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21-090/11-16 Adopt Updated Equity PlanDocuSign Envelope ID: C9691C9A-8DD4-4127-AA53-28591134FOCE0 RESOLUTION NO.21-90 RESOLUTION ADOPTING UPDATED EQUITY PLAN WHEREAS, the City Council adopted the first iteration of the City's Equity Plan in January 2019; and WHEREAS, staff recommends updating the plan in order to re -structure and add time bound measurable action items. NOW THEREFORE BE IT RESOLVED, that the City Council for the City of Golden Valley adopts the updated Equity Plan attached hereto as Exhibit A. Adopted by the City Council of Golden Valley, Minnesota this 16th day of November, 2021. rDocuftned by: u fard At. 00-vis Shepar . arris, Mayor ATTEST: FZDxuSipned by: 5c� Theresa c yma, City Clerk DocuSign Envelope ID: C9691C9A-8DD44127-AA53-28591D4FOCEO City of Golden Valley Equity Plan olden�� q y g vane 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. The City spent 2017 developing a strategic vision and actionable goals to advance equity and inclusion, both internally and externally within the city. The City Council adopted the Equity Plan in 2018. In 2019, the City Council appointed a Task Force to provide recommended implementation action steps based on the City's objectives. The City's equity plan is considered a living and responsive document. The City regularly updates its Equity Plan with data, progress, identified needs of the community, and recommendations (adopted by City Council) from Task Forces/Commissions. The City recognizes the historical and present disparities perpetuated by its structures, policies, and procedures burdened by different communities, particularly within Black, Indigenous and People of Color communities. Consequently, the City is committed to transforming local government to dismantle barriers, provide resources, and enhance opportunities for all of its residents and visitors. Elements of the City s Equity Intr'astructure City Welcome Statement In March 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 statement reads: 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. Our journey has taken us down a path to acknowledge our history, recognize where we are now, and make changes to enhance our future. DocuSign Envelope ID: C9691CM-81)134-4127-AA53-28591D4FOCEO CIf U City of Golden Valley Equity Plan gold valley Just Deeds Coalition Just Deeds is the name of a project launched by the Golden Valley Human Rights Commission (the "HRC") to provide free legal assistance to homeowners who want to research and discharge discriminatory covenants from their property titles. Just Deeds also shares the name with a coalition of cross -disciplinary organizations whose goal is to acknowledge the harm caused by discriminatory covenants and actively work to dismantle structural and institutional racism. The Coalition is actively working to educate Minnesotans of historically racist practices; the deliberate damage they have caused communities of color and other traditionally marginalized groups of people; and how these systems directly benefited white persons. Additionally, the Coalition aims to take an active role in identifying discriminatory systems and devote resources toward creating equity for all persons. Equity leadership Team Outlined in the GARE process, a central part of any agency's commitment to equity should include a working group tasked with initiating, measuring and reflecting upon practices, policies and procedures in the name of equity. The City of Golden Valley's Equity Leadership Team is comprised of the M-Team (all Department Directors and City Manager) with the support of the Equity and Inclusion Manager. The Equity Leadership Team meets monthly to review the Equity Action Plan, assess progress and collectively problem solve any obstructions to completion. Equity Advancement Team The Equity Advancement Team is a group of self-selected and nominated staff from all levels and all departments that are committed to personal and professional learning regarding equity, inclusion and social justice. This team meets monthly and has a yearlong commitment. The purpose of this group is to act as ambassadors to their colleagues regarding the City's Equity initiatives and help facilitate conversations and raise questions in the name of equity advancement. The City Council and the City Boards and Commissions are dedicated to examining practices and frameworks to dismantle inequity and barriers. Each board and commission submits an annual equity action item as part of its ongoing work plans. Additionally, the City Council provides directives to Boards and Commissions to carry out equity actions. This includes, but is not limited to Resolutions of Support such as the Convention for the Elimination of Discrimination Against Women (CEDAW); Just Deeds; and Resolutions condemning practices such as Conversion Therapy. DocuSign Envelope ID: C9691CM-81DD44127-AA53-28591D4FOCEO city of City of Golden Valley Equity Plan otden�� g valley Equity Tool The purpose of the Equity Tool is to evaluate various equity impacts in the decision -making process. There are five steps in the tool: 1. Set outcomes 2. Determine stakeholders 3. Gather and review stakeholder data 4. Evaluate impact over intent 5. Report back to stakeholders decision and impacts £wrnz DocuSign Envelope ID: C9691 M-81DD44127-AA53-28591 D4FOCEO arty o f oldenl�� Cityof Golden Valley � quity� Plan g valle X Equity Plan Pillars The City has erected four key pillars to guide its transformation. The City is committed to: 1. an infrastructure that supports and advances diversity, equity, and inclusion 2. practices that promote economic prosperity for all 3. eliminating barriers and providing unbiased programs and services 4. effective and inclusive community engagement 20t1 Equity Action clan Each year, the Golden Valley Management Team develops goals to structure and build intentionality for their department's work for the following 12 months; at least one of these goals relates to the City's commitment to equity. The following plan outlines the work of the each department in an action plan for the next year. Key Pillar: Infrastructure that Supports Diversity, Equity, and Inclusion 2021 Action Item Department Strengthen the City's equity accountability Human Resources Data & Community Indicators Performance Measures ® Equity Action Plan ® Create system of data collection measuring ® Individual commitment statements diversity of applicants and employees by race, gender, age, educational attainment, geography ® Transition Rising TIDES Task Force to existing Human Rights Committee Check Points Assignees ❑ Develop or research data systems to ® Human Resources Director calculate and measure demographic make- o Equity & Inclusion Manager up of staff and applicants by 2021 ® Supporting Staff: Equity Leadership Team ❑ Develop new structure and functions of Human Rights Committee by March 2021. ❑ Establish regular Equity Team meetings by Feb. 2021 ❑ Establish Advancement Team and create meeting agendas and schedules by Feb. 2021 Task Force Recommendations 2020 — The Task Force recommends updating the Equity Plan on a regular basis, consistent with the needs and input of the community (p. 4) DocuSign Envelope ID: C9691M-81DD44127-AA53-28591D4FOCEO City of Golden Valley Equity Plan 2021 Action Item Department Create system of demographic data collection to Human Resources support equity goals across the City CitV Of g°ldvall� Data & Community Indicators Performance Measures ® Employee demographics ® Data collection system/structure ® Community/resident demographics ® Data collection, synthesis and reporting ® Data -driven decision making Check Points Assignees ❑ Determine relevant demographic data to • Human Resources Director measure and collect ® Equity & Inclusion Manager ❑ Develop or research data systems to ® Supporting Staff: Equity Leadership Team calculate and measure demographic make- up of staff and applicants by 2021 ❑ Publish data system and report dates Task Force Recommendations 2020 — The Task Force recommends the City put into place various opportunities for gathering data (p. 4) DocuSign Envelope ID: C9691 C9A-8DD4-4127-AA53-28591 D4FOCEO jmm-mrk mm- I Key Pillar: Practices that Promote Economic Prosperity for All Action Item Department Establish framework for inclusive and effective Human Resources recruitment measures City 0 olden, g valley Data Performance Measures • Recruitment tools • Optimize recruitment processes, including • Applicant + employee demographics employment (career website, onsite • Mobility data recruitment, etc), boards + commissions and • Compensation study results task force applications • Job posting language ® Develop comprehensive supervisor training program including internal and external • Job duties and responsibilities language resources and complete implicit bias training by end of 2021. • Establish relationships with community organizations/institutions Check Points Assignees ❑ Review policies and practices for systemic • Human Resources Director barriers in hiring, retention, and upward • Equity and Inclusion Manager mobility ❑ Review enhance recruitment opportunities within diverse communities (e.g. online postings, job fairs, and college and high school relations). ❑ Initiate use of POC job website for postings ❑ Collect and synthesize demographic data employee and applicant (employee and boards + commissions, task force) to determine growth areas for recruitment by ❑ Conduct implicit bias training for all hiring managers ❑ Participation in community events for recruitment Task Force Recommendations 2020—The Task Force recommends that the City diversify employee recruitment by updating recruitment collateral (job postings, job description, interview guides) to emphasize commitment to inclusivity and review and adjust recruiting practices (p. 11) DocuSign Envelope ID: C9691C9A-8DD4-4127-AA53-28591D4FOCEO city 0 old1 e `r g valley 2021 Action Item Department Develop and provide comprehensive supervisor Human Resources training program, including internal and external training resources including implicit bias by end of 2021. Data & Community Indicators Performance Measures • Recruitment matriculation data ® Increased staff diversity, mobility and • Staff retention and mobility data retention • Training completion and implementation Check Points Assignees ❑ Identify supervisor training needs • Human Resources Director ❑ Research and explore internal and external ® Equity & Inclusion Manager training resources • Supporting Staff: Equity Leadership Team ❑ Develop training schedule ❑ Complete training(s) Task Force Recommendations 2020 — The Task Force recommends The City provide training for all hiring managers on how to effectively source and recruit talent (p. 10) 2021 Action Item Department Increase the number of contracts awarded to Physical Development minority owned businesses. Apply one of three methods at least four projects requiring bids, quotes or professional services to eliminate potential procurement barriers Data & Community Indicators Performance Measures • Contracts and vendors awarded • Expanded outreach to vendors beyond MNUCP Directory • Modified project scopes to attract smaller firms • Adjusted procedures and requirements that eliminate barriers • Dollars spent with minority, woman, vet, - owned, small, young firms Check Points Assignees ❑ Choose at least four contracts for method • Physical Development project managers application • Equity and Inclusion Manager ❑ Develop success indicator for contracts • City Attorney awarded ❑ Measure impact of method and compare outcomes DocuSign Envelope ID: C9691C9A-8DD4-4127-AA53-28591D4FOCEO dry of t� City of Golden Valley Equity Plan $oldvall• Task Force Recommendations 2020 — The Task Force recommends The City create a process for reviewing City contracts and RFPs to eliminate potential biases (p. 7) 2021 Action Item Department Review paid on -call firefighter hiring process and Fire Department work to eliminate barriers/challenges, make meaningful changes to process and increase number of applicants by 10 percent Data & Community Indicators Performance Measures Fire Department applications + Number of applications ® Fire Department hiring process Check Points Assignees Identify barriers and challenges to Y Assistant Fire Chief application and hiring process based on • Human Resources Manager social identity ❑ Develop new process with data -based decision making ❑ Implement changes ❑ Measure and collect application data Task Force Recommendations 2020 — The Task Force recommends that the City diversify employee recruitment by updating recruitment collateral (job postings, job description, interview guides) to emphasize commitment to inclusivity and review and adjust recruiting practices (p. 11) DocuSign Envelope ID: C9691 C9A-8DD4-4127-AA53-28591 D4FOCEO City �f olden�� City o olden Valley Equity Plan g Va11ev Key Pillar: Eliminating Barriers And Providing Unbiased Programs And Services Action Item Department Implement improvements at one park shelter Parks and Recreation building to expand physical accessibility to the building and restroom facilities by December 2021 Data Performance Measures ® ADA building compliance • Increased access to buildings and restrooms for impacted identities (physical ability, parental status, gender identity) Check Points Assignees ❑ Completion of one park shelter for all ADA • Parks and Recreation Director requirements • Park Superintendent • Golf Maintenance Supervisor Task Force Recommendations 2020—The Task Force recommends The City eliminate barriers in programming and facilities in the areas of inclusiveness, accessibility and appropriateness (p. 15). 2021 Action Item Research and evaluate language conversion software, including reviewing current software packages Department Administrative Services Data & Community Indicators Performance Measures • Increased customer satisfaction and • Utility and implementation of language engagement with City developed materials conversion software Check Points Assignees ❑ Develop software assessment tool • Finance Director ❑ Determine community language needs • IT Department ❑ Choose software by_ ❑ Train appropriate staff with software ❑ Communicate software adoption to other staff Task Force Recommendations The Task Force recommends The City use communication tools to reach a wider representation of people from diverse groups within the Golden Valley community (p. 13) DocuSign Envelope ID: C9691 C9A-8DD4-4127-AA53-28591 D4FOCEO City of Golden Valley Equity Plan 2021 Action Item Department Conduct racial profiling study on all traffic stops Police Department by the Golden Valley Police Department C'it Ot oldenW� valley Data & Community Indicators Performance Measures ® Traffic stop • Racialized traffic stop data and report ® Practice and procedure recommendations Check Points Assignees ❑ Train officers in software and data collection ® Police Chief process • Police Department ❑ Establish data collection as a part of a traffic stop ❑ Draft, publish and present report findings Task Force Recommendations N/A 2021 Action Item Draft amendments to provisions of City Code dealine with zonine of relieious institutions Department Legal Department Data & Community Indicators Performance Measures ® Zoning Code ® Zoning Code implementation and enforcement Check Points Assignees ❑ Audit zoning codes with impacts on religion ❑ Update language to minimize impact ® City Attorney Task Force Recommendations: N/A 2021 Action Itern Implement Driver's License Reinstatement Prneram Department Legal Department Data & Community Indicators Performance Measures ® Program participation and outcomes ® Payment of outstanding fees and citations ® Number of participants and completions of program Check Points Assignees ❑ Establish program ® City Attorney ❑ Determine eligible cases ® City Prosecutor ❑ Track completions and reinstatements Task Force Recommendations N/A DocuSign Envelope ID: C9691C9A-8DD4-4127-AA53-28591D4FOCEO City of Golden Malley Equity Plan 2021 Action Item Department Prepare and present annual prosecution report to Legal Department Council and City Manager fI ty C oliden�`f g valley Data & Community Indicators Performance Measures • Report data • Prosecution transparency and accountability • Data -informed practices Check Points Assignees ❑ Ascertain which data to collect • City Attorney ❑ Research existing data sources • City Prosecutor ❑ Develop report and communication • Equity and Inclusion Manager mechanism ❑ Facilitate presentation to Council + City Manager ❑ Develop prosecution recommendations based on findings Task Force Recommendations N/A DocuSign Envelope ID: C9691 C9A-8DD4-4127-AA53-28591 D4FOCEO Ity of Golden Valley Equity Plan Key Pillar: Effective and Inclusive Community Engagement 2021 Action Item Department Establish three new partnerships with community Public Works organizations to promote Golden Valley Public Works at local events c;r golyo( dval•ley Data & Community Indicators Performance Measures • Community knowledge of Public Works • Increased number of Public Works job functions applications • Public Works job applications • Pipelines and relationship development within community Check Points Assignees ❑ Initiate contact with organizations related to . Public Works Director Public Works • Public Works Managers ❑ Determine scope of relationship ❑ Plan involvement in local events Task Force Recommendations The Task Force recommends the City review and adjust recruiting practices to ensure diverse outreach by building connections with local school districts about careers in Government (p. 11) 2021 Action Item Improve comprehensive community engagement process to measure diversity and participation by underrepresented groups. Department Communications Department Data & Community Indicators Performance Measures • Community/resident participation and • Event attendance engagement ® Survey, social media, website engagement • Community/resident demographic information Check Points Assignees ❑ Understand City demographics • Communications Department ❑ Determine underrepresented groups a Equity and Inclusion Manager ❑ Develop outreach strategies for groups ® Boards and Commission Staff Liaisons ❑ Implement strategies ❑ Measure and collect data Task Force Recommendations The Task Force recommends The City develop communication tools to reach a wider representation of people from diverse groups within the Golden Valley community (p.13) DocuSign Envelope ID: C9691M-81DD44127-AA53-28591NFOCE0 citV Cityoldrq,it� of Golden Valley Equity Plan $ valley y DEW Progress Made 2017 ® Plan draft completed (Nov 2017) ® Create a team of leaders within the City and provide them with foundational training on equity, diversity and inclusion by end ® City Management Team assigned as workforce equity team Review Valley Values 2018 ® City Council adopted Equity Plan (Jan 2018) ® Researched and proposed affordable housing standards (Jan 2018) ® Designed Equity Workforce Plan ® Completed Respectful Workplace training (Nov 2018) ® Updated employee handbook to remove any gender -specific pronouns; updated nursing mother's room, and updated dress code and religious accommodations policies (Dec 2018) ® Added written application for individuals without computer access 2019 • Communicated equity plan to community members ® Launched Rising TIDES platform and 11-person Task Force (Jan 2019) ® Hosted first Rising TIDES Public Open Forum (Oct 2019) ® Launched Just Deeds Project (Nov 2019) 020 ® Issued Proclamation Conversion Therapy (Jan 2020) ® Hosted second Rising TIDES Public Open Forum (Mar 2020) ® Rising TIDES submitted official recommendations report to City Council (June 2020) ® Began Equity 101 staff training to all full-time/regular staff o Communication plan development - all full-time staff looked at Equity Plan and department goals during Equity 101 training ® Completed Full Compensation and Classification Study 2021 ® Completed Equity 101 training to all full-time/regular staff and Paid On -Call Firefighters ® Issued Proclamation in support of CEDAW Continued/In Progress ® Candidate identification of recruitment location o Continually review the City's application platform for candidate identification of advertisement locations ® Collect demographic information Employee Policy Review DocuSign Envelope ID: C9691 C9A-8DD4-4127-AA53-28591 D4FOCEO city of go City of Golden Valley Equity Plan valley o Using an equity lens, continually review the policies and procedures within employee handbooks across the City. ® Conduct Benefit Review o Using an equity lens, continually review the policies and procedures within employee handbooks across the City. ® Inventory of programs, services and facilities and reviewed for potential barriers ® Continue community education and outreach DocuSign Envelope ID: C9691 C9A-8DD44127-AA53-28591 134170CE0 citY o> oldenI�� City of golden Valley Equity Plan � vane y y Glossary This glossary is a set of terms adopted by the City to ensure common language and understanding regarding diversity, equity and inclusion. When discussing the diversity, equity and inclusion efforts, use these terms and definitions in all contexts: Accountability: Processes and procedures that ensure the centering of equity in the decision - making process Barrier: Social, economic and physical impediments constructed to decrease access to resources essential for positive life outcomes BIPOC: An acronym for Black, Indigenous, People of Color Bias: a mental process that evaluates and classifies others by their appearance and/or behaviors based on personal schemata. Bias influences our actions, beliefs and attitudes about others positively and negatively. There are two types of bias in regards to equity and justice: i. Explicit: Bias we are aware of and act in the name of ii. Implicit: Subconscious feelings, perceptions, attitudes and stereotypes developed over time Source: US Justice Department Capacity Building: Exercises and trainings developed to ensure all members of a community work towards equity Community Indicator: An impact on a life -outcome influenced by public policy Disparity: a pattern of disproportionate life outcomes based on a social identity Diversity: A measurement of individuals' differences from one another in the form of social identities and lived experiences; all the ways in which people differ. Source: City of Portland Office of Equity and Human Rights Equity: Fair treatment, access, opportunity and advancement for all people; one's social identity cannot predict the outcome. Source: City of Portland Office of Equity and Human Rights i. Racial Equity: practices and policies to mitigate adverse impacts one's race has on life outcomes Equality: Evenly distributed tools and assistance to access resources and opportunities Inclusion: Systems that allow for access to all spaces regardless of social identity; a variety of people have power, a voice, and decision -making authority. Source: City of Portland Office of Equity and Human Rights Inequality: Unequal access to opportunities and resources Justice: Fixing the system to offer equal access to both tools and opportunity DocuSign Envelope ID: C9691C9A-8DD4-4127-AA53-28591D4FOCE0 City U� iolden, ty of Golden Valley Equity Plan gold Oppression: • Personal: thoughts, beliefs, and attitudes about yourself, coworkers, supervisors, customers, residents, etc. based on their social identity • Interpersonal: negatively expressed words and actions based on social identity • Institutional: Golden Valley (or other agency) enforced practices, policies and procedures that create barriers to resources and opportunities • Structural/systemic: Golden Valley (or other agency) enforced practices, policies and procedures created by larger entities (local, state, federal government and agencies) Racialized Violence: an instance of bodily/mental harm as a result of systemic racism Social Identity: all of the ways people are grouped and stratified in society e.g. race, socioeconomic status, gender, gender identity, sexual orientation, ability, nation/language of origin, family structure, age, religion, immigration status, marital status, etc. Systemic Racism: A collection of institutions that create unequal access to resources and opportunities I ality? I Equity T Justice tnr to - 3,