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HomeMy WebLinkAboutItem A: Equity and Human rights Program Update ECC UGENE ITY OUNCIL AIS GENDA TEM UMMARY Work Session: Equity and Human Rights Update Meeting Date: November 18, 2009 Agenda Item Number: A Department: Central Services Staff Contact: Raquel Wells www.eugene-or.gov Contact Telephone Number: 682-8439 ISSUE STATEMENT The purpose of this work session is to provide an update on City efforts around equity and human rights, including the Diversity and Equity Strategic Plan, dedicated staffing and resources through the Equity and Human Rights Center, and the Human Rights Commission. The work session also provides an opportunity to obtain feedback from the council on ways in which the commission and City organization can help support effective communication and engagement on critical human rights issues among elected and appointed officials, City service providers and community members. BACKGROUND The City of Eugene has a long history of working on diversity and human rights. In the past few years, several important milestones occurred, including staffing changes and the merging of the Diversity and Human Rights programs. These changes present a unique opportunity to step back and consider how these separate programs connect to one another, reflect on their association with Sustainability and Neighborhood Services, reconsider their ties to City operations and services, and continue building community networks and capacity. Overlaps and intersections within each of these areas provide opportunities to collaborate and to build on strengths. In July 2009, the City of Eugene completed its five-year strategic plan on Diversity and Equity. This fulfills one of the main recommendations from the Community Committee on Race. The City’s commitment and deliberate actions in addressing human rights issues are more important than ever, in part because the economic downturn has created sizable impacts on many community members – especially vulnerable populations. The Diversity and Equity Strategic Plan (DESP) identifies six goals: Leadership, Capacity, Workforce/Work Environment, Service Delivery, Communication/ Engagement, and Measurement/Accountability. The efforts of the Mayor and council, Human Rights Commission, Equity and Human Rights staff, other City of Eugene services and programs, and community members, contribute to outcomes in each of the goal areas. A few examples are provided below: Leadership: Demonstrate strong leadership and organizational commitment to diversity and equity. ? The Human Rights Commission work plan includes a goal of enhancing relationships and communications with the City Council, Equity and Human Rights Board, other Z:\CMO\2009 Council Agendas\M091118\S091118A.doc commissions, and City staff. In addition to continuing the liaison relationships between individual commissioners and councilors, this includes providing updates on council priorities on race and homelessness, working on a future resolution on the “Dream Act,” and the mental health resolution adopted by the council in October. ? The Equity and Human Rights Board is integrating the Human Rights Commission’s work plan goal for a “Human Rights City” with the organizational goal of developing a human rights framework to guide City policy and services. ? The City’s Executive Leadership Team has communicated that equity and human rights are the work of all of us in the organization and they have assigned employees to the citywide implementation of DESP action items. ? The City’s Executive Leadership team addressed a significant general fund revenue gap of $12 million with the goal of maintaining jobs and access to services in the community during a time of significant need. Capacity: Increase our capacity to become a more culturally competent organization and community. Respect and empower employees in developing programs and setting policies. ? The Human Rights Commission’s work plan includes the goal of promoting relationships and building capacity between the community and Human Rights Commission through collaborative work on human rights issues. This will include training and public forums, such as the November 8 “Busting Immigration Myths” event sponsored by the commission. ? Equity and Human Rights, and Human Resource staff, represent the City of Eugene on the Interagency Diversity Equity Consortium (IDEC). This work has strengthened agency collaboration and supported recent projects such as the Oregon Diversity Institute and Racism Study Circles Facilitator Training and curriculum development. ? Equity and Human Rights and Human Resource staff are working with Lane County Human Resources to design and implement several new trainings for City and County employees on related topics such as Exploring Culture, Implementing a Human Rights Community, and Ally Training. ? The Human Rights Commission also is recommending police training on interactions with non-English speakers including commands, taser warnings and protocols to identify translators. Workforce/Work Environment: Achieve and maintain a workforce reflecting our community and create a work environment to support all employees. ? Equity and Human Rights, and Human Resource staff, have redesigned the mandatory supervisor training on recruitment and selection, which incorporates conceptual and practical information supporting diversity goals. ? Both Eugene Police and Eugene Fire staff have identified a goal to increase gender representation within their ranks. Equity and Human Rights staff will support efforts towards achieving these goals. ? The interdepartmental Equity and Human Rights Board is working with City departments to restructure diversity committees to ensure department services and programs have culture-specific knowledge that makes service and programs more effective. ? The Public Works Diversity Committee worked with Equity and Human Rights staff to train facilitators for a department-wide employee feedback session using Open Space Z:\CMO\2009 Council Agendas\M091118\S091118A.doc Technology. The feedback will be used to help the department identify specific action items for the departmental level DESP plan. Communication/Engagement: Communicate openly, respectfully and effectively with the community. ? City Manager’s Office staff partnered with the Eugene Police Department to host several community listening sessions over the last year. These listening sessions helped provide a space for community members and police officers to gain a better understanding of each other’s experiences. ? The City’s Boards, Committees and Commissions recruitment process was recently reviewed and broadened to more accurately reflect our community, inviting community members to volunteer with the City. Recruitment for open positions on boards, committees and commissions was expanded to include new venues such as Craigslist, network trees, list-serves, panel presentations with opportunities for questions and answers, as well as traditional methods of recruitment such as outreach at City-sponsored events, Neighborhood Association participation, newspaper ads and posting to the City’s website. ? The Human Rights Commission and City Manager’s Office staff are developing systems and guidelines to ensure that complaints from community members regarding discrimination and harassment are accepted and receive a response. ? The City will use approximately $300,000 in funds from the federal Neighborhood Stabilization Program (NSP) to help encourage home ownership in areas hardest hit by foreclosures. The funds are targeted to help low- to middle-income residents buy and rehabilitate foreclosed properties that might otherwise become sources of abandonment and blight in our community. ? Equity and Human Rights staff worked with the Neighborhood Survey team to make sure the survey was as accessible as possible (e.g. offering inclusive demographic options and Braille copies during the White Cane Day event). ? The Eugene Public Library system serves Eugene residents with more than 400,000 items in a variety of formats. Programming to children, and preschool children in particular, is a major service emphasis. The Library also refers patrons to local organizations and institutions that offer group and one-on-one tutoring in basic literacy, ESL (English as a Second Language) and classes in Adult Basic Skills such as reading, writing and math. Measurement/Accountability: Measure our performance to ensure our efforts effectively lead toward established goals. ? Departments are currently creating department-specific plans on equity and human rights and will present those to the Human Rights Commission and community in spring 2010. ? Equity and Human Rights staff and the Human Rights Commission participated in pilot groups that helped develop the Triple Bottom Line Tool (TBL), a project of the Sustainability Commission and Board. The Diversity and Equity Strategic Plan (DESP) will guide efforts to ensure that the City organization provides access, removes barriers, and is inclusive of all community members and employees. It provides useful tools that will help further incorporate the City’s core values into all of its work serving Z:\CMO\2009 Council Agendas\M091118\S091118A.doc the community. The expertise and perspectives of the Human Rights Commission, Equity and Human Rights staff, and other staff and stakeholders support elected leaders and community members in achieving shared policy goals and delivering more equitable services. RELATED CITY POLICIES Council Vision, approved May 2009: “Value all people, encouraging respect and appreciation for diversity, equity, justice, and social well-being. We recognize and appreciate our differences and embrace our common humanity as the source of our strength….Encourage a strong, sustainable and vibrant economy, fully utilizing our educational and cultural assets, so that every person has an opportunity to achieve financial security.” Council Values, including: “Safe Community: A community where all people are safe, valued and welcome” and “Effective, Accountable Municipal Government: A government that works openly, collaboratively, and fairly with the community to achieve measurable and positive outcomes and provide effective, efficient services.” Council Goal on Race: In 2005, the council adopted a goal on race: “Enhance understanding of race issues and improve community relationships.” COUNCIL OPTIONS No formal action is required. Staff invites input and direction for follow-up on issues. Options include: •Identify needs for information and work program check-in – by topic and method (memo, work session, council newsletter item). •Provide direction for the council’s continued work on its priority goal on race. The plan focused on community input, and Mayor and council education on issues of race. CITY MANAGER’S RECOMMENDATION None at this time. SUGGESTED MOTION None at this time. ATTACHMENTS A. Recent Timeline of Diversity, Equity, and Human Rights B. Upcoming Equity and Human Rights Opportunities C. Race Action Plan and DESP Related Items FOR MORE INFORMATION Staff Contact: Raquel Wells Telephone: 682-8439 Staff E-Mail: Raquel.c.wells@ci.eugene.or.us Z:\CMO\2009 Council Agendas\M091118\S091118A.doc ATTACHMENT A Attachment A: Diversity and Human Rights Timeline (2005-2009) These milestones are the basis for the current organizational structure for Equity and Human Rights. 2005 ? Council has a priority goal on Understanding Race ? New Diversity Consultant Hired ? Diversity and Equity Strategic Planning (DESP) kick-off 2006 ? Community Committee on Race meets to help with Council goal on Race ? “Human Rights City” concept comes to Human Rights Commission 2007 ? Council meets with 65 community members to listen to their experiences about race in the Eugene community. ? The Race Action Plan was adopted by the City Council on May. Resources allocated to begin the Diversity and Equity Strategic Plan community outreach phase. ? Diversity Program moves to the City Manager’s Office ? Human Rights Program Manager requests an assessment of the program before leaving position. City Manager hires staff to conduct an assessment. ? Assessment Task team (5 community members/5 staff) meets to assess the human rights and diversity programs within the City Manager’s Office ? Community conversations about local implementation of the International Declaration of Human Rights ? Sustainability Commission is created with a focus on social equity 2008 ? Assessment Team report finalized includes recommendations for merging Human Rights and Diversity programs. ? A city contract with U of O’s Community Planning Workshop and completes Community Outreach for DESP, as requested by Council. ? City Manager begins to reorganizes the City Manager’s Office to integrate Diversity, Human Rights, and Sustainability ? Diversity Consultant leaves the organization and the Diversity program merges with Human Rights to become Equity and Human Rights Area. New manager of the combined area is selected. ? Neighborhood Services Assessment identifies a link to Equity and Human Rights and community engagement, as well as recommendations for moving to City Manager’s Office. This supports the co-location with Sustainability, Equity and Human Rights. 2009 ? New Human Rights Commission Analyst joins organization. ? Diversity Advisory Council (DAC) staff presents DESP to City Executive Team. Diversity Council transitions to new oversight board for implementation: Equity and Human Rights Board. ? New Community Engagement position created within City Manager's Office ? Human Rights Center (833 Willamette) moves to Atrium Building. New locations achieves cost savings, brings staff reams and community members together to support continued collaboration. The Equity and Human Rights Center is located at 99 W 10 Ave. ? Five year DESP adopted in July ? New City Manager’s Office work team co-locates in the Atrium: Equity and Human Rights, Neighborhood Services, and Sustainability ? Mental Health Resolution passed by City Council ? Staff & Human Rights Commission begin exploring a local “Dream Act” Resolution. ? Community-wide planning for a Spring 2010 Human Rights Summit (April 10, 2010) ATTACHMENT B Attachment B: Equity and Human Rights Upcoming Events Equity and Human Rights Events Listed below are some of the events and activities that the Equity and Human Rights Center staff will be involved with in the coming weeks and months. We invite you to attend, ask questions or contact us for more information about any of the items listed below. We’d also encourage you to stop by center to say hello. We are located in the Atrium Building, ground floor, in Suite 116, next to the PDD Administrative Office. 541.682.5177, www.eugene-or.gov/hrc Calendar of Events! Event Title and Information Date/Time/Location/Additional Information ?Transgender Awareness Week November 16-20 – see www.eugene-or.gov/hrc – there’s something happening every night! ?International Human Rights Day – “Human Thursday, December 10th. 6:30-8:30 p.m. Cesar Rights Starts at Home” Chavez Elementary , 1510 W. 14th Ave. ?Martin Luther King Jr. Award January, 2010 ?Martin Luther King Jr. Day Celebration January, 2010 ?Human Rights Summit April 10, 2010, more info to follow ?Free Movie – “PAPERS”November 18th Knight Law School, UO, Room 177, 6:30-9:00 p.m. "Papers" is the story of undocumented youth and November 19th Education Center, 200 N Monroe, the challenges they face as they turn 18 without Eugene, auditorium., 6:30-9:30 p.m. legal status.…..see the movie! ?Veterans Awareness Sack Lunch (PDD TBA – coming soon Diversity Committee/CMO topic) ?City of Eugene Poverty Simulation Training TBA – coming soon ?IDEC Study Circles Project City of Eugene Learning Circles in Spring ?Human Rights Commissioner Orientation December 12, 2009, 8:30 a.m. to 2:30 p.m., Hilyard Community Center Equity & Human Rights Commission and Committee Meeting Info: Human Rights Equity and Human Rights Board Accessibility Committee th 4 Wednesday Tuesday of every other month 2nd Monday of each month 9 a.m. to 11a.m. 11:30 a.m. Saul Room, 3rd Floor Atrium Sloat Room, Atrium Bldg. Human Rights Commission 3rd Tuesday of each month 5:30 - 8:30 p.m. Human Rights Saul Room, Atrium Bldg. Education & Outreach Committee Human Rights 2nd Monday of each month Agenda Committee 5:30 - 7:30 p.m. 1st Tuesday of each month Atrium Bldg. Saul Room, 3rd Floor 3:30 - 5:00 p.m. Equity and Human Rights Center ATTACHMENT C Attachment C: Race Goal and Diversity Equity Strategic Plan Action Items (DESP) Below are Council’s vision, action plan on race, and diversity equity strategic plan action items. Eugene City Council Vision and Values (Approved May 2009) The Eugene City Council’s vision is to: Value all people, encouraging respect and appreciation for diversity, equity, justice, and social well-being. We recognize and appreciate our differences and embrace our common humanity as the source of our strength; Be responsible stewards of our physical assets and natural resources. We will sustain our clean air and water, beautiful parks and open spaces, livable and safe neighborhoods, and foster a vibrant downtown, including a stable infrastructure; and Encourage a strong, sustainable and vibrant economy, fully utilizing our educational and cultural assets, so that every person has an opportunity to achieve financial security. ______________________________________________________________________________ Race Goal Enhance understanding of race issues and improve community relationships. The council priority on race outlines a plan that the council as a body, and the Mayor and councilors as individuals, can engage in to build a better understanding of race issues among themselves and improve race relations in the community. The plan focuses on community input and Mayor and council education on issues of race as a background for action. Race Action Plan (as reported in council goal report, October 2006) OUTCOMES 18 – 24 month outcomes • Informed and educated mayor and councilors on the nature and status of race relations in the community • Mayor and councilors articulate their collective philosophy and commitment regarding race, racism, and race relations • Mayor and councilors act collectively and swiftly against acts of racism in the community • Mayor and councilors enhance existing, and forge new, relationships with communities of color and other race relations allies in the community • Mayor and councilors explore areas of personal growth related to issues of race 3 -5 years outcomes • Enhanced council and community awareness of race issues • Increased understanding by council and the community about the affect race relations has on community member’s perception of safety and quality of life • Effective race relations becomes a priority the whole community will actively embrace • People of color in the community feel they are respected, engaged, and have a voice in community affairs • Issues of race are engaged proactively versus reactively in time of crisis • Eugene will begin to forge a national reputation as a community that actively supports an environment that is viewed as welcoming by all races and cultures FINAL OUTCOME MEASURES • Communities of color report increased engagement in race relations work with the council. • The council reports a deeper understanding of issues of race in the community. • The council reports an enhanced personal awareness of their perspectives on race. • The council acts swiftly to denounce and counter acts of overt racism in the community. • Communities of color report having an enhanced voice in community affairs. • Communities of color report feeling less fear and an increased sense of safety and belonging. ______________________________________________________________________________DE SP GOAL 1: LEADERSHIP Action Item – 1.2 City Leadership regularly speaks to diversity and issues of social equity. Assigned Lead(s): Council and Executive Team Measurements a. In year 1(July 2009-June2010), Executive Team identifies agreed-upon core message points, diversity/social equity terms and definitions to use in future messaging. b. Performance measures for each member reflect this expectation and provide feedback on their efforts. Action Item – 1.3 Develop a strategy to ensure that City Boards and Commissions are representative of the demographic diversity of our community. Assigned Lead(s): Council and City Manager’s Office Measurements a. Examine and assess current board and commission membership by end of June 30, 2010. b. Each board or commission will reach demographic representation levels of at least 60% of availability by 2010 and 80% by 2013 in terms of Race and Ethnicity, Gender, disability, representation by ward, income level, and other measurable demographics.