Loading...
HomeMy WebLinkAbout4.5 Update on Implementation of Community Task Force on Equity, Diversity and Inclusions Recommendations Agenda Item 4.5 AD l STAFF REPORT DUBLIN CITY COUNCIL CALIFORNIA DATE: April 4, 2023 TO: Honorable Mayor and City Councilmembers FROM: Linda Smith, City Manager SU B.ECT: Update on Implementation of Community Task Force on Equity, Diversity, and Inclusion's Recommendations Prepared by:Sarah Monnastes, Human Resources Director and John Stefanski,Assistant to the City Manager EXECUTIVE SUMMARY: The City Council will receive a report on the City's progress in implementing the approved recommendations resulting from the Community Task Force on Equity, Diversity, and Inclusion. The City Council approved an implementation plan for these recommendations in February 2022 and directed Staff to return with an update a year later. STAFF RECOMMENDATION : Receive the report. FINANCIAL IMPACT: None. DESCRIPTION : At the February 1, 2022 meeting, Staff presented an implementation plan for the Community Task Force on Equity Diversity and Inclusion's recommendations. The plan accounted for each recommendation's policy, personnel, and cost implications and grouped them into four categories (approve, modified, reject, and further direction required). The City Council ultimately approved the plan with certain recommendations identified as "approved" or"modified," and directed Staff to return with a report of the City's progress made towards the recommended actions. A status update of these items is provided in Attachment 1,which identifies those tasks the City has yet to complete (1), are in progress (10), are completed (23), or are ongoing (12). Advancing diversity, equity, and inclusion in the work of the City is a continuous endeavor. Many Page 1 of 2 211 of the recommendations implemented by Staff have long-term impacts on the way the City conducts its business. Staff intends to continue supporting these operational changes in the spirit of the Community Task Force's recommendations while also searching for other ways and best practices to promote diversity, equity, and inclusion in Dublin. Notable accomplishments to this effect include expanding the Business License application to include broader demographic questions to help the City have a greater understanding of business ownership and how to better target City assistance. The City has also recently launched a partnership with Futures Explored for the "Win For All Program"where the City will hire approximately 15 teens/young adults with intellectual and development disabilities for part-time roles. STRATEGIC PLAN INITIATIVE: None. NOTICING REQUIREMENTS/PUBLIC OUTREACH: The City Council Agenda was posted, and members of the Community Task Force were notified of this item. ATTACHMENTS: 1) Status Update Matrix Page 2 of 2 212 Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status DPS will identify ways to expand training offerings for officers,either through muster Each of these training topics are covered,at a minimum,on an annual basis room briefings,independent study/self-paced trainings,additional training days or and are put on by the Alameda County Sheriff's Office at Continued other appropriate methods of training. These mandatory trainings should cover(1) TC-1 Ongoing Professional Training, Firearms Range Training,and daily briefings prior to Implicit bias,(2) Understanding languages and cultural responsiveness,(3) people ( ) policing,( ) / shifts. In addition,the Behavioral Health Unit has provided training on Understandingeo le with disabilities, 4 Communityolicin , 5 Use of Force/De- several of these topics to DPS staff. escalation, (6) Leadership, professionalism,and ethics. DPS will evaluate and form a Chief's Advisory Group.This group will act in an advisory P 1 capacity and provide feedback to the Police Chief on ways to enhance police- Completed DPS established the Chief's Advisory Panel,which held it's first meeting on community relations in Dublin. DPS and the City will organize a public workshop on the February 23,2023. topics included in the recommendation. The City will monitor the development of the Alameda County Sheriff Oversight Board Staff continues to monitor the development of the Alameda County Sheriff and Inspector General Position.Should the Oversight Board be created,the City will Oversight Board.Staff has advocated for a dedicated seat by making public P-2 Ongoing comments at the July 9,2021 and May 19,2022 Public Protection advocate for the City to have a dedicated seat on the Board to make sure the City's Committee Meetings,as well as at the December 14,2021,January 20,2022, specialized interests are represented. and April 11,2022 Public Town Hall Meetings. The City Manager will request that the Police Chief consider the following additional criteria when hiring law enforcement personnel:(1) Residents of Dublin, (2) The DEI Task Force recommendations are taken into consideration when hiring new personnel for DPS. P 3 Race/gender/ethnicity/sexual orientation reflective of the City's demographics,(3) Ongoing Community policing experience, (4) Experience working in diverse communities and/or g g on diverse teams.The City Manager will meet with the Police Chief to review the hiring The City Manager has incorporated this into ongoing discussions with the criteria and DPS demographic data on an annual basis. DPS Chief. The City will implement a multidisciplinary mobile crisis team for non-violent situations. The Alameda County Community Assessment and Transport Team (CATT) The team should consist of a licensed behavioral health provider,an emergency has conducted training with DPS personnel.The City has requested for P-4 In Progress medical technician,and a social worker,who would be dispatched through 911 calls additional CATT resources for the City and Tri-Valley Region.Staff will and would attend to non-violent situations. continue to monitor this. The City will establish a Behavioral Health Unit within Dublin Police Services.The DPS launched the Behavioral Health Unit in July 2022.A supervisor and two P-5 Behavioral Health Unit will be staffed by two licensed therapists and a supervisor from Completed clinicians have been hired.To date,they have been following up on the ACSO Youth and Family Services Bureau. casework and have proven to be valuable.The City has submitted an earmark request to fund an additional third clinician. j 1of7 Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status All Racial and Identity Profiling Act of 2015 (RIPA)-required stop data will be published on the City's Data Transparency Platform on an annual basis to help establish RIPA Data for ACSO/DPS has yet to be made available. It will be added to the DT-1 benchmarks in reducing non-violent police interactions.This will include stop data in Not Started Dublin Police Services Open Data Portal when available. the following areas:(1) Perceived race/ethnicity,(2) Primary basis for the stop,(3) Whether consent was given or if there was probable cause. _ In instances where there is a DPS officer involved shooting or use of force resulting in DT-2 great bodily injury or death, DPS will make the AB71 and SB1421 data publicly available Completed This data is available on the Dublin Police Services Open Data Portal. on the City's Data Transparency Platform. DPS will publish information regarding DPS complaints and commendations data on the DT-3 City's Data Transparency Portal Completed This data is available on the Dublin Police Services Open Data Portal. DPS will publish the demographic data of DPS officers on an annual basis on the City's DT-4 Completed This data is available on the Dublin Police Services Open Data Portal. Data Transparency Portal. DPS will explore ways to collect and report data regarding de-escalation annually to De-escalation training is provided on an ongoing basis during daily briefings, as well as in annual and specialized trainings. DPS has evaluated their new DT-5 monitor the effectiveness of current de-escalation practices,as well as identify when In Progress report writing system and has determined there is no way to accurately new practices may be necessary. define the criteria for the tracking of de-escalation qualifying events. C 1 The City will enact an Administrative Policy which states that the City will issue a press Completed The City Manager approved this Administrative Policy on September 15, release within 72 hours after every incident involving use of lethal force by DPS. 2022. DPS will develop cards for DPS to provide with information on how to make a complaint This information is printed on the back of each officer's business card. C-2 or commendation,and develop additional methods for residents to file DPS complaints Completed Information on how to file a complaint/commendation is available on the and commendations either through electronic means or voicemail ACSO and DPS websites and includes an electronic submission form. John Stefanski and Officer William Cowens have been identified as the The City will hire a police/community liaison to enhance collaboration between the community liaisons.An introductory letter was send to the aforementioned Dublin Community, Dublin City Council,Staff, Dublin Police Services,and the Alameda organizations on March 22,2023. PR-1 County Sheriff's Office. The liaison will also work with advocacy groups, including but Ongoing not limited to Las Positas College, NAMI, NAACP,and ACLU. The liaisons will meet with those groups who respond with a request to meet. h) 2of7 Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status Administrative Policy 1.9 was updated with language stating"All recruitments will be posted in the City's monthly newsletter,as well as other The City will ensure that all Board,Commission,Committee and Task Force(collectively City publications and communication vehicles,and distributed to local referred to as Commissions or Commission)vacancies are posted on the City's monthly nonprofits,faith-based organizations,and DUSD." BC 1 newsletter,"Backyard Brief",as well as all other City publications and communication Completed vehicles,and that Council Members,City Staff,and commissioners,as well as local The City now posts these openings in the Backyard Brief, newsflashes,and nonprofits,faith-based organizations,and DUSD are notified of such vacancies and social media posts. encouraged to promote participation by City residents. The City Clerk has compiled a list of these organizations and their contact information for future openings. BC-2 Commission applications will request demographic information(e.g., race,gender,age, Completed Board and Commission applications now include questions that request income level,etc.)as well as include DEI-focused questions. demographic information.Applications also include DEI-focused questions. The City will review and evaluate the procedures and processes for collection and retention of information regarding commission applicants,as well as Inside BC-5 Dublin graduates,and determine if the processes and procedures need to be amended Completed Past applicants and Inside Dublin participants have been notified of open recruitments. to ensure that opportunities to serve on Commissions are being shared with Commission applicants and Inside Dublin graduates. Commission/committee applications now include a question about previous participation in Inside Dublin. In addition,the City Clerk's presentation at The City will create a formal certification and mentor program that prepares Dublin Inside Dublin includes an emphasis on commissions and committees. BC-6 Completed residents to serve on Commissions. Outgoing commissioners now receive a note from the City Manager with a form asking them to sign up to mentor new commissioners. The City will develop a program of quarterly Town Hall community meetings.The The City launched "Live!With the Dublin City Council"in May 2022 and has IP-1 meetings will be topic specific, hosted by the Mayor and a Councilmember.One Completed held four quarterly meetings to date. meeting each year will be reserved for DEI-related topics. The City's Public Art Collection is now available for display on the City website. Artists names and known relevant information is included. As The City will collect data on artists and artistic diversity represented in Dublin and IP-2 Ongoing future public art projects are developed,artist background information will include the data on the City's Public Art webpage. be requested and included on the City website to better showcase artistic diversity. The City will translate much of the City communications into the top three languages The City has an on-call agreement with a translation service to translate key spoken in Dublin. Key communications include City emails,website content,annual documents into three main languages spoken in Dublin.The City provided IP-3 reports,and social media content.Staff will evaluate other translation options for other Ongoing translated content during the district-based elections process and has City publications. translated information regarding the City's passport processing program. N 3of7 CT1 Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status Parks staff held a focus group meeting on May 4,2022 with attendees from the Community Task Force, Heritage and Cultural Arts Commission, Human Services Commission,Senior Center Advisory Committee,and Parks and Community Services Commission. The resulting suggestions for Splatter 2022 were presented to the City Council on September 6,2022.They included: (1) Utilizing food to focus on cultural diversity. The Task Force The City will form a focus group of community members to provide feedback on the believed that one of the best representations of a culture is its food,and IP-4 2021 Splatter festival to identify ways to further enhance the event to include more Completed recommended providing a diverse selection of food vendors and developing multi-cultural elements. a"small plates"program that allows festivalgoers to sample from multiple vendors rather than choosing just one for a meal.(2) Further developing the passport/scavenger hunt activity that helps festivalgoers engage in all the different multicultural-themed activities. (3)Continue expanding the inclusion of multicultural music and entertainment throughout the festival. (4) Utilizing books and story reading to highlight and represent the community's diversity and to share stories from different cultures. The City created the"Taste the World" passport campaign which highlighted The City will promote local restaurants and small businesses that are owned and a variety of different cuisines offered in Dublin.The City now coordinates the IP-5 Completed operated by under-represented groups through new and existing local events. promotion of local restaurants with cultural events like Lunar New Year on social media. No permanent public art projects have started. For temporary projects,Staff has established criteria that proposals must align with the City's mission and vision,and artists are to review the City's existing collection and propose The City will display public art that represents the community's diversity and utilizes the projects that are unique from previous works. During the selection phase, IP-6 public art fund in an equitable manner that encourages creation of art that represents Ongoing works that represent the City's mission and vision,including diversity,equity, diverse perspectives. and inclusion, have been selected. For example,the Little Library Box by artist Deirdre Weinberg of San Francisco,which includes quotes by contemporary authors,African American Authors, LGBTQ authors,and children's authors. — 4of7 0) Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status Using the survey from recommendation IP-8,Staff proactively recruited for IP 7 The City will proactively recruit instructors and intentionally seek class offerings that On oin the following instructors/classes: Spanish, Mandarin, Elementary Sewing, represent the diverse cultures and ethnicities in Dublin. g g Hip Hop Break Dance,and Mandala Pot Art. Staff also expanded current yoga offerings,adding Senior Yoga. Staff sent out two customers service satisfaction surveys which include a The City will enhance efforts to inform Dublin residents on how to submit requests for section for class requests.These will continue to be sent out each season. IP-8 Ongoing Post-program/class surveys now include an open-ended question for additional classes that are reflective of the City's diversity. residents to submit requests for other types of programs. Beginning in spring 2023,the Activity Guides will include a link to post-program surveys. The Dublin Senior Center has added a new language library including approximately 200 books in different languages such as Chinese, Hindi, Arabic,and Farsi,donated by the Dublin Rotary.As a result of community workshops,the Library's 2019-2024 Strategic Plan includes Justice, Equity, Diversity&Inclusion as one of its strategic areas of exploration. The City will collaborate with the Alameda County Public Library to increase the IP-9 selection of books by authors and illustrators who represent the diversity of Dublin (i.e. In Progress In addition,the Library completed a diversity audit with a commitment to language,culture,ability,gender,etc.). purchase more titles from diverse voices with a focus on local authors and publishers.The Library also refreshed their Parenting Collection as part of the Healthy Families, Healthy Homes initiative,and has ordered relevant works in languages spoken in the community to place in the children's area. This helps a diverse group of busy families and caregivers conveniently find popular parenting topics. N 5of7 Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status As part of the application process,organizations must provide demographic The City will collect demographic and experiential data to identify barriers and information on who they anticipate they will serve,including income level CF-1 challenges to help inform development of an equitable Human Services Grant In Progress and ethnicity. Each applicant must give a presentation to the Human application and funding process. Services Commission. Applicants must provide anticipated demographic information on their beneficiaries.Applications are rated on the extent their project will ensure non-English speakers,people with disabilities, people experiencing The City will add to the HSG Application a supplemental questionnaire which asks CF-2 applicants to provide information on the demographics of the organizations Completed homelessness,seniors,and low-income families or individuals can access the beneficiaries and targeted DEI related questions. proposed program or activities.The following question was added to the application: "The City Council updated Dublin's Mission,Vision,and Values to include Inclusivity, Diversity,and Equity. How does your project further these values?" A Special Meeting of the Human Services Commission took place in July 2022 to discuss the rating of applications and to revise the rating sheet.This will The City will develop a comprehensive,ongoing DEI training program for Human continue once the new Alameda County Needs Assessment is completed. CF-3 In Progress The Needs Assessment will guide qualitative data collection,ensuring all Services staff to embed DEI principles into the work of Human Services Grant program. groups are represented in a culturally competent manner.Staff will continue to stress the City's Mission,Vision,and Values,which include the DEI principles,and incorporate these into Citywide trainings being offered. N 6of7 CO Attachment 1 Status Update Matrix Ref. Approved/Modified Recommendations Status Summary of Status As mentioned in PR-1,John Stefanski and Officer William Cowens have been identified as the community liaisons.An introductory letter was send to the CO-1 The City will establish regular touchpoints and communications with a diverse group of On going organizations listed in PR-1 on March 22,2023. community leaders and local organizations g g The liaisons will meet with those groups who respond with a request to meet. Staff now sends translated press releases and news flashes to media outlets The City will establish additional channels for two-way communication with all City CO-2 In Progress which reflect the City's demographics including Yo India,World Journal residents. (Chinese),S.F., El Observador, El Reportero, India West,and El Mundo. The City will review social media policies and initiate social media campaigns to boost Communications staff is conducting a review of the City's Social Media Policy CO-3 followers of the City's official social media accounts,as well as establish criteria and In Progress and will update it to include criteria for posting content with a DEI lens. policies for posting content with a DEI lens. The City will engage with the community to revise the City Social Media calendar as Staff deleted Cinco de Mayo from the social media calendar,added Cesar follows: (1) Lunar New Year-change wording from"Chinese", (2) Remove Cinco De Mayo,and/or use the opportunity to inform about its true history and discourage Chavez Day in March,and added Larry Itliong Day in October. Staff also CO-4 stereotyping, Explore addinganother holidaythat is meaningful to Dublin Latino/a Completed created a longer list of important dates for social media posts in order to call Yp g'(3) p g / out celebrations from community members of different heritages/religious community,e.g. Latin American Independence September 15-16,and(4) Larry Itliong Day,October 25. beliefs. Staff reached out to obtain primary language information from the language 0-1 The City will collect the following data sets:disaggregated data on specific languages Completed specialist at DUSD. The 2023 Community Survey will include a question spoken at home,and disaggregated ancestry data on Asian Americans in Dublin. soliciting specific languages spoken at home. Human Resources staff are currently identifying a vendor for DEI training of The City will provide ongoing DEI training for all City staff.This should include training all City personnel to take place at the end of the current fiscal year.This 0-2 In Progress specific to work roles,e.g.,Communications Manager and Communications Analyst. training will also be required for new hires within three months of their start date.Staff is evaluating a simplified version for temporary staff. The City will embed DEI into the work and culture of the City,which includes developing Human Resources staff are currently drafting a DEI Program/Policy for the 0-3 In Progress a City DEI process and decision-making checklist. City Manager to review. — 7of7