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HomeMy WebLinkAbout11/01/2022 REAC AGENDA PACKETBremerton Race Equity Advisory Committee – Special Meeting AGENDA Tuesday, November 1st, 6:00 p.m. via Zoom Learn more at https://www.bremertonwa.gov/1232/Race-Equity-Advisory-Committee-REAC Regular REAC meetings are currently held at 6 p.m. on the second Thursday of each month, via Zoom. SERVING THIS MEETING Tech Host: Jennifer Chamberlin Facilitator: Quinn Dennehy Land Acknowledgement: Quinn Dennehy Timekeeper: Anna Mockler Notetaker: Council Staff OUR PURPOSE o To advise the City Council, by applying a race equity analysis to all aspects of governance; and o To maintain engagement with and accountability to other work being done throughout the Bremerton Community in service of Race Equity. OUR VISION Bremerton Race Equity Advisory Committee envisions a City that: o Strives to continually dismantle its own institutional racism, within policies, programs, budgets, initiatives, legislation, systems, and infrastructure. o Amplifies and joins racially, culturally, and socially integrated community endeavors toward equity, well-being, and liberation for all; and o Aspires to model for the nation a City in which people of different races, ethnicities, and backgrounds can interact, form friendships, and participate fully in the community’s political, economic, educational, cultural, and civic endeavors. 1.Opening and Welcome a.Call meeting to order b.Read land acknowledgement c.Read REAC purpose and vision d.REAC members introduce themselves 2.Interview of Community Member Candidate & Approval of Appointment Action anticipated… a.Interview of Dr. Karen Bolton b.Approval of Proposed Appointment (initial term until 12/31/22) 3.City of Bremerton Proposed 2023 Budget Discussion a.Observations & Feedback b.Follow-up items? 4.Public Comment a.Community Comments or Concerns b.Community Comments or Concerns (by email) 5.Next Meeting – November 10 6.Closing Remarks LAND ACKNOWLE DGEMENT STATEMENT "Every part of this soil is sacred in the estimation of my people. Every hillside, every valley, every plain and grove, has been hall owed by some sad or happy event in days long vanished." Chief Seattle 1854 We would like to begin by acknowledging that the land on which we gather is within the ance stral territory of the suq wabs "People of Clear Salt Water'' (Suquamish People). Expert fi sherman, canoe builders and basket weavers, the suqwabs live in harm ony with the lands and waterways along Wa shington's Central Salish Sea as they have for thousands of years. Here, the suqwabs live and protect the land and waters of their ancestors for future generati ons as promised by the Point Elliot Treaty of 1855. nax"'qfyt nax"'s'Kay'ani ORT GAMBLE S'KLALLAM TRIBE from the Preamble to the Point No Point Treaty Council Constitution ... the Port Gamble S'Klallam and the Jamestown S'Klallam Tribes, of the Point No Point Treaty Area, recognize the responsibility and need to protect and advance the treaty reserved hunting, fishing and gathering rights of [their] Tribes. [The Port Gamble S'Klallam and the Jamestown S'Klallam Tribes] further recognize that [their] inherent traditional and cultural rights constitute vital and irreplaceable resources for [their] future. These resource s are essential for the social, cultural and economic self-sufficiency and well-being of [their] Tribal communities. [The Port Gamble S'Klallam and Jamestown S'Klallam Tribes] believe that in unity and mutual respect [they] can best accomplish [their] community goals, not only for the benefit of Indian people, but for all people. 1B The City of Bremerton’s Race Equity Advisory Committee has adopted the following Purpose & Vision Statement…. PURPOSE: •To advise City Council, by applying a race equity analysis to all aspects of governance; and •To maintain engagement with and accountability to other work being done throughout the Bremerton community in service of race equity. VISION: The Bremerton Race Equity Advisory Committee envisions a City that: •Strives to continually dismantle its own institutional racism, within policies, programs, budgets, initiatives, legislation, systems, and infrastructure; •Amplifies and joins racially, culturally, and socially integrated community endeavors toward equity, well-being, and liberation for all; and •Aspires to model for the nation a City in which people of different races, ethnicities, and backgrounds can interact, form friendships, and participate fully in the community’s political, economic, educational, cultural, and civic endeavors. 1C Questions for Applicants: i.What is your vision for this Committee? ii.What challenges do you think you will face in working as a member of the Bremerton Race Equity Advisory Committee? iii.What does it mean to you to have a commitment to race equity? How have you demonstrated that commitment, and how would you see yourself demonstrating it here iv.(After Interview) Do you have any questions for REAC Members? 2A Application for City Boards / Commissions / Committee Date 10/19/2022 First Name Dr. Karen Middle Name Joy Last Name Bolton Home Phone Address1 Address2 Field not completed. City Bremerton State WA Zip 98312 Occupation Education Employer Retired Work Address1 Field not completed. Work Address2 Field not completed. City Field not completed. State Field not completed. Zip Field not completed. Work Phone Field not completed. Fax Field not completed. Email Education Ed.D in Organizational Leadership. MA in Organizational Leadership. BS in Workforce Development Local References Kristi Keilen Greg Wheeler John Hurley 2A I am interested in serving: Race Equity Advisory Committee (REAC) Is this an application for reappointment? No How long have you lived in Bremerton 27 years Why are you applying for this appointment? To lend my expertise on Diversity, Equity, Inclusion and Belonging to the city council. Which of your personal and / or professional interests prompted you to apply for this appointment? I am a lifelong education and retired college professor who teaches leadership and diversity to graduate students. Have you ever served on any other Bremerton board, commission, committee or task force? If yes, please list. I served on the Gorst Coalition committee Please list your qualifications for this appointment (include skills, activities, training, education): Experience UMass Global logo UMass Global (formerly Brandman University) Doctoral ProgramUMass Global (formerly Brandman University) Doctoral Program UMass GlobalUMass Global Jan 2018 - Present · 4 yrs 10 mosJan 2018 - Present · 4 yrs 10 mos Orange County, California, United StatesOrange County, California, United States Doctoral Program Committee Member Ed.D. Program Advisory Board Member Doctoral Program Committee Member Ed.D. Program Advisory Board Member Bremerton School District logo School Board MemberSchool Board Member Bremerton School DistrictBremerton School District Dec 2019 - Present · 2 yrs 11 mosDec 2019 - Present · 2 yrs 11 mos Bremerton School DistrictBremerton School District Brandman University logo Adjunct ProfessorAdjunct Professor Brandman University, Part of the Chapman University SystemBrandman University, Part of the Chapman University System Sep 2018 - Present · 4 yrs 2 mosSep 2018 - Present · 4 yrs 2 mos Adjunct Professor for graduate level Organizational Leadership classes. Adjunct Professor for graduate level Organizational Leadership classes. Puget Sound Naval Shipyard logo Leadership Training SpecialistLeadership Training Specialist Puget Sound Naval Shipyard · Full-timePuget Sound Naval Shipyard · Full-time Jul 2020 - Mar 2022 · 1 yr 9 mosJul 2020 - Mar 2022 · 1 yr 9 mos Bremerton, Washington, United States What are your community interests (committee, organizations, special activities)? Field not completed. Please list any accommodations you need to perform volunteer duties: Field not completed. We welcome your willingness to serve Bremerton. Pursuant to the Washington Public Disclosure Act, (RCW 42.56), this form constitutes a public record and is subject to public release upon request. Prior to release, the following information may be redacted pursuant to RCW 42.56.250(3): Residential addresses, residential telephone numbers, personal wireless telephone numbers, personal electronic mail addresses, social security numbers, driver’s license numbers, identicard numbers, and emergency contact information of employees or volunteers of a public agency, and the names, dates of birth, residential addresses, residential telephone numbers, personal wireless telephone numbers, personal electronic mail addresses, social security numbers, and emergency contact information of dependents of employees or volunteers of a public agency. Applicants are considered for appointment without regard to race, color, religion, gender, national origin, sexual orientation, age, genetic information, marital or veteran status, or the presence of any disability. Updated 3/24/2020 Email not displaying correctly? View it in your browser. 2022.11.01 Bremerton REAC Special Meeting -Report-back These six slides contain information shared Airen Lydick during the 2022.11.01 special meeting of Bremerton REAC. These following slides accompanied Airen Lydick’s verbal presentation of some observances he made of the 2022.10.24 City Council budget workshop. Airen Lydick and Leiyomi Preciado both attended that workshop in order to observe as Bremerton REAC members. 3A Bremerton REAC -PURPOSE (1)to advise City Council, by applying a race equity analysis to all aspects of governance ; and (2)to maintain engagement with and accountability to other work being done throughout the Bremerton community in service of race equity. Bremerton REAC -VISION Bremerton Race Equity Advisory Committee envisions a City that: •Strives to continually dismantle its own institutional racism, within policies, programs, budgets, initiatives, legislation, systems, and infrastructure; •Amplifies and joins racially, culturally, and socially integrated community endeavors toward equity, well-being, and liberation for all; and •Aspires to model for the nation a City in which people of different races, ethnicities, and backgrounds can interact, form friendships, and participate fully in the community’s political, economic, educational, cultural, and civic endeavors . Airen Lydick’s focus for the 2022.10.24 City Council budget was to observe from the framework of the Bremerton REAC Purpose and Vision, in particular the yellow highlighted portions below, as well as from the perspective community members priorities, as shared during the March 2022 “Community Conversation,” organized and hosted by Bremerton REAC’s Change The Power working team, especially those shown in red on the next slide. Summary from Bremerton REAC’s March 2022 “Getting to Racial Equity” Forum TOP RESULTS FROM FORUM POLL •Empowered and impactful Bremerton Race Equity Advisory Committee. (83%) •Funding underrepresented and underserved communities (53%) •Equitable community engagement methods and strategies (53%) •Meaningful representation –Black, Indigenous, Pacific Islander, People of Color in City (elected, staff, etc.), with meaningful inclusion, safety, and empowerment, once there (53%) •Policies –assessing & analyzing them, and changing them to reflect anti-racist focus (45%) ADDITIONAL THINGS HIGHLIGHTED FROM GUEST SPEAKERS •Need genuine relationship building •Need partnering with groups already leading on race equity and cultural programming (example: Handle With Care program). •The City needs outside support/consulting in order to shift systems, scrutinize policy, and implement change. •Training alone is not enough. Visionary change is needed in order for the culture/systems of governance to change. •Shift burden of “proof” that race equity work is needed off BIPOC communities and onto The City. Do the data analysis. •Go beyond the minimums. •Don’t just talk about it, Be about it. •A few examples of where City needs to focus that race equity lens (because if anti-racism/race equity isn’t central to the analysis, then these things aren’t authentically happening): understanding and addressing homelessness; deepening youth engagement & leadership; having trauma-informed care in our institutions; and building & sustaining systems & methodologies for funding . OBSERVATIONS (by Airen Lydick) •Overall Analysis, Methodology, and Tools •What common analyses are departments expected to use in drafting budgets ? (unclear) •What common methodologies are they expected to use? (unclear) •What common tools are they expected to use? (unclear) •EXAMPLES THAT WOULD CLARIFY AND HELP ANSWER THESE QUESTIONS: •List of questions departments are expected to apply when drafting their budgets •Presentation style or format departments are expected to use •Types of outcomes departments are expected to prioritize (balanced budget, etc.) •Shared definitions from which departments are supposed to work •Articulated values that frame The City’s work across all branches and departments 2022.10.24 Bremerton City Council Budget Workshop Lead Presenters: Mike Riley (Dir. of Financial Services) & Karen Wikle (Budget Analysis) OBSERVATIONS (by Airen Lydick) •Assumed Values and Definitions? •Values and definitions are always at play. But are they articulated and intentional, within the budget drafting process, or are they assumed? Might they be tied to implicit bias? •EXAMPLES: •The “Community Development” segment of the workshop included discussion of code enforcement, displacement, and lack of affordable housing. During that, there were references to certain houses as “housing nobody should be living in” and references to capital improvements to houses as “contributing to neighborhoods.” (Implied in this is that there is a shared definition of “contribution.” What’s the source of that supposed shared definition?) •The Police Chief implied that prioritization of diversity in recruitment (such as that done by the Fire Department) as an empty statement full of buzz words and cliches. (This instance raises questions about the underlying investment in understanding and addressing systemic racism, across all City branches of government and departments.) •In short, are there shared values and definitions? If not, why not? If yes, how are they identified and articulated? 2022.10.24 Bremerton City Council Budget Workshop Lead Presenters: Mike Riley (Dir. of Financial Services) & Karen Wikle (Budget Analysis) OBSERVATIONS (by Airen Lydick) •Bremerton REAC needs to look to our Purpose and our Vision: we need to advise City Council to apply a race equity analysis to all governance by looking at the systematization here: •City Council shouldn’t micro-manage departments; let them do their work. •Instead of doing departments’ work, City Council should look at the polices, practices, and procedures that comprise the system of budgeting. •City Council must work with the other branches of government to examine what values and definitions are at play, and to interrupt default implicit bias. 2022.10.24 Bremerton City Council Budget Workshop Lead Presenters: Mike Riley (Dir. of Financial Services) & Karen Wikle (Budget Analysis) To Mayor Greg Wheeler and the Bremerton City Council, The Bremerton Race Action Committee held a vote of members present at the November 1st meeting, regarding the Diversity, Equity and Inclusion position for the city of Bremerton. Our unanimous vote was to oppose the position as currently proposed. To be clear, we were united in recognizing the need for such a position here in Bremerton. However, the process you used to develop this position was profoundly flawed, and we have not seen evidence that the groundwork has been done to allow this position to succeed. When a position of this sort is created without the right foundation, you are setting up a future DEI advocate for failure. As you know, REAC was created to offer our advice and counsel for exactly this sort of position, and to connect you to members of the community who could further improve chances of success. None of us have been consulted, nor have the community leaders we checked with. The lack of transparency, community involvement, and clear goals would mean that this person would have little chance of addressing the issues that are so overdue for attention in the city of Bremerton. Moreover, there is no mention of how many people would staff this DEI office, nor the resources they would have at their disposal. At our Nov. 1, 2022, meeting, members of REAC discussed the following issues: 1. To succeed, it is critical to create buy-in from the local community. 2. Research could show where your efforts should be focused when it comes to DEI. REAC has conducted some of this research. Our one-on-one interviews with community leaders, followed by a well-attended public forum, could be useful context for envisioning this position. Yet you have not consulted REAC or requested a report on our conclusions. 3. Multiple community forums with local leaders, community groups, and relevant organizations (schools, colleges, etc.) could help to build the data points and the public buy-in to increase the likelihood of success of a DEI effort. 4. Likewise, a needs analysis could help the city become more proactive in approaching DEI issues. This analysis would identify where pro-active equity initiatives are most needed. 5. Finally, we didn’t come away from the discussion with confidence that you had a clear definition of the DEI position, nor a well-conceived pathway to success. Trust that we know how vital this position is to the city. However, we believe it is counter-productive to establish a position without the appropriate consultation and groundwork. We are open to meeting and discussing with you further. Respectfully, The Bremerton Racial Equity Advisory Committee 3A City of Bremerton Classification Specification January 2023 Diversity, Equity, and Inclusion Manager -DRAFT GENERAL FUNCTION Under general policy direction of the Mayor, provides citywide leadership that advances the City's diversity, equity, inclusion, and engagement strategies by recommending, developing, and implementing initiatives and organizational change that reflect the community it serves, purposeful community outreach and engagement, equitable service delivery, policy decisions, and human rights. REPRESENTATIVE ESSENTIAL DUTIES AND RESPONSIBILITIES (Note – this list is intended only to illustrate the various types of work that may be performed. The omission of specific statements does not exclude them from the position.) •Creates programs and tools to identify and eliminate barriers in the City’s approach to service; with an emphasis on institutional equity, works with departments to examine rules, policies, procedures, processes, practices, and distribution of resources that may contribute to inequity. •Create and lead an interdepartmental DEI committee whose purpose is to create a culture of inclusivity and equity throughout the organization. •Supports City efforts to increase community connections and public outreach, developing, coordinating, and implementing community activities and forums related to diversity issues. •Collaborate with appropriate department to review and provide content for City's website, other public facing materials. •Researches, develops, recommends, and executes creative strategies to foster the City’s diversity, equity, and inclusion goals. •Establishes a knowledge base of best practices and resources for cultural competence and equity. •Plan and coordinate diversity, equity and inclusion initiatives and events. •Maintain and update City’s Workforce Diversity and Inclusion Policy and corresponding reports. •Interfaces with City departments to ensure policies, processes, and practices support an inclusive work environment and an equitable public service environment. •Works with departments to develop performance indicators and progress benchmarks to ensure accountability towards equitable delivery of City services. •Collects, analyzes, and presents data measuring the City's progress on operationalizing equity. •Coordinates workforce diversity initiatives and cultural awareness initiatives and recommends diversity training for City employees. •Conducts annual DEI training and development needs assessment, as necessary. •Establishes and maintains partnerships with a variety of external organizations to leverage best practices and alliances to drive and sustain the City’s diversity, equity, and inclusion objectives and priorities. •Develops and/or acquires training and development to aid diversity and retention initiatives. 3A City of Bremerton Classification Specification January 2023 Diversity, Equity, and Inclusion Manager -DRAFT • Develops organizational communications to ensure employees have knowledge of training and development events and resources; conducts follow-up studies of completed training to evaluate and measure results. • Conducts regular national best practices research and comparative analyses to ensure the City's continued progress in diversity, equity, and inclusion. • Promotes a diverse, culturally competent, and respectful workplace. • Attends meeting during the evening hours and on weekends, as necessary. • Builds and maintains positive working relationships with co-workers, other City employees, outside agencies, and the community utilizing accepted principles of effective customer service. Other Duties – Regular attendance is an essential requirement – Performs related work as assigned and/or required WORKING CONDITIONS Most of the work is performed in a typical office environment but may also involve moving throughout the facility and community, with some work performed in the community. Constantly operate a computer and other office equipment. Frequent communication with city employees and customers. Night and weekend meetings as required. Move items weighing up to 20 pounds on occasion. Noise level is moderately quiet in the office and moderately loud in the field. Approved reasonable accommodation requests will be made to enable individuals with disabilities to perform the essential functions of the job. KNOWLEDGE, SKILLS and ABILITIES (Entry Requirements) Ability to: • Write reports, manuals, information bulletins, memoranda, etc., sufficient to clearly communicate to a diverse audience. • To plan, develop, and implement programs geared to identified needs. • Demonstrate an ability to be influential and persuasive in terms of aligning diversity, equity and inclusion programs with strategic goals and objectives. • Demonstrate skill and ability in partnering, collaborating, and influencing others. • Communicates clearly and concisely, both orally and in writing; work courteously and effectively with public officials, citizens, contractors, vendors, developers, supervisors, and other employees, both in person and over the telephone; assisting them with a wide variety of information pertaining to City and department. • To work efficiently and effectively while working on multiple projects at one time. • Work effectively under pressure and with frequent interruptions. • Complete work and projects in a thorough and timely manner. Knowledge of: • Relevant Federal, State and Local employment laws. • Comprehensive knowledge and advanced skills in Microsoft Office programs. • Advanced knowledge of government functions and organizations affecting City government. City of Bremerton Classification Specification January 2023 Diversity, Equity, and Inclusion Manager -DRAFT • Cultural competency, diversity, equity, and inclusion outreach practices to ensure inclusive and broad participation. • ADA and Title VI policies, regulations, and best practices. Skills in: • Leading cultural change and team building with multiple stakeholders and interests. • Public communication, and development and production of support materials. • Oral and written communication and developing and delivering presentations. QUALIFYING EDUCATION and EXPERIENCE (Minimum Requirements) Combined training and experience which demonstrates that a person has obtained the required knowledge and is able to perform the work required (with reasonable accommodation, if necessary). A Bachelor's degree in public or business administration, political science, communications, English, social work, non-profit management, public relations or a related field and five or more years of professional experience with cultural competency, public outreach, diversity consulting, training, mediation, inclusion services, including experience working with diverse communities. Experience in program/event planning, project management or organizational development. Bilingual or multilingual preferred REQUIRED LICENSES AND CERTIFICATIONS A valid Washington State driver's license is required and must be obtained prior to date of appointment, or another date set by the City. LEGAL and REGULATORY EMPLOYMENT CONDITIONS Fair Labor Standards Act: The position qualifies for exemption from the Fair Labor Standards Act minimum wage and overtime provisions under the Act's Administrative Employees exemption. Representation: This position is excluded from bargaining unit representation. Civil Service: The classification is excluded from the City's Civil Service System. Appointment and Removal Authority: The position is filled by appointment by the Mayor. Removal is by action of the Mayor in conformance with Human Resources Policies. This classification specification does not constitute an employment agreement between the City and employee. It is subject to change by the City, with the approval of Human Resources, as the needs of the City and requirements change.