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Hass Institute - Local and Regional Government Alliance on Race and EquityCopyright 2014 City of Dubuque ITEM# 10. ITEM TITLE: Hass Institute - Local and Regional Government Alliance on Race and Equity SUMMARY: City Manager recommending approval for the City of Dubuque to enter into a Memorandum of Agreement with the Haas Institute and to join the Local and Regional Government Alliance on Race and Equity. SUGGESTED DISPOSITION: Suggested Disposition: Receive and File; Approve ATTACHMENTS: Description ❑ Recommendation to Join Local and Regional Government Alliance on Race and Equity -MVM Memo ❑ Staff Memo ❑ Memorandum of Agreement ❑ Supporting Documentation Type City Manager Memo Staff Memo Supporting Docu en ation Supporting Documentation Masterpiece on the Mississippi TO: The Honorable Mayor and City Council Members FROM: Michael C. Van Milligen, City Manager Dubuque 2007 • 2012 • 2013 SUBJECT: Recommendation to Join Local and Regional Government Alliance on Race and Equity - Budget 10016100-62190 DATE: October 1, 2014 Human Rights Director Kelly Larson is recommending that the City of Dubuque join the Local and Regional Government Alliance on Race and Equity and enter into a Memorandum of Agreement with the Haas Institute. This partnership would provide Dubuque with tools and resources to support: 1) equitable delivery of City services, 2) the development of a community equity report with Inclusive Dubuque, and 3) the development of an equity and empowerment action plan in furtherance of our STAR community initiative. Much of the work in the civil rights arena in recent years has focused on individual bias or discrimination — negative behavior by an individual(s) towards another individual(s). Training in this arena has tended to focus on prejudice reduction and/or ways to become more intentional about uncovering one's own implicit biases. These efforts remain necessary, but they are insufficient standing alone to insure access and opportunity for all groups. These actions must be supplemented by efforts that focus on identifying policies, practices, procedures that have created patterns of disadvantage and exclusion for certain groups. When we do not focus on structures, we risk perpetuating patterns of lack of access to opportunities. We also risk findings of non- compliance with civil rights legislation, as happened on June 17, 2013, when HUD concluded that the City of Dubuque had applied policies and practices that had the effect of excluding African-Americans from participation in the Housing Choice Voucher Program. The potential for a civil rights violation could arise any time the City implements policies or practices that have the effect of negatively impacting a protected class group in a disproportionate way. One challenge we face as an organization is that we lack tools and processes to help us to detect potential negative impacts in a proactive way. In order to address the effects of our actions in the housing arena and prevent their reoccurrence in the delivery of City services generally, we need a better system in place as an organization that helps us identify ways of operating that are having a negative effect on any protected class group. In addition, many of the structures and systems that are impacting opportunities are interconnected and extend beyond government. Insuring access for all to economic opportunities, housing, education, or safety requires collaborative efforts throughout the community. Inclusive Dubuque has expressed interest in collaborating to create a community -wide equity report as a first step in identifying not only areas where demonstrable disparities exist, but also areas where there is sufficient opportunity to create an action plan towards reducing those disparities. Some of the work to gather background data is already underway through the STAR community indicators effort, the Analysis of Impediments to Fair Housing, and the institution of new policing software that includes an early intervention module. The goal of this partnership is to build Dubuque's capacity to implement tools that help determine whether any policies and practices are working better for some groups than others, even if that result is unintended, and to build skills in developing more effective and equitable alternatives. The effort would focus both internally, with City staff, and externally, with Inclusive Dubuque. The effort will use race as the "lead issue" to drive structural inclusion for all groups, including across gender, sexual orientation, ability, and age. The following are the steps for an implementation plan, though this is subject to revision based on community input: 1) The Human Rights Department will establish and facilitate two "equity teams." One will consist of City staff and will have a particular focus on housing and policing in accord with Council priorities. The second will consist of City staff and community leaders through Inclusive Dubuque and will have a particular focus of creating a community -wide equity report. 2) The Haas Institute will facilitate an orientation process with both equity teams and will meet with City leadership and Inclusive Dubuque Mission Partners. 3) The Haas Institute will conduct a train -the -trainer program with our Intercultural Ambassadors about the structural framework for equity. 4) The trained trainers will deliver workshops to all City staff and to interested Mission Partners. 5) The equity teams will engage the organization and community to gather data and to identify areas of focus based on demonstrable disparities and opportunities to address. 6) The Haas Institute will work with the equity teams to create an equity and empowerment action plan around identified areas. 2 The anticipated budget impact is $10,000 that is available in unspent travel funds in the City Manager's Office budget. I concur with the recommendation and respectfully request Mayor and City Council approval. Mic ael C. Van MiIligen MCVM:jh Attachment cc: Barry Lindahl, City Attorney Crenna Brumwell, Assistant City Attorney Cindy Steinhauser, Assistant City Manager Teri Goodmann, Assistant City Manager Kelly Larson, Human Rights Director Alvin Nash, Housing & Community Development Department Director Cori Burbach, Sustainable Community Coordinator Jessica Rose, Director of Strategic Initiatives, Community Foundation of Greater Dubuque 3 THE CITY OF DUB Masterpiece on the Mississippi TO: Michael C. Van Milligen, City Manager FROM: Kelly Larson, Human Rights Director DATE: September 29, 2014 RE: Recommendation to join Local and Regional Government Alliance on Race and Equity — Budget 10016100-62190 The purpose of this memorandum is to recommend that the City of Dubuque join the Local and Regional Government Alliance on Race and Equity (Alliance). This partnership would provide us with tools and resources to support: 1) equitable delivery of City services, 2) the development of a community equity report with Inclusive Dubuque, and 3) the development of an equity and empowerment action plan in furtherance of our STAR community initiative. Background Much of the work in the civil rights arena in recent years has focused on individual bias or discrimination — negative behavior by an individual(s) towards another individual(s). Training in this arena has tended to focus on prejudice reduction and/or ways to become more intentional about uncovering one's own implicit biases. These efforts remain necessary, but they are insufficient standing alone to insure access and opportunity for all groups. These actions must be supplemented by efforts that focus on identifying policies, practices, procedures that have created patterns of disadvantage and exclusion for certain groups. When we do not focus on structures, we risk perpetuating patterns of lack of access to opportunities. We also risk findings of non- compliance with civil rights legislation, as happened on June 17, 2013, when HUD concluded that the City of Dubuque had applied policies and practices that had the effect of excluding African-Americans from participation in the Housing Choice Voucher Program. The potential for a civil rights violation could arise any time the City implements policies or practices that have the effect of negatively impacting a protected class group in a disproportionate way. One challenge we face as an organization is that we lack tools and processes to help us to detect potential negative impacts in a proactive way. In order to address the effects of our actions in the housing arena and prevent their reoccurrence in the delivery of City services generally, we need a better system in place as an organization that helps us identify ways of operating that, intentionally or not, are inadvertently having a negative effect on any protected class group. In addition, many of the structures and systems that are impacting opportunities are interconnected and extend beyond government. Insuring access for all to economic opportunities, housing, education, or safety requires collaborative efforts throughout the community. Inclusive Dubuque has expressed interest in collaborating to create a community -wide equity report as a first step in identifying not only areas where demonstrable disparities exist, but also areas where there is sufficient community will and resources to create an action plan towards reducing those disparities. Some of the work to gather background data is already underway through the STAR community indicators effort, the Analysis of Impediments to Fair Housing, and the institution of new policing software that includes an early intervention module. Discussion The goal of this partnership is to build our capacity to implement tools that help us to determine whether any of our policies and practices are working better for some groups than others, even if that result is unintended, and to build our skill in developing more effective and equitable alternatives. The effort would focus both internally, with City staff, and externally, with Inclusive Dubuque. The effort will use race as the "lead issue" to drive structural inclusion for all groups, including across gender, sexual orientation, ability, and age. I suggest the following steps for an implementation plan, though this is subject to revision based on input from others: 1) The Human Rights Department will establish and facilitate two "equity teams." One will consist of City staff and will have a particular focus on housing and policing in accord with Council priorities. The second will consist of City staff and community leaders through Inclusive Dubuque and will have a particular focus of creating a community -wide equity report. 2) The Haas Institute will facilitate an orientation process with both equity teams and will meet with City leadership and Inclusive Dubuque Mission Partners. 3) The Haas Institute will conduct a train -the -trainer program with our Intercultural Ambassadors about the structural framework for equity. 4) The trained trainers will deliver workshops to all City staff and to interested Mission Partners. 5) The equity teams will engage the organization and community to gather data and to identify areas of focus based on demonstrable disparities and opportunities to address. 6) The Haas Institute will work with the equity teams to create an equity and empowerment action plan around identified areas. Recommendation The recommended action is that we enter into the attached Memorandum of Agreement with the Haas Institute and join the Alliance. 2 Budget Impact The anticipated budget impact is $10,000. I have spoken with Budget Director Jenny Larson and she has identified sufficient unspent travel funds in the City Manager's Travel and Education budget, 10016100-62190, to cover the cost. Requested Action The requested action is that you approve entering into a Memorandum of Agreement with the Haas Institute. cc: Crenna Brumwell Cori Burbach Mark Dalsing Jenny Larson Alvin Nash MEMORANDUM OF AGREEMENT BETWEEN THE GOVERNMENT ALLIANCE ON RACE AND EQUITY AND THE CITY OF DUBUQUE IOWA This agreement is made on this 6'h day of October 2014, between the Government Alliance on Race and Equity ("Alliance") and the City of Dubuque, IA for participation in the first cohort of the "Alliance." SCOPE OF AGREEMENT: The City of Dubuque, working in collaboration with a cross -sector group called Inclusive Dubuque, will: • Designate a primary point of contact for implementation of this agreement. • Designate an Equity Team for the City of Dubuque, including a leading decision maker and representatives from City departments that will be inclusive of both leadership and staff. The Equity Team will use race as the "lead issue" to drive equity for all groups. • Designate an Equity Team for Inclusive Dubuque, including a leading decision maker and representatives from Mission Partner organizations that will be inclusive of both leadership and staff. The Equity Team will use race as the "lead issue" to drive equity for all groups. • These Teams will assist with creation of an initial Community Equity Report and with the development and implementation of a Community Equity and Empowerment Plan. • Participate in an assessment of current efforts to eliminate racial inequity and share best practices and lessons learned with other jurisdictions. • Participate in the development and implementation of a Racial Equity Scorecard that will track progress across cohort jurisdictions. • Send at least two participants to cohort convenings and pay associated travel costs. Attendance will be subject to necessary budget allocations and funding availability. The Alliance will provide the following for all jurisdictions participating in the cohort: • Best, promising and next practices from cohort jurisdictions from across the country. Practices will include racial equity tools, racial equity training curriculum, model policies, and surveys. • Regional and national convenings that provide cross -cohort learning opportunities, including peer-to-peer exchanges, as well as technical assistance from academic and advocacy experts. • Technical assistance on cross -jurisdictional priority areas, such as education, living wage jobs, criminal justice, health, equitable development, public infrastructure, etc. • On-going communication via conference calls, a website and e-mail newsletter. In addition, the AIiiance will provide inctividualjurisdiction support to the City of Dubuque ancl its partner, InclusiveDubuque. • Technical assistance on the cleveloprnent ofa 2015-2016 Equity and Empowerment Action Plan. The PIan will identify twa to four focus areas that are specific and pragmatic. Assistance will include facilitation ofa haif- dayvvnrkuhopvvithkuyiouders,developmuuotuymdruftplan,aud(acUihubnn ofa haif-day workshop that will help guide successful irnplementation. • Curriculum development and implementation of equity training for City staff aodpactoecruuiogroceustbaleod(uuue'iududiugde\iverynfo"train'tbe' traiuecs''wmdmhop[orumployeeovvbovvU\ieudtroiuiuBforutborCityutaff and partners. • A workshop on use of an Equity Toolkit, using race as the lead issue, during the budget process. • A haif-day workshop for the Dubuque Equity Teams and key Ieadarship ort communicating about racial equity and motivating structurat change. Attention will be paid to iclentifying roadblocks and barriers and developing strategies for acldressing these chal]enges. Follow-up one-on-one caching, as needed. DURATION AND TERMS OF AGREEMENT The agreement period will commence on October 6, 2014 and extend to October 5, 2015 unless extended by the parties in writing. Any party may terminate this agreernent upon sixty (60) days not written notice to the other parties. City will only be liable for payment under the provisions of this agreement for services rendered before the effective date u[termination. COMPENSATION AND Based on the scope ofwork described above,the City ofDubuque's costs will be $10,000. This is inclusive ofof$5,000 for base membership in the Ailiance and an additional $5,000 for technical assistance and training for developrnent ofan Equity and Empowerment Action Plan, development of a training curriculum for Dubuque and facilitation of a "train -the -trainers" session, and workshops on use of an Equity Toolkit and communicating about racial equity. Payment should be made to the Government Alliance on Race and Equity (Fiscal sponsor Center for Ethical Leadership). POINTS OF CONTACT: The points of contact for this agreement are as follows: Julie Nelson, Senior Fellow with the Haas Institute for a Fair and Inclusive Society Univers ity of California, Berkeley (206) 816-5104 inheue{oonhZohgnu\icvm Fiscal sppnsor—CenLer[hrGthicu Leadership / Steve Stapleton, 1401 E Jefferson St #505, Seattle, WA 98122 leade_r_thip orz, (206) 328-3020 Kelly Larson, Fluman Rights Director City o[Dubuque (563)589-4190 zn000`clrynNub0Liuemg 1300 Main Street, Dubuque, IA 52001 The parties have caused this agreement to be duly executed as of the date first mentioned above ' Julie elson, Lu40nd Regional Govel nment Alliance on Race & Equity ~.' Stapleton �oeneucap�ton Center for Ethical Leadership Michael C. VamMNigen, _AL? /fY Date Page 1 of 4 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RAC E U1TY HOME ABOUT CONVENING ON RACIAL EQUITY GET INVOLVED LESSONS TO GUIDE THIS PROJECT Analysis: Jurisdictions must use a racial equity framework that clearly articulates a vision for racial equity and the differences between individual, institutional and structural racism, as well as implicit and explicit bias. Tools: Racial inequities are not random; they have been created and sustained by government and other institutions over a long period of time. Inequities will not disappear on their own. Tools must be used to change the policies, programs and practices that are perpetuating inequities. Capacity: Jurisdictions need to be committed to the breadth and depth of institutional transformation so that impacts are sustainable. While the leadership of electeds and top officials is critical, changes take place on the ground, and infrastructure that creates racial equity experts and teams throughout the institution is necessary. http://www.racialequityalliance.org/faq/ 9/30/2014 Page 2 of 4 Data and metrics: Measurement must take place at two levels — first, to measure the success of specific programmatic and policy changes, and second, to develop baselines, set goals and measure progress towards goals. Use of data in this manner is necessary for accountability. Partnering: The work of local and regional government on racial equity is necessary, but it is not sufficient. To achieve racial equity, government must be working in partnership with community and other institutions to achieve meaningful results. Urgency: While there is often a belief that change is hard and takes time, we have seen repeatedly, that when change is a priority and urgency is felt, change can take place quickly. Collectively, we must create greater urgency and public will to achieve racial equity. KEY QUESTION 111. WHY GOVERNMENT? From the inception of our country, government at the local, regional, state and federal level has played a role in creating and maintaining racial inequity. Despite progress in addressing explicit discrimination, racial inequities continue to be deep, pervasive and persistent across the country. Racial inequities exist across all indicators for success, including in education, criminal justice, jobs, housing, public infrastructure and health, regardless of region. Many current inequities are sustained by historical legacies and structures and systems that repeat patterns of exclusion. Consider how schools are funded and the relationship of racial and economic segregation in housing. Systems and structures create and perpetuate resource and opportunity gaps that show up as achievement gaps. Clearly, we have not achieved a "post - racial" society, and although there is a strong relationship between race and class, simply talking about class is not enough. Taking a "color-blind" approach simply allows racial inequities to continue. Explicitly addressing racial inequities while maintaining a class-conscious approach will maximize impacts on both racial and income inequities. Local and regional government has the ability to implement policy change at multiple levels and across multiple sectors to drive larger systemic change. For example, many local jurisdictions have worked to reduce recidivism and racial inequity by implementing "ban the box" legislation for use of criminal http://www.racialequityalliance.org/faq/ 9/30/2014 Page 3 of 4 background checks in employment decisions. This has led to adoption of this policy by the state of Minnesota, and as a result, a major corporation, Target, changed their policy not only at the state level, but nationally. It is important to note that to achieve long-term impact, changes must be sustainable. Working for racial equity at the local and regional level can allow for meaningful education with community and other institutions that will ensure sustainability. KEY QUESTION #2. HOW CAN WORKING FOR RACIAL EQUITY BENEFIT EVERYONE? Developing a network of government focusing on racial equity is critically important to getting to different outcomes in our communities. The goal must be beyond closing the gap; we must establish appropriate benchmarks that lift up all populations while paying close attention to those often excluded. Implementing strategies to "close the gaps" from this perspective has been called "targeted universalism," meaning improvements for all groups. Advancing equity moves us beyond just focusing on disparities. Deeply racialized systems are costly and depress outcomes and life chances for all groups. For instance: Although there are a disproportionate number of youth of color who do not graduate from high school, there are many white students as well. We have seen strategies that work for youth of color also work better for white youth, a truly systemic approach. Disproportionalities in the criminal justice system are devastating for communities of color, most specifically African-American men, but are financially destructive and unsustainable for all of us. Dramatically reducing incarceration and recidivism rates and re -investing funds in education can work to our collective benefit. When voting was/is constrained for black and brown voters, low-income white voters are also likely to be excluded. During the period of poll taxes and literacy tests, more eligible whites were prohibited from voting than blacks. The goal is not to just eliminate the gap between whites and people of color, but to increase the success for all groups. Targeted universalism develops goals and outcomes that will result in improvements for all groups, but the strategies are targeted based on the needs of a particular group. Systems that are failing communities of color, are actually failing all of us. http://www.racialequityalliance.org/faq/ 9/30/2014 Page 4 of 4 Targeted universalism will increase our collective success and be cost effective. KEY QUESTION #3. WHY LEAD WITH RACE? The Alliance leads with race, with the recognition that other groups of people are still marginalized, including based on gender, sexual orientation, ability and age, to name but a few. Focusing on racial equity provides the opportunity to introduce a framework, tools and resources that can also be applied to other areas of marginalization. This is important because: To have maximum impact, focus and specificity are necessary. Strategies to achieve racial equity differ from those to achieve equity in other areas. "One -size -fits all" strategies are rarely successful. A racial equity framework that is dear about the differences between individual, institutional and structural racism, as well as the history and current reality of inequities, has applications for other marginalized groups. Race can be an issue that keeps other marginalized communities from effectively coming together. An approach that recognizes the inter -connected ways in which marginalization takes place will help to achieve greater unity across communities. It is critical to address all areas of marginalization, and an institutional approach is necessary across the board. As local and regional government deepens its ability to eliminate racial inequity, it will be better equipped to transform systems and institutions impacting other marginalized groups. POWERED BY SQUARESPACE httnJ/www.racialeauitvalliance.orn/faa/ 9/30/2014 Page 1 of 3 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE EQUITY HOME ABOUT CONVENING ON RACIAL EQUITY GET INVOLVED This project is taking place under the leadership of john Powell, Director of the Haas Institute fora Fair and Inclusive Society (H I FIS) at UC Berkeley, and Julie Nelson, H I FIS Program Director of the H FIS Government Alliance on Race and Equity. Our infrastructure is designed to be: Guided by the expertise of practitioners in the field — our steering committee is made up of representatives from our cohort jurisdictions leading the field of practice. <!--[endif--->Make use of the expertise in academia and advocacy organizations — our Technical Assistance and Advisory Committee is made up of those leading racial equity research and practice at the national level. Support the establishment of regional networks — working together within and across regions will help to build a national movement http://www.racialequityalliance.org/project/ 9/30/2014 Page 2 of 3 Partner with other organizations serving government, including elected officials and government staff — working together with established organizations will help to grow and expand our influence. Nelson is the former director of the Seattle Office for Civil Rights and an architect of the city's Race and Social Justice Initiative, and has consulted with numerous jurisdictions on implementing racial equity strategies and initiatives in government. Nelson was also a founder of the northwest region Governing for Racial Equity Conference. Seattle's Race and Social Justice Initiative, was the first initiative of it's kind in local government to focus explicitly on institutional racism. As part of the Initiative, a racial equity analysis is applied to all City budget decisions, educational training is provided for all 10,000 City Employees, and hundreds of policy and practice changes have been made to further racial equity. The Haas Institute for a Fair and Inclusive Society at UC Berkeley brings together researchers, community stakeholders, policymakers and communicators to identify and challenge the barriers to an inclusive, just and sustainable society and create transformative change. The Institute serves as a national hub of a vibrant network of researchers. The Haas Institute advances research and policy related to marginalized people while essentially touching all who benefit from a truly diverse, fair and inclusive society. The Haas Institute draws upon Berkeley's considerable multidisciplinary research excellence and history of engaged scholarship. Organized into seven research clusters, the Institute involves more than 100 researchers across the University of California system, including those areas where the Alliance is focusing governmental efforts. Using cutting-edge research to inform the development and implementation of equitable public policy is a cornerstone of the Alliance. POWERED BY SQUARESPACE httn://www.raci al eauitvall i ance.org/nroi ect/ 9/30/2014 Page 1 of 2 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE & EQUITY HOME ABOUT CONVENING ON RACIAL EQUITY GET INVOLVED The Alliance is supporting a cohort ofjurisdictions that are at the forefront of local and regional governments' work on racial equity. These arejurisdictions where: • government has made a commitment to equity via resolution or ordinance and use of racial equity tools • there is elected official support, as well as leadership amongst departments, and expertise within front-line staff stakeholders and partners are involved and supportive Each Cohort jurisdiction serves on the Steering Committee for the Alliance, providing strategic direction and prioritization of jurisdictional issues and needs. Current Alliance Cohort members include: Minneapolis, MN http://www.racialequityalliance.org/cohort 9/30/2014 Page 2 of 2 St Paul, MN Seattle, WA Tacoma, WA Portland, OR Multnomah County, OR Madison, WI Additional jurisdictions are being added on a rolling basis. For more information about how to become a part of the cohort, contact Julie Nelson. POWERED BY SQUARESPACE httn://www.raci al eauitval l i ance. org/cohort 9/30/2014 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE & EQUITY HOME ABOUT CONVENING ON RACIAL EQUITY GET INVOLVED The Government Alliance on Race and Equity is a national network of government working to achieve racial equity and advance opportunities for all. When government takes the following actions, significant leverage and expansion opportunities emerge, setting the stage for the achievement of racial equity in our communities. • Makes a commitment to achieving racial equity • Focuses on the power and influence of their own institutions, and • Works in partnership with others Page 1 of 2 http://www.racialequityalliance.org/ 9/30/2014 Cohorts. WE SUPPORT A COHORT OF JURISDICTIONS THAT ARE AT THE FOREFRONT OF WORK TO ACHIEVE RACIAL EQUITY. A few jurisdictions have already done substantive work and are poised to be a model for others. Supporting a targeted cohort ofjurisdictions and providing best practices, tools and resources is helping to build and sustain current efforts and build a national movement for racial equity. Pathways. WE DEVELOP A "PATHWAY FOR ENTRY" INTO RACIAL EQUITY WORK FOR NEW JURISDICTION FROM ACROSS THE COUNTRY. Many jurisdictions lack the leadership and/or infrastructure to address issues of racial inequity. Using the learning and resources from the cohort creates pathways for increased engagement and expansion of the Alliance. Networks. WE SUPPORT AND BUILD LOCAL AND REGIONAL COLLABORATIONS THAT ARE BROADLY S INCLUSIVE AND FOCUSED ON ACHIEVING RACIAL EQUITY. To eliminate racial inequities in our communities, developing a "collective impact" approach firmly grounded in inclusion and equity is necessary. Government can play a key role in collaborations for achieving racial equity, centering community and leveraging institutional partnerships. POWERED BY SQUARESPACE http://www.racialequityalliance.org/ Page 2 of 2 9/30/2014 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON ACE & EQUITY The Responsibility and Opportunity for Local and regional Government Scoping Paper — March 4, 2014 I. OBJECTIVE This scoping paper outlines the need and opportunity for a Local and Regional Government Alliance on Race and Equity, a national network of government addressing racial equity. Because local and regional government is uniquely positioned to lead work on race and equity, but is in critical need of tools and resources, a national network would provide significant leverage and expansion opportunities. While the focus and portal will be racial equity, the goal is structural equity for all marginalized groups. Race will be used as the "lead issue" to drive to structural inclusion and equity for all groups including across gender, sexual orientation, ability and age. II. THE L OF LOCAL I NAL GOVERNMENT From the inception of our country, government at the local, regional, state and federal level has played a role in creating and maintaining racial inequity. Despite progress in addressing explicit discrimination, racial inequities continue to be deep, pervasive and persistent across the country. Racial inequities exist across all indicators for success, including in education, criminal justice, jobs, housing, public infrastructure and health, regardless of region. Many current inequities are sustained by historical legacies and structures and systems that repeat patterns of exclusion. Consider how schools are funded and the relationship of racial and economic segregation in housing. Systems and structures create and perpetuate resource and opportunity gaps that show up as achievement gaps. Clearly, we have not achieved a "post -racial" society, and although there is a strong relationship between race and class, simply talking about class is not enough. Taking a "color-blind" approach simply allows racial inequities to continue. Explicitly addressing racial inequities while maintaining a class-conscious approach will maximize impacts on both racial and income inequities. Local and regional government has the ability to implement policy change at multiple levels and across multiple sectors to drive larger systemic change. For example, many local jurisdictions have worked to reduce recidivism and racial inequity by implementing "ban the box" legislation for use of criminal background checks in employment decisions. This has led to adoption of this policy by the state of Minnesota, and as a result, a major corporation, Target, changed their policy not only at the state level, but nationally. LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EUITY Page 1 It is important to note that to achieve long-term impact, changes must be sustainable. Working for racial equity at the local and regional level can allow for meaningful education with community and other institutions that will ensure sustainability. While much of this work has taken place at the city level, there are examples at the suburban, county and regional level as well. The network will also work at the regional level so as to leverage and expand impact. In the last few years, several jurisdictions have taken up the challenge of confronting racial inequity. The City of Seattle Race and Social Justice Initiative (RSJI) provides a model that is effectively and proactively achieving results. Focusing on eliminating institutional and structural barriers, RSJI has trained 10,000 city employees, created racial equity teams in every city department, and provided tools to identify and eliminate institutional racism throughout local government. Numerous and significant changes have been made to policies and programs. Together with other institutions and community-based organizations, the city is leading efforts to eliminate race -based inequities in the community. Following multiple convenings of city employees on race and equity, in 2012 RSJI convened a Governing for Racial Equity Conference. Although intended to be a regional conference, the demand was high with over 500 elected officials and government staff attending from across the country, from Portland, Oregon to Portland, Maine and twenty states in-between. The conference included keynote addresses by john powell, Van Jones and Connie Rice, along with over 30 workshops that focused on topics such as Racial Equity Tools, Communicating about Race, Inclusive Outreach and Public Engagement, and Best Practices in Policy Changes for Racial Equity. National organizations such as the Applied Research Center, the Opportunity Agenda and Western States Center supplemented local expertise. The conference demonstrated that local and regional government across the country is in need of assistance in in eight critical areas: 1. Clear definitions and an analytic framework 2. Strategies that include both policies and programs with measurable goals and outcomes 3. Data that provides baseline information and mechanisms for tracking progress over time 4. Training curriculum and implementation tactics 5. Infrastructure that creates racial equity experts and teams throughout the breadth and depth of local government 6. Racial equity tools to strengthen budget, policies, practices and programs, as well as tools that strengthen outreach and engagement processes 7. Models for partnering across jurisdictions and with community and other institutions (philanthropy, academia, labor, business and faith) 8. Resources to support research and technical assistance Page 2 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY Ill. THE OPPORTUNITY FOR GOVERNMENT Local and regional government is uniquely positioned to lead work on race and equity, but is in critical need of tools and resources. A national network of government working on racial equity would support the eight critical areas referenced above. This network requires a multi -layered approach for maximum impact: 1. Support a specific set of local and regional governments that are at the forefront of work to eliminate racial inequities. A few jurisdictions have already done substantive work and are poised to be a model for others. Supporting a targeted cadre of local and regional jurisdictions and providing best practices, tools and resources for the eight critical areas described above will help build and sustain their current efforts. In addition to this shared learning approach, on-site technical assistance and training would deepen local and regional expertise. 2. Develop a "pathway for entry" into racial equity work for local and regional government from across the country. Many jurisdictions lack the leadership and/or infrastructure to address issues of racial inequity. Using lessons learned from the cohort of selected local and regional jurisdictions will set the stage for engagement of other jurisdictions and expansion of the national network. 3. Build local and regional collaborations that are inclusive of community based organizations, government, academia, philanthropy, labor, business, faith -communities and other institutions. To eliminate racial inequities in our communities, developing a "collective impact" approach firmly grounded in inclusion and equity is necessary. Local and regional government can play a leadership role in creating backbone collaborations for achieving racial equity, centering community and leveraging institutional partnerships. Increasing our collective success Developing a network of local and regional government focusing on racial equity is critically important to getting to different outcomes in our communities. The goal must be beyond closing the gap; we must establish appropriate benchmarks that lift up all populations while paying close attention to those often excluded. Implementing strategies to "close the gaps" from this perspective has been called "targeted universalism," meaning improvements for all groups. Advancing equity moves us beyond just focusing on disparities. Deeply racialized systems are costly and depress outcomes and life chances for all groups. For instance: Although there are a disproportionate number of youth of color who do not graduate from high school, there are many white students as well. We have seen strategies that work for youth of color also work better for white youth, a truly systemic approach. ® Disproportionalities in the criminal justice system are devastating for communities of color, most specifically African-American men, but are financially destructive and unsustainable for all of us. Dramatically reducing incarceration and recidivism rates and re -investing funds in education can work to our collective benefit. LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY ! Page 3 ® When voting was/is constrained for black and brown voters, low-income white voters are also likely to be excluded. During the period of poll taxes and literacy tests, more eligible whites were prohibited from voting than blacks. The goal is not to just eliminate the gap between whites and people of color, but to increase the success for all groups. Targeted universalism develops goals and outcomes that will result in improvements for all groups, but the strategies are targeted based on the needs of a particular group. Systems that are failing communities of color, are actually failing all of us. Targeted universalism will increase our collective success and be cost effective. Leading with race Focusing on race provides an opportunity to also address other ways in which groups of people are marginalized, including based on gender, sexual orientation, ability and age, to name but a few. An alliance of local and regional government focusing on racial equity provides the opportunity to introduce a framework, tools and resources that can also be applied to other areas of marginalization. This is important because: ® To have maximum impact, focus and specificity are necessary. Strategies to achieve racial equity differ from those to achieve equity in other areas. "One -size -fits all" strategies are rarely successful. ® A racial equity framework that is clear about the differences between individual, institutional and structural marginalization, as well as the history and current reality of inequities, has applications for other marginalized groups. ® Race can be an issue that keeps other marginalized communities from effectively coming together. An approach that recognizes the inter -connected ways in which marginalization takes place will help to achieve greater unity across communities. It is critical to address all areas of marginalization, and an institutional approach is necessary across the board. As local and regional government deepens its ability to eliminate racial inequity, it will be better equipped to transform systems and institutions impacting other marginalized groups. Using lessons learned Key lessons have been learned that will guide this project: Analysis: Jurisdictions must use a racial equity framework that clearly articulates the differences between individual, institutional and structural racism, as well as implicit and explicit bias. • Capacity: Jurisdictions need to be committed to the breadth and depth of institutional transformation so that impacts are sustainable. While the leadership of electeds and top officials is critical, changes take place on the ground, and infrastructure that creates racial equity experts and teams throughout local and regional government is necessary. • Tools: Racial inequities are not random; they have been created and sustained over time. Inequities will not disappear on their own. Tools must be used to change the policies, programs and practices that are perpetuating inequities. Page 4 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY • Data and metrics: Measurement must take place at two levels — first, to measure the success of specific programmatic and policy changes, and second, to develop baselines, set goals and measure progress towards goals. Use of data in this manner is necessary for accountability. • Partnering: The work of local and regional government on racial equity is necessary, but it is not sufficient. To achieve racial equity in the community, local and regional government must be working in partnership with community and other institutions to achieve meaningful results. • Urgency: While there is often a belief that change is hard and takes time, we have seen repeatedly, that when change is a priority and urgency is felt, change is embraced and can take place quickly. Collectively, we must create greater urgency and public will to achieve racial equity. IV. SCOPING During 2014, a needs assessment and scoping process will take place under the leadership of john powell, Director of the Haas Institute for a Fair and Inclusive Society at UC Berkeley, and Julie Nelson, Haas Institute Senior Fellow. Nelson is the former director of the Seattle Office for Civil Rights and an architect of the city's Race and Social Justice Initiative, and has consulted with numerous jurisdictions on implementing racial equity strategies and initiatives in government. Several commitments have been secured and dialogue has been initiated with potential partnering entities: • The Northwest Areas Foundation, Loom Foundation and the Haas Institute have made financial commitments. Additional funding is being sought for the scoping phase. • Initial dialogue with potential collaborators (existing associations of local government) include: "Local Progress," a coalition of progressive elected officials; the U.S. Conference of Mayor's Coalition of Cities Against Racism and Discrimination; the International Association of Official Human Rights Agencies, and the Governing for Racial Equity Network, a NW regional network. • Potential local government participants for the scoping phase are being identified and reviewed. An initial cohort will be selected with additional jurisdictions joining on a rolling basis. • Academic and advocacy partners will include experts at the national, regional and local levels. A "Technical Assistance Leadership Team" is being identified that will include philanthropic, academic and non-profit experts, along with supplemental partners based on the needs of the participating jurisdictions. Implementation of this scoping phase will lay the groundwork for a full proposal to be launched in 2015. Scoping objectives Key objectives to be met during the scoping phase are as follows: ✓ Conduct a baseline assessment of work being done by local and regional government to eliminate racial inequities. LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY ! Page 5 • The assessment will help to inform selection of local and regional jurisdictions, identify the best tools to help further the work, and identify the best mechanisms for delivery of assistance. • The assessment will also help to inform the launching of the official network in 2015. ✓ Support a cohort of jurisdictions that are at the forefront of work to eliminate racial inequities that will help build and sustain current efforts. • Jurisdictions will be selected based on the following criteria: ■ Government has made a commitment to equity via resolution or ordinance and use of racial equity tools. ■ There is elected official support, as well as leadership amongst departments, and expertise within front-line staff. ■ Stakeholders amongst community-based organizations, academia, foundations, other institutions, labor, business and faith communities are involved and supportive. A small cohort will be selected initially, with additional jurisdictions joining on a rolling basis. • Technical assistance will include some topics that cross all jurisdictions, as well as jurisdiction -specific on-site technical assistance, tools and training. • Cross -jurisdictional convenings will promote shared learning opportunities. ✓ Identify promising or best practices for the following: • Definitions and strategic approach to achieving racial equity. • Metrics that include measurable goals and outcomes and the ability to track progress over time. • Training curriculum and implementation tools, including measurement of training effectiveness. • Models for building infrastructure that develop racial equity experts and teams throughout the breadth and depth of local government. ® Racial equity tools to strengthen budget, policies, practices and programs, as well as tools that strengthen outreach and engagement processes. ® Models for partnering across jurisdictions and with community and other institutions (philanthropy, academia, labor and business) to achieve racial equity. ✓ Develop a long-term, sustainable plan to support the Alliance that includes: • A budget that leverages funding from local and regional jurisdictions and foundations to support institutional change and build community-based capacity. • Organizational structure with clear articulation of member benefits, including for jurisdictions at different developmental phases. • Strategies and objectives with associated metrics for measuring success. • Administrative infrastructure and a staffing plan. Page 6 LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY ✓ Obtain commitments from: • Jurisdictions to participate in a Local and Regional Government Alliance on Race and Equity. • Local foundations to contribute funding to leverage commitments. • Large foundations to support the national infrastructure. • Academic and advocacy partners to provide supplemental technical assistance. V. TIMELINE Month Jan Activity Outcome • Share scope with potential participants and funders and determine interest • Site visits (Minneapolis, St Paul) / conversations with potential cities • Solicit funding from additional foundations • Share project with potential collaborators, e.g., Local Progress, IAOHRA, USCM, NLC, etc. to assess opportunities for partnership and fiscal agency. Feb • Continued site visits (Madison) / conversations with potential jurisdictions and funders • Conduct a survey of local and regional government and stakeholders to assess current commitment, interests and priorities • Determine fiscal agent — draft and finalize MOA between Haas, Nelson, fiscal agent, and philanthropic funders. • Select jurisdictions for participation in the initial cohort • Additional funding identified • Signed MOA for remainder of 2014 • Initial cohort selected, MOAs signed March • Local Progress Webinar to build interest in local and regional government work on racial equity • Prepare report on survey of local and regional government's interest in the Alliance and an assessment of their needs • Continued site visits to / conversations with jurisdictions and funders • Governing for Racial Equity Conference — 1) Technical Assistance Leadership Team meeting; 2) GRE workshop to share information about the network and assess interest in expansions, 3) Alliance cities convening • Baseline information from local government • Government and philanthropic commitments confirmed April — Nov • Assessment of strengths, challenges and opportunities and technical assistance plan for each cohort jurisdiction • Technical assistance and Advisory group convened • Technical assistance and research teams identified and services delivered for cohort jurisdictions • Individualized TA plans for each jurisdiction • TA delivered • Best practices shared LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY Page 7 Month Activity Outcome • Summer convening of all cohort jurisdictions in Twin Cities • Develop web site that includes best practices, case studies, tools, training curricula, and other resources Dec • Finalize four year plan for the Alliance / finalize foundation funding • Formal announcement about the launching of the Alliance • Alliance launched VI. UDGET Scoping phase (Feb — Dec, 2014) Revenue • Haas Institute for a Fair and Inclusive Society (committed) ® Northwest Areas Foundation (committed) ® Loom Foundation (committed) ® Additional foundation commitments • 4 to 6 cities contribute $10k to $20k Expenses Page 8 TOTAL ® Consultant scoping, analysis and assessments (11 months at $10k per month) • Technical assistance / assessments for Alliance cities • Convenings (GRE in March, Minneapolis in the summer, west coast in the fall) ® Web site development ® Research Assistant • Administration (fiscal agent and other administrative costs) LOCAL AND REGIONAL GOVERNMENT ALLIANCE ON RACE AND EQUITY $20,000 $100,000 $20,000 $100,000 $60,000 $300,000 $110,000 $70,000 $60,000 $10,000 $20,000 $30,000 $300,000