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01-15-19 Rising TIDES Agenda Packet 7800 Golden Valley Road�Golden Valley,MN 55427 �"��� �� ' 763-593-3989�TTY 763-593-3968�763-593-8198(fax)�www.goldenvalleymn.gov `�'���d en a�� . . . valle R�s�n TIDES Task Force � g Jan 15,2019—5 pm R EG U LAR M E ETI N G AG E N DA Council Conference Room Golden Valley City Hall 7800 Golden Valley Road 1. Call to Order 2. Attendance/Roll Call 3. Elected Officials Kick-Off 4. Presentation from Staff A. Historical Understanding B. Common Language C. City Equity Plan D. Task Force Purpose and Goals E. Ground Rules/Meeting Culture 5. Election of Officers 6. Review of Proposed Timeline and Introduction to February Topic 7. Adjournment This tlocument is available in alternate formats upon a 72-hour request. Please call 763-593-8006 (TTY: 763-593-3968)to make a request. Examples of alternate formats may include large print, electronic, Braille, audiocassette,etc. . u y �4�+ � E uity Plan �����,��y� �� q �� va1l� � Introduction In late 2016 the City joined the Government Alliance on Race and Equity(GARE) program,sponsored by the Center for Social Inclusion. GARE is a national network of government working to achieve racial equity and advance opportunities for all.We joined the GARE program as a 2017 Introductory Cohort along with approximately 22 other government organizations in the Minnesota Twin Cities area.We have spent the past year developing a strategic vision and actionable goals to advance equity and inclusion, both internally and externally within our city. Our journey has taken us down a path to acknowledge our history, recognize where we are now, and make changes to enhance our future. Srep 1. Create an Equity Team This team would engage with other GARE participants each month, receive significant education on racial inequity,and lead our City initiatives.The Workforce Equity Team is made up of the City's senior management group,which includes: City Manager, Human Resources Director, Communications Manager, Finance Director, Physical Development Director, Parks and Recreation Director, Police Chief, Fire Chief,and one Police Sergeant.We felt it would serve our City best to have our leadership and decision-makers engrained in the program. Step 2. Determine Team Name We were thoughtful and deliberate about the name we chose for our team, and decided upon "The Valley Values:'The City of Golden Valley's"Valley Values," are six core values that encompass who we are as a City, including who we hire, how we work every day, how we interact with each other and our community,and how we measure success. Each of our values is a key pillar of this work to establish an equitable and inclusive City.Our values: • Open Communication—We listen, share ideas,welcome input, and encourage transparency across the City and in the community. • Teamwork—We trust each other and work as a cohesive unit to resolve issues, build solutions, and achieve our shared goals. • Work/Life Balance-We dedicate ourselves to our work with the City, but are committed to a culture that embraces life outside of work. • Customer Focus—We strive to provide the highest level of service and treat everyone in our community with honesty and respect. • Know How—We have confidence in our abilities, promote life-long learning,and use the tools, resources,education, and training we need to be successful. • Positive Attitude—We approach every day with optimism and enthusiasm, celebrate our successes, and take pride in what we do. Step 3. Create a Race Equity Action Plan At this point our team took a long look at our City demographics, and what equity means for us.We realized that we have an opportunity to make an impact on both our internal and external community by developing strategies directed toward inclusivity and equity for all.With that in mind,we crafted an Equity Plan to focus on our infrastructure, internal and external practices, community engagement,and public services.We recognize the need to openly examine and willingly engage together in advancing equality by committing to: • an infrastructure that supports and advances equity t �aF i ; ,� Equity Plan �����y� � �� v�..11� � • fair and equitable hiring practices • providing impartial public service • a framework for inclusive community engagement The plan laid out below has projected goals, action items, leadership/accountability, performance measures, as well as a projected timeline.With the continued support of the Council,we,as the Valley Values Workforce Equity team,will lead the implementation of our Equity plan. Our implementation will at times be internally focused, and at other times will benefit from the input of our community members and stakeholders.Together we strive to establish a narrative of a truly inclusive,welcoming, and equitable City. Council-Approved Equity Plan Objective 1. Commit to an infrastructure that supports and advances equity Action Items Notes/Questions Performance Measure Progress/Completion Develop workforce � Completed lanuary 2017 equity team dedicated to workforCe equity, Comprised of department with authority and heads and City Manager ability to influence change and direction of the City Design workforCe � Presented to City Council equity plan January 2018 Review GV policies and Conduct a Review of entire � Compfeted review and made procedures handbook review- handbook—use racial updates to policies and do our policies equity tool when procedures,including dress for reflect an open, needed your day, religious diverse,equitable accommodations,created workplace? nursing mother's room,etc. Review Valley Values Do our values Staff responses to � Surveyed employees summer of reflect an inclusive, survey on values 2017. diverse, and equitable workforce? Communication plan How will we #of employees who �p development communicate our receive equity plan and goals and action go�ls items to employees? • } �i �1 Equity Plan �����e� �,r .� ��,_�_1 � .► -� Provide ongoing Train current staff Staff attendance—all �p The City determined that the employee training on workforce equity staff trained by end of best introduction to workforce (to understand the 2018 equity training is respectful importance,and workplace training.A how each staff professional trainer is member plays a scheduled for November- role) mandatory attendance. Objective 1 Notes: Employee Policies:Although the handbook was recently changed and approved for 2018,the City will continue to monitor best practices with policies and procedures. : � t i E uit Plan � �' `� q Y g�c��der� ,�' va�1 � v Objective 2. Commit to fair and equitable hiring practices Action Items Notes/Questions Performance Measure Progress/Completion Identify representation Collect demographic Number staff � of diverse candidates data of applicants information collected in recruitment pools. over past two years. Candidate � Where do identification of applicants find us? recruitment location Basic demographics: race/ethnicity, List recruitment sites IP gender, and age group. Establish framework Review policies and Collected demographic � for inclusive and practices for information effective potential equity recruitment and barriers(in hiring, Number of policies � retention measures retention, and reviewed upward mobility). Number of diverse �P Review recruitment posting locations practices and identified identify ways to enhance recruitment opportunities within diverse communities(eg, online postings,job fairs,and college and high school relations). Conduct initial and Reduce implicit bias Number of staff �p As mentioned previously,staff ongoing implicit bias in hiring by completed training will participate in respectful training providing al) workplace training in November supervisors/hiring 2018.Supervisors will have managers with additional training on the topic. training. Conduct benefit review Do our current Number of benefits � Conducted full benefit review, benefits allow us to reviewed and and will continue to analyze attract diverse added/changed to benefit offerings each year candidates? make accommodations E u it PIa n �:����,���F �� q Y �� v� 1.1� Y Objective 2 Notes: The City added an option for a written application for those who call or stop by at one of our City buildings.This is especially helpful for individuals who have a difficult time navigating the application website,or do not easily have access to a computer. A number of diversity-driven recruitment sites are costly,so we are doing our due diligence to vet out the best sites. The City is also in beginning stages of developing a more targeted recruitment plan and program directed at high school students. c i ,o s a ..� . ., . ,-,<':... ,�.� Equity Plan �.���den ��' va.� 1��. k Objective 3. Commit to providing impartial public service Action Items Notes/Questions Performance Measure Progress/Completion Review City contracts Union labor/Davis Number of contracts/ � and RFP process to Bacon/livable wages agreements reviewed ensure elimination of biases and encourage minority involvement. Ensure equity in our Looking at both Inventory of programs, �P See notes below. programming, services current inventory, services,and facilities and facilities. and future projects and reviewed for for potential equity potential barriers. barriers. Number of projects run through review for barriers prior to project completion Research and propose � City is currently working affordable housing diligently to implement standards. affordable housing policies Objective 3 Notes: The City continues to evaluate the park and rec programs as they apply to shifting family dynamics. For example,the Park and Recreation department implemented new family events(like the Mother/Son and Father/Son and Mother/Daughter event), instead of only offering the Father/Daughter ball. City has a considerable number of programs for individuals at the age of 55 or over,and currently 39%of GV households are composed entirely of individuals over the age of 55. GV partners with REACH for Resources to provide adaptive recreation programs for children with disabilities. Furthermore,in 2017 the City added a number of parent/child events beyond the traditionally scheduled daddy/daughter ball. Affordable Housing:January 9,2018 Council/Manager meeting-staff provided updated on affordable housing policies. Equity Plan � ������� � �� va�le � Objective 4. Commit to a framework of inclusive community engagement. Action Items Notes/Questions Performance Measure Progress/Completion Communicate the Develop communication plan for �P e uit lan t0 stakeholders and leverage q Y P relationships with community community members members who have existing ties with diverse organizations and can communicate equiry goals. Including Council,commissions, boards,advisory groups. Communication plan should inc�ude other community members and groups. Increase diversity in How can we Demographics of � the commissions, increase diversity in board/commission advisory groups and these groups? members elected officials Continue community Continue reviewing Number of activities �P Continually reviewing education and intitiaives that allow planned each year attendance at public safety outreach GV to connect with events,and possible touch community. Number of touchpoints points with youth and adults within the community. Attendance at events, open houses, public meetings,etc. Objective 4 Notes: . s � Equity Plan �_��� " �� �� d � ��II��- City Welcome Statement In March of 2018 the City Council unanimously voted to adopt a Welcome Statement, declaring our belief that all individuals regardless of race, color,creed, religion, national origin, immigration status, gender,gender identity, marital status,age,disability, economic status,sexual orientation,familial status,or cultural background, are welcome in Golden Valley. The City of Golden Valley believes in and stands for the values of social equity, inclusion, and justice. We embrace diversity and recognize the rights of individuals to live their lives with dignity,free of discrimination,fear,violence,and hate. We welcome individuals to Golden Valley regardless of race,color,creed, religion, national origin, immigration status,gender,gender identity, marital status,age,disability, economic status, sexual orientation,familial status,or cultural background. , We strive to provide fair and unbiased services and programs,giving opportunities for all. We are dedicated to being a supportive and united community, strengthened by the diversity of our residents and visitors.