City CouncilAGENDA

CITY COUNCIL SPECIAL MEETINGMONDAY, MARCH 16, 2020HAEG CONFERENCE ROOM

BLOOMINGTON CIVIC PLAZA1800 W. OLD SHAKOPEE RD.BLOOMINGTON, MN 55431

6:00 PM

Mayor: Tim Busse Councilmembers: Nathan CoulterJack BalogaShawn Nelson

Jenna CarterDwayne LowmanPatrick Martin

1. CALL TO ORDER 2. ORGANIZATIONAL BUSINESS 2.1 Racial Equity Business Plan

3. ADJOURNMENT

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Request for Council Action

Originator City Manager's Office

Item Racial Equity Business Plan

Agenda Section ORGANIZATIONAL BUSINESS

Date March 16, 2020

Requested Action:

The Council is asked to approve the Racial Equity Business Plan.

Item created by: Faith Jackson, City Manager's Office Item presented by: Faith Jackson, Racial Equity Coordinator Description

The attached Racial Equity Business Plan is an evolving document intended to guide the City's racial equity workin the near future. It was developed by the Racial Equity Coordinator in collaboration with the City's ExecutiveLeadership Team. The plan captures ongoing equity and inclusion priorities from the Council's Strategic Plan, andprovides goals, strategies, and performance measures that will move the work forward. The Racial EquityCoordinator will introduce the Racial Equity Business Plan and discuss timelines and next steps for implementingthe plan during the March 16 Council Special Meeting.

Note: The Racial Equity Business Plan presentation is the third Council presentation 2020 Racial Equity trainingseries (see City Council training series attachment for full context.) It diverts from the original plan of discussingbest practices in responding to racial tension, which will be postponed to a later date.

Attachments:

Racial Equity Business Plan PresentationRacial Equity Business PlanRacial Equity Business Plan FAQs.docxCity's Racial Equity Coordinator Designs Council Training Series (Background and Context)

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Advancing Racial Equity inthe City of BloomingtonCOUNCIL STUDY SESSION: RACIAL EQUITY BUSINESS PLAN

PRESENTED BY: FAITH JACKSON- RACIAL EQUITY COORDINATOR

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Presentation Overview • Racial Equity Business Plan Background and Context

• How it came to be?• Why is it necessary?

• Review Racial Equity Business Plan • Implementing the Racial Equity Business Plan

• ADKAR Change Model• Staff’s Role• Council’s Role

• Request for Council Action • Timeline and Next Steps

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Key Terms• BIPOC: Black, Indigenous, and People of Color • Racial Disparities: Differences in measurable societal outcomes based on race.• Internal Workforce: City of Bloomington employees (PT & FT)• Business Plan Headings

• Goals: What do we want?• Need: Why do we want it?• Strategies: How do we get it?• Performance Measures: How do we measure progress?

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Why we lead with Race?•Creation and perpetuation of racial inequities has been baked into government, and racial inequities across all indicators for success are deep and pervasive. (predictor of health, education, income, etc.)

•To have maximum impact, focus and specificity are necessary. “One-size-fits all” strategies are rarely successful.

•Race can be used to divide marginalized communities. An approach that recognizes the inter-connected ways in which marginalization takes place will help to achieve greater unity across communities.

•A focus on racial equity in local government is critically important to getting to different outcomes in our communities

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Racial Equity Business Plan (What?) What is it?• Evolving document• Might grow as we gather community input (temporary)• Captures current priorities and ongoing initiatives • Adds best practices • Provides goals, strategies, and performance measures

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Racial Equity Business Plan(How it came to be?)

Equity and Inclusion (Strategic Plan)

Assessment and Best Practices

Staff Collaboration

• Strategic Plan - Diverse Workforce, Equity in Program and Services

• Assessment/Best Practices -Inclusive Culture, Community Engagement

• Staff Collaboration – Identifying needs, strategies, and performance measures

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Racial Equity Business Plan (Why?)• Vision

• Provides strategic direction that answers the “why” and demystifies the “what” and “how.”

• Alignment • To advance racial equity, all efforts and practices should be part of a structural strategy

designed to maximize impacts. This move from transactional efforts to a coordinated approach increases efficiency.

• Transparency • The business plan is accessible and provides an overview of both the overarching goals and

strategies for advancing racial equity in Bloomington.

• Accountability • The business plan provides a comprehensive set of internal/external indicators and

performance measures that focus on using data to track success.

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Racial Equity Business Plan• Workforce Diversity• Inclusive Culture• Equity in Programs and Services• Authentic Community Engagement

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Racial Equity Business Plan (Workforce Diversity)

Increase diversity of workforce so that it mirrors the population

we serve.

Representation & workforce availability

Recruitment, talent development Applicants and new hires

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Racial Equity Business Plan (Inclusive Culture)

Create and support an inclusive culture that values and advances

racial equity

Training, surveys, evaluation

Create a workplace where racial and ethnically diverse

employees feel welcome and valued

Training attendance, workplace complaints,

employee surveys

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Racial Equity Business Plan (Equitable Programs and Services)

Utilize racial equity tools, data collection, eliminate disparities

Strategies and actions that reduce racial inequities and

improve success for all residents.

Racial Equity Toolkit & Assessment, Review of Internal

Policies and Practices

Elimination of disparate treatment and racial

disparities

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Racial Equity Business Plan (Equitable Programs and Services)

Increase racial diversity of advisory boards and commissions. Authentically engage all residents.

Increase in BIPOC representation in

overall engagement

Hear from all residents and encourage the exchange of

different perspectives.

Commitment to racial equity and inclusion in application cyclesPrioritize early engagement of

community members

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Racial Equity Business Plan (Outstanding Questions of Clarity)

•What parts of this plan really caught your attention?•Where did you find yourself thinking of how this will fit into our organization?•What limitations or gaps do you notice in the plan?

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Racial Equity Business Plan (Implementation)• We will use the ADKAR Change Model to

implement the Racial Equity Business Plan. • ADKAR Model

• The ADKAR Model is a goal-oriented change management model that guides individual and organizational change. ADKAR is an acronym that represents the five tangible and concrete outcomes that people need to achieve for lasting change: awareness, desire, knowledge, ability and reinforcement.

• Bloomington ELT and DLT leaders are utilizing the ADKAR model to facilitate change in a variety of areas across the organization including HPO, Sustainability, Project Management and Innovation.

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Racial Equity Business Plan (Implementation)

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Racial Equity Business Plan (Implementation- Awareness)

How do I know?• Most staff unaware of the

Council’s racial equity vision statement

• Conflicting definitions of critical terminology and concepts

• Questions throughout the organization - WHY we’re doing this work?

• Conflicting ideas for HOW we move the work forward

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Racial Equity Business Plan (Implementation – Staff’s Role)

•Explain the WHAT and the WHY. • Town Hall Meeting to Introduce Business Plan• Continue Intro to Racial Equity Training with all staff,

boards/commissions, and volunteer groups • Partnerships with BPSD to develop a shared language

•Gather input and build the framework to implement strategies.• Gathering Input:

• Community Strategic Planning Process• Racial Equity Action Teams

• Framework to implement strategies:• Reviewing the HR hiring process • Training staff to utilize equity tools

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Racial Equity Business Plan (Implementation - Council's Role)

•Champion Business Plan • Share goals and needs with community • Commit support and resources to advance work

•Model Behavior • Utilize diverse recruitment strategies• Utilize diverse engagement strategies• Evaluate policies and practice for racial inequities; eliminate inequities when identified

•Hold City Accountable • Ask Questions • Request Updates

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Racial Equity Business Plan (Request for Council Action)

Staff requests for Council to approve and adopt the Racial Equity Business Plan.

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Racial Equity Business Plan (Timeline and Next Steps)• (April) – Council Adopts Business Plan • (April) – Staff Introduce Business Plan• (April - January) – Implement Business

Plan • (April - December) – Gather Community

Feedback• (January) – Update Business Plan to

Incorporate Community Feedback

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Racial Equity Business Plan (Questions?)

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The City of Bloomington’s workforce reflects the diversity of the community across the breadth and depth of the organization.

Goals(What do we want?)

Need (Why do we want it?)

Strategies (How do we get it?)

Performance Measures (How do we measure progress?)

I. Increase diversity of workforce so that it mirrors the population we serve.

II. Increase diversity in city leadership positions.

One of our nation’s foundational principles is that the government should represent the people it serves. However, traditionally Government has both explicitly and implicitly prevented non-white residents from participating in government jobs, resulting in the underrepresentation of BIPOC employees.

In the upcoming years, Minnesota employment statistics confirm a projected workforce shortage. Conversely, non-white populations are growing more quickly than the White population in the MSP region. To meet future workforce needs, Minnesota employers must attract and retain more workers, of all races. By diversifying its workforce, the City of Bloomington works to eliminate disparities in employment and attract the future workforce needed for our City to remain economically competitive and ensure a shared quality of life for all residents. Furthermore, in Bloomington, the percentage of non-white residents has increased from just one percent in 1970 to 28% in 2018. As the racial/ethnic diversity of Bloomington residents continues to expand, it is critical that we draw insights and opinions from employees with different backgrounds and perspectives while simultaneously becoming more responsive to the needs of a changing populace. A diverse workforce increases Bloomington's capacity to serve and protect people who have different experiences or backgrounds and enhance its ability to be receptive to different traditions and ideas.

The City of Bloomington is committed to diversifying its workforce. The City will not hire staff based on their race. That practice would directly contradict our principles of equity and inclusion. However, the City will endeavor to have the composition of its workforce mirror the diversity of the population we serve.

To accomplish such the City will: Incorporate commitment to

equity and inclusion in all workforce hiring, advancement, retention and succession planning efforts.

Design and implement proactive recruitment strategies.

Review job postings utilizing a racial equity lens.

Provide racial equity training for hiring managers.

Incorporate racial equity as a core competency/value in job descriptions.

% of BIPOC applicants in the pool of candidates

% of BIPOC FT City Employees

% of BIPOC PT City Employees

% of BIPOC new hires % of BIPOC resignations % of BIPOC interns # of BIPOC employees in

leadership positions # of new or revised job

descriptions that incorporate racial equity as a desired competency

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The City of Bloomington is committed to fostering a culture that values and advances racial equity.

Goals(What do we want?)

Need (Why do we want it?)

Strategies (How do we get it?)

Performance Measures (How do we measure progress?)

I. Create and support an inclusive culture that values and advances racial equity.

As the City diversifies its workforce, we must intentionally make an effort to create a workplace where racial and ethnically diverse employees feel welcome and valued. A welcoming and inclusive culture allows the City of Bloomington to not only recruit, but also retain, diverse talent.

The City of Bloomington is committed to fostering a culture that values and advances racial equity.To accomplish such the City will:

Articulate racial equity as a core component of the City’s organizational mission, values and vision by adopting a racial equity business plan.

Implement organizational-wide racial equity and cultural competence training.

Convene racial equity action teams.

Develop/conduct /analyze an inclusive culture survey.

Document, analyze, and address complaints of racial discrimination in the workforce.

% of FT and PT employees attending racial equity-training

% of supervisors & managers who complete inclusive workforce training

# of complaints of racial discrimination in the workforce.

Employee inclusive culture survey results.

Employee engagement survey results disaggregated by race.

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The City of Bloomington is committed to racial equity in the design of our services and programs.

Goals(What do we want?)

Need (Why do we want it?)

Strategies (How do we get it?)

Performance Measures (How do we measure progress?)

I. Utilize racial equity tools to integrate consideration of racial equity in decisions, including policies, practices, program initiatives, programs, budget, and CIP issuesto address the impacts on racial equity.

II. Collect, track, and analyze the racial demographics of residents utilizing City programs and receiving services.

III. Develop strategies to eliminate racial disparities in the City of Bloomington including, but not limited to, inequitable access and opportunity in housing, employment, education, and recreation.

When racial equity is not explicitly brought into operations and decision-making, racial inequities are likely to be perpetuated. Without intentional intervention, institutions and structures will continue to perpetuate racial inequities. Racial equity tools provide a structure for institutionalizing the consideration of racial equity. Utilizing racial equity tools will help the City of Bloomington develop strategies and actions that reduce racial inequities and improve success for all residents.

The City of Bloomington is committed toimprove planning, decision-making, and resource allocation leading to more racially equitable policies and programs. To accomplish such the City will:

Identify policies that create /continue racial disparities/inequitieso Develop and implement

racial equity toolkit training. o Staff will incorporate racial

equity toolkit findings in requests for council action (RCA).

o If racial inequities are identified, staff and Council will discontinue/revise policies/activities that perpetuate racial inequities.

Collect, track, and analyze the racial demographics of residents utilizing City programs and receiving services.

Research, evaluate, and modify internal City policies/practices that may result in inequitableaccess to housing, employment, and educationwithin the broader community.

Make staff aware of community racial disparities impacting their work.

# of staff trained to use racial equity toolkit.

# of improvements made to design or implementation of services/programs based upon racial equity toolkit results.

# of Departments/Divisions

tracking service datadisaggregated by race.

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The City of Bloomington is committed to equitable and authentic community engagement.

Goals(What do we want?)

Need (Why do we want it?)

Strategies (How do we get it?)

Performance Measures (How do we measure progress?)

I. Increase racial diversity of advisory boards andcommissions.

II. Design and deploy an authentic community engagement plan using the City's community engagement tools and resources.

Diversifying advisory boards and commissions helps to ensure the City hears from all its residents and encourages the exchange of different perspectives. Similarly, authentic community engagement requires the City of Bloomington to implement intentional strategies to engage communities most affected by racial inequities and injustice in ways that foster shared learning and understanding, and sharing of power. As a result, all residents will have an opportunity to be fully engaged at various stages in the public participation process.

The City of Bloomington is committed to diversifying its advisory boards and commissions. The Council will notappoint commissioners based on their race, but will endeavor to have the composition of advisory boards and commissions mirror the diversity of the population we serve. Similarly, the City of Bloomington is committed to authentically engagingunderrepresented racial/ethnic communities in the governing process.

To accomplish such the City will: Design and implement proactive

advisory board/commission recruitment strategies.

Incorporate commitment to racial equity and inclusion in all advisory board/commission application cycles.

Prioritize (the) early engagement of community members in policy and decision- (add a hyphen between)making processes and endeavor to make the engagement meaningful and responsive to their needs and priorities.

Track community engagement survey responses and event attendance by race.

Share racial equity goals and strategies with the community and report outcomes and progress.

% of BIPOC residents serving on Boards and Commissions.

# of Departments who design and implementcommunity engagement plans utilizing the community engagement toolkit.

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Racial Equity Business PlanFrequently Asked Questions

Isn’t racial equity really reverse racism?

No. Reverse racism is a myth. The reserve racism myth ignores the fundamental question of who holds more power/privilege between the individuals/groups involved. While it’s possible for people of all races to act on prejudices (set of discriminatory or derogatory attitudes based on assumptions deriving from perceptions about race and/or skin color), it’s impossible for non-whites to systematically affect a white person's social/economic/political location and privileges.

Why do we focus on race? What about other types of discrimination (gender, sexuality, disability, age, etc.?)

The creation and perpetuation of racial inequities has been baked into government and racial inequities across all indicators for success are deep and pervasive. BIPOC communities fare worse than their white counterparts in all areas of life when it comes to societal outcomes. The City is mindful that there is wide range of equity issues deserving attention, while leading the discussion with race.

Why are we responsible for racial disparities we didn’t create?

Government’s role in the taking of land, labor, and resources created unlimited opportunities, wealth, and stability that America continues to benefit from today. We must go beyond individual, intentional discrimination or acts of bigotry, and examine the systems in which we all live. We must investigate—honestly—how our longstanding systems, policies, and practices, unintentionally or not, have created and continue to maintain racial disparities in our communities.

As we work to diversify our workforce, how do we ensure we do not hire less qualified candidates?

We first strive to eliminate these types of questions from the conversation. While it may sound harmless at first, such questions are a product of societal myths about the competence and abilities of racially diverse groups. This notion that a diversifying the workforce means lowering the quality-of-hire is misinformed. In addition, the City will not make hiring decisions based on race.

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The City continues to make progress on the Council’s strategic priority of advancing equity and inclusion. Hiring a full-time Racial Equity Coordinator in late 2019 moved this priority forward. This document describes the city’s process for hiring a Racial Equity Coordinator and provides an overview of the City Council Racial Equity Training Series

City of Bloomington Hires Racial Equity Coordinator

In September of 2016, the Council adopted a strategic plan that includes six strategic priorities. Among the six priorities was advancing inclusion & equity by having a more diverse workforce, more diversity in the City’s advisory boards and commissions, and more diverse program participation.

In both 2016 and 2017, small groups of City staff participated in the Government Alliance on Race & Equity (GARE) program which included work to develop a racial equity action plan, vision statement, and toolkit. In December of 2017, the City Council adopted a Racial Equity Vision Statement that reads: “The City of Bloomington will act courageously to advance racial equity. We will be a vibrant, safe, and healthy place where people of all races thrive.”

Around the same time, a small working group was striving to develop an equity toolkit for use in evaluating City policies, programs, and services. This process was paused when it became apparent that (a) organizational clarity was absent, and (b) people of color in the organization had concerns about the level of consultation in that process. During 2018, to address the issues that arose during toolkit development, the focus shifted to all-staff training and development.

In March of 2019, the City Manager and Assistant City Manager facilitated a Council Study Session to discuss the City’s ongoing racial equity efforts and identified three specific goals that would frame future racial equity work. The following goals were proposed:

1. Continue to develop staff awareness, competency and confidence to identify, evaluate, and incorporate equity issues in the regular conduct of their work.2. More intentionally engage the Council in training and direction (based on both requests from staff observing council absence and Council asking to be included).3. Begin doing more work that is outward or community-focused rather than being so internally focused; recognizing that our understanding of Council’s goal is as much about community awareness and inclusion as it is about re-framing how we approach our work.

In addition to outlining goals for future work, the City Manager and Assistant City Manager requested the Council’s guidance in whether to continue to engage outside consultants or hire a staff person to work from within. Ultimately, the Council and Administrators decided to create a full-time Racial Equity Coordinator staff position. The newly created position coordinates efforts to integrate racial equity principles into all operations, projects, and servicesof the City through the application and integration of best practices, training and development of City staff, and tracking and measurement of outcomes.

In October 2019, the City’s Racial Equity Coordinator came onboard. The Coordinator began to develop the framework and structure needed to embed racial equity work within the fabric of the organization. Today, the Coordinator continues to introduce City employees to the

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foundational principles of racial equity utilizing an interactive lecture series that engages staff at the department/division level. The training begins to normalize conversations about race,explains government’s role in creating and maintaining racial inequities, and provides a general overview of the tools needed to change the policies, programs, and practices that are perpetuating inequities. The Racial Equity Coordinator is also administering a staff survey to establish a baseline of staff competency in applying a racial equity lens to the work of our organization. This will help provide an accountability mechanism for our organization as we work to further our staff competency around advancing racial equity.

Racial Equity Coordinator Designs Council Racial Equity Training Series

In January 2020, the Racial Equity Coordinator developed a Council training series designed to help the Council recognize institutional and systemic barriers to services and opportunities for Black, Indigenous, and People of Color (BIPOC communities. The first two training sessions are recapped below.

January 2, 2020 Training The first session in the training series focused on understanding institutional and structural racism and identifying racial inequities and disparities in the Bloomington community.

January 27, 2020 Training During the second training, the Racial Equity Coordinator provided an overview of the use and benefit of racial equity tools before guiding the Mayor and Council through an experimental activity that offered an opportunity for applied knowledge.

TBDThe third training in the series will take place in the second quarter of 2020.

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