HomeMy WebLinkAboutReg 2020-10-05 Item 5C - Policy - 2020 Equity Policy ImplementationITEM INFORMATION
STAFF SPONSOR: NIESHA FORT BROOKS ORIGINAL AGENDA DATE: 10/05/20
AGENDA ITEM TITLE Equity Policy Implementation
CATEGORY Discussion Motion Resolution Ordinance Bid Award Public Hearing Other
Mtg Date 10/05/20 Mtg Date Mtg Date Mtg Date Mtg Date Mtg Date Mtg Date
SPONSOR Council Mayor HR DCD Finance Fire TS P&R Police PW Court
SPONSOR’S
SUMMARY Staff is seeking the Council’s input and feedback on the 2020 Equity Policy outcomes prior
to finalization.
REVIEWED BY C.O.W. Mtg. CDN Comm Finance Comm. Public Safety Comm.
Trans &Infrastructure Arts Comm. Parks Comm. Planning Comm.
DATE: COMMITTEE CHAIR:
RECOMMENDATIONS:
SPONSOR/ADMIN. Administrative Services
COMMITTEE
COST IMPACT / FUND SOURCE
EXPENDITURE REQUIRED AMOUNT BUDGETED APPROPRIATION REQUIRED
$ $ $
Fund Source:
Comments:
MTG. DATE RECORD OF COUNCIL ACTION
10/05/20
MTG. DATE ATTACHMENTS
10/05/20 Informational Memorandum dated September 28, 2020 with attachments
Presentation
COUNCIL AGENDA SYNOPSIS
----------------------------------Initials --------------------------------- ITEM NO.
Meeting Date Prepared by Mayor’s review Council review
10/05/20 NFB 5.C.
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City of Tukwila
Allan Ekberg, Mayor
INFORMATIONAL MEMORANDUM
TO: City Council
CC: Mayor Ekberg
FROM: Niesha Fort-Brooks
DATE: September 28, 2020
SUBJECT: Update on Equity Policy Implementation
ISSUE
Staff is seeking the Council’s input and feedback on the 2020 Equity Policy implementation
outcomes prior to finalization.
BACKGROUND
In 2017 the Council adopted the City’s Equity Policy via resolution 1921 that included six major
goals:
• Our City workforce reflects our community.
• Community outreach and engagement is relevant, intentional, inclusive, consistent and
ongoing.
• All residents and visitors receive equitable delivery of City services.
• City government is committed to equity in the decision- making process.
• Equity serves as a core value for all long-term plans moving forward.
• The City will build capacity around equity within City government and the broader
community.
In 2019 the City identified three equity policy priorities for implementation, which were
successfully achieved. These included:
• Equity training for supervisors, managers and directors;
• Changes to the hiring practices that removes identifying information that could cause bias,
such as names and names of colleges/university
• Benchmarking City employees’ demographics
The Equity Policy Implementation Committee (EPIC), which includes staff from each
department, came together in late November of 2019 for the first EPIC retreat to convene, plan
and strategize recommendations on the top four equity priorities for 2020. The following month
these priorities were presented to the Council. The four priorities for 2020 include:
• Consistent equity training
• Changes to hiring practices and implementing anti-bias training in the hiring process
• Development of equity toolkit
• Creation of an outreach guide to ensure equitable outreach
DISCUSSION
City Staff presented to the Equity and Social Justice Commission in August and September on
the status of the Equity Policy implementation and the four priorities for 2020. Commissioners
were asked for their feedback and recommendations for any changes. The overall priorities
were received well by the Commission.
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INFORMATIONAL MEMO
Page 2
Below summarizes the Commission’s specific feedback, along with staff analysis:
• Consistent Training
o No comments.
• Hiring Policy
o Acknowledge or reference the importance of LGBTQA, Women and BIPOC
communities.
§ Staff response: This must be done within the confines of I-200 and
applicable laws. The City can have a value statement of the importance
of a diverse workforce to serve our City but cannot explicitly recruit on the
basis of any demographic.
o No mention of race/equity in the policy. Would like to have this inserted
somewhere.
§ Staff response: Agreed.
o Need to have a no nepotism policy in place.
§ Staff response: Already in existence via
o Value statement is missing.
§ Staff response: Agreed.
o Requesting that hiring policy is reviewed and revised every two years.
§ Staff response: Agreed.
o Ensuring the City is retaining people - example: Ensuring BIPOC staff is
supported and receiving mentorship or has a buddy system.
§ Staff response: This is an excellent idea for a future priority, perhaps in
2021.
• Equity Toolkit
o Give examples of practical application of the toolkit.
§ Staff response: Agreed.
o Requesting toolkit reviewed and revised every two year.
§ Staff response: Agreed.
• Outreach Guide
o List BIPOC consulting firms that could be used.
§ Staff response: Potential public bidding issues, this needs more research.
o Concern about staff time and capacity to do such a high level of engagement.
§ Staff response: Commission is correct that such extensive outreach can
only be done on substantial projects. There are some projects where
simply informing the community is appropriate – see attached draft chart.
RECOMMENDATION
Staff is seeking feedback from Council on the 2020 Equity Policy outcomes prior to finalization.
ATTACHMENTS
Resolution 1921, City of Tukwila Adopted Equity Policy
EPIC Proposal: Consistent Training
Updated Hiring Policy
EPIC Proposal: Equity Toolkit
EPIC Proposal: Equitable Outreach Guide
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City of Tukwila
Washington
Resolution No. I c c)- 1
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUKWILA, WASHINGTON, ADOPTING A CITY EQUITY POLICY.
WHEREAS, the City Council recognizes the great value of diversity of culture,
background, race, language, ability, gender, and other factors; and
WHEREAS, the City Council recognizes that societal, environmental, and legal factors,
both historic and present day, have resulted in inequitable access to opportunities and
services for some individuals and groups of people; and
WHEREAS, the City Council is committed to ensuring fair and equitable access to City
services, employment and other core functions; and
WHEREAS, an equity policy provides guidance to the community, staff and elected
officials as to how we work together towards economic, civic and social justice; and
WHEREAS, the City Council agreed to these priorities at the City Council Meeting on
December 4, 2017;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
The Tukwila City Council has identified the need for an equity policy to continue the City
of Tukwila's commitment to being an inclusive community that provides equal access to all
City services. The City of Tukwila Equity Policy, attached hereto as Attachment A, is hereby
adopted.
PASSED BY THE CITY COUNCIL OF TH CITY OF TUKWILA, WASHINGTON, at a
Regular Meeting thereof this i,1 !» day of _?e Or4 kg 1 , 2017.
ATTEST/AUTHENTICATED:
Christy O'FI: erty, MMC, City CI'-rk
APPROVEDJAS TO FORM BY:
Rachel . Turpin, City Attorney
Attachment A: City of Tukwila Equity Policy
W:\Word Processing\Resolutions\Equity Policy adopted 11-13-17
MN:bjs
Dennis Robertson, Council President
Filed with the City Clerk:
Passed by the City Council:
Resolution Number:
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CITY OF TUKWILA
EQUITY POLICY
2017
I. BACKGROUND AND OVERVIEW
The Mayor, Council, and staff of the City of Tukwila have a strong commitment to equity in city
government, and they desire that all residents, visitors and employees have the opportunity to
reach their full potential. Societal, environmental and legal factors, both historic and present-day,
have resulted in inequitable access to opportunities and services for some individuals and groups of
people. These include but are not limited to:
Age
Physical and/or Cognitive Disability
Economic Status
Gender
Gender Identity
National Origin/Language
Race and/or Ethnicity
Religion
Sexual Orientation
The City of Tukwila values its rich diversity. The majority of people who live in Tukwila are people of
color, and 40% were born in a country other than the United States. More than 80 languages are
spoken in our schools, and 50% of Tukwila households speak a language other than English at home.
We benefit from friends and neighbors with different perspectives and cultures, the variety of
businesses owned by immigrants and refugees, and the community forged when we share foods
from around the world.
While we celebrate Tukwila, we recognize that many in our community do not have equitable access
to services, government, education, employment and other opportunities toward a better future.
More than 20% of our population does not have health insurance, and Tukwila's median household
income is 40% of King County's. 23% of Tukwila households live below the poverty line, and more
than 10% of students in the Tukwila School District currently experience homelessness.
We recognize the role that government can play in breaking down barriers to equitable access to
opportunities. The City's Strategic Plan, adopted in 2012, provides us the guideposts for our work
on behalf of our residents, businesses and guests, and emphasizes partnerships and collaboration.
One of the goals -- A Solid Foundation for All Tukwila Residents -- clearly calls for equitable access to
opportunity for Tukwila residents and serves as the foundation of this equity policy.
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Though we fully acknowledge we have more work to do, the City has made many strides toward
equity. We are proud of our successes and, in some cases, our leadership around identifying and
implementing policies and programs to promote equity. We also realize that we as a city
government have a much longer journey to take in our efforts to be truly equitable in the delivery of
all City services.
II. PURPOSE
The purpose of this policy is to provide guidance to City elected officials, staff, boards and
commissions, partners, residents, businesses and guests on how the City of Tukwila will actively
promote equitable access to opportunities and services.
III. DEFINITION OF EQUITY
Equity: Eliminating systemic barriers and providing fair access to programs, services and
opportunities to achieve social, civic and economic justice within the City of Tukwila.
IV. POLICY GOALS
In order to achieve equitable access to opportunities and services in the City of Tukwila, the City
adopts the following goals.
1. Our City workforce reflects our community.
The City will identify strategies around recruitment and hiring, and personnel policies that
provide equitable opportunities for existing employees, and support City's long-term goal that its
workforce reflect the evolving make-up of the community.
2. Community outreach and engagement is relevant, intentional, inclusive, consistent and
ongoing. The City often has important information to share with the community, and often seeks
dialogue with the community. The City will create a community outreach and engagement
toolkit to enable inclusive public engagement that all departments will use when seeking
community participation.
3. All residents and visitors receive equitable delivery of City services.
The City will identify strategies that facilitate equitable access to current and future City services
and facilities, regardless of race/ethnicity, language, ability, gender, age, family status,
geography, and mode of transportation.
4. City government is committed to equity in the decision-making process.
The City will identify strategies to facilitate equitable access to decision-making, where the
decisions themselves -- and the process and context in which they are made -- are transparent.
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5. Equity serves as a core value for all Tong -term plans moving forward.
The City will develop and implement an equity toolkit for City staff, consultants, contractors, and
partners that will provide guidance for the equitable physical development of the city, and other
activities. This goal applies to plans such as but not limited to the Comprehensive Plan,
transportation, infrastructure, strategic plans, etc.
6. The City will build capacity around equity within City government and the broader
community. The City will resource this policy through activities such as but not limited to regular
trainings and workshops, both internal and public, and establishing an Equity Policy
Implementation Committee.
V. IMPLEMENTATION
The City will be accountable for assessing a baseline, developing an implementation plan, and
reporting measurable progress in meeting each of these goals.
1. Equity Policy Implementation and Evaluation Committee
The City will establish a committee that will be responsible for setting baselines, developing the
implementation plan, and reporting measurable progress in meeting the goals of this policy. The
implementation plan should specify staff leads responsible for key elements of the work, and
include how the work will be distributed throughout the agency.
2. Equity and Social Justice Commission
The Equity and Social Justice Commission will monitor the work of the Implementation and
Evaluation Committee, and provide information to the committee, as well as the Council as to
the progress of the policy's implementation.
3. Timeline
The timeline for developing the implementation plan is one year from the adoption of this
policy.
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Equity Policy Implementation Committee
Consistent Training Subcommittee
The Consistent Training Subcommittee recommends that EPIC approach the City’s equity
training on a budget cycle level. As such, the subcommittee has drafted a three-year proposed
plan in order to develop a truly sustainable equity training program. While Admin Services will
absorb the cost of paying for these trainings in 2020 (up to $15,000), it is anticipated that a
specific budget line item for citywide training will be requested in the 2021/2022 budget.
The Subcommittee believes there are two types of overall trainings needed: facilitated trainings
provided by external expert trainers and staff-led “lunch and learns” that provide an
opportunity for smaller groups to gather and discuss equity-related issues. We also recognize
there is a difference between providing mandatory trainings vs elective trainings and have tried
to account for these in the proposed training schedule below. Finally, given the size of the
organization and natural turnover, we recognize that some of these trainings will need to be
done over multiple years in order to train the entire staff. Flexibility with the anticipated
timeframes for roll-out is necessary in the event of unforeseen issues that may impact program
implementation.
Proposed Training 2020 2021 2022
Anti-Bias Training – Training designed to increase
understanding of differences and challenge bias, stereotyping
and discrimination; provide staff ways to recognize and
mitigate biases.
• 100 employees per year
• Mandatory for all employees
• Departments represented on a proportional basis
• Facilitated by external trainer
• Subcommittee recommends following trainers:
o Kevin Baker, Baker Consulting
o www.thebakerconsulting.com
X X X
Racial Equity Training – Provide staff and supervisors a
common understanding and language around racial bias,
systematic racism and traditionally marginalized groups.
• Supervisors and above
• Mandatory
• Facilitated by external trainer
• Subcommittee recommends continuing with Scott
Winn’s training for continuity
X
New Hire Training – Include overview of equity policy,
discussion of annual equity policy priorities in the monthly
new hire orientation
• Required for all new hires
• Facilitated by HR director
X X X
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Revolving Equity Trainings – Provide annual elective training
on a variety of equity related issues; purposely rotate trainers,
topics, etc. to present a variety of training opportunities.
• Elective training
• Limited number of participants
• Facilitated by external trainer
• Subcommittee recommends following trainers:
o Benita Horn, Org Development/Social Justice
o Kevin Baker, Baker Consulting
o Robin DiAngelo, PhD
o Kyana Wheeler
X X X
Lunch and Learns – Internal, informal opportunities for
employees to come together to discuss equity-related issues
• Elective
• Facilitated by interested staff members (EPIC
subgroup to brainstorm, plan, execute)
• Examples:
o Read and discuss equity-related article/book
o Educational exercises and discussion
X X X
Equity Toolkit and Outreach Toolkit Trainings – Departments
receive training on the equity and outreach toolkits once they
are complete
• Mandatory
• Occur at department staff meetings
• Facilitated by EPIC members
• Subcommittees are trainers on tool kits
• Refreshed on an annual basis
X X X
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05/13/2020
KS
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Draft Equity Toolkit
I. INTRODUCTION
The City of Tukwila’s Equity Policy establishes a commitment to equitable delivery of services and
recognizes the role that government can play in removing barriers to opportunities. Policy Goal 5,
“Equity serves as a core value for all long-term plans moving forward,” calls for the implementation of
an Equity Toolkit to guide decision-making and create a layer of internal accountability with regard to
racial and social equity.
An Equity Toolkit will support the City of Tukwila’s efforts to deconstruct what has traditionally not
worked, reconstruct and support what does work, and shift the way decisions are made.
What is the Equity Toolkit?
The Equity Toolkit guides the user in identifying a proposal’s purpose, impacts, and strategies with an
equitable lens. This toolkit is intended to be flexible with the analysis conducted in the way that works
best for the proposal and those impacted.
When should the Equity Toolkit be used?
This Equity Toolkit outlines a set of questions to be considered when developing, implementing and/or
evaluating policies, programs or proposals to address impacts on racial and social equity. The Toolkit
should be used to ensure that individual decisions are aligned with organizational equity goals.
Examples of practical applications include but are not limited to: development agreements, traffic
calming, street revisions, fee proposals, zoning changes, significant new initiatives.
Who should use the Equity Toolkit?
Staff from all levels of the organization should use the Toolkit to increase effectiveness and build
accountability. Analysis should be conducted by people with different racial perspectives when feasible.
Where to find help
Peer guidance and support on use of the toolkit is available from members of the City’s Equity Policy
Implementation (EPIC) Committee and Community Engagement Manager.
II. EQUITY ANALYSIS WORKSHEET
The toolkit worksheet will be available to city employees primarily in an automated/wizard-style
electronic format, with a paper version available upon request.
Worksheet Questions/Fields:
• Project title
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• Project purpose
• Staff involved
• What geographical areas are affected
• What are the racial/socioeconomic demographics of those areas
• Who could be impacted and how
• How have stakeholders been informed/involved to date and/or in the future (cross
reference community engagement toolkit)
o What input was provided
o What has this input told you about inequities that should be considered
• How could the project increase or decrease racial/social equity
• Describe recommended strategies to address adverse impacts, prevent negative
consequences and advance equity.
• Are recommended strategies adequately funded
o Possible chart with High/medium/low columns
• How will impacts be documented and evaluated
• How will stakeholders be informed
III. FOLLOW-UP EVALUATION
The evaluation tool is meant to be used after project implementation and will also be available in an
electronic format. The evaluation will be reviewed by the Equity Policy Implementation Committee
once complete.
Evaluation Questions/Fields:
• Project title
• Staff involved
• What were the outcomes of the project?
o How much did you do? (Quantity, number of clients and/or activities)
o How well did you do it? (Quality, percentage of activity that was of high quality,
percentage of common measures of appropriate/high quality)
• Were the recommended strategies identified in the equity analysis employed? Why or why not?
• Did the equity analysis contribute to the project’s success?
• Were goals related to equitable delivery of the project met?
• Do you have comments or suggestions regarding the equity analysis tool?
IV. BIENNIAL REVIEW
The Equity Toolkit will be reviewed for effectiveness at least biennially. EPIC will consider feedback
from users and policy-makers when making recommendations for adjustments.
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Outreach Guide
Introduction:
Purpose: The purpose of this outreach guide is to help provide direction for all City Staff, Commission,
Boards, and Volunteers who are planning a resident engagement program. This guide can also be used
to support inter-departmental engagement.
Definition of Equity:
Eliminating systemic barriers and providing fair access to programs, services, and opportunities to
achieve social, civic, and economic justice within the City of Tukwila.
Goal:
We acknowledge and recognize that many in our community do not have equitable access to services
and other opportunities toward a better future. The desired outcome of using this guide will be
• More accessible and equitable services
• More inclusivity
• Healthier community relationships
Ultimately, this guide will be a tool that helps to reduce barriers for anyone who has not had easy access
to City services.
When Should the Guide be Used:
The Toolkit should be used during the development, implementation and evaluation of policies,
programs, and budget proposals to ensure that individual decisions are aligned with organizational
equity goals. Any internal/external project, program, activity, where residents and/or staff are impacted
Examples:
1. PROS plan
2. Economic/Community Development Plan
3. Hiring Outreach
4. Public Safety
5. Budget
Who should use this guide:
Staff at multiple levels should use this guide to increase effectiveness and build accountability for their
outreach and engagement. Analysis should be conducted for your engagement plan by people with
different racial and social economic perspectives when feasible.
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Guide (itself):
• Pre-engagement assessment
o Identify:
§ Who, what, and when
o Create a list of guiding questions for someone to answer (worksheet)
• Planning process
o Inform who will be impacted
o Consult with stakeholders (partners, staff, etc.)
o Collaborate with necessary partners
• Implementation/Action
o Put the plan into action
o Logistics: Date, location (accessible by public transportation, childcare,
interpretation, translation
• Evaluation/Post Engagement
o Analyze the results
o Outcomes
o Reporting back to the community (key findings/feedback/outcomes/next steps)
• This process is a continuous cycle
Outreach Process Flow Chart:
Outreach Methods – Community Services & Engagement
Pre-engagement
•identify: who, what, when
Planning
•inform who will be impacted
•consult with stakeholders
•collaborate with partners
Implementation
•put the plan into action
Post Engagement
•evaluation and analysis
•report back to the community
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To do: Go through each method and give a brief/general explanation for each method.
• Temporary signage: Signs such as A-frames, posters, yard signs, print outs taped to entrance
doors
o Tip: You may need to get a special permit or permission depending on the type of sign
and where you plan to post
• Mail: Sending printed information via postal mail
o how to access mailing lists?
o Mailers the city sends out that you could request adding your message to (e.g. Hazelnut
newsletter 6x per year, utility inserts)
• Email / Newsletters:
o the City’s E-Hazelnut newsletter; set up an email account for your project
o The Grapevine (for reaching city staff)
• Social Media: City’s Twitter and Facebook page
o Contact Scott Kirby and Vic Masters (Tukwila Police Department) to publish content to
the City’s Twitter, Facebook accounts
• Website: create a webpage for your project; publish your event to the city calendar
o Ask Scott for a WordPress account
• Open House: A meeting that provides a forum for the public to learn about and provide input to
a project or process. People can drop in for any amount of time allowing flexibility
o Add more detail about planning process for organizing the event
• Workshop: A structured event to inform and engage the public that usually includes
presentations and small group break-out sessions. An activity that
• Survey: An information-gathering tool that can assess public preferences, demographics or
needs.
o the City’s SurveyMonkey account – ask Cheryl for access
• Partner with CBOs (Community Based Organizations) - see resource list?
• Advertising or stories published in local news outlets:
o Concern: don’t want people overburdening the same community members with
multiple requests
• Tabling: Engage with individuals at an event
o Tip: prepare by confirming logistics and coordinate with the host, practice messaging,
plan what materials to bring
• Inform Council
o Email Laurel Humphrey, Council Analyst | laurel.humphrey@tukwilawa.gov
Resource List:
A combination of giving specific resources to the reader and giving the reader direction to help them
figure out who/how to contact the resource that he/she needs. Helping the reader find where to go to
get this information. Examples – links to take the reader
• Specific Resources List:
o Demographics: Quick Facts, City of Tukwila United States Census Bureau
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o Human Services Department
206-433-7180/206-433-7181 or email: humanservices@tukwilawa.gov
• Tukwila Human Service Providers
• Tukwila Community Guide Resource Guide
• Financial Education/Resources
• Homeless Individual/Family Resources
• Homeless Facts for King County
• Tukwila Area Food Banks
• What Happens After You Contact Adult Protective Services (APS)
• A Guide to Landlord and Tenant Issues
• Start Your Recovery (Substance Abuse)
o Interpretation and Translation Services
§ Language Line - (866-874-3972)
§ Questions to answer:
• Does it cost the person using it anything? - Yes
o If so, how much does it costs? -
o What budget does it come out of? - DCD or Public Works
• How many times can a person/department use this resource? Is there a
limit?
§ Dynamic Language (206-244-6709 or info@dynamiclanguage.com
(Language translation for documents and in-person interpretation)
• Does it cost the person using it anything? - Yes
o If so, how much does it costs?
o What budget does it come out of?
• How many times can a person/department use this resource? Is there a
limit?
• Additional Resources:
Contact Niesha Fort-Brooks, Community Engagement Manager
Niesha.Fort-Brooks@tukwilawa.gov to learn more.
o Community Base or Faith Based Organizations
(That do work in/for the Tukwila Community.)
• Name of the organization or church/program
• Mission Statement/Quick paragraph describing the main function of the
organization
• Brief Description of who the organization is targeting
• Contact information for the organization (main contact – maybe
because that person can change)
o Tukwila School District
§ District Staff & group gathering list of people to consider reaching out to:
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§ Staff directory & school calendar
• Community liaison's – The district employs Liaison’s that focus on
outreach to specific community groups. Mainly focused on
immigrant/refugee groups (ex. – Burmese Liaison)
• Superintendent - If your outreach effort is more at a macro-level than
consider reaching out to the highest level of leadership within the
Tukwila School District.
• Tukwila School District School Board - Similar to City Council meetings
the School Board meetings provide you with an opportunity listen to
and connect with the leaders of the Tukwila School District.
• Tukwila School District Provider’s Meeting – Provider's Meetings take
place once a month (usually the first Tuesday morning). These meetings
bring together District/Individual School staff, people/organizations that
support the School District, and community leaders. The goal is to
network with one another. The Provider’s meetings are a great place to
make connections and learn about what’s going on at the ground level
within the Tukwila School District and the Tukwila Community.
Staff Outreach -
• School Principal - The school principal can provide you with direction
and information regarding your outreach effort. He/she can also
provide you with approval to move within his/her building.
• School Social workers and/or Counselor’s - This group of people serve
as a great resource to connecting with the community and connecting
to students/families. They represent one of the school’s connection to
students, families, and community connections/resources for those
students and families. There are counselors at the High School and
Middle School levels and there is one Social Worker at each of the three
elementary schools.
• Office Manager and staff - This group of people can serve as a great
resource to informing you about who is the best person for you to talk
to, what things are happening within the school, and potentially how to
navigate through some of the red tape within the school’s systems.
o Internal Staff Networks - Tuknet
§ Staff Phone List
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Fields (one-page digital document for someone to complete):
Digital tool to walk someone through planning an outreach process.
To do: Add to, consolidate, and refine/re-word
1. What is the title for your project or program?
• Fill in box
2. Which department(s) own this project or program?
• Checkbox list of departments
3. What other departments could you collaborate with?
• Check box (list of all of the departments)
4. Describe the project or program.
• Fill in box
• 200 words or 2 paragraphs – we need something to ensure that there is not an essay
written to describe the project or program.
5. What is the desired outcome of the project or program?
• Fill in box
6. What is your timeline and is it flexible? (include process flow chart - as a visual)
• Pre-engagement phase: [start date]-[end date]
• Planning phase [start date]-[end date]
• Implementation phase [start date]-[end date]
• Post-engagement phase [start date]-[end date]
7. Who are the Sponsors/Stakeholders (supervisor/leader(s)) within the City that support your
project or program? - What is the best way to capture this question?
• (Potential question) - Do you have buy-in from your leadership? Please check all of the
levels of leadership that you have buy-in for your Outreach from. You should be able to
check at least the first box (your supervisor).
i. Your supervisor
ii. Your department director
iii. Mayor/City Council
• (Potential question) - Who do you have buy-in from within the community (target
audience)? Please explain the people you have spoken with in the community that have
expressed interest/buy-in with your outreach effort and/or program/activity.
i. Fill in box
• How would you ensure that you have leadership support for your project? (for example,
asking council for permission to apply for a grant)
• (Potential additional question) Do you have buy-in from the community the project is
supposed to benefit?
8. Who will benefit from the project or program?
• Fill in box
• For example, small business owners, residents, etc.
9. Who will the project or program negatively impact or burden?
• Fill in box
• For example, young people, residents, businesses, etc.
10. Have you taken the anti-bias training?
• Yes/No
• If No - Link to anti-bias training tool
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11. How will you measure success?
• Fill in box
12. Who is the community (target audience) you are trying to reach? - Could provide an example
answer (we need to decide on this)
• For example, what is their Age (seniors, youth, etc.)
• Socio-economic
• Religious background
• Gender
• Race
• Ability/Disability
• Immigrants and Refugee Communities (examples of specific communities)
13. What are the barriers that you may face when engaging with this community (target audience)
and how can those barriers be overcome?
• Ex: Hiring interpreters
• Fill in box
14. Who do you plan to engage in the community to help you build an authentic and sustainable
relationships with your target audience? (check all of the boxes that you will use)
• Internal City Departments/Staff
• Community Leaders
• Tukwila School District
• Local Agencies/Businesses
• Community Based Organizations
• Other (regional) jurisdictions
• Government Alliance Race & Equity (GARE)
• Governing Racial Equity & Inclusion (King County Jurisdictions)
• Other
15. What is your expectation of the community (target audience) and levels of engagement?
(Pick one)
Levels of engagement and spectrum of community engagement of ownership
• Inform – Provide the community with City information
• Consult – Gather input from the community
• Involve – Ensure community need and assets are integrated into the process & inform
planning
• Collaborate – Ensure community capacity to play a leadership role in implementation of
decisions
• Defer to – Foster democratic participation and equity by placing full decision making in
the hands of the community: Bridge divide between community and governance
• Reporting back and next steps throughout the entire process
16. How do you plan to gather data and information (fill in box)
• (some examples) - Surveys, listening sessions, phone call, community cafés, create a
taskforce, workgroups, open house, etc.
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Equity Policy
Implementation
Committee (EPIC)
UPDATE- OCTOBER 5, 2020
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Issue: Staff is seeking the Council’s input on the 2020
Equity Policy outcomes prior to finalization
COLLABORATION PRIORITIES SETTING IMPLEMENTATION
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Background
Council adopted the
City’s Equity Policy in
2017 that contains six
major goals
City of Tukwila Adopted Equity Policy
Council adopted an Equity Policy that included six major goals, which
can be found in Resolution 1921. The adopted goals are:
1.Our City workforce reflects our community
2.Community outreach and engagement is relevant, intentional,
inclusive, consistent and ongoing
3.All residents and visitors receive equitable delivery of City services
4.City government is committed to Equity in the decision-making
process
5.Equity services as a core value for all long-term plans moving
forward
6.The City will build capacity around equity within City government
and the broader community
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2019 Priorities identified for
implementation were achieved
Equity Training – Three trainings were provided to supervisors, managers and directors on
Leading with a Racial Lens for Structural Transformation.
Changes to the Hiring Policy Practices – Staff identified information such as names,
residences, and other affiliations on resumes and cover letters that have been masked to
prevent potential bias in the review of job applications
Benchmarking City demographics – City staff members were asked to provide confidential
demographic information so that the City has a clear understanding of the current make up
of the staff in order to benchmark progress on goal one
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2019 Implementation Priorities Achieved
EPIC is made up of representatives of each department and they came-up with four priorities for implementation in
2020. This was achieved through an all-day retreat that also included a keynote from Matias Valenzuela who was then
the Director of King County’s Office of Equity and Social Justice. These priorities were presented to the Council in
December of 2019.
Consistent Equity Training
Changes to the Hiring Practices, specifically implementing anti-bias training in the hiring
process
Development of an Equity Toolkit
Creation of an Outreach Guide to ensure equitable outreach
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2020 Implementation
EPIC broke into four small groups around each priority, reconvened as a large group to
refine
Drafts were shared with the Equity and Social Justice Committee at the July and August
meetings, and staff returned in September to share how their comments were incorporated
After staff receives Council feedback, EPIC will finalize and begin using the outreach guide
and toolkit; the hiring policy changes have already been implemented and first round of
training has been initiated this year, with one more session to be scheduled before the end
of the year
Goal is to set the 2021 priorities collaboratively between EPIC and the Equity and Social
Justice Commission
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Consistent Training
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Changes to
Hiring Policy
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Equity Toolkit
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Outreach
Guide
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John Perry, Tukwila Police Department
Greg Hansen, Tukwila Fire Department (Retired)
Hodo Hussein, Human Services
Stacy Hansen, Human Services
Peter Lau, Public Works
Laurel Humphrey, Legislative Analyst
Tracy Galloway, Parks and Recreation
Juan Padilla, Human Resource Director
TUKWILA EQUITY POLICY
IMPLEMENTATION COMMITTEE(EPIC)
Nate Robinson, Parks and Recreation
Alison Turner, Community Development
Jessica Schauberger, Human Resources
Tony Cullerton, Finance
Joseph Todd, Technology Information Services
Trish Kinlow, Municipal Court
Rachel Bianchi, Administrative Services
Niesha Fort-Brooks, Administrative Services (Facilitator)
Members 2019 and 2020
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EPIC is eager to receive the Council’s feedback and finalize the 2020 implementation outcomes
Thank you
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