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Work Session - Inclusive Dubuque Copyrighted April 24, 2017 City of Dubuque Work Session - Bottom # 1. ITEM TITLE: Inclusive Dubuque Quarterly Work Session SUMMARY: Inclusive Dubuque network partners will report on activities and accomplishments since December 2016. SUGGESTED DISPOSITION: ATTACHMENTS: Description Type Inclusive Dubuque Quarterly Update-MVM Memo City Manager Memo Inclusive Dubuque Quarterly Work Session Staff Memo THE CITY OF DUUUCYUe had DUB E Masterpiece on the Mississippi 2007.2012.2013 TO: The Honorable Mayor and City Council Members FROM: Michael C. Van Milligen, City Manager SUBJECT: Inclusive Dubuque Quarterly Update DATE: April 19, 2017 Human Rights Director Kelly Larson is transmitting background information on Inclusive Dubuque accomplishments since December 2016, which serves as a supplement to a presentation that will be offered by Inclusive Dubuque network partners. Mic ael C. Van Milligen MCVM:jh Attachment cc: Crenna Brumwell, City Attorney Cindy Steinhauser, Assistant City Manager Teri Goodmann, Assistant City Manager Kelly Larson, Human Rights Director THE CITY OF Dubuhittque DUEAmericaCity I Ilir Masterpiece on the Mississippi 2007•2012•zais TO: Mike Van Milligan, City Manager FROM: Kelly Larson, Human Rights Department Director DATE: April 19, 2017 RE: Inclusive Dubuque Quarterly Update This memo provides a written background of Inclusive Dubuque accomplishments since December 2016, and serves as a supplement to a presentation that will be offered by Inclusive Dubuque network partners at a work session on April 24. Background Launched in 2013, Inclusive Dubuque is a local network of leaders from faith, labor, education, business, nonprofit, and government committed to a common cause: a community where all people feel respected, valued, and engaged. The network began informally in early 2012 with less than a dozen community organizations and businesses beginning a conversation about the need for a collaborative effort around inclusion and equity in Dubuque. Today, the network consists of over 60 organizations and individual community members. Partners gather monthly to share their perspectives on diversity, equity, and inclusion in Dubuque, to learn from one another, and to connect with each other on projects. The network also works to identify opportunities through data collection and dialogue, and to take action on those opportunities. The Inclusive Dubuque vision is to have a community where people feel respected, valued, and engaged. Partners are committed to supporting an equitable and inclusive culture to meet the economic and cultural needs of our diverse community. As a network, Inclusive Dubuque organizes people around the vision, identifies opportunities, and takes action to move us closer to our vision. Inclusive Dubuque strives to operate using the concept of collective impact. Partners within the network come together around a common agenda, identify a set of shared measures, continuously communicate with one another, identify a backbone organization to keep everyone organized, and then each contribute what they do best in the form of mutually reinforcing activities designed to move the needle on the shared measures. One of the first major projects undertaken by Inclusive Dubuque over the past year has been the development of an equity profile - an extensive process to discover how diverse groups are affected by various systems in our community that impact economic wellbeing, housing, education, health, safe neighborhoods, transportation, and arts & culture. The process of developing a community equity profile included numerous components and spanned February through October 2015. While a portion of the process involved gathering readily available quantitative data from sources such as the U.S. Census, we intentionally supplemented this with community surveys, community dialogue sessions, and facilitator training. Inclusive Dubuque also implemented a thorough marketing & communication plan. The surveys, dialogue sessions, facilitator training, and associated marketing have served a purpose beyond data collected, as they have helped to catalyze a larger community conversation about equity issues that extends beyond those of us working in a professional capacity. The hope is that this will encourage ongoing input and actions by community members. Working groups were then established around each of the core areas of the equity profile: economic wellbeing, housing, health, education, neighborhood safety, Arts & Culture, and transportation. In November and December of 2015 and in April 2016, the Government Alliance on Race and Equity, the Campaign for Grade Level Reading, and the City of Dubuque partnered to bring Dan Duncan with Clear Impact (formerly Results Leadership Group) to Dubuque to work with City and community partners to begin applying results based accountability thinking to equity profile action planning efforts. Inclusive Dubuque Network —Accomplishments this Quarter: Tools have been made available to Network partners and are available online at www.inclusivedbq.orq. In addition, this year's Equity Report was completed during this quarter and will be available online near the end of April. The report is the mechanism Inclusive Dubuque uses to capture the degree to which network partners are using tools and taking actions to advance equity. As sector groups refine their work, additional tool use may be implemented. The Network Impact Council (NIC) finalized the Incident Response Plan based on input from the full Network. The plan includes proposed role(s) for network partners in the event of a hate or bias incident in our community. The NIC is also working on clarifying roles and the distinctions between individual, institutional, and systemic interventions for partners. The Peer Learning Council planned and implemented a series of community conversations this quarter, which will continue into next quarter. The conversations focused on building community and on highlighting youth needs. The PLC also is working with network partners to host a free showing of the documentary "I am Not Your Negro," along with a presentation and a workshop with Dr. Jennifer Harvey on racial identity and social structures. The Peer Learning Council continues to investigate 2 options for facilitator skill building, and also encourages individual network partners to offer learning activities as part of monthly network partner meetings. Learning opportunities offered at monthly meetings this quarter included: 1) highlighting the importance of understanding community climate when designing equity and inclusion interventions, 2) learning about the opportunities and challenges presented by having multiple generations in the workplace, and 3) learning foundational non-violent communication skills. Inclusive Dubuque and the City of Dubuque joined other Iowa partners in co-sponsoring and presented at a conference by the Government Alliance on Race and Equity in Iowa City on April 7 called "Advancing Racial Equity: The Role of Government— Iowa." Sector groups continue to meet, with the Arts and Culture Sector group working on a toolkit on using Arts and Culture to advance equity and inclusion, the education group focusing on cultural competency training, and the Housing and Safe Neighborhoods groups recently merging to examine collaborative strategies. Detailed information and meeting notes are available on-line at http://inclusivedbq.org/working-groups/. City as a Network Partner— Accomplishments this Quarter: Intentional efforts continue to be made inside the organization to engage City staff in the Inclusive Dubuque efforts. The monthly newsletters, snapshots, and weekly e-mails to network partners are shared throughout City departments, and several City staff are serving on Inclusive Dubuque Working groups. In addition, each department is expected to contribute to advancing equity and inclusion through the work within their department. The Equity Core Team leads these efforts. This past quarter we continued for focus on building the infrastructure for advancing equity: Intercultural teams have been reconstructed to focus on using intercultural skills for the specific purpose of advancing equity through workforce development, service delivery and community engagement, purchase of service agreements and grants, and cross-sector partnerships in the community. Internal team infrastructure is below and is designed to provide cross-department support so we collectively impact equity advancements as an organization: Equity Core Team — serves as central coordinator of advancing equity within government and in partnership with community, and is taking the lead on analyzing programs and services and piloting department equity plans in their departments Recruitment and Retention Team —strategizes on workforce needs and models application within departments Communications team — communicates accomplishments and tips related to equity and inclusion. 3 Cash Out team — works with grantees and contractors to advance equity and inclusion Facilitation team — delivers annual Foundations and Advanced workshops, continues their own skill development, and takes learning back into departments. Department Level Equity Plans: The six pilot departments (Police, Planning, Public Works, Housing, Leisure Services, Human Rights) have achieved the following this quarter related to the four goal areas for City equity plans: Equitable workforce development: • targeted/expanded recruitment efforts for open positions, such as through partnership with the Multicultural Family Center and the Black Men Coalition; • built staff skills around developing equity plans through facilitation and participation in the four-day Advancing Equity Workshop; • attended Race, Equity, and Inclusion webinar; • attended community events with Marshallese and Latinx communities; • began gathering workforce data on race/ethnicity, gender, age, and wage; • proposed apprentice program (not funded); • began to develop an equity education curriculum for seasonal staff. Equitable service delivery and community engagement: • community engagement strategies used targeted outreach, relationship building practices, and varied locations and options to expand participation; • began identifying services and data sources for analyzing equitable service delivery. • the Police Chief continues to partner with several community groups through the Chief's Forum. The Chiefs Forum includes representatives from numerous community based groups including Transgender Dubuque, Black Men Coalition, National Alliance on Mental Illness, League of United Latin American Citizens, 4 the People, Children of Abraham, Co-Dubuque, Dubuque Area Congregations United, African Diaspora, Tri-State Islamic Center, the Dubuque branch of the NAACP, and Dubuque Downtown Christians United. The group meets on a monthly basis and this quarter they participated in a police use-of-force simulation. • the City continues to work with the NAACP and the Dubuque Police/City Community Relations Committees established under the agreement between the City and NAACP. • the Human Rights Department continues work on the Cultural Snapshots program, which is designed to connect cultures and subcultures to the broader community. Marshall Island community members have been linked 4 with various institutions and are working collaboratively to address inequities impacting the Marshall Island community. Advancing equity with grantees and contracted/purchase of services partners: • infused questions and suggestions related to diversity, equity, and inclusion into grant applications and presentations to grant and purchase of services partners; • supported individuals from the following POS/Grant partners in developing equity plans as part of the four-day Advancing Equity Workshop: ECIA, Dubuque Main Street, GDDC, Arts & Cultural Affairs Commissioner; • supported Purchase of Services recipient St. Mark Youth Enrichment in continued work to champion equity in Grade Level Reading, Inclusive Dubuque Education Sector, and My Brother's Keeper. Advancing equity through collective impact initiatives: • continued work with Inclusive Dubuque Housing/Neighborhoods/Education sectors and with the Campaign for Grade Level Reading. • work continues with My Brother's Keeper Network. Members associated with this initiative include the Dubuque Community School District, University of Dubuque, Loras College, NICC, Clarke University, the Dubuque Dream Center, St. Mark Youth Enrichment, the Dubuque Black Men Coalition, LULAC, and the Dubuque Branch of the NAACP. Action Requested This memo is background for the presentation that will be offered to the City Council by Inclusive Dubuque network partners on April 24 and is being provided for your information. No action is requested. cc: Katrina Farren-Eller, Inclusive Dubuque Coordinator, Community Foundation 5 Inclusive Dubuque is a local network of community leaders from faith, labor, education and government committed to supporting an informed, equitable and inclusive community where all people are respected, valued and treated fairly. Inclusive Dubuque is a peer-learning network that: •Is a resource for data and information •Supports equity learning opportunities •Creates and shares equity tools to support having an informed, equitable and inclusive community where all people feel respected, valued and engaged. No single organization can address systems change to affect complex issues like: •Eliminating racism in a community •Educating the community’s children, or •Ensuring a skilled workforce A network takes a broad view of community problems, engages all sectors, uses long-term strategies, builds trust and encourages participation in decision-making to achieve systems change. Why a Network? 1 2 3 4 5 6 7 8Using Kotter’s Change Model to Implement Change Powerfully and Successfully Create Urgency:In January of 2012,local business leaders began to recognize the need to create a more welcoming and inclusive community in order to attract and retain a diverse work force. Form a Powerful Coalition:In the spring of 2012,business and government leaders,including CFGD,began to meet regularly in order to discuss how they might work on inclusion efforts. Create a Vision for Change:The group engaged an outside consultant firm to work on leadership and executive alignment to create values and strategies for the initiative. Communicate the Vision:Network launched publicly in October 2013,and continues to publish updates,utilize social media,and holds events that communicate the vision of a welcoming and inclusive community. Remove Obstacles:Continuous revisiting of processes,structure,or relationships that may impede the work.Hiring a full time coordinator to help move the work forward. Create Short-Term Wins:Publishing a yearly Advancing Equity Report .Using RBA to track progress. Build on the Change:Always working toward continuous improvement,analyzing what is working and not working, bringing in new change agents and leaders with fresh ideas. Anchor Changes in Corporate Culture: Vision is embedded in core values of partner organizations. •City of Dubuque •Community Foundation of Greater Dubuque •Dr. Liang Chee Wee •Dubuque Area Chamber of Commerce •Dubuque Racing Association •Greater Dubuque Development Corporation •IBM •John Deere Foundation •Mercy Medical Center •Northeast Iowa Community College •Surdna Foundation Funders GenderNationalityCulture Di s a b i l i t y Re l i g i o n Ethnicity Race Socioeconomic S t a t u s Generation Veteran Diversity, Equity and Inclusion Diversity: the unique perspectives and life experiences an individual or group brings to our community Equity: everyone has access to opportunities and the resources they need to thrive Inclusion: engaging and supporting diverse needs to ensure all feel welcome GenderNationalityCulture Di s a b i l i t y Re l i g i o n Ethnicity Race Socioeconomic S t a t u s Generation Veteran “Equality is the idea of everyone getting a shirt; equity is the notion that everyone gets a shirt that fits.” Gene Batiste 3 levels of Network equity education goals and strategies Individual Level: Foundational Shifts in Thinking Institutional Level: Embedding Shifts in Thinking within Institutions Systems Level: Institutions Collaborating around a Specific QOL Need •Building Equity and Inclusion Skills •Cultural Competency Training •Implicit Bias Training •Network Partner meetings •Speaker Series •Community Conversations •Media Campaigns •City’s ICC train the trainer •Institutional Self- Assessments •Toolkits •Speaker Series •Business Cohort •Partner Stories •Advancing Equity Report •Institutional Climate Survey •Sector groups •Network Health Survey •City-wide Climate Survey •Incident Response Plan Polarity Between Individual and Institutional Levels •Individuals are empowered to act •People influence institutions and systems •Government needs residents who understand value of addressing the system •Create an inclusive environment •Authentic community engagement •Addresses and prioritizes needs •Bigger impact •Faster change •Can influence people •Addresses complexity and the wholeness of people’s lived experience •People get the message that they are the problem or the only solution •Movement is slow and people are harmed in the meantime •Dependent on people’s willingness to learn and change •People resist compliance •Attitudes don’t change so systems depend on the people in power •Value of individual diversity and skills is diminished •People lose sight of their own responsibility d o w n s i d e u p s i d e Network Partners Working at the Individual and Institutional Levels The Dubuque School District: Cultural Competency Training for Staff •Alica Ries and Shirley Horstman Loras College: Religious/Inclusion Climate Survey •Dr. John Eby and Loras Students City of Dubuque: Department Equity Partnerships •Kelly Larson and Katherine McFarlin Sam Giere in collaboration with Telegraph Herald: I’m a Dubuquer Education Sector Network Partners Working at the Individual and Institutional Levels Collaborative Effort Inclusive Dubuque Education Sector •Partners who serve a range of ages from Early Childhood to College Students •Multiple Educational Institutions and Organizations Network Partners Working at the Individual and Institutional Levels Vision Increase Equity in Education •Increase Cultural Competency of Educators and Adolescents •Replicate working Models •Collaborate with Other Sectors Network Partners Working at the Individual and Institutional Levels Current Focus Obtain Funding : Service Grant •Cultural Competency Training •Equity Self-Assessments of Organizations and Individuals Network Partners Working at the Individual and Institutional Levels Collective Impact •Increased Numbers of Locally Trained Individuals to deliver Training and Analysis •Increased Individual Growth and Understanding of Cultural Competency •Moxie Squad Model in ALL Dubuque Middle Schools Network Partners Working at the Individual and Institutional Levels Community Climate Survey Loras College Interfaith Research Team Network Partners Working at the Individual and Institutional Levels Objectives -The Dubuque Community Climate Survey seeks to: •Inform the city’s efforts to create a welcoming environment by collecting information on attitudes towards difference. •Promote awareness throughout the Dubuque community of the diversity of our population in terms of heritage, culture, religious orientation, philosophy, politics, sexual orientation, and gender. •Gauge intercultural relations in the Dubuque community and identify areas of tension, anxiety, discrimination, and lack of understanding. •Identify populations experiencing unequal opportunities in the community •Produce ongoing data collection on changing demographics and evolving community attitudes. Network Partners Working at the Individual and Institutional Levels The Survey Network Partners Working at the Individual and Institutional Levels Areas of Interest for Inclusive Dubuque Network Partners Working at the Individual and Institutional Levels Network Partners Working at the Individual and Institutional Levels Data collected: Network Partners Working at the Individual and Institutional Levels Network Partners Working at the Individual and Institutional Levels Network Partners Working at the Individual and Institutional Levels How we plan to do this •Electronic Survey –Generic Survey –Customizable •Phone Survey (if funded) •Network Partner Participation •Research Team Analysis –Areas of Strength –Areas of Concern •Presentation to the Inclusive Dubuque Network –Update in May –Results in September Network Partners Working at the Individual and Institutional Levels Next Steps •We need a few individual volunteers to take the initial draft of the survey and give us feedback •Organizational sign up to participate between now and April •Administer in April and May •Promote to your organization –We will give you a link to send to employees Network Partners Working at the Individual and Institutional Levels Questions and Feedback? Contact us: dbqinterfaith@gmail.com Sign up now or contact •Loras College Interfaith Research Team (email above) •Katrina Fahren-Eller •Jasmine Sronkoski (Inclusive Dubuque intern) Network Partners Working at the Individual and Institutional Levels Dubuque Masterpiece on the Mississippi Dubuque r Dubuquer I’m a Dubuquer I’m a Dubuquer I’m a Dubuquer I’m a Dubuquer I’m a Dubuquer I’m a Dubuquer I’m a Dubuquer I’m a Dubuquer S.D Giere in collaboration with Inclusive Dubuque The Community Foundation of Greater Dubuque and The Telegraph Herald Network Partners Working at the Individual and Institutional Levels Infrastructure Core Team Recruit/Retain Communications Cash Out Facilitation Goal Areas Workforce Grants/Contracts Services/Community Engagement Collective Impact Partnerships Iowa Campus Compact Dubuque VISTA Program The Iowa Campus Compact AmeriCorps VISTA Program over the last four years has been a partnership between: •Iowa Campus Compact •Loras College •The City of Dubuque Human Rights Department •Operation New View •The Circles Initiative •Project Concern (Before Disbandment) GenderNationality Di s a b i l i t y Re l i g i o n Ethnicity Socioeconomic S t a t u s Generation Veteran Collective Impact of Dubuque VISTAs The VISTAs in Dubuque have worked to: 1.Cut barriers of limited resources 2.Provide an avenue for collaboration and communication among agencies 3.Maintain shared measurements through monthly reporting. 4.Foster synchronization and respect among partnering agencies. Four years of VISTA collective work has assisted with or worked to develop a variety of projects centered around economic opportunity 1.Resource Leveraging Between Agencies 2.Shared Definitions Established 3.Community Partnership Bridge Building 4.Higher Education Outreach and Partnership Building 5.Internship and Volunteer System Creation 6.Recruitment Process Creation 7.Internship and Volunteer Manual Creation 8.Road To Success Event 9.Leadership Development Modules for Circles 10.Community Resource Guide Development 11.Community Outreach and Education GenderNationalityCulture Di s a b i l i t y Re l i g i o n Ethnicity Race S t a t u s Generation Veteran •Assisted 494 economically disadvantaged individuals with accessing job training and developing awareness of existing development services. •Facilitated or assisted with 163 education and outreach events and opportunities to engage the community. These included Circles meetings, presentations to College/University classes, Road to Success and Poverty Simulations Utilizing IACC Shared Measurement MPRs, We Can See That Over the Last Four Years in Dubuque, VISTAs Have: GenderNationalityCulture Di s a b i l i t y Re l i g i o n Ethnicity Race S t a t u s Generation Veteran Dubuque VISTA’s Fours Years of Advancing Economic Opportunity •188 system processes were put in place or enhanced as a result of capacity building services •474 economically disadvantaged individuals received financial literacy services •60 economically disadvantaged individuals were placed in jobs VISTA’s Recruited and Managed 2,208 Volunteers Who Served a Total of 26,679.77 Hours During the Last Four Years. $628,575.38 Dollar Value of Volunteer Time The VISTA Program Has Made a Measurable Impact on Dubuque Initiatives Focused on Economic Opportunity Over the Last Four Years. The Program Hopes to Make an Even Greater Impact as The Focuses Shifts to Academic Achievement Academic Achievement Focus and My Brother's Keeper (MBK)Initiative The shift from economic opportunity to academic achievement ultimately means shifting the future Dubuque VISTA’s efforts to programs and initiatives that have an education focus. The success of this transition is one that the previous VISTAs have been laying the groundwork for. The MBK initiative, whose partnership has an education focus, has been geared to reap the benefits of the work being done by the economic opportunity focused VISTAs. Key Developmental Groundwork Has Been Established to Further the Success of the Dubuque VISTA Program as it Shifts to Academic Achievement. Resources to Further The My Brother's Keeper Initiative and its Academic Achievement-Oriented Goals: 1.Construction of an internship and volunteer manual 2.Development of MBK-oriented internship system and positions 3.Establishment of a communication resource to tell the story of the initiative and its successes 4.The development of the communication resource system manual 5.Established shared event calendar among MBK network partners GenderNationalityCulture Di s a b i l i t y Re l i g i o n Ethnicity Race Socioeconomic S t a t u s Generation Veteran “People need to play an active role in addressing the issues that affect their lives.” Grantmakers for Effective Organization -Do Nothing About Me Without Me: An Action Guide for Engaging Stakeholders