Proposed Transition from Human Rights Department to Office of Equity and Human RightsCity of Dubuque
City Council Meeting
Action Items # 1.
Copyrighted
October 4, 2021
ITEM TITLE: Proposed Transition from Human Rights Department to Office of Equity
and Human Rights
SUMMARY: City Manager recommending renaming the Human Rights Department to
the Office of Equity and Human Rights, along with a transition in the
duties of the department.
ORDINANCE Amending City of Dubuque Code of Ordinances Title 8
Human Rights
SUGGESTED Suggested Disposition: Receive and File; Motion B; Motion
DISPOSITION:
ATTACHMENTS:
Description Type
Transition from Human Rights Department to Office of City Manager Memo
Equity and Human Rights-MVM Memo
Office of Equity and Human Rights Cover Memo Staff Memo
Ordinance Changes Ordinance
Human Rights Intake Specialist Job Description Supporting Documentation
Equity and Human Rights Specialist Job Description Supporting Documentation
Chief of Equity and Human Rights Job Description Supporting Documentation
Power Point Presentation Supporting Documentation
THE CITY OF
Dubuque
DUB TEE
All -America City
Masterpiece on the Mississippi
� pp
zoo�•*o 13
zoi720zoi9
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Proposed Transition from Human Rights Department to Office of Equity
and Human Rights
DATE: September 24, 2021
Human Rights Director Kelly Larson is recommending renaming the Human Rights
Department to the Office of Equity and Human Rights, along with the following changes:
Establishing the mission of the office as advancing equity by identifying and
addressing cultural, language, and structural barriers impacting underrepresented
communities.
Clarifying that the office will provide the following services:
o Providing information and referral, including assistance with intake and filing
of civil rights complaints to be forwarded to the City Attorney's office for
investigation. Patterns from these complaints could help to inform equity
plans;
o Advocating for system -wide changes;
o Bridging cultural, language, and service gaps to overcome structural barriers;
o Supporting and providing assistance to community members from
underrepresented communities to foster full participation in economic, social,
and cultural life;
o Coordinating efforts with other departments and partner organizations to
engage underrepresented communities and advance equity;
o Provide guidance on the use of data to measure progress on defined goals
concerning social equity, race, and social justice-,
o Assisting, developing, and coordinating with public or private organizations
that serve underrepresented groups.
Staffing the department with the following three positions.
o Chief of Equity and Human Rights: This position, currently titled Human
Rights Director and held by Kelly Larson, serves as the head of the office and
reports directly to the City Manager. The primary responsibilities involve
collaborating with other departments and community members to advocate
for system wide changes, working to build the infrastructure to ensure policy
decisions are evaluated through an equity lens, and directing implementation
of the organizational equity plan. Pay and benefits for this position would
remain unchanged.
o Equity and Human Rights Specialist: This position is essentially the
Organizational Equity Coordinator position updated to reflect some of the
duties that Collins Eboh is engaged with in practice. This position serves as
the vital connector between underrepresented populations for the purpose of
assisting the Chief of Equity and Human Rights in identifying priorities for the
organizational equity plan. An updated Organizational Equity Coordinator job
description with a title change is attached. Pay and benefits for this position
would remain unchanged.
o Human Rights Intake Specialist: This position serves as administrative
support for the Chief of Equity and Human Rights and the Equity & Human
Rights Specialist, and provides information and referral for the public
including receiving inquiries, providing information, discussing options, and
assisting in filing civil rights complaints. This position remains largely
unchanged from its current status.
• Maintaining civil rights enforcement as it currently stands in practice, with intake
responsibilities in the Office of Equity and Human Rights, investigation
responsibilities with the City Attorney's office, and outreach, education, and public
hearing responsibilities with the Commission.
• Revising Title 8 of the City of Dubuque Code of Ordinances to align with this
organizational structure regarding civil rights enforcement and advancing equity and
inclusion.
• Vetting the clarification of roles and ordinance revisions with the Human Rights
Commission and potentially through a broader community engagement effort, and
making adjustments to the proposal as needed before moving forward.
There is minimal budget impact because these city positions already exist in the Human
Rights Department.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
k�4 vij�l
Micliael C. Van Milligen
MCVM:jh
Attachment
cc: Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Kelly Larson, Human Rights Director
2
Dubuque
THE CITY OF
DUB E
IeMCil
Masterpiece on the Mississippi
zai7*2oi92pp7<2012<2013
TO: Michael C. Van Milligen, City Manager
FROM: Kelly Larson, Human Rights Director
DATE: September 24, 2021
SUBJECT: Proposed Transition from Human Rights Department to Office of Equity
and Human Rights
The purpose of this memo is to propose a transition in the title and duties of the Human
Rights Department to the Office of Equity and Human Rights.
Background
On March 24, 2021, the City Council adopted the FY22 budget for the City of Dubuque.
As part of the budget, and in accord with recommendations in the Equitable Poverty
Reduction and Prevention Plan, an Office of Shared Prosperity and Neighborhood
Support is being created. Part of the plan for this new office includes the reassignment
of the position of Community Engagement Coordinator that is currently located in the
Human Rights Department. This is the culmination of a series of expansions over the
years to develop shared responsibility across the organization for addressing the
multiple aspects that fall under the umbrella of Human Rights.
At its most basic, realizing human rights relies on the creation of a culture where each
person is able to thrive and meet their potential. Many different activities help us to get
to this realization and fall under the large umbrella we call human rights. One of those
activities is civil rights enforcement. Originally our department was staffed and funded
to focus solely on this aspect - we had a director and an intake specialist, and we added
a human relations specialist to conduct investigations around 2004. From 2006-2008
we worked with One Ummah Consulting and received the diversity and inclusion
organizational assessment. As a result of these recommendations, we separated the
learning and development work from the enforcement work, sending enforcement
responsibilities to the legal department where eventually, in 2019, a Civil Rights
Specialist position was added. The Civil Rights Specialist conducts all investigations
into civil rights complaints filed by residents of Dubuque under our civil rights ordinance,
Title 8 of the City Code, while the Human Rights Department continues to handle
intakes, mediations, and public hearings.
A second area of human rights centers around basic needs — on the community side,
this incudes things like engagement and representation, healthcare, employment,
education, housing. Inside the City organization, it means ensuring our staff has the
necessary tools and environment to do our work well, including diverse representation,
an inclusive culture, and intercultural skills. In 2009, we implemented a second
recommendation from the Diversity Report and created a Training and Workforce
Development Coordinator position to focus on recruitment and retention of a diverse
City workforce, along with the creation of an inclusive workforce culture, policies, and
procedures within our organization. This position eventually became the Strategic
Workforce Equity Coordinator and moved to the Human Resources Department in
2019. In 2012, we added the position of Community Engagement Coordinator and now
with the adoption of the Equitable Poverty Reduction and Prevention Plan and the
proposal for a staffed office of Shared Prosperity and Neighborhood Support, the
community engagement position will move to that office as will much of the work around
collaborating to meet basic needs out in the community. Finally, some of the work
around diversity and inclusion on the community side is also carried out through the
Multicultural Family Center, which was established in 2005, expanded in 2009, and is
expanding again now with the remodeling of the Colts Building.
A third area of human rights relates to our human need for belonging and self-
determination. Belonging is that felt sense of being physically, emotionally, and
psychologically safe, while self-determination is that element of freedom to develop our
full human potential that can only come with the removal of cultural and structural
barriers. Removal of barriers demands a focus on equity and the intentional analysis of
policy and practice for the ways in which inequitable outcomes are being perpetuated.
In 2015, our Human Relations Specialist position became the Equity Outreach
Coordinator position, focused explicitly on reaching -in to underrepresented groups in
the community to identify barriers preventing full involvement and engagement. In 2019
this position became the Organizational Equity Coordinator focused on standardizing
equitable decision making into the work of City government through equity plans, project
management, and coaching. The focus in this arena is on the impacts of inequitable
systems and structures on cultural groups throughout the community, the role that
government has historically played in contributing towards those inequities, and the role
we might play moving forward in addressing them. This also is about recognizing that in
a pluralistic democracy we must attend to intercultural relations and collaborate to build
something new together that draws from the best that various cultures have to offer,
repairs past harms, and restores wholeness.
This memo proposes a renaming of the Human Rights Department to the Office of
Equity and Human Rights, along with associated changes to the ordinance to add this
equity focus. It also proposes a clarification of job descriptions within the department to
2
reflect that advancing equity, rather than compliance monitoring and complaint
investigations, will be the primary focus of the department's work. We will still be the
location where members of underrepresented communities can reach out for support
and to file complaints of discrimination. Our department will arrange for complaint
mediation as needed by the Legal Department during the course of their investigations,
and our Commission will continue to handle public hearings for any cases that proceed
to that level. We will continue to offer workshops on bias interruption and equitable
decision making. The work we do with hate & bias incident response, with the
community police advisory panel, with department equity plans (which can include
changes at the program, policy, and practice levels inside the organization) and with
advocacy support for identified underrepresented communities (like the Pacific Islander
Health Project and the work to advocate for restoration of Medicaid for this segment of
our population) also will remain with us. Our department will be responsible for working
internally in the organization to conduct equity impact analyses on policy, practice, and
program decisions. Finally, while the Office of Shared Prosperity will be responsible for
coordinating the various projects included in the Equitable Poverty Reduction and
Prevention Plan (EPRPR), some of those projects may be assigned to be led by our
department if they center around groups historically discriminated against and protected
by civil rights laws. One example is the current work of the School Resource Officer
work group. This group was recommended as part of the EPRPP because it was
determined that racism was a key contributor to poverty. This more specialized work
with groups historically discriminated against and analyzing policies and practices that
may be perpetuating inequitable outcomes remains with our department and is distinct
from the general anti -poverty work of the Office of Shared Prosperity and Neighborhood
Support.
Discussion
Equity offices headed by a Chief Equity Officer are increasingly common in local
government, and often align with work promoted by the Government Alliance on Race
and Equity, of which the City of Dubuque is a member. The International City County
Management Association published two articles, one on October 2018 and another in
October 2020, describing the role of a Chief Equity Officer and the reasons a city should
have one, including that such a role:
• Ensures there is a staff member who can expressly focus on leading the charge on
equity and inclusion, addressing disparities, and closing gaps;
• Moves away from seeking answers externally and looks inward by performing
organizational analysis;
• Promotes and measures equity and inclusion in City operations and among
employees;
• Trains departments on using a race and equity toolkit and lens to review policies,
programs, and services;
• Reports annually on progress related to race and equity;
3
• Works closely with community — residents and community -based organizations — to
center data and voices of communities most impacted and to co -create solutions to
advance equity;
• Embeds equity -oriented practices in all that is done until race and ethnicity no longer
predict outcomes, while improving outcomes for all;
• Builds trust in the community and provides access for all residents;
• Pushes equitable service delivery forward;
• Addresses a lack of understanding of what equity and inclusion means in terms of
behavior, policy, and practice changes.
See Is it Time to Hire a Chief Equity Officer? October 4, 2018 https://icma.org/blog-
posts/it-time-hire-chief-equity-officer and A New Kind of CEO: The Role of the Chief
Equity Officer (and Other Equity Positions) October 1, 2020 https://icma.org/articles/pm-
magazine/new-kind-ceo-role-chief-equity-officer-and-other-equity-positions
Chief Equity Officers often head a department within the city organization. Names for
these departments vary, including the following: Office of Race and Equity; Office of
Equity and Inclusion; Office of Equity and Civil/Human Rights; Office of Social Equity
and Innovation; Office of Equity and Empowerment; Office of Equity and Engagement;
Office of Equity and Racial Justice; Office of Equity and Social Justice. See City
Mayors Society http://www.citymaVors.com/society/usa-city-equity-offices-list.html; City
of Fort Collins peer cities research at https://www.fcgov.com/council/files/equity-offices-
matrix final-11.23.pdf. Sometimes the heads of these offices have titles other than
Chief Equity Officer, though duties remain largely the same. Such titles often reflect the
department name, such as Chief of Race and Equity or Director of the Office of Equity
and Human Rights.
Shifting our department to one where equity is reflected in both the department title and
the job descriptions would involve shifting the focus away from resolving individual
complaints and conflicts in isolation and towards a focus on ways these individual
concerns illuminate group -based patterns. When working through intergroup conflict,
the focus would move away from a sole focus on individual bias and discrimination and
towards a focus on structural and institutional biases that are leading to inequitable
outcomes. There would be a heavy focus in all of this work on developing shared
understanding among individuals on the institutional and structural nature of inequity.
On September 13, 2021, the Human Rights Commission discussed this proposal,
included the proposed ordinance revisions, and all members in attendance voted in
favor of these proposed changes.
Recommendation
Given the information above, I recommend the following:
Changing the name of the department from Human Rights Department to Office of
Equity and Human Rights.
12
• Establishing the mission of the office as advancing equity by identifying and
addressing cultural, language, and structural barriers impacting underrepresented
communities.
• Clarifying that the office will provide the following services:
o Providing information and referral, including assistance with intake and filing
of civil rights complaints to be forwarded to the City Attorney's office for
investigation. Patterns from these complaints could help to inform equity
plans;
o Advocating for system -wide changes;
o Bridging cultural, language, and service gaps to overcome structural barriers;
o Supporting and providing assistance to community members from
underrepresented communities to foster full participation in economic, social,
and cultural life;
o Coordinating efforts with other departments and partner organizations to
engage underrepresented communities and advance equity;
o Provide guidance on the use of data to measure progress on defined goals
concerning social equity, race, and social justice;
o Assisting, developing, and coordinating with public or private organizations
that serve underrepresented groups.
• Staffing the department with the following three positions. The attached job
descriptions have been created in collaboration with Human Resources and
comparables have been reviewed in accord with Human Resources best practices,
though compensation comparators will be reviewed on an ongoing basis as jobs
become open for filling.
o Chief of Equity and Human Rights: This position serves as the head of the
office and reports directly to the City Manager. The primary responsibilities
involve collaborating with other departments and community members to
advocate for system wide changes, working to build the infrastructure to
ensure policy decisions are evaluated through an equity lens, and directing
implementation of the organizational equity plan. A draft job description is
attached.
o Equity and Human Rights Specialist: This position is essentially the
Organizational Equity Coordinator position updated to reflect some of the
duties that Collins Eboh is engaged with in practice. This position serves as
the vital connector between underrepresented populations for the purpose of
assisting the Chief of Equity and Human Rights in identifying priorities for the
organizational equity plan. An updated Organizational Equity Coordinator job
description with a title change is attached. Pay and benefits for this position
would remain unchanged.
o Human Rights Intake Specialist: This position serves as administrative
support for the Chief of Equity and Human Rights and the Equity & Human
Rights Specialist, and provides information and referral for the public
including receiving inquiries, providing information, discussing options, and
assisting in filing civil rights complaints. This position remains largely
unchanged from its current status.
• Maintaining civil rights enforcement as it currently stands in practice, with intake
responsibilities in the Office of Equity and Human Rights, investigation
responsibilities with the City Attorney's office, and outreach, education, and public
hearing responsibilities with the Commission.
• Revising Title 8 of the City of Dubuque Code of Ordinances to align with this
organizational structure regarding civil rights enforcement and advancing equity and
inclusion, as set forth in the attached draft.
• Vetting the clarification of roles and ordinance revisions with the Human Rights
Commission and potentially through a broader community engagement effort, and
making adjustments to the proposal as needed before moving forward.
Budget Impact
The budget impact related to this proposal includes the cost to print new business cards
($75), envelopes ($100), the cost to develop and print new brochures ($1500), and the
staff time to make adjustments to our online resources. We have sufficient funds in our
printing and binding line item for FY2022 to cover these costs.
Requested Action
The requested action is approval of these changes.
cc: Collins Eboh, Organizational Equity Coordinator
Crenna Brumwell, City Attorney
Randy Gehl, Public Information Officer
n
Prepared by: Crenna M. Brumwell, Esq. 300 Main Street Suite 330 Dubuque IA 52001 563 589-4381
ORDINANCE NO. 33-21
AMENDING CITY OF DUBUQUE CODE OF ORDINANCES TITLE 8 HUMAN RIGHTS
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF
DUBUQUE, IOWA:
Section 1. Title 8 of the City of Dubuque Code of Ordinances is amended to read
as follows:
TITLE 8
EQUITY AND HUMAN RIGHTS
CHAPTER 1
DEFINITIONS; GENERAL PROVISIONS
8-1-1: DEFINITIONS:
When used in this title, the following terms shall have the meanings ascribed herein
unless the context otherwise requires:
COMMISSION: The Dubuque equity and human rights commission created by
chapter 2 of this title.
CHAPTER 2
EQUITY AND HUMAN RIGHTS COMMISSION
8-2-1: COMMISSION CREATED:
There is hereby created the equity and human rights commission.
8-2-2: PURPOSE:
The purpose of the commission is to hold hearings, compel the production of evidence,
and determine the merits of complaints alleging unfair or discriminatory practices in
housing, employment, education, credit, or places of public accommodation; to
investigate and study the existence, character, causes, and extent of inequity and
discrimination and to attempt to eliminate inequity and discrimination by educating the
public and promoting equity and human rights in the community; and to take action in the
community to promote equitable and inclusive behavior and to eliminate discrimination
and advance equity based on age, race, creed, color, sex, national origin, religion,
ancestry, disability, marital status, familial status, sexual orientation, or gender identity.
8-2-13: POWERS:
The commission serves in an advisory capacity to the City Council and has the following
powers, duties, and responsibilities:
A. To investigate and study the existence, character, causes, and extent of
inequity and discrimination in public accommodations, employment,
apprenticeship programs, on the job training programs, vocational schools, other
educational institutions, and housing in the city and to attempt the elimination of
such inequity and discrimination through education, conciliation, and
recommended changes to policy and practice.
B. To hold hearings upon any complaint made against a person, an employer,
an employment agency, a labor organization, or the employees or members
thereof, to subpoena witnesses and compel their attendance at such hearings, to
administer oaths and take the testimony of any person under oath and to compel
such person, employer, employment agency, labor organization, or employees or
members thereof, to produce for examination any books and papers relating to any
matter involved in such complaint. The commission will issue subpoenas for
witnesses in the same manner and for the same purpose on behalf of the
respondent upon the respondent's request. Such hearings may be held by the
commission, by any commissioner, or by any hearing examiner appointed by the
commission. If a witness either fails or refuses to obey a subpoena issued by the
commission, the commission may petition the district court having jurisdiction for
issuance of a subpoena and the court must, in a proper case, issue the subpoena.
Refusal to obey such subpoena is subject to punishment for contempt.
C. To develop recommendations for actions to strengthen policies, practices,
services and programs that will, in the judgment of the commission, promote
equitable and inclusive behavior that tends to eliminate inequity and discrimination.
D. To prepare and transmit to the mayor and city council from time to time, but
not less often than once each year, reports describing its proceedings, hearings
conducted, and the outcome thereof, decisions rendered, and the other work
performed by the commission.
E. To make recommendations to the city council concerning advancing equity,
promoting inclusion, and addressing discrimination in order to improve quality of
life, livability and equity for all residents.
F. To cooperate, within the limits of any appropriations made for its operation,
with other agencies or organizations, both public and private, whose purposes are
consistent with those of this chapter, in the planning and conducting of programs
designed to advance equity or eliminate discrimination or cultural and intergroup
tensions.
G. To adopt, publish, amend, and rescind regulations consistent with and
necessary for the civil rights enforcement provisions of this chapter.
H. To receive, administer, dispense, and account for any restricted funds that
may be voluntarily contributed to the commission and any grants that may be
awarded the commission for furthering the purposes of this title. No disbursements
will be made of any restricted funds without authority from the city council.
Section 2. This ordinance shall take effect upon publication.
Passed, approved, and adopted this 4th day of October 2021.
t�
Roy D. B 01 Mayor
Attest:
Adrienne Breitfelder, City Clerk
EFFECT OF AMENDMENT
TITLE 8
EQUITY AND HUMAN RIGHTS
CHAPTER 1
DEFINITIONS; GENERAL PROVISIONS
8-1-1: DEFINITIONS:
When used in this title, the following terms shall have the meanings ascribed herein
unless the context otherwise requires:
COMMISSION: The Dubuque equity and human rights commission created by
chapter 2 of this title.
CHAPTER 2
EQUITY AND HUMAN RIGHTS COMMISSION
8-2-1: COMMISSION CREATED:
There is hereby created the equity and human rights commission.
8-2-2: PURPOSE:
The purpose of the commission is to hold hearings, compel the production of evidence,
and determine the merits of complaints alleging unfair or discriminatory practices in
housing, employment, education, credit, or places of public accommodation; to
investigate and study the existence, character, causes, and extent of inequity and
discrimination and to attempt to eliminate inequity and discrimination by educating the
public and promoting equity and human rights in the community; and to take action in the
community to promote equitable and inclusive behavior and to eliminate discrimination
and advance equity based on age, race, creed, color, sex, national origin, religion,
ancestry, disability, marital status, familial status, sexual orientation, or gender identity.
8-2-13: POWERS:
The commission serves in an advisory capacity to the City Council and has the following
powers, duties, and responsibilities:
A. To investigate and study the existence, character, causes, and extent of
inequity and discrimination in public accommodations, employment,
apprenticeship programs, on the job training programs, vocational schools, other
educational institutions, and housing in the city and to attempt the elimination of
such inequity and discrimination through education, conciliation, and
recommended changes to policy and practice
B. To hold hearings upon any complaint made against a person, an employer,
an employment agency, a labor organization, or the employees or members
thereof, to subpoena witnesses and compel their attendance at such hearings, to
administer oaths and take the testimony of any person under oath and to compel
such person, employer, employment agency, labor organization, or employees or
members thereof, to produce for examination any books and papers relating to any
matter involved in such complaint. The commission will issue subpoenas for
witnesses in the same manner and for the same purpose on behalf of the
respondent upon the respondent's request. Such hearings may be held by the
commission, by any commissioner, or by any hearing examiner appointed by the
commission. If a witness either fails or refuses to obey a subpoena issued by the
commission, the commission may petition the district court having jurisdiction for
issuance of a subpoena and the court must, in a proper case, issue the subpoena.
Refusal to obey such subpoena is subject to punishment for contempt.
C. To develop recommendations for actions to strengthen policies, practices,
services and programs that will, in the judgment of the commission, promote
equitable and inclusive behavior that tends to eliminate inequity and discrimination.
D. To prepare and transmit to the mayor and city council from time to time, but
not less often than once each year, reports describing its proceedings, , hearings
conducted, and the outcome thereof, decisions rendered, and the other work
performed by the commission.
E. To make recommendations to the city council concerning advancing equity,
promoting inclusion, and addressing discrimination in order to improve quality of
life, livability and equity for all residents.
F. To cooperate, within the limits of any appropriations made for its operation,
with other agencies or organizations, both public and private, whose purposes are
consistent with those of this chapter, in the planning and conducting of programs
designed to advance equity or eliminate discrimination or cultural and intergroup
tensions.
G. To adopt, publish, amend, and rescind regulations consistent with and
necessary for the civil rights enforcement provisions of this chapter.
H. To receive, administer, dispense, and account for any restricted funds that
may be voluntarily contributed to the commission and any grants that may be
awarded the commission for furthering the purposes of this title. No disbursements
will be made of any restricted funds without authority from the city council.
HUMAN RIGHTS INTAKE SPECIALIST
GENERAL SUMMARY OF DUTIES: The Human Rights Intake Specialist performs all civil rights
complaint intake activities for department, including gathering data and information regarding incoming
inquiries about filing discrimination cases, performing preliminary jurisdictional reviews, and assisting
with department case management; serves as office manager for Office of Equity and Human Rights,
including performing administrative, technical, public relations, clerical and related duties; and performs
other duties as assigned.
DISTINGUISHING FEATURES OF THE CLASS: Performs entry-level technical work in the intake and
filing of civil rights complaints or concerns. Assists in interviewing, advising and properly referring all
residents. Prepares detailed intake information. Assists in preparing documentation for complaints and
maintaining and analyzing intake information for systemic or patterned equity and human rights issues.
Answers requests for information and material from the public. May serve as a liaison with groups or
organizations. Assists with record maintenance and preparation of reports. Performs related duties as
required.
JOB DUTIES:
• Interview individuals inquiring about filing a civil rights charge.
• Collect related facts and advise individuals regarding their rights, applicability of discrimination
law and/or community resources to address concerns.
• Make initial determination regarding jurisdictional issues (statute of limitations, geographic,
subject matter).
• Refer individuals to appropriate agencies or individuals.
• Prepare complaint narrative and materials for clients; monthly and annual department activity
reports; and grant activity quarterly reports/vouchers and communications.
• Review narrative with client for accuracy and completeness.
• Track and record department activities.
• Monitor grant activities.
• Manage department office functions including processing payroll and purchase orders,
scheduling appointments and working closely with the Human Rights Commission chairperson
and the chair of assigned committees or task forces to prepare agenda and documentation for
meetings and training sessions.
• Schedule mediation sessions on civil rights complaints as requested by the City Attorney's office.
KNOWLEDGE, SKILLS AND ABILITIES:
• Law and Government - Knowledge of laws, legal codes, court procedures, precedents,
government regulations, executive orders, and agency rules. Knowledge of local, state and
federal laws, ordinances, regulations and guidelines relating to civil rights and equal opportunity.
• Customer and Personal Service - Knowledge of principles and processes for providing
customer services. This includes customer needs assessment, meeting quality standards for
services, and evaluation of customer satisfaction.
• Active Listening - Listening to others, not interrupting, and asking good questions.
• Reading Comprehension - Reading work -related information.
• Social Perceptiveness - Understanding people's reactions.
• Critical Thinking - Thinking about the pros and cons of different ways to solve a problem.
• Writing - Writing things for co-workers or customers.
• Complex Problem Solving - Noticing a problem and figuring out the best way to solve it.
• Judgment and Decision Making - Thinking about the pros and cons of different options and
picking the best one.
• Monitoring - Keeping track of how well people and/or groups are doing in order to make
improvements.
• Written Comprehension - Reading and understanding what is written.
• Oral Comprehension - Listening and understanding what people say.
• Written Expression - Communicating by writing.
• Problem Sensitivity - Noticing when problems happen.
• Inductive Reasoning - Making general rules or coming up with answers from lots of detailed
information.
• Oral Expression - Communicating by speaking.
• Deductive Reasoning - Using rules to solve problems.
• Speech Clarity - Speaking clearly.
• Information Ordering - Ordering or arranging things.
MINIMUM QUALIFICATIONS:
• Experience in office practices or management; and
• Graduation from an accredited college or university with an Associate's Degree in Social
Sciences, Paralegal Studies, or a closely related field; or
• Equivalent education and experience.
PREFERRED QUALIFICATIONS:
• Experience in civil rights complaint intake function and education.
RESIDENCY REQUIREMENT: Employee shall establish their principal place of residence within thirty
(30) miles of the corporate limits of the city of Dubuque as soon as practicable after appointment, but
within two years of appointment.
FLSA STATUS: Non -Exempt
The City of Dubuque is an equal opportunity employer. All applicants will receive consideration for
employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national
origin, disability or veteran status.
Reviewed and; revised 9/22/21
Equity and Human Rights Specialist
GENERAL SUMMARY OF DUTIES: Serve as the primary liaison between
underrepresented groups in the community and the City of Dubuque for purposes
of developing and implementing organizational equity plans; design or conduct
equity -related training and development programs to improve individual skills or
organizational performance; analyze organizational training needs or evaluate
training effectiveness; engage in skill building, facilitation, dialogue, and conflict
management towards the end goal of systems changes to improve equity; and
perform other duties as assigned.
DISTINGUISHING FEATURES OF THE CLASS: Work in this class involves
responsibility for serving as a liaison between underrepresented groups and the
City of Dubuque for purposes of developing and implementing organizational
equity plans; and requires individual initiative, the exercise of independent
judgment and is performed with considerable independence. The employee in this
position reports to the Chief of Equity and Human Rights and work is reviewed
through reports, conferences, and results achieved.
WORK ENVIRONMENT: Duties require working irregular hours and some
evenings, weekends, and holidays. Work is performed in a variety of settings
including offices, community meetings, businesses, classrooms, and homes in the
community. Frequent independent travel throughout the city is required.
JOB DUTIES:
• Serve as the liaison between underrepresented groups and the City of
Dubuque for developing and implementing organizational equity plans; and
to departments/key partners for policy adaptation.
• Assist departments and key community partners in analyzing and
developing solutions to structural and institutional barriers to social equity
while sustaining relationships with underrepresented groups; and in
engaging underrepresented groups to implement strategies for changing
systems and removing barriers.
• Model use of social equity strategies and race and equity tools to evaluate
programs, policies and practices with staff and key community partners.
• Develop programs and workshops advancing understanding of how
diversity, equity, and inclusion impact the experiences and outcomes of
community members in underrepresented groups.
• Mediate intergroup disputes involving underrepresented groups.
• Educate staff and community members on handling difficult conversations
and conflict within and across cultural communities.
• Develop and coordinate cultural brokers from amongst members of
underrepresented groups to facilitate engagement of residents in identifying
contributions, needs, and barriers impacting their communities.
• Lead teams implementing equity plan priorities.
• Develop, build and maintain relationships with community based
organizations engaged in work related to identified equity priorities.
• Identify collaboration and participation opportunities.
• Maintain and prepare program activity records and reports.
• Prepare annual and/or periodic reports and articles on the identification of
equity needs by underrepresented communities and on equity plan
implementation.
• Evaluate bias and discrimination trends.
• Raise awareness of equity issues and identify interventions.
• Explain regulations, policies, or procedures.
• Establish organizational guidelines or policies.
• Monitor organizational processes.
• Conduct surveys in organizations.
KNOWLEDGE, SKILLS AND ABILITIES:
• Administration and Management - Knowledge of business and management
principles involved in strategic planning, resource allocation, human resources
modeling, leadership technique, production methods, and coordination of
people and resources.
• Customer and Personal Service - Knowledge of principles and processes for
providing customer and personal services. This includes customer needs
assessment, meeting quality standards for services, and evaluation of
customer satisfaction.
• Organizational Systems and Structure Analysis — Knowledge of how
systemic and structural policies and procedures impact outcomes; and skill at
making recommendations to promote equitable and unbiased changes.
• Effective Communication Skills — Ability to communicate and mediate values
and conflicts using knowledge of communication styles and learning
techniques in a manner to promote understanding and useable information in
the promotion of diversity, equity and inclusion.
• Sociology and Anthropology - Knowledge of group behavior and dynamics,
societal trends and influences, human migrations, ethnicity, cultures and their
history and origins.
• Active Listening and Learning - Listening to others, not interrupting, and
asking good questions; and figuring out how to use new ideas or things.
• Critical Thinking and Complex Problem Solving — Noticing a problem,
thinking about the pros and cons, and picking the best options to solve a
problem.
• Social Perceptiveness and Monitoring - Understanding people's reactions;
and tracking how well others are doing in order to make improvements.
• Judgment and Decision Making - Noticing a problem and figuring out the best
way to solve it.
• Inductive and Deductive Reasoning - Making or using general rules or
coming up with answers from lots of detailed information to solve problems.
MINIMUM QUALIFICATIONS:
• At least one year of professional or volunteer experience in government,
community or educational programs related to equity and inclusion, and;
• Experience including work and interactions with underrepresented
populations, or;
• Equivalent education and experience.
• Possession of or ability to obtain and maintain a valid Iowa Driver's License
or, the ability to travel independently throughout the community.
PREFERRED QUALIFICATIONS:
• Bachelor's degree from an accredited college or university in Public
Administration, Political Science, Education, Sociology, Ethnic Studies,
Communication or a related field.
Related professional experience serving racially and ethnically diverse
populations.
Bilingual or multilingual fluency.
RESIDENCY REQUIREMENT: Employee shall establish their principal place of
residence within thirty (30) miles of their place of employment as soon as
practicable after appointment, but within two years of appointment.
FLSA (OVERTIME) STATUS: Exempt
The City of Dubuque is an equal opportunity employer. All applicants will receive
consideration for employment without regard to race, color, religion, age, sex,
sexual orientation, gender identity, national origin, disability or veteran status.
Revised 9/23/21 kd
Chief of Equity and Human Rights
GENERAL SUMMARY OF DUTIES: The goal of this position is to act as the official
representative on equity and inclusion to City departments, the City Manager's Office,
elected officials and the community. The Chief of Equity and Human Rights will lead the
development and implementation of equity and inclusion initiatives; manage an
organization -wide effort to advance equity in budgeting, community engagement and
high priority service delivery; collaborate with leadership and community stakeholders to
establish equity as a shared value across the organization and community; manage the
activities of the Office of Equity and Human Rights; and perform other duties as
assigned.
DISTINGUISHING FEATURES OF THE CLASS: Work in this class includes
responsibility for administrative work in directing the activities of the Office of Equity and
Human Rights. The employee in this class reports to the City Manager and serves as
the staff liaison to the Human Rights Commission. Work requires the exercise of
independent judgment and is performed with relative independence. Work is reviewed
by the City Manager through reports, conferences and results achieved.
WORK ENVIRONMENT: Duties include occasional irregular hours and working nights,
weekends and holidays. Work is performed in a variety of settings including offices,
community meetings, businesses, classrooms, and homes in the community. Frequent
independent travel throughout the city is required.
JOB DUTIES:
• Prepare agenda items for Human Rights Commission Meetings, and research
reports.
• Explain regulations, policies, or procedures.
• Negotiate agreements to resolve disputes; contracts with clients or service
providers.
• Establish organizational guidelines or policies.
• Monitor organizational processes.
• Train personnel on managerial topics related to advancement of equity and
inclusion.
• Confer with personnel to coordinate business operations surrounding equity and
inclusion.
• Conduct equity and inclusion surveys in organizations.
• Develop and advocate for organization performance indicators and progress
benchmarks to ensure accountability towards the following equity goals:
o equity within the City's workforce in collaboration with the Human
Resources Department; Again, to
o equity in grants, contracts and procurement;
o equity in delivery of City services and community engagement;
o equity across the community through collective impact partnerships.
• Develop business relationships; and in collaboration with City departments,
develop equity plans including outcomes, metrics and goals that ensure
accountability towards equitable delivery of City services; and report annually on
the implementation of those plans.
• Advise others on human resources topics regarding equity and inclusion.
• Coordinate with the Community Police Relations Committee and the Human
Rights Commission to solicit community input and recommendations for meeting
the City's goals of achieving equity; regulatory documentation activities; and
personnel recruitment activities.
• Negotiate contracts with clients or service providers.
• Lead the Equity Core Team to develop the overall equity strategy for the
organization.
• Provide strategic, operational and organizational leadership that:
o grows the capacity for intercultural competence, nurturance of diverse
populations and inclusive leadership;
o develops culturally specific and responsive policy and service delivery
models.
• Facilitate and support department training on equity, inclusion and intercultural
competence.
• Collect, analyze and present data measuring the City's progress on incorporating
equity and inclusion throughout the organization's activities.
• Facilitate discrimination complaints in collaboration with the City Attorney's office.
• Ensure the City's short and long term goals are fully reflective of and inspired by
a race and equity lens that reflects the City's equity identity.
• Advise/coach and hold departments accountable for using the equity impact tool
to identify issues of institutional and structural inequities, evaluating department
policies and procedures and providing training on operational izing equity.
• Conduct regular national best practices research and comparative analyses to
ensure the City's continued progress as a municipal leader in equity and
inclusion.
• Collaborate with the Office of Shared Prosperity and Neighborhood Support to
develop and monitor key performance indicators including a racial equity index.
• Confer with representatives of Federal, State and local agencies, elected officials
and underrepresented groups on equity, inclusion and human rights issues and
activities.
• Review legislative issues relating to human rights and equity, and attend
meetings of professional organizations.
• Evaluate internal and external complaint trends in collaboration with the Human
Resources Department and the City Attorney's office for indications of
institutional and systemic barriers.
Offer commissioner orientation and training.
Prepare departmental activities budgets.
Supervise employees and oversee recordkeeping activities.
KNOWLEDGE, SKILLS AND ABILITIES:
• Administration and Management - Knowledge of business and management
principles involved in strategic planning, resource allocation, human resources
modeling, leadership technique, production methods, and coordination of people and
resources.
• Law and Government - Knowledge of laws, legal codes, court procedures,
precedents, government regulations, executive orders, agency rules, and the
democratic political process.
• Customer Service and Collaboration - Knowledge of principles and processes for
providing customer services and collaborating with partners and leaders working
toward goals and achievements. This includes needs assessment, meeting quality
standards for services, and evaluation of outcomes and satisfaction.
• Organizational Systems and Structure Analysis — Knowledge of how systemic
and structural policies and procedures impact outcomes; and skill at making
recommendations to promote equitable and unbiased changes.
• Sociology and Anthropology - Knowledge of group behavior and dynamics,
societal trends and influences, human migrations, ethnicity, cultures and their history
and origins.
• Active Listening and Learning - Listening to others, not interrupting, and asking
good questions; and figuring out how to use new ideas or things.
• Effective Communication Skills — Ability to communicate and mediate values and
conflicts using knowledge of communication styles and learning techniques in a
manner to promote understanding and useable information in the promotion of
diversity, equity and inclusion.
• Critical Thinking and Complex Problem Solving — Noticing a problem, thinking
about the pros and cons, and picking the best options to solve a problem.
• Social Perceptiveness and Monitoring - Understanding people's reactions; and
tracking how well others are doing in order to make improvements.
• Judgment and Decision Making - Noticing a problem and figuring out the best way
to solve it.
• Inductive and Deductive Reasoning - Making or using general rules or coming up
with answers from lots of detailed information to solve problems.
MINIMUM QUALIFICATIONS:
• Bachelor's degree from an accredited college or university in Public
Administration, Political Science, Education, Sociology, Ethnic Studies,
Communication or a related field; and
• At least one year of professional experience in government, community or
educational programs related to equity and inclusion.
PREFERRED QUALIFICATIONS:
• Master's degree in Public or Business Administration, Political Science,
Education, Sociology, Ethnic Studies, Communications or related field.
• Additional years of related professional experience.
• Experience working in local government serving racially and ethnically diverse
populations in a majority white community.
• Bilingual or multilingual fluency.
RESIDENCY REQUIREMENT: Department Managers/Directors shall establish their
principle place of residence either within the corporate limits of the city of Dubuque or
within thirty (30) miles of the corporate limits of the city of Dubuque by the most direct
street, road or highway, as soon as practicable after appointment, but within two years
of appointment.
FLSA (OVERTIME) STATUS: Exempt
The City of Dubuque is an equal opportunity employer. All applicants will receive
consideration for employment without regard to race, color, religion, age, sex, sexual
orientation, gender identity, national origin, disability or veteran status.
Revised 9/23/21 kd
EQUITY H U MAN
RIGHTS
a n
Righ s
a culture Centered in Human R/9PA
0
rs
Lt
• Individual Rights
• Enforcement
• Representation
• Cultural Events
• Basic Needs
• Repair&
Restoration
• Equity Actions
• Advocacy
Human Rights Department 1999 — 2009 (civil rights focus)
Investigator
part-time until 2004
then full-time
Intake Specialist
Department Activities: Complaint Investigations, legal training, some cultural events
Multicultural Family Center opens: Takes on cultural events
One Ummah Consulting: Diversity and Inclusion recommendations
Human Rights Department 2009 - 2016 (diversity &inclusion focus)
Human Relations
Specialist
Training &
Workforce
Development
Coordinator
Community
Intake Specialist Engagement
Coordinator
Department Activities: Diversity and Inclusion focus; some anti -poverty work
Legal Department: Takes on Complaint Investigations
Government Alliance on Race & Equity; Inclusive Dubuque Equity Profile
Human Rights Department 2016 - 2019 (diversity, equity, and inclusion focus)
Equity Outreach
Coordinator
Intake Specialist
Strategic Workforce
Development
Coordinator
Community
Engagement
Coordinator
Department Activities: equity plans in departments; some anti -poverty work
Human Resources Department: takes on internal diversity and inclusion work
Human Rights Department 2019-2021 (equity focus)
Organizational
Equity
Coordinator
Intake Specialist
Community
Engagement
Coordinator
Department Activities: equity focus
Office of Shared Prosperity & Neighborhood Support created for anti -poverty work
Proposal: Office of Equity and Human Rights: 2021=
Equity & Human
Rights Specialist
Human Rights
Intake Specialist
Department Mission: advancing equity by identifying and addressing cultural, language, and structural barriers
impacting underrepresented communities.
Office ofEquity and Human Rights
• Learning & Behavior Change
• Equity Workshops
• Coaching
• Equity in City Operations
• Equity gap analyses
• Equity plans & projects
• Equity impact analyses
• DCPRC
• Bias Response
• Complaint intake
• Institutions Working
Together
• Dubuque College Access
Network
• Pacific Islander Health Project
• Projects through EPRPP
Thank you
•
STATE OF IOWA SS:
DUBUQUE COUNTY
CERTIFICATE OF PUBLICATION
I, Kathy Goetzinger, a Billing Clerk for Woodward
Communications, Inc., an Iowa corporation, publisher
of the Telegraph Herald, a newspaper of general
circulation published in the City of Dubuque, County
of Dubuque and State of Iowa; hereby certify that the
attached notice was published in said newspaper on the
following dates:
10/08/2021
and for which the charge is 85.71
Subscribed to b fore me, a Notary Pt4 c in and for
Dubuque County, Iowa,
this 8th day of October, 2021
Notary tj
is in and for Dubu e County, Iowa.
,✓ , JANET K. PAPE
_ Commission Number IHS59
Yy Comm. ExP. DEC 11, 2022
Ad text : OFFICIAL
PUBLICATION
ORDINANCE NO. 33-21
AMENDING CITY OF DUBUQUE CODE OF ORDINANCES TITLE 8 HUMAN
RIGHTS
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE
CITY OF DUBUQUE, IOWA:
Section 1. Title 8 of the City of Dubuque Code of Ordinances
is amended to read as follows:
TITLE 8
EQUITY AND HUMAN RIGHTS
CHAPTER 1
DEFINITIONS; GENERAL PROVISIONS
8-1-1: DEFINITIONS:
When used in this title, the following terms shall have the
meanings ascribed herein unless the context otherwise
requires:
COMMISSION: The Dubuque equity and human rights commission
created by chapter 2 of this title.
CHAPTER 2
EQUITY AND HUMAN RIGHTS COMMISSION
8-2-1: COMMISSION CREATED:
There is hereby created the equity and human rights
commission.
8-2-2: PURPOSE:
The purpose of the commission is to hold hearings, compel
the production of evidence, and determine the merits of
complaints alleging unfair or discriminatory practices in
housing, employment, education, credit, or places of public
accommodation; to investigate and study the existence,
character, causes, and extent of inequity and discrimination
and to attempt to eliminate inequity and discrimination by
educating the public and promoting equity and human rights in
the community; and to take action in the community to promote
equitable and inclusive behavior and to eliminate
discrimination and advance equity based on age, race, creed,
color, sex, national origin, religion, ancestry, disability,
marital status, familial status, sexual orientation, or gender
identity.
8-2-13: POWERS:
The commission serves in an advisory capacity to the City
Council and has the following powers, duties, and
responsibilities:
A."To investigate and study the existence, character,
causes, and extent of inequity and discrimination in public
accommodations, employment, apprenticeship programs, on the
job training programs, vocational schools, other educational
institutions, and housing in the city and to attempt the
elimination of such inequity and discrimination through
education, conciliation, and recommended changes to policy and
practice.
B."To hold hearings upon any complaint made against a
person, an employer, an employment agency, a labor
organization, or the employees or members thereof, to subpoena
witnesses and compel their attendance at such hearings, to
administer oaths and take the testimony of any person under
oath and to compel such person, employer, employment agency,
a
labor organization, or employees or members thereof, to
produce for examination any books and papers relating to any
matter involved in such complaint. The commission will issue
subpoenas for witnesses in the same manner and for the same
purpose on behalf of the respondent upon the respondent's
request. Such hearings may be held by the conunission, by any
commissioner, or by any hearing examiner appointed by the
commission. If a witness either fails or refuses to obey a
subpoena issued by the commission, the commission may petition
the district court having jurisdiction for issuance of a
subpoena and the court must, in a proper case, issue the
subpoena. Refusal to obey such subpoena is subject to
punishment for contempt.
C. "To develop recommendations for actions to strengthen
policies, practices, services and programs that will, in the
judgment of the commission, promote equitable and inclusive
behavior that tends to eliminate inequity and discrimination.
D."To prepare and transmit to the mayor and city council
from time to time, but not less often than once each year,
reports describing its proceedings, hearings conducted, and
the outcome thereof, decisions rendered, and the other work
performed by the commission.
E. "To make recommendations to the city council concerning
advancing equity, promoting inclusion, and addressing
discrimination in order to improve quality of life, livability
and equity for all residents.
F. "To cooperate, within the limits of any appropriations
made for its operation, with other agencies or organizations,
both public and private, whose purposes are consistent with
those of this chapter, in the planning and conducting of
programs designed to advance equity or eliminate
discrimination or cultural and intergroup tensions.
G. "To adopt, publish, amend, and rescind regulations
consistent with and necessary for the civil rights enforcement
provisions of this chapter.
H. "To receive, administer, dispense, and account for any
restricted funds that may be voluntarily contributed to the
commission and any grants that may be awarded the commission
for furthering the purposes of this title. No disbursements
will be made of any restricted funds without authority from
the city council.
Section 2. This ordinance shall take effect upon
publication.
Passed, approved, and adopted this 4th day of October, 2021.
/s/Roy D. Buol, Mayor
Attest: /s/Adrienne N. Breitfelder, City Clerk
Published officially in the Telegraph Herald newspaper on
the 8th day of October, 2021,
/s/Adrienne N. Breitfelder, City Clerk
It 10/08