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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 Morin erin City 1IY[3it57[FE 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 -3eticaCii 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 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 & 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 d o w n s i d e u p s i d e 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