Loading...
Human Rights and Diversity - 07/08/2021APPROVED MINUTES EDEN PRAIRIE HUMAN RIGHTS & DIVERSITY COMMISSION THURSDAY, JULY 8, 2021 7:00 P.M., EDEN PRAIRIE CENTER Heritage Room, City Center COMMISSION MEMBERS: Greg Leeper (Chair), Shahram Missaghi, (Vice Chair), Katherine Lucht, Leslie Philmon, Sana Elassar, Philip Skeie, Asad Aliweyd, Tyler Aman, Samuel Griffin, Michael Mullins, John Urbanski, Susan Weaver COMMISSION STAFF: Megan Yerks, Staff Liaison Julie Krull, Recording Secretary I. CALL TO ORDER/ROLL CALL Chair Leeper called the meeting to order at 7:00 p.m. Commission Members Lucht, Philmon, Aliweyd, Aman, Griffin and Weaver were absent. II. INTRODUCTION OF GUESTS Christine Ruzek, HR Manager for the City of Eden Prairie, was in attendance. III. APPROVAL OF AGENDA MOTION: Skeie moved, seconded by Missaghi, to approve the agenda. Motion carried 6-0. IV. APPROVAL OF THE JUNE 10, 2021 MEETING MINUTES MOTION: Urbanski moved, seconded by Missaghi, to approve the June 10, 2021 minutes. Motion carried 6-0. V. LOCAL NON-PROFIT PRESENTATION There was not a presentation this evening. VI. STAFF REPORT – MEGAN YERKS A. COMMUNITY NEWS HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 2 of 9 Yerks stated the eviction moratorium is coming to an end at the beginning of October. There are a number of phases that began on June 30th and will continue through October 2021. Each phase allows non-renewal of lease or eviction based on different criteria. Homeline MN is offering weekly webinars for tenants, landlords and service providers through summer to keep people up to date. RentHelpMN.org, a state program, is providing assistance. If someone submits an application they will have eviction protection while it is being processed. United Way 211 is the central resource for general questions. B. UPCOMING MEETINGS OR OPPORTUNITIES Yerks reminded everyone the Commissioner Banquet will be held on July 15th. She is looking for a volunteer from the Commission to play Jeopardy that evening. She will see if Lucht will participate otherwise Chair Leeper volunteered. VII. OLD BUSINESS There was no old business. IX. NEW BUSINESS A. EPREI: DRAFT REPORT REVIEW Chair Leeper introduced Karen DeYoung, of DeYoung Consultants, and Anna Peters, consultant, who will give the Commission a review of the report and discuss next steps. Ms. DeYoung presented a PowerPoint presentation of the Race and Equity Assessment Final Report. She started out by giving an introduction to the report which also included the Purpose Statement. This stated that the City of Eden Prairie would like to find ways for the City to become more responsive to residents’ diverse needs and to advance racial equity, diversity and inclusion. This will be done by reviewing its policies and procedures and learning about the community experience. The goal would be to create and strengthen community relationships, encourage shared decision making and help to minimize disparities. The Commission and City Staff determined that the assessment should focus on the following areas of inquiry: • Emergency Response • Facility/Program Accessibility and Culture • Recruiting, Hiring and Retention • Connection to Community • Community Experience • Developing Future Leaders In looking at each of these areas, there were strengths and opportunities listed for each. The findings are as follows: HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 3 of 9 1. Overarching Findings: Strengths • Eden Prairie is perceived as a safe community. • Some elected officials are especially appreciated by community members due to their public commitments to racial equity, attempts to acknowledge the need for change and willingness to show up at relevant events. • Residents value the beauty and availability of the City’s park system. • Participants have great pride in Eden Prairie’s level of excellence, but data shows perception is not equal across communities. Opportunities • Some perceive that both the City and the Police Department are not serious about closing racial disparities. • Some participants believe that City staff in lower levels are implementing programs to spark change, but City leaders impede progress by not acknowledging the issue at hand. • There was a strong recognition that the City continues to lack diversity among its staff, emergency responders, and leaders, in terms of culture, race and upbringing. 2. Recruiting, Hiring and Retention: Strengths • There is some recognition at the City of the importance of DEI, and internal participants were very open to doing more meaningful DEI work. Opportunities • In some areas there appears to be no recognition of DEI, such as in the performance evaluation, retention and the employee survey. • Barriers to forward movement include: an overall uncertainty regarding what steps are needed to advance DEI, some hesitancy among City staff to take next steps, and managers who would be asked to step outside their comfort zone when hiring different kinds of people. Some perceive a lack of diversity in the City or a lack of interest in City employment as a barrier. A final barrier could be the current hiring process. Eden Prairie is beginning to employ some best practices regarding recruiting, hiring, and retention, and many other best practices are opportunities to consider, such as enhancing its pipeline for talent through additional partnerships. HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 4 of 9 3. Connection to Community: Strengths • A number of community members expressed positive perceptions of elected officials, especially those they think are trying to advance equity. • They had appreciation for some Council members’ openness and communication on Facebook. • They regarded the ways in which community members could provide feedback and most spoke of the community survey and the HRDC. • There was acknowledgement that they “don’t know what they don’t know” about a need for additional options and the openness to learn. Opportunities • More diversity on other commissions could offer more diverse perspectives. • The survey is only provided in English. • The community survey does not disaggregate data to compare how different groups experience the City. • Some internal stakeholders noted they could do better connecting those form whom English is a second language. • Some external stakeholders perceived a disconnect between residents and the City. There is also a perception that BIPOC (Black Indigenous People of Color) needs are less valued and there is a need to get more of their voices at the table. • Some believe that U.S. born communities are more favored over immigrant born ones and those better able to navigate City systems are able to make their voices heard. • Many internal stakeholders seemed to conflate the concept of community partnership with charity work. Best practices emphasized the need to strengthen community partnerships. 4. Emergency Response Services: Strengths • Service beyond expectation is a guiding philosophy. • Internal stakeholders noted the following regarding ERS: o They are motivated to help people. o The Domestic Abuse Response Team (DART) model responds to domestic abuse emergencies differently than traditional policing. o The Pathways to Policing program helps to build a pipeline of diversity. o The Cultural Liaison (Somali) helps build connections. HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 5 of 9 o “Solution Finders” was a former after school club for Muslim youth with speakers and role models. Opportunities • Some residents perceive that BIPOC residents are disproportionately stopped for traffic violations and that BIPOC youth are targeted and accused of foul play at the mall. • Some residents spoke about feeling a lack of support or respect from police and expressed an overall mistrust of the police in BIPOC communities. • Some spoke of intimidation tactics, a sense of being over policed, the impact of interacting with a police officer with a gun and general anxiety and fear of the police, including school liaisons. • The City’s arrest records seem to confirm disparities in experience based and race and ethnicity. • Internal stakeholders noted the need for increased abilities to cross or break language barriers, training on specific cultures and training on how to push back on calls that may be motivated by prejudice. Barriers include cultural understanding (specifically the Somali community), not having community events during the pandemic and the existence of implicit bias. • More police from BIPOC communities are needed. The EPPD has adopted a number of practices to build trust with the community, but opportunities remain. 5. Community Experience: Strengths • Some residents were pleased to see the City’s support the Black Lives Matter last year. • Some praised elected officials for showing their commitment and building awareness around equity, but noted that Eden Prairie seems to want to distance itself from the tension of other cities. Opportunities • Some residents perceive that BIPOC residents are disproportionately stopped for traffic violations and that BIPOC youth are targeted and accused of foul play at the mall. • Some residents spoke of experiencing xenophobia, and many find comfort in their relationships with and proximity to other BIPOC residents. • Some BIPOC participants feel disconnected from the overall community and some spoke of general discomfort around white residents. • There is a sense that wealthier immigrant residents who have lived in Eden Prairie for a long time feel accepted and part of the community. HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 6 of 9 • Some mentioned Eden Prairie’s wealth gap and the disparities associated with it. • The City’s Equity and Inclusion survey seems to bear out disparities in experience based on race and ethnicity. • A number of residents would like to see more opportunities for members of different cultural communities to come together via block parties and other gatherings. Best Practices emphasize community partnerships. 6. Facilities and Programs: Accessibility and Culture: Strengths • Residents were very positive about their experiences with parks, playgrounds, facilities and programming, often mentioning the parks and trails as a highlight of living in Eden Prairie. • Many cited the parks’ cleanliness and maintenance and volume and variety of program opportunities. • Others cited safety and accessibility to people with disabilities. Opportunities • Several participants spoke about the need for more diversity and overall cultural competence among facilities and program staff, including staff who are bilingual. • Some noted a particular value of diversifying camp staff to mirror the diversity of the children who attend. • One participant told of their multiracial children going to the Community Center to play basketball or work out, and being questioned why they were there. • A perceived barrier included the high cost of rental and class fees. Best practices in accessibility are often framed around including people with disabilities, however, in following these best practices, Eden Prairie will also increase accessibility to groups that are racially, economically, and culturally diverse. 7. Developing Future Leaders: Strengths • While student participants praised their teachers for creating a welcoming environment, many participants overall were critical of the high school’s administration, even those who spoke positively of teachers. • The Student commissioner program was viewed positively by both those who have and have not participated, in part because it is a way HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 7 of 9 for youth to understand how local government is addressing important issues. Opportunities • There was a broad criticism of the high school’s culture for perpetuating racism, and strong concern about a perceived lack of commitment to racial equity at a leadership level. • Some spoke of social segregation, of no accountability for racist or homophobic incidents and a perception of inequitable application of rules between white and BIPOC students. • Participants see a lot of good opportunities for youth including school clubs, and wished for more targeted initiatives for BIPOC youth, whom they say are feeling left behind and need guidance. • Many participants spoke of internships and volunteer opportunities as valuable, although those opportunities feel exclusive to students who have personal connections, the support of family resources to take unpaid work, and are able to navigate the application processes, including getting teacher recommendations. • Some perceived that overall, the schools are sending the message that some youth are dumb and not good enough. • Perceived barriers include lack of communication to build awareness of opportunities, a lack of meaningful relationships with teachers and especially for low-income youth, resources to join extra-curricular activities and transportation to attend activities. Recommendations A series of recommendations are proposed for discussion with the HRDC and City leaders. The recommendations are tied directly to the overall findings, including what was gleaned from the documentation review, internal and external listening, and the review of best practices. Suggested action steps and potential outcomes can be found in the full report. • Establish Race Equity as a Strategic Priority that is Supported with Resources • Transparently Communicate Eden Prairie’s Commitment to Racial Equity • Track Ongoing Community Data to Determine Baseline and Progress • Increase Efforts to Understand and Respond to BIPOC Communities’ Perspectives and Needs • Increase Diversity of City Workforce and Commissions • Increase Sense of Inclusion and Equity Internally • Apply an Equity Lens to Eden Prairie Police Department’s Policies and Practices HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 8 of 9 Skeie commented when reviewing the report he felt there is a need to be very transparent. In regards to the sample size in relationship to our population and BIPOC’s population, there would need to be 372 people surveyed for this to be valid and only 36 people were sampled. Ms. Peters said this was based and supported by survey results and was based on qualitative versus quantitative. Chair Leeper wanted to discuss next steps. He said he and Yerks developed a time line. They want an action plan by breakdown with areas or departments within the City. He said departments should have three action steps. Yerks said the Commission is the oversight of this project and should be accountable for roles and responsibilities. The date to present this to the City Council is the end of October. Yerks displayed a PowerPoint presentation consisting of an organizational chart of the City and said they would be working with the people or departments that are circled. They consist of the following: City Manager, Administration, Communications Manager, Human Resources, Public Works, Police, Fire, Parks & Recreation, Community Center and Recreation Services. The goal is to take the final plan from DeYoung and Associates and turn it into next steps. The HRDC will work with City Staff and bring the results back to the City Council. Yerks suggested a good path would be to break the report down by recommendation. Chair Leeper said it would be a good idea to identify the recommendation and who it would be applicable to and come up with three recommendations and send them to Yerks for review. He asked if it would make sense to have Commissioners go by theme, based on reports, groups that were in the study, or departments. Yerks said she thought the area of inquiry might be the way to go versus recommendations. Chair Leeper said the six areas of inquiry may make more sense and then have each City department attached to these. Urbanski and Ruzek agreed. Yerks asked Ruzek if the City work plan could be shared with the Commissioners. Ruzek said it could be shared and commented this is a plan for each department in the City. There are objectives, with goals and strategies for getting to them. Yerks thought the following format may be beneficial for creating the final document for the City Council. She suggested the City staff would develop the steps and the Commission would put it all together for the document. Ruzek thought it was a good idea. She said City staff can look at their work plan and come up with new goals if need be. Chair Leeper said he and Yerks will discuss this in more detail before the next meeting. He also suggested to have three subcommittees as what the Commission previously did. Elassar pointed out in her subcommittee she will only have two commissioners because she is losing one commissioner and thought it may be beneficial to keep the three groups and just add new commissioners to them. Yerks said if previous commissioners wanted to change groups they could. Chair Leeper thought it may HUMAN RIGHTS & DIVERSITY MINUTES July 8, 2021 Page 9 of 9 be beneficial to keep the heads of the groups the same as they previously were. Yerks said she will send out a list of the groups to see what the new commissioners may be interested in. She will also talk with the new commissioners individually since they have not been involved with this since the beginning and she will bring them up to speed. B. PEOPLEFEST! Yerks presented a copy of the directory that they have been working on for PeopleFest! She pointed out the funding for this is coming from PeopleFest, the district and the City. She stated they will be printing 500 copies and also pointed out the information in the directory will also be online. Commission members concurred the directory looked very well done. Yerks commented the Land Acknowledgement Statement will be read at the beginning of PeopleFest and she is looking for 2 to 3 volunteers to do that. X. UPCOMING MEETING A. AUGUST 12, 2021 XI. ADJOURNMENT MOTION: Skeie moved, seconded by Mullins, to adjourn the Human Rights & Diversity Commission meeting. Motion carried 6-0. The meeting was adjourned at 9:15 p.m.