Inclusive Dubuque Quarterly Work Session Copyrighted
November 27, 2017
City of Dubuque Work Session - Bottom # 1.
ITEM TITLE: Inclusive Dubuque Quarterly Work Session
SUMMARY: City staff and network partners will conduct the quarterly
Inclusive Dubuque work session with the City Council.
SUGGESTED DISPOSITION:
ATTACHMENTS:
Description Type
Inclusive Dubuque Quaterly Work Session-MVM Memo Supporting Documentation
Staff Memo Inclusive Dubuque Work Session Staff Memo
Dubuque
THE CITY OF bead
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2007.2012
Masterpiece on the Mississippi
2013.2017
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Inclusive Dubuque Quarterly Work Session
DATE: November 22, 2017
Human Rights Director Kelly Larson is transmitting information for the Inclusive
Dubuque Quarterly Work Session.
7- 1.A1114.41
Mic ael C. Van Milligen
MCVM:jh
Attachment
cc: Crenna Brumwell, City Attorney
Teri Goodmann, Assistant City Manager
Cori Burbach, Assistant City Manager
Kelly Larson, Human Rights Department Director
THE DSE Al
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Masterpiece on the Mississippi 2007.2012.2013
TO: Mike Van Milligan, City Manager
FROM: Kelly Larson, Human Rights Department Director
DATE: November 20, 2017
RE: Inclusive Dubuque Quarterly Update
This memo provides a written background of Inclusive Dubuque accomplishments since
April 2017, and serves as a supplement to a presentation that will be offered by
Inclusive Dubuque network partners at a work session on November 27.
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.
Network members are focused on deepening their understanding of diversity, equity,
and inclusion in order to support an equitable and inclusive community. An equitable
and inclusive community is necessary if we are to meet our city's economic and cultural
needs, as outlined in the City Council's goals and priorities.
The network structure brings partners and community members together by supporting
and empowering individuals, businesses, nonprofits, and organizations to create
pathways that lead to increased self-awareness, recruitment, retention, and equitable
and inclusive workplace cultures. The Network provides equity learning opportunities,
tools, and baseline data that supported the continued development of a more informed,
equitable and inclusive community where all people are respected, valued, and
engaged. Partners within the network come together around a common agenda of
advancing equity in our community and each contribute what they do best in the form of
mutually reinforcing activities.
Inclusive Dubuque Network — Accomplishments since April:
Since our last work session with City Council in April, network partners have
accomplished the following:
• Issued the Advancing Equity Report. Between 2015 and 2016, early 200 equity
and inclusion efforts by network partners and community members were
submitted.
• Completed Facing Diversity: Marshallese Stories in partnership with the
Telegraph Herald and Clarke University's Social Work program. The project
brought Marshallese story tellers together with community story writers. The
stories were published in the Telegraph Herald and distributed throughout the
community.
• Developed and launched the I'm a Dubuquer campaign in partnership with the
Telegraph Herald. The campaign works to address the insider/outsider culture
present in our community by broadening the definition of what it means to be a
"Dubuquer" and expanding who can hold that identifier. The campaign has had
the following outcomes: Inclusive Dubuque Network Facebook followers has
increased by 400 people; Facebook posts have reached over 150,000 people;
there have been 38,000 views of the webpage www.imadubuquer.com from
nearly 5,600 users; 2-3 new stories are being added to the website each month.
• Hosted community learning opportunities with a free showing of the documentary
"I am Not Your Negro," and a presentation and workshop by Dr. Jennifer Harvey
on racial identity and social structures. These opportunities reached
approximately 300 people.
• Developed and launched a nine-month series of peer learning workshops on best
practices in Diversity, Equity and Inclusion. Approximately 70 participants are
registered with representation from the following sectors: human resources and
business, non-profit, higher education, K-12 education, government, advocacy
groups, and faith communities.
• Established a C-Level Business Cohort in partnership with Alliant Energy, John
Deere, and the Greater Dubuque Development Corporation to support learning
about best practices in diversity, equity, and inclusion from a management
perspective.
• Continued with the education, neighborhoods, and arts and culture sector
groups, and connected the economic opportunity group to Project H.O.P.E.
efforts.
City as a Network Partner— Accomplishments since April:
Intentional efforts continue to be made inside the organization to engage City staff in the
Inclusive Dubuque efforts. The newsletters 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.
2
Our equity teams continue to meet on a regular basis, providing cross-departmental
support so we collectively impact equity advancements as an organization around four
goal areas: 1) equitable workforce development; 2) equitable community engagement
and delivery of City services; 3) advancing equity through grants and through contracted
and purchased service partners; and 4) advancing equity through collective impact
partnerships.
Since April, the following has been accomplished:
• The Core Team developed a self-assessment for staff to use to analyze their
practices related to the four goal areas above and also began working on
objectives for each goal area and guiding principles for advancing equity work.
• The Communication team completed a video for the employee luncheon
celebrating ten years of intercultural work within the organization and highlighting
the transition to applying intercultural skills to advance equity. The team also
developed a "I Speak Your Language" poster for City Expo.
• Intercultural Facilitators integrated new members, provided advanced
development for four members through the Summer Institute on Intercultural
Communication, and prepared and delivered 10.5 hours of foundational
workshops for City staff who started work with the City over the past year.
• Cash Out team has been meeting with grantees and with contracted and
purchased services partners regarding ways in which we can collaborate on
advancing equity.
• Team members from Human Rights, Leisure Services, Police, Legal, and
Housing attended national and/or regional conferences through the Government
Alliance on Race and Equity.
• Completed the Housing Equity Workshop with an activity designed to pinpoint
potential improvements that can be made at the tactical level to advance equity.
We are seeking an AmeriCorps Member to compile the information so that we
can share it with Department Managers for weaving into their equity plans.
• Fire, Transit, and the Library have begun work to identity equity liaisons within
their departments who will work in collaboration with the teams.
Action Requested
This memo is background for the presentation that will be offered to the City Council by
Inclusive Dubuque network partners on November 27 and is being provided for your
information. No action is requested.
cc: Katrina Farren-Eller, Inclusive Dubuque Coordinator, Community Foundation
3
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.
The Network provides equity learning opportunities, tools and community baseline data
that support the continued development of a more informed, equitable and inclusive
community where all people are respected, valued and engaged.
The network structure of Inclusive Dubuque brings partners and community members together
by supporting and empowering individuals, businesses, nonprofits, and organizations to create
pathways that lead to increased self-awareness, recruitment, retention, and workplace
culture.
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?
•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
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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
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Ethnicity
Race Socioeconomic
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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 & Equity
Workshop
•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
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Current work happening at the Individual and Institutional
Levels
Best Practices in Diversity, Equity, and Inclusion
Nine-month learning series focused on best practices in diversity, equity, and inclusion
developed and supported by the Peer-Learning Council of the Network
I'm a Dubuquer Campaign
In partnership with the Telegraph Herald, the campaign works to address the
insider/outsider culture present in our community by broadening the definition of what it
means to be a "Dubuquer" and expanding who can hold that identifyer.
Current work happening at the Individual and Institutional
Levels
Facing Project
In 2018, Inclusive Dubuque will partner with the Telegraph Herald to produce another
set of stories focused on immigrant and refugee experiences
Sector Groups
Arts and Culture
Education
Neighborhoods
Economic Opportunity—beginning a partnership with Project HOPE
Network Partners working at the Individual and
Institutional Levels
Boy Scouts: Matt Klutzaritz and Peter Supple
Mercy Hospital: Christina Schauer
City of Dubuque: Kelly Larson
Scoutreach
The mission of the Scoutreach program is to develop character, leadership
within low-income and minority youth residing in urban neighborhoods
within the Northeast Iowa Council.
Mission of the Scoutreach Program
Scoutreach is the BSA's commitment to making sure that all young people
have an opportunity to join Scouting,regardless of their circumstances,
neighborhood,or ethnic background.
What is Scoutreach?
Traditional Scouting programs may not be an option for families due to cost and
Scouting may not be part of their background.Many of these boys will simply not
attend a “traditional”scouting program.
Why do we need Scoutreach?
St. Mark’s Youth Enrichment
Boys & Girls Club of Greater Dubuque
Dubuque Community Schools
Current Locations
–Parental leadership is nearly non-existent in the Scoutreach
program
–Current staff is inconsistent
–Many potential families have no Scouting history
Main Concerns in the NE Iowa Council
Partnering with the Community
to Promote Diversity and
Inclusion
Christina Schauer, MSN, RN, ARNP, ACNS-BC
Clinical Nurse Specialist
Mercy Medical Center-Dubuque
Network Partners working at the Individual and
Institutional Levels
•Maintaining hope and belief in the patient
•Knowing the patient
•Being with the patient
•Doing for the patient
•Facilitating care for the patient
•As long as the patient is just like us?
Diversity and Inclusion: An Organizational Priority
Diversity and Inclusion: An Organizational Priority
http://galleries.apps.chicagotribune.com/chi-scenes-of-chicagos-austin-neighborhood-20130927/
“Unfortunately, although children are given many
opportunities at school, domestic violence and child
abuse trouble the community. Austin has one of the
highest domestic violence rates in the Chicago area,
accounting for three murders within the last two years
(Domestic Violence, 2006).”
“While cancer is the second leading cause of death
within Caucasian and African American ethnicities,
the African American’s death rate per 100,000 is
substantially higher than Caucasians according to
Centers for Disease Control and Prevention (2005).”
My Inclusion “Aha” Moment
Early Nursing Years
•First week at Mercy was Diversity Week
Little racial diversity in community
Little racial diversity in the organization
92%
4%
2%1%1%0%
Dubuque, IA Demographics
White
Black or African
American
Hispanic or Latino
Asian
http://www.cityofdubuque.org/844/Demographics
Transition to Mercy
All nurses with less than 1 year of experience are automatically enrolled
Meetings are held once per month for 4 hours
Month 10 Focuses on Cultural Competence in Nursing Care
Speakers from the Marshallese Community have been attending to tell their story since 2016
Compact of Free Association/History of the Marshall Islands
Life in the Marshall Islands
Typical living situation in Marshall Islands and Dubuque
Common cultural misconceptions
Cultural Struggles
Inclusive Dubuque began attending in 2016 to discuss the work of the group
New activity to address Implicit Bias was added in 2017
Opportunity: Nurse Residency Program
•New nurses have responded very well to our Marshallese guests-many express that they knew nothing about Marshallese history and go on to share with other nurses
•Most request more information on how to get involved
•One RN created a presentation on the Marshallese for her residency project
•“Getting to Know our Marshallese Community”, inspired by RN response to Marshallese presenters in residency, was a collaborative event with over 300 attendees focused on improving cultural awareness of the Dubuque Community in regard to the Marshallese population
•Very positive response to Inclusive Dubuque and Self-Awareness activities
•Over 60 nurses have now attended the education and 10 more will receive it in December
Results
•Socioeconomic Status
•Use of Assistance Programs
•Sexual Preference
•Sexual Identity
•Generation
•BMI
•Religion
•Mental Health
•Self-Awareness of bias is essential!
Diversity and Inclusion Go Beyond the Obvious
•Continue to expand understanding and build compassion with the RN Residency
Program
•Expand this type of education to reach more disciplines within the organization
•Ultimately tear down barriers within the community….less “they” and more “we”
Hopes for the Future
Network Partners working at the Individual and
Institutional Levels
Network Partners working at the Individual and
Institutional Levels
Equity
Core
Team
Recruitment &
Retention Team
Communications
Team
Community
Engagement
Team
Cash-Out Team
Facilitation Team
“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