Item C: City Council Priority Issue - Communities of Color Meeting Debrief

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Another wants to reconnect with the community. He worked south of here for 17 years. Now he’s back as superintendent of schools in Bethel. The employee base of the schools doesn’t reflect the student base. Bethel School district is not meeting its goal. A student survey this spring showed that some students of color don’t feel safe in school. He needs assistance. The facilitator summarized that she is hearing a concern about jobs - also a need for the workforce to reflect the community. Look at what’s positive about the community and why some have stayed. There is a concern about immigration. What are the next steps on this jobs issue? One person said this is a business development issue. We need to attract businesses to offer employment. One example is losing the hospital to Springfield. Is it because of ordinances? Taxes? Regulation? Are there proactive steps we can take to create employment? It’s important to address employment for all people, not just people of color. We educate people, and then they go to another community due to no jobs. Another said she has never started a business in Eugene, but has heard the permit office has gotten better. Look at the Hyundai experience – the venom toward Hyundai. Was it racism? We’re a liberal community which is selling itself short. Another said there is an underlying classism here. She meets people who want to work on diversity, but it’s not a real concern. People see her, but not for her, but see the color of her skin. The same people who see her in other places in town don’t give her the time of day. They don’t see people for themselves. People aren’t malicious; it’s a lack of education. We have to work on it constantly. It has to be a way of life. Regarding jobs, there are people who are willing to work but don’t know the system - job applications, screening, assessment, and the interview process. There’s a need for training and workshops for people. Show them how to get jobs. Focus on outreach and retention. This also means diversity education, knowledge of other cultures. Another said it’s difficult to get government jobs. She has been on interview panels for the City, UO. Human Resources can make or break the process. Is it inflexibility? Are search committees given too much flexibility? There’s not just one problem; but it hasn’t been working. How to address it? It’s not just early entry; it’s also in top level employment. We need the most qualified person, not just the diverse candidate. How to get training? Start with job fairs at middle schools. Police, Fire and 911 have worked hard because they’re under the gun. Others haven’t worked as hard, UO for example and the community at large. We need to let people know where the jobs are – do outreach. Another said that LCC’s president is committed to diversity. She (the participant) makes calls and does outreach, but people don’t present themselves in the way the community is used to. People don’t understand or know the system to get through it. The majority is white. She explains the process to people looking for jobs, but she can’t break the rules. We need to reach people and teach them how to present information. It’s not a bias; it’s ignorance. We need to work internally to educate communities, and externally to educate applicants to learn the system. We need to teach the people who are the selectors. Communities of Color 46 July 12, 2006