From: Shelby S
To: Jennifer Ott; Trish Spencer; Tony Daysog; Malia Vella; Tracy Jensen; City Clerk Subject: [EXTERNAL] DEIB contract on consent calendar? didnt it get shot down the last time? and when did.. and for MORE money?
Date: Saturday, March 16, 2024 2:57:22 PM
Attachments: image.png
City Manager Ott--
Why is this item being presented on consent calendar?
This was only "sort-of" heard in December, and no motion passed, so this is not a second reading. When did Circle-up get a contract? Now there is a first amendment for more
money? Did i miss something? Last I heard, the idea was a flop.
1.the DEIB item was heard on December 19, 2023: here is the staff report link: https://alameda.legistar.com/LegislationDetail.aspx?ID=6446604&GUID=8FCD8E7B- AAA7-498B-B5B3-
7A32A3608759&Options=ID%7CText%7CAttachments%7COther%7C&Search=deib&FullText=1
2. here are the minutes: (draft 1/16/2024)
(23- ) Presentation of Diversity, Equity, Inclusion, and Belonging Plan Recommendations from the City Staff Led Equity Working Group. ***
(23- ) Mayor Ezzy Ashcraft suggested providing 5 extra minutes for the presentation. Councilmember Jensen moved approval of allowing an extra 5 minutes. Vice Mayor Daysog seconded the motion. Under discussion, Councilmember Herrera Spencer suggested Council also be given extra time. On the call for the question, the motion carried by unanimous voice vote - 5. ***The Communications and Legislative Affairs Officer and City Manager made brief introductory comments.
The City Manager, Administrative Services Coordinator and Intermediate Clerk gave a Power Point presentation.
In response to Mayor Ezzy Ashcraft’s inquired about the number of City employees, the City Manager stated the total number of employees is over 1,000.
The Communications and Legislative Affairs Officer stated the survey was sent to employees with a city email, which is just under 600; there were 298 responses.
In response to Councilmember Jensen’s inquired why the plan was established by staff rather than hiring a consultant, the City Manager stated experts supported and helped the team; when talking about culture change and organizational culture, it is important to have the effort driven by employees and be grassroots; at some point, there might be a budget request related to staffing, but it is not on the table currently.
Councilmember Jensen stated it looks like it has been successful so far and she looks forward to hearing more.
Stated she has been a part of the equity working group from the beginning; expressed support for the vision the group has worked on for the community and City employees: Mirna Moreno, Alameda.
Inquired about the CEQA determination; stated she is glad this is employee led; expressed concern about employee privacy: Shelby Sheehan, Alameda.
Stated that he worked with the equity working group and supports the effort: Walker Toma.
Mayor Ezzy Ashcraft stated that she is proud of the City for undertaking this endeavor; she looks forward to Council training; the City wants to attract and retain exceptional employees and can always learn and do better; she looks forward to next steps.
Councilmember Vella stated that she is grateful to everyone who responded and took the time to participate in a meaningful way because it will lead to better outcomes, work environments and conditions; this is also about transforming into healthier working environments as there is stress at all different levels of the job; she is looking forward to the continued efforts.
Councilmember Herrera Spencer expressed concern about the initial report not including race and religion; stated Council hired a consultant but the City Manager made the decision to no longer work with them; the subject is serious and requires a consultant; expressed concern about certain definitions; expressed concern about the focus being solely on employees; stated there should also be goals focusing on community members and customer service; expressed concern about examples used in the background; stated the City has a lot of part- time employees who should have been included; stated she does not support DEIB, but rather DEIA; there is a lot of work to be done.
Vice Mayor Daysog stated this work is important and he appreciates what was presented, which is a great start; he believes taking public and Council input could go a long way to help strengthen this more.
Councilmember Jensen stated what staff is doing is going to make a meaningful change and policy, rather than having a consultant; she would be happy to work more closely on this project with everyone.
The City Manager stated staff worked with Seed Collaborative; they helped support staff, conduct surveys, conducted listening sessions, and facilitated different working groups; moving into the implementation phase, staff is looking to bring in support from another consulting company, Circle Up Education, to do training for Council and bring a contract to Council to roll out Citywide trainings.
3. Now I see how you snuck this in: the Exhibit 1 "contract" wants to retroactively add over $100,000 to what was a $20,000 contract with Circleup (Exhibit 2). --This is how you are putting it on the consent calendar--so much for TRANSPARENCY.
Suspicious dont you think? I guess you are scared for the public to evaluate the curriculum. You know you work for the public, right? sigh.
Please allow me to preface my next comments to say that I mean in no way to disparage the company, Circleup. I have looked at the Circleup website, and they appear to be very reputable company, and they have worked with other municipalities, inlcuding Walnut Creek and Corte Madera.
BUT I wonder what you/the City thinks is the actual problem you are trying to solve and what is the desired outcome. From what was presented before, I thought it was to encourage and support "underrepresented groups " into the management pipeline. No? I hope not, because this aint gonna do that.
For example: What are you expecting DEIB to do for the City employees? Where does it fit into the greater strategy? How will the employees be held responsible? What knowledge and/or resources will managers have to embed DEIB into workplace culture? Havent heard that yet...Metrics? outcomes?
Here is Phase 1, that $20,000 was already spent on without public review--it looks like this has been done, so can we get a report on this before we add $100K?
PHASE 1.
1.1: PREP (1-3h) to "meet with key stakeholders" = $6000
1.2: EXECUTIVE TRAINING (2h): for a 2-hour "executive team meeting" = $4000
These words are absolutely meaningless: "The Discussion Circle/Meeting is designed to engage participants in activities designed to discuss, reflect, and process important topics (like what?) that impact the day-to-day live of participants. This meeting will be used to discuss and clarify the DEIB Working group recommendations, identify priorities, and collaborate on creating tangible actions that reflect those priorities (For example...?)."
1.3: CITY COUNCIL TRAINING (3h): $5000 (!!) <<does spit-take>> Well:
City council--did you do this training? how was it? )
FYI: Here's how they did it in Corte Madera for $1500 <<corte-madera- officials-receive-dei-training/>>
1.4: "Deep Dive" for Executive team (3h): $5000
...aaaand so far no employees have received any training...
PHASE 2 is primarily $100,000 of employee sessions but ...for what? There is no indication that they or you know what the goal is. Its all just nonsense feel-good terminology and no goals or performance metrics
How about this instead:
First of all, this aint no second reading, and its embarrassing that you cant do your job without resorting to subterfuge.
Shelve the additional monies for now, figure out what the point is, and consult with the City officials of Corte Madera and some others before moving forward. -->AND how about keeping the public informed?
That would be great.
Regards,
Shelby