Loading...
HomeMy WebLinkAboutItem C: City Council Priority Issue - Communities of Color Meeting Debrief ECC UGENE ITY OUNCIL AIS GENDA TEM UMMARY Work Session: City Council Priority Issue - Communities of Color Meeting Debrief Meeting Date: September 11, 2006 Agenda Item Number: C Department: Human Resource and Risk Services Staff Contact: Lauren Chouinard www.eugene-or.gov Contact Telephone Number: 682-5663 ISSUE STATEMENT This is a discussion to debrief the council’s meeting with the communities of color that took place on July 12, 2006, and to further identify possible next steps. BACKGROUND As part of the City Council priority on race, a three-hour workshop was held with 65 members of the communities of color on July 12, 2006, to discuss race relationships in the community. The facilitator, consultant Phyllis Lee, asked the participants to work in groups of six to eight, with a facilitator and note taker at each table. The notes from all of the tables are presented in Attachment A. Staff has made the notes available on the City’s internet site as well. A second document, Attachment B, groups the notes from the tables into topical themes. On August 16, Mayor Piercy and City Council Officers Solomon and Ortiz met to review an initial set of next steps as follow-up to the meeting. They agreed to the formation of an ad hoc committee of members of the communities of color to be co-facilitated by Council Officer Ortiz and a member of the Human Rights Commission. The purpose of the committee would be to review the notes of the July 12 meeting and develop a supplemental action plan to the City Council priority on race. RELATED CITY POLICIES The workshop and any follow-up strategies associated with it are responsive to the City Council priority to enhance understanding of race issues and improve race relationships. COUNCIL OPTIONS 1. Suggest additional action steps for the ad hoc committee’s consideration. 2. Make any needed adjustments to the City Council race priority work plan after receiving the report from the ad hoc committee. 3. Combination of options one and two. CITY MANAGER’S RECOMMENDATION None. L:\CMO\2006 Council Agendas\M060911\S060911C.doc SUGGESTED MOTION None. ATTACHMENTS A. Notes of the July 12, 2006, workshop discussion with the communities of color. B. Themes from the July 12, 2006, workshop notes. FOR MORE INFORMATION Staff Contact: Lauren Chouinard – Human Resource and Risk Services Director Telephone: 682-5663 Staff E-Mail: lauren.d.chouinard@ci.eugene.or.us L:\CMO\2006 Council Agendas\M060911\S060911C.doc ATTACHMENT A Communities of Color and City Council Dialogue on Race Relationships July 2006 th On July 12 2006, 65 members of the communities of color met with Mayor Piercy and all City Councilors to discuss the state of race relationships in the community. This meeting was developed as one of several action plan strategies of the Council’s priority: Enhance Understanding of Race Issues and Improve Community Relationships. The attached document is a compilation of the thoughts, ideas, concerns and issues raised at each of ten small groups of people during the three hour session. The information gathered in these notes will form the basis for further work to be done on this important Council and community priority. Communities of Color 1 July 12, 2006 Communities of Color Meeting – Table #1 Note taker: Jamie Iboa Facilitator: Angelo Gomez Participants: Bonny Bettman Carla Gary Dean Middleton Spring Atman Linda Liu Francis Kucera I would like to know what people think of this type of gathering. There should be more gatherings like this and more social functions, too, i.e. with kids and families participating. It is hard being new and coming into a community. We all want the same things; family and togetherness. It is a friendly town but it is still hard to be an outsider. For functions such as the Olympic trials we need to welcome the athletes and families; we need to leave a good impression. There are challenges at the U of O with diversity issues. The students of color are leaving due to hate crimes. I am not sure that this is a community I want to raise my child in. I really question whether I want to raise my child here or return to Portland. I see the above as well. We should all work together. We need to find a method where we can all live together peacefully. I hear you say you wonder whether you should move. Help me understand the difference between Eugene and a community such as Portland. What are other communities doing that Eugene isn’t? The earlier example of African American people not being able to find hair care products or the lack of markets for Asian products. Portland has common spaces where people go to meet each other. I have lived in the same neighborhood for 19 years and there isn’t a need to go out and meet people; there is no incentive. My neighborhood has a potluck once yearly to get together. There should be more of that. They are creating barriers and spaces with street designs and I believe the City sponsors those. It is hard to see if you haven’t been there. It is about the quality of life, ability to feel welcome. Part has to do with the number of people who look like me. I want people to presume I am worth inviting. Eugene works in very close circles; only invite people who are like yourself. People of color have to navigate multiple circles. Off the I-5 corridor Oregon is very rural. The burden belongs to the community, not the individual. Students Communities of Color 2 July 12, 2006 are tired of learning but at the same time teaching because of their color so they leave. Tired of hearing how many times people ask her why I talk “white”. I cannot perceive why people ask that. It is overwhelming. This is everyone’s responsibility. We all need to step out of our comfort zone. It is hard for people from the outside coming in; uncomfortable. It is overwhelming to keep a happy face. We don’t like to be uncomfortable. Students shut down at the U of O because of feeling unwelcome. It’s amazing this is happening; it shouldn’t be. The U of O is more open and if the U of O has issues it is not surprising that the community has issues. Eugene is working towards changing but it is still very deep rooted in the past. People are conflicted about why there are still problems. We need to treat all as human beings. Citizens of the community have the right and obligation to contribute to the community. The City can help facilitate this by providing venues to kids to not feel alone no matter their backgrounds. Don’t arrange by groups of color but by interest so everyone can see their similarities rather than differences. I agree with that. I like the northwest because there is so much to do and Eugene has so many parks. In the summer it is nice for kids to all get together and participate in activities to get to know each other because these kids are the future citizens. When I first came here in the 60s I experienced discrimination in looking for jobs because of being Catholic. We all need to give to functions in the community. We all have varied backgrounds and we can learn from each other. Students coming here should feel welcomed. (At this point the Register-Guard reporter asked for permission to listen in and the entire table was in agreement as long as they were accurately quoted.) I am still a novice at this idea of unearned privileges. My wife and I were shopping at the Emporium and a clerk helped me with my shopping. I thought what a nice and friendly place it was to shop. My wife’s experience was much different. She was looking at jewelry and the clerk followed her all through the store to make sure she was not shoplifting. This happens all over our community. My son was stocking shelves in the store about 3:00 a.m. and EPD was suspicious of what he was doing in the store, he is very native looking, they were shining their spot light in at him and went over and knocked on the door but when he used his keys to unlock the door they must have realized he worked there. When I wear my hair and my beard long I am targeted, but when I cut it short I am not. I feel like a target and it is very frightening. It’s a big burden to carry. I want to be part of the solution; that is why I am here. Diversity is important, it is a perspective. The more we know the less ignorant we will be. When people of European races are speaking English people say wow you speak our language. But those who speak English with an accent are not treated the same. People are judged by their accent; that is so superficial. I like it when people ask me about my background because it appears they care; they really want to know. I have experienced lots of prejudice but I do see it. There is a theme; do you hear it? Communities of Color 3 July 12, 2006 Why would long hair and beard bother someone? That is discrimination. Why would a store employee treat people differently? That’s not right. People are treated differently because of perceptions and stereotypes. Racism exists because it empowers people. We can fix it by recognizing it. Other countries teach their native language and English but here in the US we pride ourselves on only speaking English. Stereotypes are about privilege, power, and security. It is hard to reflect on yourself differently when you’ve been taught a certain way to look at yourself. It is hard to ponder someone sees you differently than what you know to be true. There is immediately a notion about what being black means. I grew up knowing being a black female was going to be hard; white people don’t have to have that conversation with their children. Even in 2006 when I walk into a store I become invisible. Just three days ago a white woman in front of me got served and the clerk walked away when it was my turn. I stood there for at least five minutes when the clerk returned and started to help a white man. I am so tired of this. The other customer pointed out that I was first and that I should be helped first. That man co-signed on my humanity and he didn’t have to. It’s our issue. When I raise my hand people groan and assume it’s going to be a minority issue. We need to brainstorm ideas to take to the next forum. Are we ready? We’ve talked about perceptions and issues so can we talk ideas now? (Addressing the other participants at the table.) What keeps you from saying something when you see someone treated unfairly? In your situation, for example, I would demand the person be assisted but I wouldn’t want to create a ruckus. I just wouldn’t frequent the store again. People in this room would obviously step up. Why are you making that presumption? I know I shouldn’t presume that; I learned that during the MLK, Jr. Blvd. discussions. Carla is correct, I made an assumption. I am surprised this community is not accepting. I learned that during the MLK, Jr. Blvd. discussions. I came in here having spent lots of time on issues and I am eager to focus on “what can we do”. I am embarrassed to keep having dialogue. I want everyone to understand there is a problem. What can we as a City do? Do we need to hire more minority officers, for example. I went to a hate crime conference in Portland and it was very eye opening. There were women talking about the language their children learn at school and the parents don’t know what to do. Parents need to organize. Later in the conference a speaker talked about a program he started where they go into schools and talk to the children about their words. We need to do that here. He had some of the words on cards and the people at the conference didn’t want to repeat the words because they were so terrible. We need to reach out and bring more people into our community. We need to stop the dialogue and do things. We’ve been talking about it for 20 years and we’re tired of talking. Communities of Color 4 July 12, 2006 (Referring to the example in the store.) I might have said something but probably wouldn’t have because I wouldn’t want to step on her toes. I work at the U of O and I work with a lot of students of color. My husband works for the police department and I talk to the students of color about considering working for the police department but they don’t want to because of the way they are treated by the police department. I have a real feeling of hopelessness. I don’t care why someone is treated differently; I just care that they were treated differently. It is overwhelming to have to say something. During a training a white male high up in the ranks of the City of Eugene said you have to convince me that was racist. I told him why should I when he wouldn’t get it anyway. Who is having the conversations with the white people? Who is having the conversations with the people who can make a difference? What is being said when we leave the room? We need to look at every idea and consider economic factors. It needs to float everybody’s boat. Economic development strategies need to benefit everyone equally. When using public funds we need to look at how it impacts everyone; will it serve everyone in the community equally. It needs to include as many in the community as possible. If we spend money on jobs, for example, will everyone have the opportunity to compete. We need to consider who benefits or who would want to benefit. We need to target communities of color or diverse communities. We need to create a breach in the dam of the good old boys network. I want younger people to have a voice. I want people who are not at this table to give their views about why this isn’t relevant to City work, for example. The younger generation is so much more advanced in this. People in the African American communities find it galling that we’re stepping it up for people coming in; what about those of us who are already here. I would like to know what the City leadership thinks about diversity and why we are doing this. Next Steps 1.In use of public funds insure benefit for all communities in the project and its implementation. 2.Create diversity plan with recruitment benchmarks. City should provide leadership to other communities. 3.City sponsored conversation like today including youth. 4.Conversations with people that don’t perceive equity and diversity as their issue. Communities of Color 5 July 12, 2006 5.City leadership share what they think about diversity. Communities of Color 6 July 12, 2006 Communities of Color Meeting – Table #2 Note taker: Janie King Facilitator: Beth Rietveld Participants: Johnny Lake Charmaine Coleman Betty Taylor Neil Van Steenbergen Eve Terran Yungsonna Geil-Walker The facilitator asked the table to explain who they are, their relationship to Eugene, why they came today and what they want to get out of the meeting. She said we will end with 2-3 things we’d like to see that are do-able, and 10-12 things we’d like to do in the future. One person said she has lived in Eugene for 44 years. She and her husband researched, knew the demographics and chose to live here. They were ready for the challenge and have raised two sons in Eugene. She feels her attitude was primary. Another person said he has lived in Eugene for 15 years, and his first impression of Eugene continues. He’s very involved in the community and feels that we need to listen more, and hear the voices and stories of minorities. Another person is a Korean adoptee. She said being surrounded by people who care is important. She’s involved with special education, human services, and has worked with youth of color. She said she’s anxious to hear new voices, saying it seems like the same ones all the time. Another person said he grew up in Tennessee, which, he said is more overtly racist than Eugene. He talked about consistent racial profiling being prevalent in Eugene and the fact that conversations like these are redundant. Another person said she is a graduate student at the UO in the Restorative Justice Program. She’s a single parent, and has developed new insight on how hard life is for lots of people. She wants to help and is here today to learn and connect. Another person said she is a City Councilor and was an English teacher before beginning her political life. She was also born in Tennessee. She remembers being in church at age 7 when a black man sat next to a white man, and the minister said that perhaps next time the “colored member” would be more comfortable sitting with his own people. She knew at that young age, that it was wrong, and that was the beginning of her desire to help minorities. The group talked about sophisticated racism, which is more covert. One person said that until denial is addressed, we won’t get anywhere. He said there’s always an excuse when people are being racist. He calls it intellectual ignorance when people say things they should know are wrong. Communities of Color 7 July 12, 2006 Another person said there is a higher standard for people of color. Communication problems are theirs and not the white people’s. Another said we must distinguish between what individuals do and what groups do. All people are not racist, but that’s the perception, as in EPD. Another said he senses smugness in Eugene, as well as cynicism. If Councilor Ortiz were not on the City Council, he doubts that fighting racism would be a City Council goal. He said there’s a level of racism in all white Eugeneans. Another said that racism becomes a part of the culture, the norm, but people don’t see it. She said when she shops, clerks sometimes ask “Where are you from?” She doesn’t think they’re discriminating on purpose, but it makes her feel like she doesn’t belong, or shouldn’t be here. The group discussed the fact that the City goes to the same people of color for feedback and it needs to move to another level. Some people of color who have very strong voices don’t get invited to speak. They also discussed the fact that qualified people of color are leaving jobs in Eugene. Another person said she doesn’t depend on Eugene for protection and safety. She trusts herself only and knows she has to be responsible for keeping herself safe. Another said we need to redefine racism. White people need to define racism individually, own their racism and understand that begin a racist doesn’t mean you’re a member of the KKK. Next Steps 1.Regularize these conversations. Hold them more than once a year. It should be a different group of people each time, and shouldn’t be just when something happens to warrant a meeting. We need to be proactive, not reactive. 2.White people need to listen to passion/anger without getting defensive. 3.Address everyday racism. We’ve got to get people to know it, own it, and acknowledge it. The burden is on a small group of backs. We must share the burden. 4.Remember that social change happens slowly. 5.Get EPD employees more training on how to read people better. They need to change their language and approach so that when they stop a minority, there isn’t so much tension between the two. 6.Educate the community through commercials, radio, newspapers, etc., on racism- free language. Often people say the wrong thing out of ignorance. Communities of Color 8 July 12, 2006 Communities of Color Meeting - Table #3 Note taker: Char Mauch Facilitator: Annie Bentz Participants: Barb Bellows Brinda Narayan-Wold David Kelly Bobby Lee Yoon Shin Mike Clark Henry LuVert Issues of white privilege - didn’t have awareness of gold star walking around with. How to talk to broader community? Spite of last name Jewish - people talking and make anti- Semitic remark. Difficult to respond to sometimes. Recent trip to Toronto - very diverse - Caribbean - East Indian - like comment - not representative of all people - reconnect with family, Visit helped reassess who I am - now I say Caribbean Indian American woman. Toronto has bugs and humidity, but very diverse. What is stopping Eugene from becoming this way? Open door to have people come and make it diverse. Notes taken today - wonder what closet they are going to be put it. Percentage of African Americans same in Eugene today as it was 30 years ago. Feel marginalized. Own business, but crew would go to white workers rather than me as the owner. Wife is administrator. Deals with the same issues. Wife accused of reverse racism when people of color hired. Always called on decision-making. People back us down to justify. Said people of African American ascent, but used the term Negro. That couldn’t live in certain areas - get calls all the time - had a young man tell him that worked at Monaco - another employee said he was raised to hate niggers - had worked there 5 years. Finally stood up for himself. When people ask me - is there racism in Eugene - lets me know who they are involved with. White person needs to educate themselves about themselves and others. In power to make changes. Koreans were discriminated against and attacked when Hyundai came to area. Family comes from poor background. Grandfather - sharecropper. Father grew up with siblings in one room house. Appreciate opportunity to be in room. So many things I don’t think about. Want to learn more. Child is ½ of me and ½ Norwegian husband. In day care he got comments about his beautiful skin color. Impact on other children of African American background. I was aware, but I didn’t have words to say how their words impacted others. Need to look and stop and think before commenting. Company lost two court cases and had found bias against Koreans. Asked to turn this around. Cases heard in California. Big picture. Not many Asian Americans in TV positive roles. All aspects in day-to-day life. A bias is just a fact. Communities of Color 9 July 12, 2006 Not sure, I’d call it racism. Ski a lot…on the chairlift I was asked where are you from. Person commented that he thought I was from Europe. I was insulted. Guy doesn’t know what he was saying and how hurtful. Brother married a Panamanian woman, Father was a cop. Accepted her, but would talk about those spiks in front of her. My own faux pas. Would like rice and beans. Invited out to Mexican food. She responded she hated rice and beans. Eugene doesn’t compare to Mid West with anger that is there. In Eugene, it’s subtle. Racial issues big and deep and subtle. What does this mean? I’d call it more benign. Not subtle. Son got a soccer scholarship to attend college in Chicago. Coach commented too brown to be white. Too white to be a brother. Son st hates it. Made invisible. Here they know who he is. Last year was 1 year. Didn’t know what to expect. Here it is different, but still the same animal. Here they smile at you, but stab in the back. Midwest more up front. More comments from ignorance. Country sliding down an abyss. Not getting better. How does discussion, education, and sharing go beyond the regular players and broaden to the community? How much do you know about Korean or African American culture? What is it like to grow up in projects? None of us knows enough about anybody to understand each other. Guarded. People can take advantage. If you know the person less likely to insult. Not shy. Will talk about all sorts of things. Feel like I’m intruding if I ask about upbringing. Seek out other ways to find out about cultures. Let people know you want to know about them. When not sought out is when it’s frustrating. Become involved. Dangers - people read something and label that group. Gotta make a step - not a cure all. Start in school level. Who’s going to teach them? Talking about individuals. Relate to each other. Self-selecting part of different groups. Thank it builds walls rather than bridges. Value is self esteem. Gay community - need to be with community that understands. Assume it crosses over to race. Proud of who you are. Protective factors. Help feel safe and healthy. Reduces risks. Have you been outside of country and only white person. Not an option to leave. You are looked at differently. Start looking at yourself differently. Something’s wrong with me. At this table and even in this room not many look like me. Huge sense of confidence and self awareness to not drag you down. No one in my neighborhood like me. Communities of Color 10 July 12, 2006 Working together phrase - common sense of what that means. Before moving on - I was in Italy. Experienced different cultures. Europe spoke to other cultures. Connected - different languages and races. Don’t speak Italian. Basics - educations and experiences. Tough question - government. City of Eugene. When there are crisis - need to understand when people are coming from before issues arise. Civic infrastructure - know each other in human way. People comfortable talking with others especially regarding difficult subjects. As people of color in this town we have more responsibilities. Why people leave Eugene - too much responsibility. Anticipate what is going to happen. How specifically can white government and community lead? Access to decision making - government can convene meetings. Privileged government has - elevate an issue and bring stakeholders to table. Question is how to do it intelligently and maximize effects. Important for me to be here and talk about it. stst Grew up in suburbs - Baltimore. 1 family of color. 1 kid of color going to school - brown - not black - called nigger. st Small percentage of minorities - people of color takes brunt - 1 ones - responsibilities - education to offer time and time again - encourage others to come here. Government - look at codes - some discriminatory codes exist. By acknowledging history and not taking out codes, this can perpetuate the hatred or feeling discriminated against. If you take it out my kids will think I’m lying about how things were. If, keep boundaries game doesn’t allow growth. Who are you keeping from coming here? Family wage jobs, but people fight family wage companies from coming here. Why would people leave to go back to more racially hostile environment than stay here? Devil you know is better than the one you don’t - middle management doesn’t stay longer - feel minimized in their position - need opportunities to grow. Have five kids - bet you they won’t come back to Eugene. Offer very little to youth. No matter what color. Go to Corvallis - Albany - they offer youth a lot more. Next steps - how to continue so we aren’t starting over each time. Agreed there is an existence of racism. How to make public aware of problem Film series - offering free diversity training - City/County offer training to other companies Communities of Color 11 July 12, 2006 Landlords - business owners - need to help understand impact - intent vs. impact Training - there is so much demand we can’t keep up How you sell it - how do we get to more diversified Are going to diversify due to aging of boomers Need outline or blueprint that has been discussed - are there communities out who have done this - models Was a community that did this - escaping me - not sure I want another meeting just to have discussion - need issues to work on Diversity training needs to take you to uncomfortable zone - don’t learn if only done in comfort zone - honest conversations - don’t want to hurt feelings on step on toes. Study circles - circle of conversations - need to broaden Element of curiosity - how to make them curious first Caucasians often don’t know how to celebrate their cultures - multicultural festival - asset based Education and who will teach Next Steps 1.Adopt a marketing mindset – Change name of “communities of color” and expand the circle by cultivating people’s curiosity. 2.Publicly fund the racism study circles. 3.Get people of color more involved in public process – mentor them for involvement. Communities of Color 12 July 12, 2006 Communities of Color Meeting - Table #4 Note taker: Hally McCabe Facilitator: Prudence Miles Participants: Guadalupe Quinn Michael Samano Mike Takahashi Ibrahim Hamide George Poling Jorge Navarro David Yuen Tam Jim Carlson Start with your hopes for today: A lot of conversations with City government. Does City have a plan in regards to diversity? Would like to come up with a framework. I feel in 20 years - seem to stay stuck where we’re at. Eugene a lot more diverse now than ever before. Think it’s important to know there are racial issues in Eugene. She had good point. Here to figure out next step. Yes, there are racial issues/tension. City needs to know where to go. Problem between City government. Citizens looking to communities of color. Hope as result of this we get narrow and specific direction as to next steps. I’m hopeful all my efforts aren’t in vain. What does symbiotic relationship mean? Explain how is City involved in Princess of Thailand visit? Need to see how City is involved. Getting tired of not seeing anything done. Who do we hold accountable? Doesn’t have to be tomorrow. City needs to make commitment to develop on-going relationships with communities. Is there opportunity to let community feed you information? How do we involve you - other than calling Kitty Piercy? Great opportunity for us to bring folks for you to meet them. Important for you to be there. Big deal when Mayor came to a function. A lot of activities that City can be involved with. Don’t have to invent places to go. Hopeful that City is becoming serious. We’ve had these conversations before…another meeting. Now, City seems ready to move beyond conversation. Realistic - don’t go to next move with half-baked ideas. Our communities not always cohesive enough. Relationships need to be built. Communities need to become cohesive units - that takes time. Muslim/Arab community - afraid to speak out. Don’t want to be identified in public light. Not easy - but glad City seriously wants to do something. Hope we hold their feet to fire. We need to keep asking questions, keep working. Plenty of work from both sides. Communities need to take it as seriously as councilors. My community is afraid. If City can help - first step is acknowledgement agreement - “We Communities of Color 13 July 12, 2006 know you’re afraid.” Once we alleviate fear, they will come. Our community unique. (Just like others.) Commitment for one meeting. Phyllis said it would be a series of meetings. A lot of us don’t believe in government support. Council establishing this as priority. Taken 1.5 years to get to this point. Not from lack of interest. I will continue to push forward. I don’t know where this is going to go. Can say I will stay involved in this strong commitment. Lots of racial tensions in big cities. In big city (San Francisco, Chicago) don’t see mayor or council. Communities separate. Here communities talk to each other. Doesn’t happen in other countries. For me hopeful that there is a place here in Eugene where we can discuss and resolve. Only way to ease tension is through knowledge, education, activities to learn about other cultures. Common here - with events. Once you get to know people, like making friends. Once you make friends, you don’t hate them. Asian celebration - unique here. Collective Asian Council. Only because of our size. Portland can’t do it. Very few Asian Councils. Very important City is involved. Need more cohesiveness with cultural groups. We need to create that amongst ourselves. Believe City has grown without knowledge of how it grew. When I came – 64,000 - lily white except for campus. Now more. Can’t identify Eugene well. Not as aware of other cultures. A lot of knowledge to be brought up. We forget we are bringing our homeland conflicts with us. Arabs/Jews here. There’s tension. We expect City to deal with our relations with other groups. So silly. Can’t expect you to know these. Unrealistic for us to expect that you understand that. We need to present ourselves as package that City can understand. I don’t expect Jim C. to put fire out at my house. I have expectations that City has resources to deal with things. Infrastructure in place. Various officials and councilors have continuity of knowledge. In this topic, I want to see continuity. My 20-year-old son shouldn’t have to be at a meeting like this when he’s grown. Diversity doesn’t have to be priority - should be just what we do. Why it’s a priority now - nothing has been actually done to bring us to 2006. By establishing as priority, we’re saying we’re bringing tools up to 2006. Ethnic groups getting together – sounds cool. My personal frustrations - police diversity training. Community people came free to share. In candid moments - they (Police) said this was dumb. I find myself trying to accommodate. I’ll help you understand. I no longer want to do this - to work harder (than groups I’m educating). We shield each other from real conversation. Example - street cop can’t really say how he feels. This overall process - so slow. My frustration - bureaucracy of diversity with no motion. A lot of elders I speak with - couple of people who should be here aren’t. They feel disrespected (by City). Core of problem we don’t know how to resolve race issues/conflicts. No systematic way. Can’t deal with it, but need to prevent it. City can’t resolve those issues, but City can acknowledge it. Communities of Color 14 July 12, 2006 Would like to see minorities in government jobs. Staff represents minorities more. Otherwise, see all white faces. Need to see actual people - not just token. I wish it were as easy. Complicated - community is diverse. Our community is scared to death of different things going on. Not just bringing people into the workforce. Shouldn’t be surprised it isn’t easy to fix. Five hundred things for City to do. 1000 for community. Complicated, but doable. Community needs to know what City government looks like - don’t understand how City is set-up. Lots of education needs to happen. Communities of color busy talking about how to survive. You don’t always know about this. All alluding to challenges of our community. Fear of systems, now aware of what’s there for them. Predominant whites needs to understand what daily life is like. Not unique to minorities - to human living. Same issue for single mother. Priorities are human priorities. First - have to feed your tummy. Then our ears open. White dominant cultures suffer from same things as poor - same issues. We have a lot in common. Like Guadalupe said - those guys in fear of being deported aren’t coming to a meeting like this. That might be important for City to hear. Instead of more diversity meeting - recognition of basic living issues. We need to look to each other to help with issues. Not save them. Showing up at events - that’s good. Helping with mail-outs. Is there something we’re supposed to do? Yes, we’ll do brainstorming. Eugene - love to talk about things, maybe not get things done here. Hearing an “us” “them” theme here hasn’t gone well when people are away from government. What’s been tried here? (Lots of giggles from group) Lots of meetings in last 20+ years. Sensitivity training around diversity. That’s useful, but need to develop relationship between government and community. With people in community and people in government. I’ve been able to do this, but not everyone has. How does City government communicate? Metro TV. R-G lists meetings - reporter assigned to city council. Neighborhood groups. Communities of Color 15 July 12, 2006 Historical continuity important to me. A lot of diversity events have happened because of flare-ups. When we’re calm - that’s when I want to see things happen. Now, there’s more of us. I look around and see that. Predominant culture starting to change. Asian Council - we’ve invited Jason Mak to join our board - from City. Members of City can come be a part of our group. Encourage city employees to join our groups because they care. That’s the first step. Our steering committee - good way to find out what’s going on. How many councilors know what its been like for our community in past six months? Do you know people are afraid? The little stuff that’s of concern and interest. I know the mayor has a sense - don’t know if councilors do. One person talked about education - that’s the spoken and written word. To have a conversation with you is a big time accomplishment. This is huge having you (councilor). My community doesn’t always want to understand government. Government very different at home. Culture doesn’t change overnight. It takes a lot of talking and doing. I’ve worked on educating police department, Eugene, FBI, Tualatin, and Medford. Cultural things - good for you to learn. It’s a step. Guess who has to do the work? US. I want to accomplish things. Don’t want to spin wheels, Good conversation here. It’s about building a road - not waiting for a crash. Building something permanent for future, so we don’t have to keep recreating this. Example - In military still, have to keep up training. Still had to keep up training, continuity. Diversity knowledge isn’t seen as something we need to keep up with. Need to keep up with it. City employees need to take diversity training every year. What would success look like? What would we like to see? At LCC, this spring had that question in meeting. Times when we wait and see. Progress might be loud vocal communications from City when something happens in a community. Speak out when we don’t agree with what’s going on. We did that with 9/11. Mayor Torrey did this. Sent INS a message. Said we want Eugene to be welcoming community. Immigrant community need to know that rest of community cares, wants them to be safe. Success - City recognizing issues. Glass ceiling in Eugene. Consider themselves hip, liberal - it doesn’t happen here. Needs to be willing to admit. Reputation - important to create road. Communities need to recognize you care. Communities of Color 16 July 12, 2006 Annual recommitment by City. Council members voicing concerns of minority communities. Acknowledge that racism exists. Say we’re not going to tolerate it. Keep saying it - not just once in awhile. LCC a few years ago - swastikas spray-painted. LCC couldn’t decide whether to keep internal or to broadcast. Ways to get message out. Part of City’s annual State of Union - to say that City is welcoming. Acknowledge present issues. City Council speaking out on issues. Big thing - what Eugene did - re. Immigrant rights. Rest of Eugene may not know. Report card. City employees, councilors - submerge themselves in our groups. Isn’t there a group that takes action? Yes, HRC. Yes, they have council’s ear. Can they include community members? They do. Right, people take turns. They are pretty active. Yes, they have three staff members. Bigger than Portland. Quite busy. David Kelly is on HRC too. Pretty good communication. Always folks who say they haven’t done enough. They are pretty active. Success…I’m not clear what’s going on today I don’t have a daily frustration with City. Get statistics on minority employment at City. Those reports do exist. More gang activity - not on radar. Again recognition. City building relationships with communities. My hope to develop bridge between government and community who doesn’t know who we are. Change to continue to build those relationships. I would like to see more of my Communities of Color 17 July 12, 2006 community at City Hall other than to pay a ticket. City of Eugene open house for community to see what you do. Like a tour of homes. Dunk tank for councilors. I want my community to know how you work. Open house - to come by and just visit you. When Kitty came to our meeting, then she came over to federal building. Those kids knew who she was. Report card - communities could also do their own report cards. If the City government graded us it would imply that they were paying attention. Next Steps 1.Need public statements by leaders when incidents happen. 2.Need public recognition of issues. 3.Create and annual report card – two-way communication 4.City build relationships with communities 5.City liaisons to groups 6.City open house that welcomes all communities Communities of Color 18 July 12, 2006 Communities of Color Meeting – Table #5 Note taker: Karen Hyatt Facilitator: Ronie Sue Participants: Gary Papé Patricia Wong Hall Carmen Urbina Joanne Berry Rosalia Marquez Emilio Hernandez Betty Snowden Cynthia Carlson Introductions One person wrote book about hate crimes, has long standing interest in race issues, experienced racial discrimination at age 10. Another person has lived in Eugene 10 years, is chair of the Human Rights Commission, works for 4J School District. Is glad City is working on this issue; says that when one googles “Eugene” and “race relations”, results are not good. Another agreed with the results are not good and explained that he served on the Human Rights Commission for two years. Another said she is here as an “other”, moved to Eugene in 1990, was a probation officer before retiring. Moved to Eugene because of Hult Center, is now on symphony board. Is a landlord and became interested in race issues because of issues tenants face. Said she has been discriminated against because of being a woman. Another said she has been involved with the HRC Human Rights Support System for 10 years. Has been licensed KLCC broadcaster for 17 years. Has worked for the Mexican Embassy. Is a single mom with two kids. Wants to participate in process, make community safer. Another is Assistant Vice Provost for Equity and Diversity at the University of Oregon. This is a new position. Says UO Senate passed diversity plan, but not everyone is on board and people are having difficulty understanding that the diversity plan is for everyone, not just students of color. He says the plan is now going into a legal phase. He has difficulty dealing with the detrimental image the UO is presenting nationally regarding diversity. He said OSU president and institution is more proactive and working on solutions. At UO, when professors think diversity is not important, this is not helpful. Said he used to coordinate the High School Equivalency Program (HEP) at UO, and he dealt with many populations, including many migrant families. Another person has talk show and owns a real estate company. Said she couldn’t buy property as a black woman and was told to keep it a secret when she did acquire property because the godfathers of the city would have to put a stop to it. Just last week her Communities of Color 19 July 12, 2006 daughter was called a nigger by a person who works for the city. She called a city councilor and didn’t get a call back. She emphasized that racial incidents do happen here and there is a problem. People think these issues are made up but they are not. She said there are many cliques of people with money who want to make sure that people of color aren’t successful. She tried renting a property, was told it was not available, then went back later and saw that it was still available. She said the city is trying to get rid of her family’s business downtown. They have been told they don’t fit. She said the City Council needs to know that city employees are doing these things that affect and hurt people. She has been here 28 years and nothing is being done. She hopes this new process helps healing. Another has been a Lane County circuit court judge for 12 years, and was a public defender for 15 years before that. Came to UO in 1970, husband came from Philadelphia and wanted to go to other parts of the world, but Cindy didn’t want to leave Eugene. She said Eugene prides itself on not having problems, and this impedes change, ability, and interest in fixing issues. Says she is aware that community is not the same for everyone. Her husband is African American, and they have two children. They have all had experiences that Cindy doesn’t. Said her son is treated suspiciously by police because of how he looks. She said she hears that this happens to many people. She says she believes it’s her responsibility to make a better reality. She serves on many organizations that address issues of perception, stereotypes, etc. She says she knows there’s much external and internal work that needs to be done to improve the community. The facilitator encouraged group members to ask follow up questions and gather more information from each other. Councilor Papé thanked one of the participants for her comments. He said he didn’t want to be defensive, but he wanted to clarify that the City Council only hires the city manager, the judge, and the police auditor. He said the city has a diversity statement and internal and external policies that govern employees. Another person asked how we deal with people such as city employees and university professors who discriminate against others. How does one file a complaint? People just get slapped on the hand, and we need teeth. The turn over rate for students of color is high and it’s not a welcoming environment. Another person said she went to the BET Awards in L.A. and Eugene’s reputation was known in Hollywood as well – people asked her why she would want to live here. How are we going to change this image when the 2008 Olympics come to town? We could put up a façade, but then it would return to normal. A question was asked of one of the participants if she owed it to herself to turn the people in who did what they did to her daughter. The woman replied that she did turn the person in and the person just got a slap on the hand. Another said that when she moved here she thought Springfield was a racist place. Communities of Color 20 July 12, 2006 Another said the deficit model is used here. Another said kids get beat up and folks look the other way; kids who do such things should be held accountable. Another said the city currently acts like race issues doesn’t exist and people are perceived as individual trouble makers. But it’s obvious when we’re all sharing this information that this is not imaginary. She felt like folks are portrayed as liars. When she was Executive Director at Centro Latino Americano, people all looked like her and she didn’t have to explain herself. Now it’s difficult for her to be herself. She said her 6 year old daughter refuses to speak Spanish in her household where her grandmother only speaks Spanish. People are expected to assimilate here. Diversity plans in organizations need to be taken seriously. 4J School District has no diversity plan; Springfield School District, Bethel School District, UO are taking a shot at it. She loves this community but it doesn’t feel like the best place for her children and she needs to protect them. Sometimes she doesn’t want to be around white people anymore for fear of being smacked in the face and sometimes she doesn’t want to educate people anymore. Another suggested that Lane County be involved in the process. A holistic approach is needed between the county, the city, the City Club, etc. People are aware that the Latino population is growing, but other populations are growing as well. People get categorized. In the last six months, he has been on six committees at UO had has been the only person of color on each. He can’t speak for all people who are Latino, let alone all people of color. He said this type of workshop is good, but when he leaves through these doors he has to put his shields back up and be alert. This community is following the feeling across the nation that people of color shouldn’t be here. Children of color have to be prepared to deal with this as well. Another said she would like people to consider people of color on a full-time basis, not just on a part-time basis, and that opinions from people of color should be valued on the same scale as other opinions, and not as less important than other issues. Growth, education of people of color seen as a problem, threat; people of color are not the problem. Another said he earned his Ph.D. last year. A person honored for helping students of color was told the only reason she is liked is because she writes the dissertations for students of color, insinuating that they can’t do it themselves. The implication is that a student of color gets an A or a job only because of minority status. Another said she moved back to Eugene in 2004 to help with race issues. She is hoping to find a job soon. Experiences make her sad. She lives next to a Korean family that is being harassed. She shared this info with Councilor Papé after learning of it. She says she saw a confederate flag sticker on a neighbor’s car. Most neighbors are European American. Communities of Color 21 July 12, 2006 Councilor Papé asked the woman if the landlord was helpful in this situation, and she said somewhat. She said survival skills are necessary to know what the confederate flag means and it’s important to keep up on these things. Another said her girls know all these symbols and what they mean. Another said she fired a person who called her a nigger woman, and the person went after her for unemployment benefits. The person won the case to receive benefits at first, but she then solicited assistance from the NAACP, and the ruling was reversed. Another said that change won’t happen until these issues become as important to white people as people of color. If white people don’t do something, the system stays the same. It is important for all people, including well-intended white people, to understand they are part of the problem. She says that because she is not targeted, she has to constantly remind herself that she will benefit from improved race relations as well. Often white people believe that if they don’t discriminate, these issues are isolated. Another spoke of race relations activist, Tim Wise and his explanation of assumed privilege. Another said that white people fear that if they speak up, they are race traders, and/or bleeding hearts. Another said the problem is that there aren’t more white people in this room listening. She is personally contributing by allowing some tenants of color to live rent free. She said white rednecks criticize this. Another said not all white people are rednecks. Another said that her neighbors were rednecks. She asked how we reach the community. Another suggested putting on institutional white privilege trainings. After a process check in as to whether the group was following the agenda, to which the facilitator answered that this is all part of the agenda, one person suggested the group concentrate on what the City Council can do. She said that the historical perspective is circular, and we’ve been here before. The historical perspective goes away and we have the same conversation over and over. We need to leave a legacy of memory. The process is slow and painful and there is ruptured trust. She challenges the City council to develop institutional memory and that there be minimum requirements for people doing business with the city. Councilor Papé said he was speaking only for himself and he believes this is an opportunity for the city organization to make sure there are no vile discriminatory acts by employees and be proactive about diversity. He thinks the city is doing okay with this, but he realizes he is seeing this through white eyes and Councilor Ortiz sees this differently. He spoke of an active diversity hiring policy that is a model to other organizations. He said he has trouble knowing how to get local businesses to change. Communities of Color 22 July 12, 2006 Another person said that issues are different with various organizations. He spoke of a few people he worked with when he ran the High School Equivalency Program. One participant was told he’d have problems getting hired as a person of color, now works at Monaco Coach and was told it would be difficult there. Another person left the area after attempting to secure a job. When he checked with the employer, he was told the person of color misunderstood the situation. Another said people use different –isms. Another said people back each other up and impede the message, and the cycle goes on and on. Another encouraged the group to brainstorm a list of action items to work on in the future. She said she had written down the following themes during the discussion: Employee training Enforcement and consequences Negative perception of Eugene Deficit model Accountability 4J Diversity plan Another said the Interagency Equity and Diversity Consortium (IDEC) should be used as a tool. Another said it’s important for the city to put out positive PR regarding race issues and not just have negative issues portrayed in the media. Another said we should have a full-time trained PR employee. Another said people want to see action as well as talk. Another wants a survey/audit of the organization by an outsider person to identify diversity gaps in training and other areas. Another person asked if the city has an internal ombudsman. She said this person could provide support to employees of color, and protect privacy. Another said there is no place employees of color can go for support. There may be one other person of color in a department for support. The city could look at retention, recruitment policies, and a system for support. She said people of color love and know each other but don’t get support from institutions. Recruitment techniques are important. Another said the city council has a bully pulpit to share info, values, and walk the talk. They can show visible support and lead by example. Next Steps Communities of Color 23 July 12, 2006 1.Use media to present positive images of values, accountability – publish meetings, goals and timelines. 2.Continue building relationships. 3.Survey outside organizations. 4.Survey/audit of city to assess progress in policies and procedures. 5.The Diversity and Human Rights Coalition (DHRC) organizations should hire an ombudsman to address complaints and recruitment and retention issues. 6.Hold diversity trainings across companies and institutions with a segment on privilege ongoing. Communities of Color 24 July 12, 2006 Communities of Color Meeting - Table #6 Note taker: Helen Towle Facilitator: Mitch Wilkinson Participants: Jennifer Solomon Marcy Middleton Marion Malcolm Carl Stubbs Shelley Brown Rebecca Urhausen Name and Definition of Community - Dream for Community Community in which everyone is included. Can be heard. Look to see who’s missing. Notice. Empowers all. Not just politically latter. Better for all of us. Group of people with common interest and beliefs - work towards common goals. Inclusiveness. Hold each other accountable. Erase word tolerance. Insulting. Need to be respected. Accepted. Don’t want to worry about my husband, son; put on a list. Targeted by Police. In workplace. Community needs free work environment from hostility. Free at work. Major battle to win. Don’t feel you need to quit or leave because you’re not white. Dream everyone feels they can bring what is unique about them. First thought - rainbows and unicorns. Been here 18 - 19 years. Raised two kids. Frustrating. Want more people who look like me at work. Have City - more people of color. More awareness from community members. Not just by being tolerant. Know to be aware of what they say, do - see value in it. Like to see economic equity. Lot of discrimination. Think sometimes community is separating. Celebrate around art, wine - want more about culture. Want to see us be allies in this together. Been here 30 years. People are getting better. Want more than not be racist. In addition, people coming here with own biases. Have to reach out - to communicate better. Thirty-seven years in community. Born here. Then knew all families of color - recognized each other. Dream to have a place where our children aren’t looking over their shoulders. Not wondering why they got bad grade or didn’t get picked. Diverse workforce. People look like me aren’t always janitors or dish washers. All have equal voice. Anyone bring up what is near and dear to your heart. Heard several strands - equity, value, diversity, dignity. Talk about what that means. Why are we here? Why we don’t talk to each other. Here because I want to do community work. Instilled in me as a young child - community matters. Parents got involved, helped each other. Came from LA - didn’t Communities of Color 25 July 12, 2006 stand out there. Now sometimes not only person. Want to make Eugene good place for everyone. See change - but, small increments. Need to be understood if come from different places. Employers need to understand - some cultures quiet - don’t speak up. Don’t ask to be promoted. Need education for everyone. About speaking up. Community involvement very important. Taught my kids that. Three ways to get ahead - for doing so - receive things back. Don’t’ want to spend time dancing around things. Want to talk about obstacles. Participated in a lot of these. Trying not to do the complaining thing. Maybe helpful to go through, but tired of saying them. Done it for last four or five years. Affects everyone differently. Get frustrated to have dialogue - if not have follow-up. Frustrating. Whether we like it or not have community growing. Don’t have perceived idea where we go next. Want some concrete ideas of where to go next. Feel disadvantaged about these discussions. Handicaps me. Naïve. Incident - woman - told me she was abrupt. Teacher of son. Asked me about my skin color. Thought it would be serious discussion about my son. Teachers need to be taught. Lots of community working on issues, but not working together. School district. Community. If not connection won’t be as much as help. Great to have forum. Taught how to deal with things - deal with it in my own way. Don’t see how City connected with others to deal with it. School, businesses. Question - if Human Rights can serve as connection. Memorandum of Understanding (MOU) - school district, City - around issues, not sure, how they use it. Don’t know if it could be vehicle. Don’t know how they use it. Need to let community know it exists. Don’t share information. Did have training on privilege as part of MOU. Needs to be advertised. Point I heard a lot -people don’t know they have avenue or recourse. Venue. Place for complaints. Don’t go anywhere. Have complained. Friends have. Get tired of doing it. Just hear okay. Want to hear something. Just want it to be equitable. Level playing field. Do have to make things known to get there. My goal is my kids to live in better community. Not in my lifetime. Fear of complaining. Afraid to lose job. Communities of Color 26 July 12, 2006 Agree. Knew Hispanic young lady at restaurant. Sending her to clean house. Warned her. Didn’t have legal status. Had to quit. Do lot of gardening. Nurseries, Fred Meyer. Always people come up to me and feel I’m retail help. Careful to acknowledge what everyone is hearing. Like being pulled over for DWI (Driving While Indian). When say that, hear I’ve been pulled over - ask if get ticket. Happens to me 13 times with no ticket. Has to be acknowledged. Fact of life. Something we deal with. Like being employed at City - some think I’m there because of person of color. Disregard my hiring, my degree, my work. Taught to wok twice as hard. Perpetuated at schools, work. Superiority there - how do you over come it? Want it to change for next generation. Where I see some change - think beyond City of Eugene. City takes stand - this is where we take stand. Like to see community-wide - with business, groups, government agencies. Can start changing at City, but needs to happen on outside. Need to get word out in different ways. Need education. People define diversity in different ways. Diversity - acknowledging and respecting differences across cultures. About us, genders - treating people with respect. Doing right thing. Equity - using power and privilege to gain equity. Diversity - acceptance of people’s beliefs and ideologies. Treated same in workplace - regardless of race or ideologies. Diversity for everyone, all white males - still diverse - come from different backgrounds. Different ideas. Way you process information. More than multi-cultural. People from bigger cities different than people born in Eugene. Out of state more use to being with people of color. Tension - think only AA, EEO. Each person is different. Respecting that and valuing that. stndrd Hispanic - difference if 1, 2, 3 generation. Prejudice within group. Agree with what other person said. Where I work - sixty people - only two people of color. Use concept of differences - as diversity. Use that because don’t want to hire person of color. Excuse. Use it to be limiting. If those games, need to deal with Affirmative Action. Comes down to managers that hire. Need to develop a plan. Part of job. Communities of Color 27 July 12, 2006 Want diverse community. But, experiences show system is racist. Doesn’t say people bigoted. It’s the set up. Get jobs by who you know still. Set up not fault of anyone in room, but our responsibilities. Have to take it out, look at it, and deconstruct it. Won’t get better by holding hands. People look like me need to do something. We are the ones who keep it in place. Complacent. If up to people of color, racism would be gone. Need to know each other. If something happens to people I know, I’ll get mad. Don’t know each other’s stories. If white - can go through month and not have to have conversation with person of color. The more you don’t, the more uncomfortable it will be. Need to create environments where we learn each other’s names. Really, have problems if you are stopped 13 times and having this type of forum. Should be some kind of action plan. Talk to officer after they stopped person of color. Need to find the knuckleheads. Frustrating - have been unable to deal with what officer doing with profiling. Need to eliminate problem officers. So people don’t fear them getting in car, bike. Need to be held accountable. Protective of community. Police going through training. Not changing. Not having an affect. You grew up here. Know your rights. Others haven’t - really dramatic for them. Have to be careful about addressing whole department. Wouldn’t do it, Know others wouldn’t. Can’t speak for them all. Some things being done. Person outside police being hired by Council. Change. Brainstorm where to go from here. Maybe break into two or three major themes that can be addressed. Things I’ve heard: -Creating solidarity in community - inclusive of mainstream European American people and people from other cultures can come together and speak. Injustices raised by all. Dialogue, justice important. -MOU needs to be communicated. -People need to know how to access - bring forward injustices. -Reach beyond Eugene - larger communities -Know each other - call for advise -Schools - how to affect teachers. Government agencies - Police, others. How to educate them about their biases -Need to address training - have it, but not affecting change Having avenues - look at what is being done. Lots of people don’t know, how can we move forward from there? Have doubts - things available. Human Rights Support System, MOU. Something clear. Discuss we feel it’s working - things added, taking away. Communities of Color 28 July 12, 2006 Or enhance it. Want to see how we got to know each other. Stay connected. Strength in getting to know each other. Communicate or get to know each other. Web page. Create community of us. Groups in community - opportunity to connect. People trying to work on issues. Networking. Resource Guide. Go to something more spiritual - common connection with others. Picnic - something to create sense of community for those here today, then invite others. Town Hall, ice cream social. Been coming to those meetings for years. How do we strengthen our bond? Don’t know lots of people in room - groups coming together. Informal. Not sitting in groups spilling our guts. Do believe having more training is important. Maybe not just have training with police and City - us - more diverse. People from community. Different people together. Don’t give it up. Teachers, business leaders, religious leaders, leaders from different community City sponsor major diversity training for business leaders. Study circle - does relationship piece Make things available - publicize them City newsletters - neighborhood newsletters - utilize that for things appending here. Diversity of neighborhood groups - wonder if representatives. Media role here. Recently City reaffirmed commitment to immigrant rights. Reported, but on back pages. Next Steps 1) Review of current resources (i.e. MOU) -Handout -What’s in place 2) Discuss successes and failures -Analyze 3) Redesign Communication/Relationship Communities of Color 29 July 12, 2006 1) Web Page 2) Cultural event 3) Networking and resource guide - make it available & accessible 4) Relationship building event - informal/social 5) Study circles/City Club 6) Utilize local media 7) Neighborhood newsletters Training 1) Diversity Training Police 2) Continued Community 3) Inclusive Teachers Business leaders Religious leaders Government Communities of Color 30 July 12, 2006 Communities of Color Meeting – Table # 7 Note taker: Steve Norris Facilitator: Denise Walters Participants: Bobby Green Yayoe Kuramitsu Ed Coleman Norma Dominguez Rachael Para Maria Thomas Mark Harris Andrea Ortiz Facilitator did a ground rules overview - table introductions - building relationships is focus - what do you think about the process, what are your expectations. Then participants shared their views. One person acknowledged importance of coming together, having dialogue – but these meetings keep coming and coming – 40 years in community – over and over cover same ground with so little change – Phyllis was right, City calls us when needed – but, we (Comm. of Color) don’t get out to meetings either Another indicated a need to know the goal of bringing us together – always interested in discussion but want to know goals – is it relationship building, increased/improved communication – good, but danger of collecting “Communities of Colors” comments when there are differences within each community of color too – big challenge – what are short term goals Another said it is helpful for us to find out where City Council and County Commissioners are at – we’re building cases on the streets and go to County with race relations issues – but don’t see response and backing from officials Another said he’s like to see – Truth and Reconciliation Council (TRC), like South Africa model – it’s hard to interview piecemeal – let everyone testify, tell stories, publish as document to build understanding – there’s a culture of discrimination – example of attending diversity training with Cortez Kennedy and cop who “profiled” him – example of lynching photo - where’s follow up – need the TRC process to avoid continuous meetings The facilitator said yes, things need to happen – what are existing relationships, what are working relationships One person responded that she’s trying to integrate – finding out it’s not necessarily color – many community issues but no backing (from City Council/County Commissioners) – we need to understand what you (to Bobby Green and Andrea Ortiz) can do to build working relationships – only one state rep (elected official) stepping up – stories (TRC) good idea – social discrimination too – why no training in schools – we can come together as community but need officials to step up Communities of Color 31 July 12, 2006 Another person apologized for having to leave early – thanks to City and Council for this effort – helpful when issues in community are taken seriously and acted upon – comparison to environmental groups who testify on issues and succeed in getting results, code changes – single issues get attention but not this – MLK Blvd example, was no- brainer but had to go through big process – even this not taken seriously – why is process held up at policy level – environmental groups don’t necessarily speak for all environmentalists – would like to see similar process for community of color Another person said culturally competent policies are lacking. Another said the more people at the table the more reflective of community when decisions are made Another said to call on him when there’s a land use issue too – not culturally competent organization? What do we do about it – we need to work through that Another said we’re hitting a wall – how do we get through – use groups like NAACP, etc talking about issues Another said TRC example – constitutional protection for free speech – legal regress – if this is a passion to you create policy – suggest policy. Another said how many trees must fall – 8 cases pending – harsh cases – senator stepped up and helped – we need elected officials to step up – need culturally competent policies – where do I go The facilitator asked is there were teachable moments – any examples One person responded that 50 years waiting for apology to Japanese for internment. Councilor Ortiz said she pushed for this meeting because personally won’t want to sit on Council that argues about street naming – we need to organize and be allies – daily, weekly, monthly all working together for healthier community – not special interests – not just come together when there are big issues to confront Another said she was a coordinator for NAACP – need City Council to understand issues go beyond land use – we need to tutor and educate kids – maybe have Junior City Council – maybe Andrea and Bobby know what’s happening day to day, race issues, but do others – all need to know Another said that when she lived in Bethel - example for race issues – teaching moments – others are dealing with race issues too, not just blacks, Hispanics, etc Another said we have cases, blatant cases – no denial cases need immediate action – now just one senator stepping out – need more to step up so not just NAACP always making accusations – it will help NAACP if others helped Communities of Color 32 July 12, 2006 Another said that litigation helps too – win some cases – will get attention Another said that media working too – litigation is slow – need to get together to change policies Another said communication yes - what is the media message though – we’re not getting the message out Another said we’ll do the groundwork but need you (Councilor Ortiz) to step up Councilor Ortiz said she was personally stepping up - past egregious issues like Temple Beth Israel vandalism – go to watch and protect – stood up against desecration – City Council can’t interfere with city employee issues – sometimes would like to – elaborate on the African TRC model Another said that each of us has a position – some typecast in race role – Eugene’s history includes KKK and may still be Klansmen in town – LCC example of racism (alluded to incident but no names or specifics) - who has need to know – if there’s internal racism in City, City can’t admit racial profiling for insurance reasons – but it was – NOBLE (National Organization of Black Law Enforcement) study found 100 black officers shot/killed by white colleagues – in EPD blacks were not hired before Magana because they were not military enough – more community-minded – now say “lowered standards” to hire minorities – Stan Lee, black officer, going up the ladder but couldn’t advance because of subjective criteria, couldn’t get drug enforcement assignment – Moose came in to change institutional criteria – the TRC model allows testimony and opinion outside of roles – honestly – Eugene’s past includes 5 Japanese sent to interment with okay of City Council – TRC allows for immunity for telling the truth Another asked where this would take place. Another responded that it could happen in the City Council chambers ongoing Another asked Councilor Ortiz what is commitment and limitations of City and Council Councilor Ortiz responded that for her, 2-fold – recognize all and help educate other councilors – everyone’s experience is different/unique – interaction and contact with other communities is helpful and educational – people tend to group with familiar folks – important to interact so when community groups come to City Council the councilors have better understanding Another said that when he spoke with a Councilor it seemed like he had to do lot of ‘backfill’ history education and the amount of backfill to have a dialogue is too much. Another said there are certain people at the table all the time – City should go out to community – do surveys – lots of new diversity coming to town – do some outreach Another suggested having an open forum Communities of Color 33 July 12, 2006 Councilor Ortiz offered a couple of ways to raise issues – Payday Loans example: group got together wanting laws, contacted Mayor, Mayor asked Andrea and Chris Pryor to investigate and bring before Council, needed 4 votes to discuss issue and did, Jason Heuser worked with them to get ordinance passed – environmental example: organized groups come to Council open forum for 3 minutes, many testify many times, scripted sometimes, gets attention to issue. Another asked if we could have time once a month committed to just Communities of Color Another said it may be construed as preferential treatment Another responded where then, how? – no forum for Communities of Color Councilor Ortiz responded that people could write to Councilors – 3 minute forum is public record – folks watch and listen – effective to be organized and have a plan Another suggested City hiring process include ‘culturally competent’ component – how about other state agencies Another suggested agencies should/could share expertise like arborists did (example of recent inter-agency seminar on trees) Another said need more people of color in management – can City be model for others Another said there had been no diversity training for 4 ½ years where she works The facilitator asked the group to brainstorm next steps - have Diversity Committees report to Community at Large – do they - gave all groups coming together not just group specific – not individual groups – need to create a forum – Andrea and Bobby can’t carry the racial load - agree and disagree – people of color in management or elected can make a change – responsibility of power to take a stand - they’re just 2 people – not race experts – neither are we – feel individuals can’t speak for collective – don’t put too much expectation on individuals – don’t put all burdens on them – need to elect more Bobby’s and Andrea’s - members of Commission and Council – can’t speak for whole Commission or Council - we need advocates – asking them to help – to educate – don’t need them to take every case but take a stance on important issues – folks disheartened with same thing – what can we do differently - need more people involved Communities of Color 34 July 12, 2006 - integrate community and have elected officials step forward - diversity Training at City Council – next step to educate City Council - “Diversity Training” and “Cultural Competency” - too broad, too encompassing, too inclusive - yes but mechanism of discrimination is similar - but race gets grouped with so much and lost in the discussion Emerging “issues” on wall-chart from earlier discussion: 1.Limitations of the City – what are the legal boundaries 2.Truth and Reconciliation Council 3.Create opportunities for experiential learning 4.City staff, City Councilors go through discernment process (history of city and organization) 5.Including diversity and cultural competency as part of job skills and include as part of evaluation 6.Establish group to inventory and evaluate county/City/State for diversity implementation Next Steps 1.Each City department diversity program report to the community 2.More coming together of all groups in continuum – not only crisis driven 3.Elect more people from Communities of Color 4.Elected stand up for critical issues – push forward 5.Similar groups stand up for critical issues – push forward 6.Diversity training for City Councilors (including discernment and understanding of institutional history) a.Define diversity b.Give focus to Communities of Color Communities of Color 35 July 12, 2006 Communities of Color Meeting – Table #8 Facilitator: Ruth Wren Note taker: Laura Niles Participants: Chris Pryor Francisca Johnson Bee Bee Head Willie Blasher Cris Lira Kathy MacPherson Tim Keely Jim Garcia What I encounter can create an attitude which means I’m trying to figure out what I am perceiving. Seems like groups band together not just about race but related to other communities. Teaching cultural class to high school juniors. The know nothing about their ancestors. Know about today’s discourse. Relate on limited basis to things like the Alamo and Mexican American War. Storied I hear in education are acting out in professional roles. Example: teacher telling student to go back to Mexico. Personal bias not being addressed. At the juvenile department a default person works with all Hispanic juveniles. Their needs are not addressed effectively. Limited community resource even though the need is real. Need a small school atmosphere. Schools not prepared to work with them (Hispanic youth) equally. I worry it’s getting worse. Discussion about illegals is happening. The conversation divides us. Example: left “dark” husband and son behind to seek new apartment because of possible bias. Paradigm of multiple perceptions. Example ½ filled glass – either or. Power and folks of privilege impose a view that can be opposed to that one held by others. How would you set a course of action? Not about celebrating diversity –it is about integration. People of privilege do not want to go to training. How do we work with hose folks? Diversity has to be attached to skills. When training comes up we have to know there is a link to an outcome. Communities of Color 36 July 12, 2006 Once kids off school ground whose problem is it? Example – LCC – M. Spilde says “this is what happened and it is not okay” which at least informs the community. Is there a way for the Mayor and/or City Council to make these things public without harming individual rights? What about a regular article in the RG? We need to identify the behavior we want to encourage. Information needs to be more realistic. Asking for oversight in EPD cannot rest on the guy on the bottom. Hard to get things changed. I admit there is a problem. Admitting what the problem looks like, respect the story, integrate that perspective. I’m talking about issues as “our” problem. Who is defining what the meaning is. Example: During the Katrina aftermath people identified as refugees. Whose diversity are we going to work on? Think about having to have an ID card to vote. It’s going to hurt those who have no records. Yes it still keeps those poor and of color from voting against status quo. How could we structure community discussion to define diversity? Minorities learn not to make waves; I do and use the chain of authority. In know I can go to governor but how will that really be of help in the community. We build allies/relationship groups and are coalescing. We are using survival techniques. Issues identified by the group: Talking is good but action is needed. Need to address issues head-on Need a course of action – teaching about multiple perspective models particularly in education. Training people who “need” it don’t want it. Leadership is necessary to move ahead. Critical Issues: Communities of Color 37 July 12, 2006 Eugene still not admitting to problem and not demonstrating willingness to take individual responsibility for status. Issue with “problem” would prefer to use opportunity as there are many opportunities to build alliances. Would like to see culturally appropriate services and education that reflects inclusive history. What can we borrow from other successful ideas? For example: Drinking and driving used to be okay but not this behavior is not. Before we bring a group to create strategy we all have to have common understanding and language. At Women’s Space tried to inform about cultural insensitivity in serving clients particularly Hispanic. Learned that making change meant institutionalizing cultural competency. Positive change results in more clients being served better because of improved skills in doing so. We don’t have to re-invent - much work has been done. Example of demonstrating cultural sensitivity-bi-lingual business cards. Are we (people of color) the educator this time? I thought there would be more Anglo perspective here. This is a safe room, our note takers and facilitators are allies. Ideas to include for next forum: Hear clearly from City leadership that some things are not okay. Use whatever medium but include the event and a statement that deems it unacceptable. I see myself as an advocate to spread information. As community we need to keep on speaking the message. Sincerity is important to me. Continue the dialogue. Forum cannot peter out now. I’d like to see some sort of forum continue to identify and implement ideas. not in our town Reaffirm – . Next time consider strategies to success. Jeff Wright of the RG is an ally. We don’t have to wait for the media. We can be proactive. Why is it that racial slurs have abated but homophobic terms are more common particularly in schools? Not in our town Develop the strategy and use billboards, media, bus signs, etc., to get the message out. Communities of Color 38 July 12, 2006 Connect the city’s mission statement to practices. Be up front about protecting against discrimination to ensure the organization’s statements connect to performance. Next Steps 1.For Eugene to recognize the problems and opportunities we have around issues of race, power and privilege. Communities of Color 39 July 12, 2006 Communities of Color Meeting - Table #9 Note taker: Denise Smith Facilitator: Mo Young Participants: Angie Sifuentes Kitty Piercy Ken Nagao Kenge Kobayashi Sandra Stubbs Sarita Black Charles Dalton Terry Leary Thanks for coming. Came because of Kitty. This even seemed to be the City reaching out to the Communities of Color. Question - Why are we here? Here because - Optimistic and wants to give Kitty Piercy’s administration a chance. Sense of obligation to her community. Doesn’t feel as hopeful. Helped with planning this event. Wanted to share some of his life experience during the war and racism he encountered. Was 14 years when entered internment camp. For years felt ashamed and has not spoken about his experience. Now wants to work on opening up. Here to tell his story and share about the Hult Center monument. Memorial will be where groups of Asians gathered to go to the camps. Hopes the memorial will help both Japanese Americans and others. A step towards eradicating racism. Not just about Japanese Americans, but everyone. Monument represents the constitution. Here to learn. Learned about it from a chain. Felt it was a hand picked community. What does the City expect of Communities of Color? How can we be ourselves and voice our opinion? What does the City Council want? Racism is taught by parents and schools. Won’t go away. Thanked person for his story. Happy to see new faces. Encouraging. Wants to share even if it’s area that’s been repeated before. Hopeful of the new faces in the room. At end of day would like some measurable outcomes - goals. Feels she is at the table in role as mayor and also as community member and parent of micro Asian child. Hopes that for role of mayor - how to use it to make it a more welcoming community. What should we be doing around public policy? Wants to be a pleasure to have so many parts to the community. Persons’ story was our community story, not just his family story. We are not far from the potential of the situation to repeat Communities of Color 40 July 12, 2006 itself. Immigration issues have brought it to the forefront. Help each other to truly live together at ease. Third generation settler in Hawaii. Japanese. Thought of being ashamed of being Japanese and hearing the bombs fall in Pearl Harbor even at 2 years old. Bombs fell st close to his house. 1 grade - remembers his mother being accosted. Eugene used to be KKK stronghold. Confided to him recently that still today that he has others “fix” it so he wouldn’t get work. Still exists today in Eugene. Was confused on how he loses contracts - disappointment, immigration issues, everyone was an immigrant. It is a shared issue. We should stay open to opportunities for all. He likes Eugene better than Hawaii. (Weather, activities, etc.) Motto - You have to budget time to work hard and budget time for play. Part of fun is the cultural thing. Likes to do cultural play and activities for relaxation. Part of personal philosophy. Organization was created for cultural learnings - anyone can attend. Over 30 years ago - wanted to expose the kids to the Asian potlucks to start. Did any stories bring up thoughts? Hoping to create a (multi-cultural center) in the Eugene area. Help by community, friends for care, housing, etc. Invites other ethnic cultures to partner. We don’t do a good job to tell the story of our community. The story that represents all the cultures. We can tell many stories (60’s, Nike, etc.). We don’t do a good job of the cultures. We need a better picture of who we are. People come of a limited picture. The multi-cultural center would be wonderful. Nice to have it located in Eugene. Benefits of learning the history of each culture - learn of the differences. Sympathetic group at table. Sherry Fleming has African American display that is in storage. Wants to get it displayed in a secure space. Bit of history. Other thought - Profoundly amazed at how differently we can view the world from his neighbors. African American 10%. 90% of people in the community have my theology. Fact is macro economics were based on slave immigrant labor. Yet the stories are about the minority white folks. Whites don’t hear those truths in school. We need to get fundamentalist whites, capitalists in this discussion. They are not inclusive in the conversation and mythology of the whites. They work from an illusion. It’s a lot about community perception and ignorance. How do we develop sure things like the multi-cultural center? If celebrations are just viewed as parties, they miss the true people. Break down stereotypes. Latino community is diverse, same as others. Be careful to stop perpetuating stereotypes. Find more opportunities to talk like this. Meeting like today. Relationships and conversation are to fix something. Expand into the community. Include Norwegian/Danish. Redefine. Look at all groups to look at their roots. Communities of Color 41 July 12, 2006 Recommendation - Transparency in local government is important. Creating deals undermines the relationships and process. A lot of common ground we can create in context of good government, democracy for all, civic participation. Sit next to anyone in community. Understand views of everyone. Loves Police Auditor and community. More light on their work will be good. Not just African Americans. Abused poor people. Chamber created a group for Latino business owners. Good to have someone embrace them and ask about their needs. Looking for acceptance of the Chamber in general. Those businesses start getting more involved in mainstream Chamber activities. Where do we do that in local government? We are fortunate our businesses let us participate in these things. How do we reach out at other times? Something like a “City after Hours” - invited to come and talk. City can be a catalyst for development. He spoke to EWEB about giving more consideration to contracts who give consideration to minority businesses and contractors. City is able to do that. Every City bid does a minority business statement (subs, etc.). Yesterday in meeting - triple bottom line sustainability. Draft recommendations to Council - thoughts were poor job of dealing with social equity. The contract requirement could be a small step to doing that more. Great point. Hope Asians will not be exempt because they are an over represented minority. Two Asian people turned down for scholarships because of our over-representation. Racism starts at home. Suggestion better US history - more accurate. Tell more on Civil Rights. Teach children to be more tolerant. Economic basis. Follow the money if you want to know what it’s about. Could grow up here believing the African mythology of why they were brought here. Discussed some of the historical patterns of government. -Overtake governments (Hawaii) -Low cost labor (slaves, Japanese Americans) Out of this discussion - about education, schools and community. Talk about our community history as a way to build. Tell the real story together. Bad news - good news. Even in Oregon 50/50 split of North and South. Example of that historical split. Capitalist society and history - important historical information. Someone like Warren Buffet makes statements about privilege - he recognizes who he is - drives opportunity. Communities of Color 42 July 12, 2006 For women - financial opportunity is a fairly recent thing. Save some issues for women. Switch to brainstorm. Ideas are process Critical Start discussion on time - we started late today. Promotion of professionalism and expertise both in the City and community. Racism is unprofessional. Look at items from all of the groups and prioritize for the overall picture. “What does this group view as critical?” Lack of education. Build a community platform for the youth or they will move on. Who’s missing? White minority groups (various nationalities) Fundamentalists Business community to get into an economic discussion How can we encourage employers to have a civic mind? Employees get involved and supported to be part of the conversation. City government requests of businesses to have employees involved. Start later? Be careful not to add to the workday. Ask businesses to contribute to the community by supporting employee involvement in the conversation. Invite teachers to the discussion. Get City Council to meet with groups directly. Go to them. Councils asks and initiates. Look for cross sections within different communities. Ideas -Outreach to new faces -Times need to work for people not losing money -Safe spaces to talk -City Council takes on responsibility to talk to business community to give employees paid time off to be part of the discussion -Talk to employees about why it’s important for them to get involved Communities of Color 43 July 12, 2006 -For economic reasons, livability of community, how to be welcoming Talk about next meeting -Find low hanging fruit and the issue & get after it -See timelines and make deadlines and accountabilities -Get businesses involved and at the table. Get next layer into discussion for education and spread its concepts -Clear pubic stated goal to rally energy around Next meeting Council use their leadership to better educate the community Link to other City initiatives - sustainability, professionalism, economic Council do a better job of talking more in terms of racism and city initiatives Develop group/commission whose focus would be to take things from meetings like this and watch progress - maybe Human Rights Commission. Could be a separate group or subset. Next Steps 1. Expand conversation to include education…City Council speak with business community. 2. Subcommittee of HRC or separate committee 3. Safe space 4. Cultural center 5. Bringing younger generation to the table 6. Clear defined goal or mission statement Communities of Color 44 July 12, 2006 Communities of Color Meeting – Table #10 Note taker: Ann Muller Facilitator: Laura Yergen Participants: Elizabeth Andrade Colt Gill Jan Oliver Rev. Arthur Shankles Mercia Silva Dennis Taylor Facilitator invited participants to introduce themselves and begin the discussion by sharing their concerns. One person has lived in Eugene 53 years. Jobs are his main concern. Jobs for minorities and others are not available; work for people of color is not available. Many college students have to leave for employment. Another is from Brazil, and has been here two months to learn English. She would like to listen to the discussion. Another said he is here to learn from listening about how to be more inclusive. Eugene needs to be a place where families can live and grow. Eugene can be the community he believes it has the capacity to be. Another has been here 16 years, and is originally from El Salvador. She has also lived in New York. She is a single parent and works at LCC. When she came to Eugene, she worked as a volunteer for social service agencies. She has seen the needs of the minority community. Now she works as a recruitment analyst for LCC. People in the communities of color need to know the system in order to assimilate and be successful in a job and career. Also, we need to be more proactive in educating the whole community on immigration issues. Many people don’t understand. We are going backwards on diversity issues. Another works at the UO, with 25 years of employment. She has been to one of the participant’s church. She reared 3 children here, and has 4 grandsons. She also lived in Eugene before she got her UO job. Jan also has lived in Sacramento to be in a community that wasn’t predominately white; she lived in the black community there. There are lots of challenges in Eugene. There are lots of conversations about people of color who have left; about how horrible it was for them here. Some stayed. There is a sense of lost opportunity by not acknowledging the tenacity of people who stayed, worked hard in the community, and hooked kids up with positive opportunities here. It’s like studies of why kids go wrong; we should study what makes kids go right. What makes it work for the people who stayed? Are they idiots? We made a conscious decision to stay, and get jobs and work in the community. It wasn’t easy, but she has no regrets. This is an untapped conversation. What can we learn from them? Communities of Color 45 July 12, 2006 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 Another said that if people can’t do the job, it needs to be addressed. Don’t keep an incompetent person in a job in the name of diversity. Another said this is a fight for power, success, jobs. When you have a group of people and one job opportunity, they invite friends and tell them about it. The job is identified for a man, for example. Other people never hear about the job – only a little group. We need to do more to show people the ways to a job. They can contribute. It’s important to give opportunities to all people. We need to break stereotypes. Another said we need to publicize information. Eugene needs new companies with clean technologies and to put energy into these jobs, like recycling paper. What can Eugene do that’s good for job opportunities? Eugene is not an industrial city. Another said we need to connect children in a broad sense with opportunities as they emerge in the community. The poor in the community are disengaged, but they are the ones who have to deal with the impact of unclean technologies. We need to collaborate with them around these jobs and clean technology; jobs in bamboo floors, for example. Young people should become conversant in new technologies. These are opportunities in the communities of color. I’m tired of talking about race; it’s not useful for me. I live in a serious working class community to become aware of other people. I speak to young people – teenagers even if it’s saying hi to them. Another said that school districts need to implement training on diversity at a younger level. There’s a need for classes about diversity. When she moved here, she had to do research to find schools with people of color. Children can be cruel. She found Edison School. A white person doesn’t think about that – minorities do. Every school should have the same diversity curriculum that starts at an early age. Why is it only the school with money – Edison, Roosevelt, South Eugene? What not all of them? The Latino community is also racist. They too need education. Another said that in Brazil, education books are written for white people. The pictures are of white people. Now, Brazil has new laws. Teachers have to teach about African history. Half the population is of African ancestry, from Angola. These are new opportunities to teach about the black perspective, legends, history and heroes. It’s very important for change. It’s the same for women. All the streets and buildings were named for men. It makes her feel like her mother did nothing. The City Manager said our (city) recreation program is more diverse, but we haven’t taken steps overtly. We have tried to model the values of inclusion and diversity; but feels we haven’t taken the same steps for recreation that we’ve done for employees. He’d like to improve recreation opportunities by partnering with schools. Another said we need to start the conversation early with kids. The City Manager said people do find ways to apply for jobs at the City of Eugene, but we rarely go back and ask unsuccessful candidates for information. What parts of the process didn’t work for them? Recruitment? Selection? Oral interview? It’s one thing to provide an opportunity; it’s another thing to change – to ask and find out where the cultural bias is. Communities of Color 47 July 12, 2006 Another person responded that she has done it – asked why? People need to assimilate into the culture in order to survive. She has seen resumes. They couldn’t get the job. Why? We need to increase awareness of diversity in schools, education, and community college. These need to be mandatory courses. At LCC students take one course on diversity. Employers need to say what information they value (diversity); this is what we expect from employees. Elizabeth doesn’t like the “cultural competency” language. She wants to be a good human being. She needs to be understood, respected, for people to learn where she’s coming from. It’s a way of living – a philosophy. Another person said the X-files was counterproductive and mean-spirited. Another said that jobs and environmental problems get a lot of talk here, but not social equity. Having jobs for young people hasn’t been a priority. Another said we need living wage jobs. Hyundai brought jobs with benefits. In Eugene, there are lots of jobs with no benefits. Access to healthcare is a huge issue. How can we create resources in the community that people can tap into? Communities of color can access resources for small businesses at UO. There are lots of resources, but people don’t get hooked up with them. We need to invite young people to think about their future. Another said in government, many people come in as interns or through school or community opportunities like Boys State. Do we do enough to connect with people, to give experiences to young people that will lead to good jobs? Some become associated with a profession at a young age; some don’t start thinking young enough to prepare early. One example is firefighters. Many are 23-25 years old, white, ex-military who have prior certification as paramedics. Another said that sometimes it’s quality of life. There are summer camps, scholarships. The facilitator asked the group to focus on suggestions for another session. - Conversations at tables within community of color in addition to multi-racial tables. We need to get comfortable outside of social situation. People aren’t comfortable talking about race; we’re not good at listening to each other. - Opportunities for newcomers to talk with people who have been here longer. Do different generations have different experiences? For example, as an Air Force kid, he would learn how to assimilate into new communities. Are we as inclusive as we could be? People who have been here a long time know the system and can get jobs. Newcomers don’t know the system and don’t get jobs. - If you come from another area for a job, it’s different. Getting newcomers, long time residents together would help. White Eugene could use help understanding each other. - Invite experts, including HR Analysts who do recruitment, to help with the conversation and to share their experiences. Communities of Color 48 July 12, 2006 One person asked if people feel safe here and another responded that she feels safe, but she also wants to a live in a neighborhood where there are others communities of color. - Caucuses are important for people to talk together with others. - Establishing milestones and setting expectations are important to him. - Meet again soon so that we don’t lose momentum. Next Steps - Table #10 1) Employment/jobs 2) Explore why people have stayed in community - gain a better understanding 3) Create opportunities for people new to community to talk with long-term residents 4) Invite “experts” in fields to participate in conversation and share experiences 5) Offer opportunities/format for caucuses of groups to talk together; with others 6) Race and immigration - topic Communities of Color 49 July 12, 2006 ATTACHMENT B COMMUNITIES OF COLOR AND CITY COUNCIL DIALOGUE ON RACE RELATIONSHIPS JULY 12, 2006 THEMES FROM TABLE NOTES Note: Some of the comments are verbatim and others are a summary of similar comments. Numbers in parenthesis indicate which table the comment came from. GATHERINGS/FORUMS Needs to be more than this one meeting (all tables) City facilitate (relationships) by providing venues to kids to not feel alone no matter their background; arrange people by interests, not by color, so people can see similarities rather than differences (1) Regularize these conversations. Hold them more than once a year. It should be a different group of people each time, and shouldn’t be just when something happens to warrant a meeting. We need to be proactive, not reactive. (2) Get discussion, education and sharing beyond regular players and broaden to the community (3) None of us knows enough about anybody to understand each other…If you know the person less likely to insult (3) Relationships need to be built. Communities need to become cohesive units – that takes time...Plenty of work on both sides. Communities need to take it as seriously as councilors. (4) Sensitivity training around diversity. That’s useful, but need to develop relationship between government and community. With people in community and people in government. (4) More white people should be in this room listening (5) Have all groups coming together not just group specific – not individual groups – need to create a forum, continuum of meetings, not only crisis driven (7) Clear defined goal or mission statement (many other tables) Topics: why people have stayed in the community – create opportunities for people new to the community to talk with long-term residents. (10) Invite “experts” in fields to participate in conversations and share experiences (10) Create other formats/opportunities for caucuses of people to talk together (10) 2 Include race and immigration as topics (10) PARTICIPANTS Give younger people a voice (1, 9) City sponsored conversation like today including youth. (1) We need to listen more, and hear the voices and stories of minorities (2) Hear new voices, not the same ones all the time (2) City goes to the same people of color for feedback; needs to move to another level (2) Some people of color who have very strong voices don’t get invited to speak (2) Include people not here today, not at the table today (1) Bring more people into our community (1) Open door to have people come and make it diverse (3) Who’s missing: White minority groups (nationalities), fundamentalists, business community (employers; discuss economics). Teachers (9) ACT! Stop the dialogue and do things. We’ve been talking about it for 20 years and we’re tired of talking (1) Need issues to work on…not sure I want another meeting just to have discussion (3) Narrow and specific directions as to next steps (4) How to continue so we aren’t starting over all the time (3) Action items: employee training, enforcement and consequences, negative perceptions of Eugene, deficit model, accountability, 4J Diversity plan (5) Remember that social change happens slowly. (2, 4) INTERACTIONS WITH LARGER COMMUNITY; WHITE PEOPLE Who is having conversations with the white people? Who is having the conversations with the people who can make a difference? What is being said when we leave the room? (1) 3 Conversations with people that don’t perceive equity and diversity as their issue. (1) White people need to listen to passion/anger without getting defensive. (2) Predominant whites needs to understand what daily life is like. (4) Change won’t happen until these issues become as important to white people as people of color…important for all people, including well-intended white people, to understand they are part of problem…often white people believe I they don’t discriminate, these issues are isolated. (5) Think beyond City of Eugene. City takes stand - this is where we take stand. Like to see community-wide - with business, groups, government agencies. Can start changing at City, but needs to happen on outside. Need to get word out in different ways.(6) INTERACTIONS WITH COMMUNITIES OF COLOR Community needs to know what City government looks like - don’t understand how City is set-up. Lots of education needs to happen. Communities of color busy talking about how to survive. You don’t always know about this. (4) City build relationships with communities (4) City of Eugene have an open house for community to see what you do. (4) I want my community to know how you work, like tour of homes (4) City open house that welcomes all communities (4) If the city government graded us it would imply there were paying attention (4) Value opinions of people of color on same scale as other opinions, and not as less important than other issues. (5) Continue building relationships (5) Need to be understood if come from different places. Employers need to understand - some cultures quiet - don’t speak up. Don’t ask to be promoted. Need education for everyone. About speaking up. (6) DEALING WITH RACISM Address everyday racism. We’ve got to get people to know it, own it, and acknowledge it. The burden is on a small group of backs. We must share the burden. (2) How to get people to acknowledge existence of racism, how to make public aware of problem (3) Need to redefine racism. White people need to redefine racism individually, own their racism and understand that being a racist doesn’t mean you’re a member of the KKK (2) 4 Educate the community through commercials, radio, newspapers, etc., on racism-free language. Often people say the wrong thing out of ignorance. (2, 8) Adopt a marketing mindset – Change name of “communities of color” and expand the circle by cultivating people’s curiosity. (2) Publicly fund the racism study circles. (2) Study circle – does relationship piece (6) not in our town Reaffirm consider strategies to success (8) EQUITY BEYOND RACISM We need to look at every idea and consider economic factors. Economic development strategies need to benefit everyone equally (1) Public funds need to serve and benefit everyone in the community equally in the project and its implementation; include as many in the community as possible (1) People fight family wage companies from coming here (3) Like to see economic equity (6, 9) CITY LEADERSHIP Accountability (3) Report cards – communities could also do their own report cards. (4) Create and annual report card – two-way communication (4) What does city leadership think about diversity and why are we doing this? (1) City leadership share what they think about diversity (1) When there are crises – need to understand where people are coming from before issues arise (3, 4) City currently acts like race issues don’t exist and people are perceived as individual trouble makers, as liars (6) Access to decision making…bring stakeholders to table…do it intelligently and maximize efforts (3) Get people of color more involved in public process – mentor them for involvement (3) City needs to make commitment to develop on-going relationships with communities. Is there opportunity to let community feed you information? How do we involve you - other than calling Kitty Piercy? Great opportunity for us to bring folks for you to meet them. Important for you to be there. Big deal when Mayor came to a function. A lot of activities that City can be involved with. Don’t have to invent places to go. (4) 5 Recognize basic living issues e.g. economics, gangs, employment, etc. Recognize issues exist; be willing to admit…Communities need to recognize you care City speaking out on immigrant rights. Rest of Eugene may not know (4) Acknowledge racism exists. Say we’re not going to tolerate it. Keep saying it, not just once in a while. Need annual recommitment by city. (4) Part of City’s annual State of the Union – to say city is welcoming. Acknowledge present issues (4) Make things available – publicize them (6) City newsletters – neighborhood newsletters – utilize that for things happening here (6) Review current resources (i.e. MOU) (6) Discuss success and failures; analyze (6) Consider using model like South Africa Truth and Reconciliation Council (TRC) instead of piecemeal interviews to build relationships (7) Consider environmental groups who testify on issues and succeed in getting results, code changes – single issues get attention but not this – MLK Blvd example, was no-brainer but had to go through big process – even this not taken seriously – why is process held up at policy level – environmental groups don’t necessarily speak for all environmentalists – would like to see similar process for community of color (7) Have Diversity Committees report to community at large. Establish group to inventory and evaluate county/city/state for diversity implementation. (7) Elect more people from communities of color; elected stand up for critical issues – push forward (City sponsor project for mentoring potential political candidates?) City employees, councilors – submerge themselves in our groups (4) Public statements by leaders when incidents happen. (4) Is there a way for the Mayor and/or City Council to make these things public without harming individual rights? What about a regular article in the RG? (8) City liaisons to groups (4) Involve Lane county; holistic approach needed between county, city, City Club, etc. (5) Connect the city’s mission statement to practices. Be up front about protecting against discrimination to ensure the organization’s statements connect to performance. (8) Recognize the problems and opportunities we have around issues of race, power and privilege. (8) 6 Transparency in city government (9) “City After Hours” (9) City can be a catalyst for development. He spoke to EWEB about giving more consideration to contracts who give consideration to minority businesses and contractors. City is able to do that. Every City bid does a minority business statement (subs, etc.). (9) Link to other city initiatives – sustainability, professionalism, economic development (9) Community cultural center (9) Parks & Recreation: The City Manager said our (city) recreation program is more diverse, but we haven’t taken steps overtly. We have tried to model the values of inclusion and diversity; but feels we haven’t taken the same steps for recreation that we’ve done for employees. He’d like to improve recreation opportunities by partnering with schools. (10) CITY COUNCIL Councilors – submerge themselves in our groups (4) City council speaking out on issues. (4, 9) Council members voicing concerns of minority communities. (4. 9) Diversity training for city council – next step to educate City council (7) Including discernment and understanding of institutional history); define diversity; give focus to communities of color (7) Challenge city council to develop institutional memory (we’ve been here before…we have the same conversation over and over) and that there be minimum requirement for people doing business with the city (5) City council has a bully pulpit to share info, values, and walk the talk. They can show visible support and lead by example. (5) Get City Council to meet with groups directly. Go to them. Council asks and initiates. Look for cross sections within different communities. (9) City Council takes on responsibility to talk to business community to give employees paid time off to be part of the discussion (9) Talk to employees (city?) about why it’s important for them to get involved (9) Develop group/commission whose focus would be to take things from meetings like this and watch progress - maybe Human Rights Commission. Could be a separate group or subset. (9) 7 INFRASTRUCTURE: Look at city codes – some discriminatory codes exist (3) Put out positive PR regarding race issues and not just have negative issues portrayed by media (5) Use media to present positive images of values, accountability – publish meetings, goals and timelines. (5) Have a full-time trained PR employee (5) Survey/audit of organization by an outsider person to identify diversity gaps in training and other areas. (5) Have an internal ombudsman to provide support to employees of color and protect privacy (5) Point I heard a lot – people don’t know they have avenue or recourse…place for complaints (6) The Diversity and Human Rights Coalition (DHRC) organizations should hire an ombudsman to address complaints and recruitment and retention issues. (5) Culturally competent policies are lacking (7) EMPLOYMENT: Retention…need opportunities to grow (3) A place employees of color can go for support. There may be one other person of color in a department for support. The city could look at retention, recruitment policies, and a system for support. People of color don’t get support from institutions. Recruitment techniques are important. (5) Glass ceiling in Eugene (4) Hiring process include “culturally competent” component (7) Need more people of color in management – can city be model for others (7) Include diversity and cultural competency as part of job skills and include as part of evaluation (7) Teach people how to navigate employment system (10) The City Manager said people do find ways to apply for jobs at the City of Eugene, but we rarely go back and ask unsuccessful candidates for information. What parts of the process didn’t work for them? Recruitment? Selection? Oral interview? It’s one thing to 8 provide an opportunity; it’s another thing to change – to ask and find out where the cultural bias is. (10) DIVERSITY PLAN: Create diversity plan with recruitment benchmarks. (1, 4) City should provide leadership to other communities. (1) Need outline or blueprint – are there communities out there who have done this and have models? (3) Talk about our community history as a way to build. Tell the real story together. Bad news - good news. (9) TRAINING: Get EPD employees more training on how to read people better. They need to change their language and approach so that when they stop a minority, there isn’t so much tension between the two. (2) Offer free diversity training – city/county offer training to other companies (3) Diversity training needs to take you to uncomfortable zone - don’t learn if only done in comfort zone - honest conversations - don’t want to hurt feelings on step on toes. Study circles - circle of conversations - need to broaden (3) Sensitivity training around diversity. That’s useful, but need to develop relationship between government and community. With people in community and people in government. (4) EDUCATION Concerns about UO: Students shut down because of feeling unwelcome. Challenges for students of color who are leaving due to hate crimes. (1) Public schools: curriculum, teacher behavior towards students, student to student behaviors (8) Suggestion - better US history - more accurate. Tell more on Civil Rights. Teach children to be more tolerant. (9) Need a course of action – teaching about multiple perspective models particularly in education. (8) 9 In military still, have to keep up training. Still had to keep up training, continuity. Diversity knowledge isn’t seen as something we need to keep up with. Need to keep up with it. (4) City employees need to take diversity training every year. (4) Hold diversity trainings across companies and institutions with a segment on privilege ongoing. (5) Not have training just with police and city. People from community. Different people together: teachers, business leaders, religious leaders, leaders from different communities (6) City sponsor major diversity training for business leaders (6) Diversity training for city council – next step to educate City council (7) Create opportunities for experiential learning (7) Identify the behavior we want to encourage (8)