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Human Rights Department Annual Report FY 2017 Copyrighted December 18, 2017 City of Dubuque Consent Items # 8. ITEM TITLE: Human Rights DepartmentAnnual Report SUMMARY: City Manager transmitting the Fiscal Year 2017 Annual Report of the Human Rights Department. SUGGESTED DISPOSITION: Suggested Disposition: Receive and File ATTACHMENTS: Description Type Human Rights Annual Report-NNM Memo City Manager Memo Staff Memo Submitting Annual Report Staff Memo Human Rights Annual Report Supporting Documentation THE CITY OF Dubuque � AIFA�erlwGh UB E '�� III► Masterpiece on the Mississippi Z°°'�w'2 7A13 2017 TO: The Honorable Mayor and City Council Members FROM: Michael C. Van Milligen, City Manager SUBJECT: FY2017 Human Rights Department Annual Report DATE: December 11 , 2017 Human Rights Director Kelly Larson is transmitting the FY2017 Annual Report of the Human Rights Department. �� 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 Director THE CITY OF Dubuque DUB E i'�� I � � I. Masterpiece on the Mississippi Zoo,.Zo72•Zo„ TO: Michael C. Van Milligen, City Manager FROM: Kelly Larson, Human Rights Director DATE: December 11, 2017 RE: FY2017 Human Rights Department Annual Report Attached please find the Human Rights DepartmenYs FY2017 Annual Report. We are proud of the accomplishments over the past year and we appreciate and thank you for the past and continued support. Dubuque Human Rights Department Annual Report—Fiscal Year 2017 July 1 , 2016—June 30, 2017 THE CIiY OF HumanRigh6Department D0.bu�]ue DUB E CityHallAvvice fi�ii.i 1300NGivStreet 11LNeIwC1Y Dubuque,Iowa 52001-0�2 �� M[ISIeY�iPCP On !h¢Mt95t55i�JjJt 5Q.S494190 office 563696b691 hx humavr�t�ityofdubuqueorg � ,g ,�„�� Honorable Mayor and City Council: I would like to begin by expressing appreciation for your leadership in supporting Inclusive Dubuque and infusing equity into the City's vision, mission, and the Imagine Dubuque Comprehensive Plan process. In the following pages, you will find the story of partnerships throughout the organization and community that are focused on advancing equity. Much of our work this year has been around the Council's Inclusive Dubuque priority. Network partners have become engaged in a vanety of ways, from launching Pm a Dubuquerto contributing to the Facing Project: Marshallese Stories to participating in sector groups addressing equity in housing, education, the arts, and economic opportunity. We also worked the network partners to develop a Hate and Bias Incident Response Plan that sets forth the role partners can play in addressing community incidents. The plan is modeled after an internal City of Dubuque response plan, which we updated this past year as well. Most recently, the Inclusive Dubuque Peer Learning Council has developed and launched a nine-month Best Practices in Diversity, Equity and Inclusion workshop. The workshop is designed to encourage participants to network with one another and to develop capstone projects to bring what they are learning back into their organizations. The work of the Peer Learning Council allows our staff to focus more strategically on delivering intercultural competency and equity workshops to City staff and partners who are receiving funding from the City of Dubuque. As a member of the Government Alliance on Race and Equity (GARE), we worked in concert with GARE, the City of lowa City, and Inclusive Dubuque to bring together staff from local government across the state for a day-long workshop entitled Advancing Racial Equity: The Role of Government—lowa. We had a full house, with 100 people in attendance for the frst lowa convening of its kind. Internally, we have modeled the creation of equity teams and goals for the City organization after what we have learned through participation in GARE. This year, we developed a self-assessment tool for departments and a reporting tool for contrad and purchased services partners, which will help us identify successes and areas for improvement as we continue to support one another in advancing equity. Finally, we said goodbye to Community Engagement Coordinator Nikola Pavelic and AmeriCorps VISTA member Katherine McFarlin. We also welcomed our new VISTA member Joie Brooks, who is focused on supporting the work of the My Brothers Keeper Network. Network partners this year have supported one another in offering summer reading and STEM programs, bringing young men of color on college tours, and partnering with John Deere and NICC to educate youth on careers in the trades. As always, thank you for your support of the work we do in our department and with our partners in the community. Respecttully submitted, `�y�Qf C/�a2�e�r� Kelly Larson Human Rights Diredor HUMAN RIGHTS DEPARTMENT FY17 ANNUAL PERFORMANCE REPORT Administrative Staff � � 1 • � .� , _ � f l �t � � .,�: .. �� \ V. i Lef[[o ngh[:Kelly Larson,DireRor,' Taj Suleyman,Equiry Oubeach Coordinator,andCard Spinwo,Intake5pecialist FY2017 Human Riahts Commissioners Anthony Allen, Chairperson Miquel Jackson, Vice Chair Fred Davis Indigo Channing Sarah Fisher Kathrin Parks Jay Schiesl Adrienne Breitfelder ShirleyTempleton Vaugh Commission Mission Statement The Human Rights Commission shall work to eliminate discrimination and promote the quality of life for every resident in the city of Dubuque. -1 - HUMAN RIGHTS DEPARTMENT Department Mission: to support the tlevelopment of a stronger civic infrastructure, which inclutles partnering to ensure equitable opportunities to be engagetl in the communiry antl to access services to meet basic neetls. In all we tlo, we treat compliance with current civil rights laws as the bare minimum requiretl, not the entl goal. . , � � � _ � � � � � � �� I » � _� � SUCCE55 IS ABOUT PLANNING, PARTNERSHIPS AND PEOPLE LEADING TO OUTCOMES PEOPLE PLANNING Reach-in strengthens relationships We work to support Departments in belween Cily government antl M learning about applying equity tratlitionally marginalizetl < ) concepts antl tools to tlevelop & communities for the purpose of Y-V implement tlepartment equily plans. engaging intlivitluals in governance, ensuring access to Ciry services, antl supporting connections to other communiry institutions. PARTNERSHIPS I We work to collectively impact U 5 � existing tlisparities with Inclusive Dubuque, a nelwork of people antl I N� institutions focusetl on meeting the economic antl cultural neetls of the dubuque community. � , _ . . «M1_.,,: .�.... 2 - HUMAN RIGHTS DEPARTMENT Organizational Development Overview Organizational Development includes partnering with other City Departments to ensure workforce equity amongst our staff, equitable community engagement, and equitable access to government services. Highlights of Fiscal Year 2017 • Equity Teams: o Developed a self-assessment tool for the organization's four equity goals. o Worked with six departments to complete the assessment for purposes of plan development. o Developed a reporting tool that will help to establish a data baseline with partners who, collectively, are receiving 2.7 million in FY18 contracted and purchased services funding. o Amended contracted and purchased services agreements to require partners to work with staff to identify ways to advance equity and inclusion through their programs. . Co-sponsored and presented at lowa Convening of Government Alliance on Race and Equity. � _ .-.. - ., .-.. / . . - �- - .. - � _ ` � • � .-.. _ , _ - - • - . . � . . . _ � \ � .-.. - I /� �-.. - We support departments in their efforts to recruit and retain a high quality, diverse workforce, to ensure equitable access and delivery of City services, and to engage the community in decision making so that services are responsive to community needs. Future Initiatives . Facilitate equity planning with three additional departments. . Work to improve City of Dubuque score on the Municipal Equality Index - 3 - HUMAN RIGHTS DEPARTMENT Performance Measures Organizational Development — Activity Statement Partner with other City Departments to ensure equity amongst our staff, equitable community engagement, and equitable access to government services Goal: Financially Responsible, High Performance City Organization Sustainable, Equitable, and Effective Service Delivery Outcome #1: Provide easy access to City information and services for all Service: Facilitate Equity Teams We facilitate six cross-departmental teams focused on the following goals: Rea�;�e��& Goal 1 : Advancing equity ReteneOnTedm through workforce recruitment and retention Goal 2: Advancing equity through grant, contract, and �p,;��;o�redm �ry � �t�/ �omm��o�s purchased seroices •,I r Ted1" Goal 3: Advancing equity Co re through service delivery and community engagement Goal 4: Advancing equity Tea m through collective impact partnerships Communiry Cash-0utTeam Engagement Team The first three of these goals involve working at the individual and institutional levels within City government and with partners, while the final goal involves external partnerships across sectors to begin to address systemic issues. Over the past year, we have continued our work with Police, Leisure Services, Housing, Planning, Public Works, and our own department on workforce development, with the following results in terms of successful hiring. -4- HUMAN RIGHTS DEPARTMENT In terms of equitable delivery of City services, we support departments in establishing data baselines and reviewing the equity impact of department decisions and programs, making adjustments as needed to improve outcomes. For the first time in 2016, the Human Rights Campaign ranked the City of Dubuque in its Municipal Equality Index. We received a score of 82 and immediately began efforts to improve the score in preparation for the 2017 ranking. Program: Equity and Intercultural Workshops for City Staff This year, 46 staff attended 10.5 hours of Intercultural Foundations Workshops offered by the Facilitation Team, bringing the total number of staff who have completed a minimum of 10.5 hours of workshops to 819. We also arranged for training for participant Evaluations - 5 point scale 257 City staff inembers designed to introduce the Fair Housing 45 Action Plan, examine its 4 4z relationship to fair and equitable 3.5 3 9 3.7 3.7 delivery of City services, and a introduce Results Based z.s Accountability as a method to z develop strategic and 1.5 collaborative approaches to 1 addressing the complex social Knowledgegained Materialswere Presenterswere Objectiveswere is useful in my work helpful engaging clear issues surrounding the plan. "This training provided a new way to look at problems and find ways to improve while keeping disparate impact in mind." -Participant in Housing Equity Workshop "Keep an open mind and seek data to insure no unintended consequences occur." - Participant in Housing Equity Workshop - 5 - HUMAN RIGHTS DEPARTMENT Community Development Overview Community Development involves partnering with various groups and organizations within our community to ensure fairness in access and use of opportunities and services necessary for residents to meet their basic needs. We support efforts to create a community filled with residents who are better informed about government and how to access government services, and who are actively involved to positively impact equity and access to basic needs in the community and in the institutions to which they belong. We pay particular attention to groups that have been disproportionately excluded from opportunities. Highlights of FY2017 • Inclusive Dubuque Network: completed hate and bias incident response plan, implemented "fm a Dubuquer" campaign, completed Facing Diversity: Marshallese Stories, developed a nine-month peer learning program focused on advancing equity and inclusion within and across organizations. • My Brothers Keeper network partners collaborated on summer STEM program. • Community networking: developed and maintained a network of connedions with the following community groups and organizations: � . �� /j� � �� i \ � / ` , � �► �- � ,� The focus of the network is to strengthen intercultural relations in Dubuque and to develop partnerships to identify and address barriers to equitable access and participation in govemment and in the community. Future Initiatives • Inclusive Dubuque: implementation of nine-month peer-learning program and development of 2018 Community Equity Report with assessment of network impad. • Cultural Snapshot: An Introdudion to the Latinx Community. 6- HUMAN RIGHTS DEPARTMENT Performance Measure Community Development— Activity Statement Engage residents and organizations as partners in ensuring equal opportunity, fairness, and access to government and community services around basic human needs Goal: Partnering for a Better Dubuque Building our Community that is Viable, Livable, and Equitable Outcome #1: Partnerforequity. Initiative: Inclusive Dubuque is a local network of leaders from faith, labor, education, business, nonprofit and government dedicated to advancing justice and social equity in our community. � �ii�} � i� 91 community members have been active in sector groups related to �a�'�*.��„sa°��: education, housing, employment, health, transportation, and arts & ,��°��.,�a�g� � d",�`e;o �da�c�o - culture. � �� a ��'�g3�a��r $°a%a�ac< 70 community members participated in community conversations. �� ,. �,�,a�s5�p.�g% � 9'"ayu k�o`a"�a` 4 °�n`�n n t°F�e°+`a 45 community members (and growing) of various identities tell their �a�a��°$eF`:��J, �� .�'s°�o� r� stories at vwaw.imadubuauer.com .{s`��'��a Jq��F'pb,f "To be a Dubuquer is a good thing.As our city changes and grows, it is time to expand our imagination of what it means to be a Dubuquer. Instead of using this word to draw a line between who's in and who's out, let's expand the circle of who's in and open our heard to all who call Dubuque home."Sam Giere � HUMAN RIGHTS DEPARTMENT Initiative: My Brother's Keeper is a network of non-profit organizations and volunteers who are working to support youth of color and low income youth of various ages to improve school achievement, graduate from high school, and proceed to college and/or a career. Over the past year, network partners: • Improved data sharing among partners and between schools and MBK partners • Connected with others seeking to impact youth of color around key indicators • Increased awareness/focus on outcomes/challenges facing young people of color • Improved disaggregation of data to understand disparities in our education system and other systems impacting youth of color • Strengthened bridges between leaders in anchor institutions and leaders in community organizations directly serving youth of color . ,.�: . . : ; � �'� i„ __ / ��_... _ t „ t .� �r� _ ;, .-�? ! 1� - � � ��_ • 0 _ �� '. � . '• � -- � imo! + ' ��. , � �� "e , '�'.;��_;. . _ _ � , � � . . . . . 1 � 1 `1 i� � ��i J � . y � r:� � �.. �• ��"� ' �---9��': �� , � �s°� ,..r m�«n . � � r�� 4�� -� p ' � u I�~ . �� ^I � f' b%�e :�+i: - A �� `� . � �f, � � ��. ��' ' � �.:;:�:;� .� ,�� t'"� �1l�h� � � ,. � � � �„ �, _ ..: �� -�= �� ;r � F ; ► '� �.� ��;� ; ; � 1 , � � -. Dream Center& University of Dubuque Education Department: Summer STEM Program -$ - HUMAN RIGHTS DEPARTMENT - � Black Men Coalition, �5 ,� � A � Multicultural Family Center, �� t�-�- � � - �,�� , � ►' ��.- St. Mark Youth Enrichment ' jf . '�' �� ; ,� '. ' ! �i and additional partners: , , � ,w � .� . � � �`� �- ` ` — � _J/ Back to School 8ash � � � %^�'� �- � � I Black Men Coalition and 3r��=.,,r . : � , : - '� �`- -y► � University of Dubuque: It � � _ � ,�- � � College Tours � � '� �, � \� , Black Men Coalition, �� `. MulticulturalFamilyCenter, ,pr'�i- �g ` �� , � 4- � � 1: �� DubuqueWorks,John Deere, ' � `-� w"�di�1 � ' � �„ NICC: Manhood Project and � �� ' �, Trade Careers Service: Facilitate Cash Out Equity Team, which is focused on working with grant and contract partners to advance equity within individual programs/institutions, as well as across institutions through collective impact partnerships. Information below details outcomes of collective impact partnerships focused on advancing equity in education and employment. CAMPAIGN FOR GRADE-LEVEL READING-2017 SUMMER ACADEMY • 88% of academy students maintained or increased literacy skills • 96% of students attended 12 days or more (50%+) • All students who attended 50% or more of the days, 88% had test scores that increased or remained the same RE-ENGAGE DUBUQUE —2016-17 SCHOOL YEAR • 38 students re-engaged • Of these, 33 completed their high school degree: 13 white males, 2 black males, 1 Hispanic/Latino male, 1 Native Hawaiian/Pacific Island male; 14 white females, 1 black female, 1 Hispanic/Latino female • Five completed their High School Equivalency Diploma — 3 white males and 2 white females OPPORTUNITY DUBUQUE — FISCAL YEAR 2017 • As of June 30, 2017, 609 students have enrolled in Opportunity Dubuque through Northeast lowa Community College since June 2012. Thirty-four percent of enrollees for whom we have data are racial and ethnic minorities. • Of the 452 graduates contacted for follow-up, 95% were successful in being employed or continuing their education within 6 months of completion. • 408 of those 452 graduates provided information on their race or ethnicity, and 27% identify as people of color. -9 - HUMAN RIGHTS DEPARTMENT Program: Equity and Intercultural Workshops for community partners This year we offered a 32- hour workshop entitled Participant Evaluations - 7 point scale Advancing Equity using an � Intercultural Approach. 26 6 people participated in the 5 s.s 6 6.3 e.a workshop, including 4 participants from two a departments creating z equity plans and five i organizations who receive Provide a better Will use information Trainer effective in Satisfied with CltyfUlldlllg. understanding received makinginfo overallqualityof understandable training Post surveys indicated that: . 100°k of participants agreed that they took away new approaches they will use in the future; . 90°k agreed that they were able to identify and practices ways to begin to address inequities in their institution; . 95°k agreed the workshop helped them to understand the influence of implicit bias on perceptions; . 90°k agreed the workshops helped clarify the differences between equality and equity; . 94°k agreed the workshop improved their understanding of individual factors influencing equity, 80°k agreed it improved their understanding of institutional factors, and 90°k agreed it improved their understanding of systemic factors. Participants indicated they will do the following differently as a result of the workshop: . establish a diversity, equity, and inclusion committee; . integrate changes into team building and wellness programs; . be more considerate of the needs of others; . distinguish between subjective and objective evaluation of the work; . work more within a structure and less as an individual; . speak up when inequities exist and work to communicate more effectively about equity and inclusion; . work through struggles and communicate openly. Total participants in all workshops since 2009: 538. - io- HUMAN RIGHTS DEPARTMENT Those who have participated in the 32-hour workshops serve as trainers and resources in their organizations and the community. This group now consists of 148 people from the following sectors: � - � , • 28 People from 14 Departments . - � , � • 40 People from 6 Colleges • 17 People from 3 Schools � � � • 48 People from 15 Institutions ; • 4 People from 4 Institutions � - � - - , � - • 11People Service: Information and referral: This year, 227 people contacted us with specific questions about discrimination complaints or questions about meeting basic needs. The most frequent areas where people were seeking assistance related to employment and housing needs, and more than half of the contacts did not involve allegations or concerns of discrimination. INQUIRY DISPOSITION ■Education/Counseling ■ReferraltoAnotherAgency ■DeclinedtoFile p�FiledComplaint � - 11 - HUMAN RIGHTS DEPARTMENT 2017 Inquiries - Breakdown by Area 35 31 30 25 24 24 20 15 14 r 10 � s 0 %of Inquiries ■Employment ■Housing PublicAccommodation Education ■Other 2017 Inquiries - Breakdown by Basis 60% 49% 50% 40% . 30% 22% 20% 15% 10% 7% S% � 5/ - 3% - — 3% 2% 0% � � � Category 1 ■Other ■Disability ■Race Age ■Sex —Gender ldentity ■National Origin ■Retaliation ■Sexual Orientation�Religion 21 contacts resulted in the filing of formal discrimination complaints for investigation by the Legal Department. During FY17, the Legal Department closed 18 cases. - 12 - HUMAN RIGHTS DEPARTMENT DISPOSITION OF CLOSED CASES 2017 �Administrative Closure ■NPC ■PC Conciliated l� ■PCHearing ■Referred m ICRC ■Right to Sue ■Sucressful Mediation The public also connects with us through the internet, where they are able to learn about everything from legal requirements to upcoming programs and events. Outcome #2: Increase resident engagement in City governance processes Project: Source of Income Dialogue Sessions 89 people participated. Of those submitted demographic information, 39 identified as housing providers, 2 as renters, and 23 as "other." Four individuals identified as other than white. Participants were of a variety of age ranges, lived in neighborhoods throughout the community, and have lived in Dubuque for a short time up to more than 50 years. 23% of participants indicated that their opinion of the HCV program changed because of the dialogue, 69% indicated they were very or somewhat likely to correct misinformation about the HCV program since participating, and 44% of housing providers indicated they are somewhat or very likely to participate in the HCV program. Pre-and-post surveys indicated a very slight shift in perspective as a result of the dialogues, including: • a decrease in the number of people who felt it should be acceptable to advertise "No Section 8" • an increase in the number of people who think HCV renters have trouble finding housing because of bias, • an increase in the number of people agreeing that the HCV program is more burdensome than beneficial for housing providers, 13 - HUMAN RIGHTS DEPARTMENT . an increase in the number of people who think accurate information would reduce assumptions about renters and increase housing provider participation, . an increase in the number of people favoring an ordinance, . an increase in the number of people favoring requiring housing providers to pay attention to practices that create inequity, . an increase in the number of people favoring providing more housing options throughout the community through government or private partnerships, and . a decrease in the number of people favoring providing additional incentives to housing providers to participate. Evaluations of the process overall were positive, with the following areas for improvement: obtaining participation better reflecting the diversity of people and views, particularly renters, clarifying how decision makers would be using the results of the process, and enhancing trust that dialogue results would lead to better decision making and be seriously considered by policy makers. - 14-