, 2023 – 6:30 pm 2 • Reminder that attendance is recorded and those missing meetings may receive a letter, and that their official email account should be used for all business and checked weekly. Commissioner Thoresen suggests a DEIC calendar to keep the Commission on track and able to comply with these guidelines. Subcommittee Updates City Systems • The subcommittee will request a meeting with Council Member Harris to strategize with the Commission on ways the Commission can perform at a higher-level regarding City Systems. • The subcommittee will review the Equity Report to identify areas the Commission may want to focus on in 2024. Communications and Networking • Commissioner Paradise updates the Commission on the DEI calendar, explaining there is a focus on notable Civil Rights events as well as religious holidays and festivals. • Commissioners discuss how they can communicate events more effectively, and asking attendees how they heard about the event can inform how they communicate in the future. Events • Commissioner Paradise proposed the Commission’s March forum be focused on equity in education. Commissioner Thoresen has concerns about how to make that theme connect at a local level, and suggests it might be a better topic for the fall forum. Commissioners discuss whether the focus should be on the curriculum itself or the broader topic of disparities in education when broken down by race or income levels. • Commissioner Allen voices concern that the Commission doesn’t have a mechanism for communicating updates to folks attending their forums. Commissioner Paradise says she has followed up with attendees from some forums, but not all. Commissioner Allen reiterates concern that gathering ideas from the community and not communicating how their ideas were used may discourage people from attending future events. Commissioner Scheie suggests coming up with a standard practice for forums going forward that would include emailing updates after each forum. Commissioners discuss the benefit of adding more content to the DEIC webpage and how to utilize that to draw people to their events. • Commissioners talk about the timing of the 2024 Building An Equitable Golden Valley forums. Commissioner Allen proposes partnering with Sweet Potato Comfort Pie for Black History Month and MLK which would allow the forums to focus on other topics. Commissioners decide to plan BAEGV events on the second Thursday of the last month of each quarter, with March’s forum topic being relating to International Women’s Day. 4 City of Golden Valley Diversity, Equity, and Inclusion Commission Meeting Minutes December 19, 2023 – 6:30 pm 3 Discussion Items • Commissioners decide to extend the deadline for the MLK Award to January 5, 2024. The winners will be presented with their awards during the Sweet Potato Comfort Pie event on January 14, 2024. • Motion by Commissioner Allen to move the 2024 DEIC Priorities discussion to the January meeting, seconded by Commissioner Chester. Motion carries 7-0 Meeting adjourned at 8:35PM _______________________________ Seth Kaempfer, Equity and Inclusion Manager _______________________________ Date _______________________________ Lee Thoresen, Chair _______________________________ Date 5 Opportunities to drive racial equity and inclusion at the City of Golden Valley Insights from your 2023 Racial Equity Dividends Index results January 2024 © 2023 Center for Economic Inclusion. All Rights Reserved 6 5 About the Center for Economic Inclusion Who Are CEI • Minnesota-based social enterprise founded in 2017 •Work with public and private sector partners to close racial wealth gaps and achieve shared regional prosperity. •Move people and organizations from awareness about racial disparities and opportunities for equity and inclusion to taking meaningful, measurable action to foster accountability to build and sustain economies that benefit everyone. 7 The Racial Equity Dividends Index A tool to help local governments improve their performance and community well -being by implementing racially equitable practices 8 Overview of City of Golden Valley 2023 score report results 9 8 Index score overview8 Copyright ©2020 Center for Economic Inclusion. All rights reserved. Promising practices in Housing, Transportation, & Land Use and Public Safety 10 9 11 10 Index results by category10 12 11 Three opportunities to strengthen racial equity and inclusion 11Copyright ©2020 Center for Economic Inclusion. All rights reserved. 1.Racially diverse teams.Build more racially diverse teams by setting organization-wide goals for hiring, recruitment, and promotion of Black, Indigenous, Hispanic and Asian employees and holding leadership accountable for them. 2.Racially diverse supply chains. Collect data and set goals for increasing the racial diversity of suppliers to benefit from innovative ideas and build economic wealth for Black, Indigenous, Hispanic/Latine and Asian owned businesses. 3.Inclusive workforce development. Survey past program participants about their job placement experiences, disaggregate results by race, and use this information to guide future partnerships and job placements. 13 12 12 Racially diverse teams Opportunity 1: Build more racially diverse teams by setting organization-wide goals for hiring, recruitment, and promotion of Black, Indigenous, Hispanic and Asian employees and holding leadership accountable for them. 14 13 13 Racially diverse supply chains Opportunity 2: Develop a strategy and set goals for increasing the racial diversity of suppliers to benefit from innovative ideas and build economic wealth for Black, Indigenous, Hispanic/Latine and Asian owned businesses. 15 14 14 Inclusive workforce development Opportunity 3: Survey past program participants about their job placement experiences, disaggregate results by race, and use this information to guide future partnerships and job placements. 16 15 Three opportunities to strengthen racial equity and inclusion 15Copyright ©2020 Center for Economic Inclusion. All rights reserved. 1.Racially diverse teams.Build more racially diverse teams by setting organization-wide goals for hiring, recruitment, and promotion of Black, Indigenous, Hispanic and Asian employees and holding leadership accountable for them. 2.Racially diverse supply chains. Collect data and set goals for increasing the racial diversity of suppliers to benefit from innovative ideas and build economic wealth for Black, Indigenous, Hispanic/Latine and Asian owned businesses. 3.Inclusive workforce development. Survey past program participants about their job placement experiences, disaggregate results by race, and use this information to guide future partnerships and job placements. 17 City of Golden Valley 2024 -2027 Equity Plan 1DRAFT 18 Summary Through a combination of reports, indexes, community input, and an evaluation of the previous Equity Plan, the current Equity Plan was updated and the following key focus areas were reidentified: •Organizational Culture •Operationalize Equity •Workforce Engagement The redevelopment of the Equity Plan is to better align current efforts related to diversity, equity, inclusion, and further build in anti-racism (DEI-AR) across the City as well as enhance our equity mindedness and foster an inclusive, equitable workplace. The identified focus areas, outcomes, and actions outlined in this plan not only provide guidance but also set forth direction to create impact that allows the Golden Valley community to thrive. 2DRAFT 19 Equity Plan Definitions Outcome: What is being set forth to accomplish related to each focus area. Actions: Specific approach and/or initiative to implement to achieve the related objective. Accountability: Who oversees, implements, and helps guide this action. Stakeholders: Who should or needs to be in partnership with this action to ideate, collaborate, implement or more. Connections: Frameworks, plans, or assessments that this particular action connects to ___________________________________________________________________________________ Below are acronyms within the plan: DEI-AR: Diversity, equity, inclusion, and antiracism CBARMO: Continuum on Becoming an Anti-Racist and Multicultural Organization EESR: Employee Equity Survey Report EPIR: Equity Plan Implementation Report REDI: Racial Equity Dividends Index 3 Below are definitions and descriptions of terms and acronyms used in the action plan:DRAFT20 Equity Plan Definitions Continued Diversity:Range of human difference and complexity, whether shared or individual across thought, belief, experience, and identity (incl uding, but not limited to race, ethnicity, gender, sexuality, class, language, physical ability/disability, religious/spiritual beli efs, and education) Equity: Proactive and ongoing reinforcement of policies, projects, attitudes, and actions that distribute power, access, and opport unity and where outcomes are determined by how provided services are structured rather than identity or lived experience. Inclusion: Actively empowering and brining individuals or groups to be participatory in projects, actions, and decision/policy making that shares power as well as honors nuance and authenticity. Racism: The attitudes, beliefs, and systems that purposefully disadvantage and remove power based one based on one’s skin color. Anti-Racism: The active practice and action of identifying and opposing policies, behaviors, beliefs and practices that perpetuate racis t ideas and actions at the individual, interpersonal, institutional, and structural levels. 4 Below are definitions and descriptions of additional terms in the action plan:DRAFT21 Focus Area 1 Organizational Culture Respect, encouragement, and empowerment are crucial to establishing an organizational culture that is equitable and inclusive. This comes from grounding the workplace in fundamental values and a foundational understanding of how diversity, equity, inclusion, and anti-racism are interwoven into how we engage with one another and across the City. 5DRAFT 22 Outcomes Actions Timeline Accountability and Stakeholders Connections Possess and advance a common understanding of diversity, equity, inclusion, and antiracism. Provide accessible and applicable DEI-AR resources and tools Accountability: Equity Team Stakeholder(s): Equity Advancement Team and IT ESSR Recommendation(s): 5 Establish and carry out DEI-AR common language and common understanding engagement. Accountability: Equity Team and Management Team Stakeholder(s): Departmental leadership CBARMO Pillar 4: Step 4 EESR Recommendation(s): 1.A & 1.B EPIR Recommendation(s): B.3 Implement a City structure that values diversity and intercultural engagement. Increase and enhance the City’s collective intercultural mindedness and skillset. Accountability: Equity Team, Management Team, and departmental leadership Stakeholder(s): IDI qualified administrators CBARMO Pillar 3: Step 4 EESR Recommendation(s): 6 Enhance and expand awareness of City-wide policies, practices, and resources. Accountability: HR Department and Management Team Stakeholder: City Attorney, Communications Department, Equity Advancement Team, and City Council EESR Recommendation(s): 9DRAFT 23 Focus Area 2 Operationalize Equity Systemic approaches to decision-making as well as program/process/policy development, implementation and evaluation are crucial to establishing equitable outcomes, improving results and eliminating disparities for those the City serves. Operationalizing equity in individual, departmental, and City work through the use of tools, frameworks, and lenses moves towards these goals and helps to establish stronger accountability, metrics, and standards. 7DRAFT 24 Outcomes Actions Timeline Accountability and Stakeholders Connections Equity tools are applied to processes, procedures, policies, projects, programs and initiatives. Update and strengthen usage of City Equity Decision Making Tool. Accountability: Equity and Inclusion Manager, City Attorney, and City Clerk Stakeholder(s): Management Team, Equity Advancement Team, and departmental leadership CBARMO Pillar 4: Step 2 & 6 EESR Recommendation(s): 4 EPIR Recommendation (s): B.4 Build and apply City Community Equity Participation Tool. Accountability: Community Connection and Outreach Specialist Stakeholder(s): Departmental leadership CBARMO Pillar 4: Step 2 & 6 EESR Recommendation(s): 10 EPIR Recommendation(s): A.2 REDI: Leadership Q7 Equity strategies and measures are identified and applied. Departmental Equity Actions are identified and addressed. Accountability: Equity and Inclusion Manager, Management Team, and departmental leadership Stakeholder(s): Departmental leadership and staff, City Council, City Commissions, and external partners Note: Each departmental Equity Action will have differing individuals for accountability and stakeholders EESR Recommendation(s): 7 & 8 EPIR Recommendation(s): A.1, A.2, & A.3 REDI: Procurement Q1-7, Budget/Finance Q5, Community/Economic Development Q4, Housing/Transportation/Land Use Q4-7, Public Policy Q2-5 Update and communicate City Equity Infrastructure. Accountability: Equity Team Stakeholder: Communication Department, IT, Equity Advancement Team, DEI Commission, and City Council CBARMO Pillar 4: Step 2, 5, & 7 EESR Recommendation(s): 5 & 7 EPIR Recommendation(s): A.4 & B.1 REDI: Procurement Q1-7, Budget/Finance Q5, Community/Economic Development Q4DRAFT 25 Focus Area 3 Workforce Engagement Continued engagement at developing and strengthening equity mindedness through professional development that creates long-term success for the entire City, fosters a more dynamic and critical skillset of each employee, and upholds unbiased services. Couple this with a focus on supporting the careers of employees helps to build out a workforce that is empowered, valued, and feels a sense of belonging. 9DRAFT 26 Outcomes Actions Timeline Accountability and Stakeholders Connections Enhance employee engagement methods. Develop and implement City Employee Impression Strategy Accountability: Human Resources Specialist, Equity and Inclusion Manager, Management Team, and departmental leadership Stakeholder: HR Department, Administrative Services, Communications Department, and external partners CBARMO Pillar 3: Step 3 & Pillar 4: Step 8 EESR Recommendation(s): 3 REDI: Leadership Q12, Hiring Q5-7, Culture/Retention/Advancement Q6 Communicate and facilitate employee engagement opportunities focused on DEI- AR and intersectional topics Accountability: Equity Team and Equity Advancement Team Stakeholder: Management Team, departmental leadership, IT, Wellness Committee, and external partners CBARMO Pillar 3: Step 4 & Pillar 4: Step 3 and 4 EESR Recommendation(s): 2.A & 2.B Strengthen professional development opportunities. Create, implement, and assess DEIA-AR curriculum. Accountability: Equity Team and Equity Advancement Team Stakeholder: Management Team, departmental leadership, IT, Wellness Committee, and external partners CBARMO Pillar 3: Step 4 & Pillar 4: Step 3 and 4 EESR Recommendation(s): 2.A & 2.B Develop and execute Workforce Equity Advancement Strategy Accountability: HR Department, Management Team, and departmental leadership Stakeholder: Equity Advancement Team and Administrative Services CBARMO Pillar 4: Step 7 and 8 EESR Recommendation(s): 3 REDI: Hiring Q7, Culture/Retention/Advancement Q2/7/10, Workforce Development Q1DRAFT27 Progress Tracking Progress Tracking •To provide better transparency regarding the Equity Plan, progress tracking for all (City employees and community) is vital. This will occur via an ArcGIS online dashboard with updates made quarterly. Bi-Annual Communication •In bettering the implementation of the Equity Plan, it was named in recommendations to have “consistent, continuous, and clear communication”. Therefore, bi-annual communication will be provided in the following manner: •Internal Email Communication •DEI Commission Meetings •Management Team Meetings 11DRAFT 28