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