Diversity, Equity &
Inclusion Lens
03/31/2022
Prepared for: City of Chula Vista
CREATING A
Reena Doyle / Gail Watts
Co-owners
[email protected] / [email protected]
909-493-8393 / 650-576-9308
7252 Archibald Av. #1094
Rancho Cucamonga, CA 91701
www.Tribesy.net
Table of Contents
Tab 2.3
Cover Letter.................................
Tab 2.4
Tribesy Team ..............................
Tab 2.5
Approach to Integrating a DEI
Lens Into Management / City
Operations.................................
Experience in DEI
Organizational
Change .....................................
Effective / Long-Term
Implementation
Strategies .................................
City Budget Process ...................
Working With Community
Stakeholders .............................
Sample DEI Training ..................
Timeline and Outcomes ..............
Tab 2.6
Tribesy Team ............................
Resumes ...................................
Tab 2.7
Organization Chart .....................
Tab 2.8
Financial Strategy ......................
References ................................
Tab 2.9
Attachment F.1
Attachment F.2
Attachment F.3
3 5
10 12
18 22
24 25
27 29
30 32
33 34
Tab 2.3Cover Letter
Cover Letter
Skill and knowledge in DEI structural and cultural best practices Limited opportunities for valued and open civic engagement Equitable access and knowledge of City services
Relationships with educational institutions
Legacy of community separation
Housing
Limited or isolated economic development
Community involvement in safety
This submittal is for the solicitation of management consulting services for The City of Chula Vista's Diversity, Equity and Inclusion Action Plan located in Chula Vista, CA.
As the premier consulting firm working for city governments and nonprofits, Tribesy has almost 30 years of results oriented experience. We assist local governments to assess, create, implement and evaluate action plans as part of an overall sustainable and transparent approach to infusing diversity, equity and inclusion (DEI).
As a designated Welcoming City in the United States, Chula Vista will continue to assess its policies and programs to meet the Welcoming Standard set forth in the framework of the designation. Like many cities across the United States, there are challenges to meeting these standards, such as:
www.Tribesy.netPage 3 of 34
www.Tribesy.net
Provide greater confidence and empowerment in talking about and addressing the complexities of “isms”.
Allow for the City of Chula Vista to move towards liberation from practices that have the impact of oppression or exclusion.
Develop comfort with discomfort through building cross cultural community.
Focus on an intentional transformation and measurable process that includes all operations of the city.
Improve the City of Chula Vista’s effectiveness internally and externally in multiple areas.
Connect communities
Since, Chula Vista is an increasingly diverse city, it is important to have a consulting partner that understands the value of the historical connections of multiple agencies, functions and communities within the city. Tribesy is uniquely that partner because of our experience in California, specifically with cities of similar size and services provided.
Consultants will assist the City of Chula Vista with a customized approach in the creation of a city-wide DEI Action Plan that honors the vast strides towards advancing equity that the city has already engaged in while coordinating efforts with multiple groups and departments.
With the City of Chula Vista’s clear commitment to DEI, challenges to infusing DEI are surmountable with intentional and strategic consultation. As an experienced and trusted partner of various cities, nonprofits, communities, labor unions, safety departments, parks and recreation, and city councils across the United States, Tribesy consultants will help to bring the City of Chula Vista’s vision to fruition.
Through a customized, tested and nuanced approach, Tribesy consultants:
We are excited about the possibility of partnering with the City of Chula Vista on this journey and would love an opportunity to discuss our experience and expertise.
Reena Doyle / Gail Watts
Co-owners
[email protected] / [email protected]
909-493-8393 / 650-576-9308
7252 Archibald Av. #1094
Rancho Cucamonga, CA 91701
Tab 2.4Management Consulting ServicesTeam
We have decades of experience working with city governments and nonprofits that partner with city governments.
Our work within the aforementioned sectors have included conducting thousands of trainings and experiential learning scenarios, labor negotiations, organizing and advising community organizations, providing executive/management coaching to leadership, developing/conducting assessments and evaluations, policy language, working with council members, boards/trustees and managing DEI city wide change.
Our range of experience provides unique insights that support the creation of a diversity, equity and inclusion plan.
Gail and Reena have a breadth of experience working with organizations of different sizes; from those with only three staff to thousands of employees and affiliate organizations.
Our work spans across 48 of the 50 states and 5 other countries.
Tribesy consultants each have about 29 years of experience in a wide range of social justice topics, organizational analysis and change management.
Tribesy specializes in holistic organizational transformation, both culturally and structurally through infusing a Diversity, Equity and Inclusion (DEI) Lens.
Reena Doyle and Gail Watts as co-founders of Tribesy and co-leads for this proposal, have been working together for almost 20 years with 29 years of experience each. We have very practical experiences in all facets of racial equity/social justice and understand the pitfalls and obstacles in doing this work in local governments. We also know the joy, liberation and success that stems from full city wide transformations based in diversity, equity and inclusion.
The advantage we bring is based in our experience, expertise and approach.
Experience with City Governments
The Tribesy Advantage
Tribesy currently impacts
20 million people
through our work with
government agencies,
education and
nonprofits.
Gaining trust with city council members, staff, unions and communities through building relationships and coaching.
Skill at engaging participants in dialogue-based experiences through artful questions. We believe the answers are within the group; therefore, we bring questions that stimulate thought, reframe thinking and shift paradigms.
Analyzing local government structure and culture through a DEI lens and developing metrics and benchmarks to move cities towards best practices.
Systemic and measurable transformation through working with cities and communities to develop a short/long-term roadmap specific to each city department to infuse DEI structurally and culturally.
Building competence and skills in concepts that support using a DEI lens.
Developing strategies with our partners to find the right balance.
Developing transformative learning experiences where individuals can learn from each other.
Expertise
Tribesy consultants focus on the human in humanity. We
understand the dynamics of humans who are in different
places on their journeys of awareness, understanding and skills relative to DEI. Therefore, we work with our clients as partners on the individual, community and institutional levels. We create customized, adaptive and strategic approaches that support a journey for individuals and communities within an evolving organizational change model.
Our range of expertise includes:
Tribesy 4 Pillars
The 4 Pillars provide a framework and set a foundation in the use of guiding questions used by Tribesy in our consultation. Below are a few examples.
A DEI Lens
Tribesy 4 Pillars
Impact vs intent
Approach
Our approach and practice intentionally draws upon cultures and government practices from around the globe and is based in:
What is the impact of historical structures, procedures and practices on the current system?
Are there embedded “knowledge barriers” that must be unlearned? What are the different perspectives/experiences and how do we know?
What foundational knowledge of minoritized groups and systems are derived directly from those groups?
Is much of what we think we know to be the truth, actually a dominant culture perspective about minoritized communities? What knowledge from minoritized groups have been historically dismissed?
Seeking truths and knowledge. "Breaking generations of a single story" "Judge a man by
his questions rather
than his answer."
- Voltaire
A DEI Lens
A DEI Lens is a more comprehensive, yet focused tool for analysis, decision-making and organizational transformation.
While these terms are used in common vernacular, they are frequently used interchangeably and are not well understood in terms of behaviors and actions related to one’s daily personal and professional life. Diversity, Equity and Inclusion separately provide a more comprehensive tool and the
concept of intersection provides a focused lens.
What groups are experiencing generational and present day trauma?
Are there harms that must be acknowledged to support healing? What do communities need to feel a true sense of belonging? Creating space for healing. “Contrary to popular thinking... Time does not heal all wounds, the practice of healing, heals wounds” What pushback or barriers may be encountered?
In what ways can individuals/groups who are new to the work be supported, while insuring those further along on their journey can deepen their insights?
How do we make sure to take care of minoritized communities during an organizational DEI transformation?
Creating a journey. “Intentional brave spaces of DEI exploration and liberation”
It is rare that large systems in the United States are responsible for ascertaining, reporting and shifting policies based upon the impact on its most vulnerable communities.
Regardless of intent, city practices, policies and norms have an impact on staff and the community, particularly those that are of the global majority. Focusing on the various systemic impacts allows Tribesy consultants to move systems into DEI metrics and benchmarks. We look at a multitude of types of impact such as (but not limited to) Focusing on Impact Not Intent
Is there space that supports creativity and innovation structurally? What is the impact of changes on individuals and groups within city systems?
How can we make a systematic shift towards having “change agent” environment?
What global accountability systems are there to ensure systems take action and change?
Taking action and creating change. “In DEI, actions speak louder than words, but words create accountability to actions”
Deep impact
Community impact
Social impact
Well-being impact
Policy impact
Economic impact
Environmental impact
Systemic and measurable transformation
Collective sustainability
Change of harmful policies and practices
Honoring dignity and justice
Fertile environment of creativity in structure, culture, experiences and achievement Normalization of DEI competence and accountability
A collective approach of using a DEI Lens, the Tribesy 4 Pillars and focusing on impact results in:
Reena Doyle / Gail Watts
Consultants
[email protected] / [email protected]
909-493-8393 / 650-576-9308
7252 Archibald Av. #1094
Rancho Cucamonga, CA 91701
Meaning of the name TRIBESY (trahyb ah c)
As humans, we have a tendency to tribe ourselves into "like groups," which means that those outside our group (s) become the "other".
Tribesy understands the ways in which individuals have been socialized impacts what they consider to be "normal/like us" and "other". In embedding a DEI Lens and litmus test these norms will be challenged in order to sync/connect tribes.
Tab 2.5Related Experience
Overview: Managing DEI Organizational Change
Due to the complexities of a local government the size of Chula Vista, Tribesy recommends a customized and flexible approach that incorporates components of the proposal into an overall process, which systemically and holistically escalates transformation towards diversity, equity and inclusion.
Lack of DEI assessments = false start
Lack of DEI vision = confusion
Lack of DEI Roadmap = status quo
Lack of DEI Lens = status quo
Lack of DEI accountability = frustration
Lack of DEI skills = trauma
There are 6 major components that are essential for a sustainable change based in DEI. If any individual component is lacking or not well developed, it will lead to outcomes other than intended as indicated in this diagram.
These components have been built into 4
categories that build a framework and interconnect.
Approach to Integrating a DEI Lens into
Management and City Operations
Building a foundation
Bridging DEI to align and connect
Internal mechanisms to attract and retain people
External mechanisms that listen to and serve society
1. 2.
3. 4.
This is not intended to be a linear process. Each of the categories entail multiple phases that are customized for our clients and may overlap in practice.
DEI Assessments Phase. An
intersectional analysis of gaps and
strengths on a continuum towards
best practices.
Development Phase. Develop the DEI
Lens, litmus test and roadmap.
Building a Foundation
Determines components for subsequent
categories and includes the following
phases:
Evaluative Phase. Compares data from
the Foundational Phase as part of
accountability.
Communications Phase. Internal
communications of progress.
Internal Mechanisms to Attract and Retain
People
Identify mechanisms that support
implementation and accountability within the
roadmap.Evaluative Phase. Compares data
from the Foundational Phase to
identify impact.
Communications Phase. External
communications of progress.
External Mechanisms to Listen to and
Serve Society
Identify the impact of changes
implemented as part of the roadmap.
Education Phase. A process to support
internalizing DEI and developing skills.
Implementation Phase. Action and
change relative to the roadmap.
Bridge & Align
Building connections with DEI concepts
using the lens and litmus test in order to
implement the roadmap.
Local governments must constantly weigh the interests of a variety of community-based groups and neighborhoods, businesses and corporations, philanthropy, media, unions and political parties that jostle for power and influence. Frequently, the issues are defined as competing against one another in a “zero sum” framework where one group “wins” at the expense of another. Issues can be further compounded when one considers that local government structures are inherited and exist both in a historical and present day context of policies, laws and culture with an ever shifting resident population.
Tribesy has extensive experience in partnering with local governments, school districts and nonprofits in all 6 aspects of Managing DEI Organizational Change — assessments, vision, developing a roadmap and DEI Lens, accountability and skills. Based on our experience, we propose the following phases in order to meet the requirements of the RFP and ensure that DEI is infused across all aspects of Chula Vista city government.
Experience in DEI Organizational Change
"Data is not
neutral"
Building a Foundation: DEI Assessment Phase
DEI Assessment Purpose
A thorough DEI assessment is an effective diagnostic tool in order to surface root causes of current outcomes and serves as a foundation for the development of an action plan or roadmap. While local governments tend to collect a variety of data, if such data is based in a default system of thought (i.e patriarchy, whiteness, colonialism, heterosexism, etc) it inhibits the ability of any institution to make systemic and sustainable changes towards DEI. For example, this could mean collecting individualized data that does not consider the ways in which people are connected through community experience. It could also mean collecting data that focuses on intent or actions rather than impact on marginalized communities. As a result, data can have the unintended impact of reinforcing deficit mindsets, limiting possibilities for change and causing harm.
Therefore a comprehensive DEI Assessment process asks different questions in order to collect and analyze data specifically using a lens of diversity, equity and inclusion as discreet and interconnected concepts. Ultimately, a DEI Assessment allows for development of benchmarks to measure future growth and create accountability.
Diversity, Equity and Inclusion (DEI) Lens
Community Impact
Tribesy 4 Pillars of healing, truths and
knowledge, journey, action/change
Strategy
DEI Assessment Approach
We recognize the dynamics and interdependence of individuals, groups and systems necessitates a holistic approach of assessing the City of Chula Vista both structurally and culturally. Therefore, Tribesy will partner with key leaders to set the stage and provide guidance on the assessment approach and key indicators based in:
DEI Lens
Tribesy utilizes diversity, equity and inclusion as active, discreet and foundational concepts that interconnect to form a “lens” to analyze the structure and culture.
Frequently, these terms are used interchangeably within institutions and/or focus is given to one concept to the exclusion of the others. For example, equity initiatives do not automatically ensure diversity and/or inclusion is valued for marginalized groups.
Therefore, using a DEI Lens allows Tribesy to asses root causes of current outcomes, intentional and unintentional practices and behaviors impacted by culture and structure.
Inclusion is the conscious and purposeful practice of improving the terms of participation and opportunity for marginalized groups. Inclusionary behaviors seek to empower the uniqueness of individuals/groups as a valued characteristic resulting in a sense of belonging.
Diversity is recognition and
active engagement to
support the intersectionality
of varied social identities as
opposed to passive
demographic data.
Equity seeks to address
underlying root causes of
systemic differences of
opportunity and access to
social resources.
Community Impact
A community impact approach analyzes the ways communities are affected directly and indirectly. Tribesy considers the ways in which people are connected and can experience generational systemic trauma even while being deemed “successful”. It takes into account the multiple communities within Chula Vista that may be lumped together while having very different experiences. The diagram illustrates the differences between a community perspective (from the Blackfoot Nation) and what Maslow developed as an individual perspective based on his experiences with the Blackfoot Nation.
Tribesy Four Pillars
Tribesy’s four pillars are intentionally derived from various cultures from around the globe and are infused in the assessment approach as part of a transformative practice.
Healing. Historic, generational and present day trauma is experienced by many groups. While changing harmful policies and practices can negate future harm, it does not automatically create healing. Our assessment approach is rooted in our collective humanity to identify barriers and means of empowerment to ensure healing is embedded in
recommendations for action plans.
"Intent is
about you.
Impact is
about us."
Seeking truths and knowledge. Assessments integrate multiple perspectives of past systems and understanding dynamics that exist today and currently impact Chula Vista.
Creating a journey. The assessment process identifies barriers and strengths needed for a long-term journey of transformation centered in deepening insights, building comfort with discomfort and guidance to support a community and institutional transformation. The trek is where the city will learn and grow as a community in multiple areas.
Taking action and creating change. Assessments seek to identify open and innovative spaces to take action / create change on the individual, community and institutional levels. Through these assessments, the City of Chula Vista will have a stronger sense of areas to directly challenge its systems.
Strategy
Throughout the process, Tribesy partners to develop
strategies regarding messaging, timing, guidance, framework, training as well as establishing points of contact and building connections. There is a tension between laying the foundation for long-term change and calls for action to do something now. The two don’t have to be mutually exclusive. Since the City of Chula Vista cannot shut down in order to reboot, being strategic in determining components necessary to do both, while not being reactionary is critical.
Requests and analyzes pertinent documents that may include policies, plans, programs, budgets, communications, suppliers, human resources practices, data collection, professional development programs, etc;
Speaks with key personnel to determine unwritten practices and day-to-day operations that may differ based on department;
Researches context and data to determine trends;
Conducts facilitated dialogues / focus groups with key stakeholder groups to determine impacts; and
Utilizes global best practices to determine level of current engagement and build upon strengths.
Structural Assessment
Local governments are often a myriad of policies, regulations, practices and culture that have been modified over time. Therefore, there is a legacy of infrastructure that impacts staff and in turn, the community. An intersectional structural analysis connects infrastructure to outcomes using the DEI Lens, pillars of healing, truths/knowledge, action/change, journey and strategic approaches.
As part of the structural assessment, Tribesy:
Cultural Assessment
Frequently there is a focus on training in order to shift staff cultures. However, the effectiveness of such programs can be enhanced and/or hindered by the infrastructure, policies and practices, which may have a more immediate and daily impact on staff culture. In turn, the culture of staff impacts the community through the implementation of services and programs. An intersectional cultural analysis examines various impacts to social identity groups, communities and individuals. Using the DEI Lens and 4 Pillars, Tribesy consultants ask questions that may not have been considered before in order to:
"People create systems based in culture.
Systems are perpetuated through
socializing people."
Determine levels of social identity privilege or default within departments. (The default of privileged groups creates a singular “norm” impacting an individual or group’s sense of identity, safety and belonging.)
The impact of policies and practices, which may vary by department.
Surface a wide range of qualitative and quantitive data that can determine strategies to move forward in a roadmap or action plan. This could include areas of innovative and creative thinking, commitment to majority defaults, DEI skills, unacknowledged trauma / harm and areas of pushback or resistance, to name a few.
Utilizes facilitated dialogue and focus groups to understand the nuances of cultures.
Selection of cohorts and power dynamics among focus group members are important considerations in order to create a space where people can share openly.
Individual interviews as needed and deemed appropriate.
Surveys may be used to gather contextual data specific to the assessment, as well as to establish a baseline for ongoing assessments.
Research existing data to determine trends.
Analyzes strengths and gaps structurally and culturally.
Identifies impacts to marginalized communities.
Sets benchmarks for DEI growth.
Establishes best practices.
Provides guidance and aligns equity goals.
Honors dignity and justice.
Builds on current competence skills.
Establishes a framework of recommendations that can be built into a multi-year roadmap with accountability metrics for systemic and measurable transformation.
As part of the cultural assessment, Tribesy:
DEI Assessment Outcomes
The DEI Assessment process yields presentations, dialogue and reports which:
Assessment based on Level 1-5 as indicated in the chart.
Recommendations related to vision, leadership,
commitment, accountability, structure/culture which
supports DEI, decision-making lens, implementation and
impact.
Assessment based on Level 1-5 as indicated in the chart.
Recommendations related to assessment / research / data collection, data sovereignty, communications, learning
environment / design thinking, innovation, human-centered design, systemic practices, technology and tools.
Foundation
Sustainability
Building a Foundation: Development Phase
Roadmap / Action Plan
Developing a DEI roadmap or action plan is one of six critical components to infuse DEI across all aspects of city government as outlined in Managing DEI Organizational Change. Ultimately, a roadmap becomes a process for employing global best practices in government. Tribesy has extensive experience in working with partners to bring together assessments and recommendations into a comprehensive plan that puts assessments, goals, metrics and accountability into context. It will also allows the city to highlight successes and progress.
The roadmap is designed in concert with the Structural and Cultural Assessment Reports and contains four major categories. Subcategories will vary by department.
Effective and Long-Term Implementation
Strategies
Assessment based on Level 1-5 as indicated in the chart.
Recommendations related to recruitment, advancement, retention, job design, classification and compensation, collective bargaining agreements, work-life flexibility, benefits, programs, staff engagement, etc.
Assessment based on Level 1-5 as indicated in the chart.
Findings and recommendations related to external partnerships, responsible sourcing, impacted communities, marketing, philanthropy, programs, services, community engagement / co-design, relationships and trust.
Assessment of the current level from 1-5.
Global DEI best practices for local governments in subcategories.
Actions that move the needle and create the journey towards best practices.
Accountability metrics.
Realistic timeline.
Evaluative measures to ensure accountability.
Internal
External
The roadmap insures components necessary for systemic and sustainable change and includes:
Movement towards best practices is generally through incremental changes, rather than a singular giant leap (the Chula Vista journey). Therefore, strategically determining priority areas and capacity within departments is crucial to successful transformations.
Current Level Best PracticesMove the NeedleAccountability Timeline Creating a DEI Lens / Litmus Test
In order to align decision-making with diversity, equity and inclusion, Tribesy also recommends the development of a specific DEI Lens and litmus test be incorporated into the roadmap. One of the 6 components of Managing DEI Organizational Change is the development of a DEI Lens. The DEI Lens becomes the way that all staff views their work, ,
Define "Why" DEI?
Define diversity, equity and inclusion in the context of Chula Vista Litmus Test
Adoption of Lens and Litmus Test
role, and relationships, while also informing all decision-making and evaluation processes, essentially creating a new normal. Using the lens on a daily basis becomes an intentional practice of transforming the system.
While much work has been done in order to create an equity lens, a process for an intersectional DEI Lens is outlined below. Steps and implementation would be based on the Assessment Phase. Tribesy will partner with an existing or new committee or team and facilitate a process based in:
Define “Why” DEI
A vision statement communicates intent and provides direction from leadership. Different from a vision, a “why” statement communicates values from a heart and gut perspective, which drives behavior. A “why” statement is very useful when pushback and challenges occur. The why statements taps into meaningful concepts various communities can relate to.
"Definitions anchor us in principles. This is not a light point: If we don’t do the basic work of defining the kind of people we want to be in language that is stable and consistent, we can’t work toward stable, consistent goals." - Ibram X. Kendi Define Diversity, Equity, Inclusion
Tribesy recommends defining these specific concepts within the context of Chula Vista city government rather than using explanations from other sources. Definitions need to be active and include behaviors that support the concepts. Ultimately, the ways these concepts are defined and interconnect will become the Lens for decision-making; therefore, it is important that they are contextualized in ways that all employee groups can understand and apply. Additionally, the process of developing specific definitions builds community, capacity and buy in for systemic transformation. www.Tribesy.netPage 21 of 34
Dynamics of privilege(s) / blind spots
Foundational concepts (ie. racism, colorism, white default, etc) Bias
Socialization and intersectional identity as it applies to racial equity Part of this process generally requires training and/or experiential learning opportunities regarding:
Litmus Test
A litmus test is an effective and explicit way of measuring and proving action and change relative to the DEI Lens. It helps everyone using the DEI Lens steer clear of watered down decisions and actions and becomes a transparent means of decision-making. It is also an effective tool for action planning and aligning goals. Generally, a litmus test is a short list of questions based on the definitions. Litmus test questions are designed to target key components of the definitions that require a deeper dive and challenges the intent vs impact stream of thought.
Adoption of Lens / Litmus Test
Adoption of the definitions (Lens) and litmus test institutionally ensures that this decision- making process becomes part of the structure and culture across all departments.
Tribesy collaborates with key staff to “test" the lens and litmus test and strategize a process of adoption, education and daily application.
Bridge & Align: Education Phase / Implementation Phase
During this phase, strategies are developed to support the internalization and utilization of the DEI lens, litmus test, metrics and data collection. As part of the adaptive management approach, Tribesy provides consultation to insure implementation of the roadmap.
Internal / External Mechanisms
Both categories of Internal and External mechanisms have evaluative and communications phases designed to compare data over time to determine if DEI concepts are truly being infused.
Most US city budget processes are not through the lens of diversity, equity and inclusion. Through the assessment phase and development phase, Tribesy consultants specifically use the concepts of DEI to identify strengths, and gaps within the budget process and allocations. We then provide best practices for local governments to infuse DEI into the critical steps of development, approval and implementation of the budgetary process. The following are some of the key elements in assessing the strengths and gaps through a DEI lens within city budgets:
City Budget Process
Historical groups in the city.
Impact of structural and cultural marginalization in communities.
Access and opportunity afforded to the city’s most marginalized communities to partake in the budgetary process.
Impact report of services on the most vulnerable of communities.
Budgetary dollars to uplift the voices of marginalized communities.
Line items that support a system of accountability through impact, not intent.
Community services that support identified equitable actions.
Accountability structures to ensure allocations are closely monitored in support of DEI concepts.
Gathering of data specific to the impact of allocations on the most vulnerable communities in the city.
Inclusion of city DEI training, resources and community engagement.
Identification in the Strategic Plan of:
Alignment of:
Revenue from various fees and penalties as a percentage of the city’s income.
Revenue from permits and licensing as a percentage of the city’s income.
Grants specific to Citizen Services.
Health, Fire and Safety Services allocated in alignment with DEI concepts.
Percentage of allocations to economic development .
Percentage of allocations to community engagement.
Percentage of allocations to climate change.
Privileges inherit in budget allocations for Citizen Services and programs.
Communication of budget process and allocations.
Collaboration across departments and community groups.
Technology used to produce, communicate and collaborate with key stakeholders.
Bottlenecks within the system.
The Impact of Citizen Services:
Budgetary Transparency:
Budgetary Tool
Aligning the budgetary process with DEI concepts is a vital part of the infusing journey.
Budgets that reflect on an impact approach along with the Tribesy Four Pillars, leads city governments on a pathway to strengthening their systems. Tribesy will assist in the development of not only the DEI lens and litmus test, but a budgetary DEI tool to infuse racial and economic equity into The City of Chula Vista budgetary process. Utilizing various indicators and the Climate Equity Index, this tool will help to develop specific strategies, actions and accountability that reduce racial and economic inequities and improve life in The City of Chula Vista for all.
Working With Community Stakeholders
A key component to a sustainable DEI lens is in stakeholder input. Community engagement helps to forge authentic relationships with stakeholders, gathers vital data on vulnerable communities, and impacts the strategies and actions of the city governments. Rooted in the Tribesy four pillars, and as part of the DEI Assessment and Development phases of infusing DEI into structures and systems, Tribesy involves the community into the DEI decision making process. We use an engagement spectrum consisting of methods to listen, involve, collaborate and empower the community.
Tribesy facilitates the engagement of the community to incorporate the values interest, needs and desires of the most vulnerable communities into the municipal decision making process. This creates intentional spaces for focus groups, surveys, town hall meetings, feedback on DEI definitions and the strategic plan within the DEI journey.
Empower and Impact
In consultation with key staff in the City of Chula Vista, Tribesy will facilitate DEI community engagement in the Foundational phases:
Assessment - Focus Groups, surveys and town hall meetings tailored to understand the experiences of various groups within the city with policies, practices, attitudes and levels of trust. Specifically, targeting those who have historically been marginalized within the current systems.
DEI Roadmap / Action Plan - Using the recommendations and current DEI levels from the assessments, create an action plan to move toward best practices in DEI for all departments in the city.
Implementation and Accountability - Utilizing the Litmus test, implement and evaluate actions in the plan design based on the impact of DEI changes to the most vulnerable communities.
"If you want to know about the system...
ask those it affects the most."
Sample DEI Training and Coaching
The Tribesy andragogical approach to both executive coaching, as well as training / learning experiences, is rooted in the ways the unconscious mind processes new information. Our minds first process through a place of emotion. Then the information is connected to past experiences that generated similar emotions or reactions. (i.e. Does talking about race trigger an emotion similar to a completely different experience?) Therefore, Tribesy is strategic about communicating approaches and developing learning experiences that allow individuals to learn from themselves as well as each other in order to process over time.
Comfort With Discomfort
Tribesy Consultants actively work with our partners to create brave spaces. Given power and privilege dynamics across social identities, legacies of generational trauma as well as variations in experience and skill in talking about social justice topics, spaces will be inherently unsafe for for those from marginalized identities. Therefore, it’s important to create environments where individuals can support each other in taking risks as part of a journey of change.
Additionally, the process of unlearning embedded “knowledge barriers” and building understanding across different perspectives and experiences will cause discomfort.
Movement towards diversity, equity and inclusion will require building a collective sense of comfort with discomfort. Tribesy supports our partners through building specific skills, establishing acknowledgements and frameworks based in dialogue (not discussion) skills.
The Unconscious Mind
Stimulus
Action
behavior
Emotion
Past Experience
Conscious Mind
Current situation
"Knowledge is not
understanding,"
Privilege as blind spots. This simulation requires movement in a space or collecting items for in-person sessions or adding numbers for virtual sessions, which allows participants to examine components of privilege they may likely have never considered before. Areas of privilege are connected to blind spots and their impact.
A progressive dialogue on race. This session breaks down how to engage in a progressive and productive conversation about race. It builds awareness of key components and helps to avoid common pitfalls often experienced when trying to talk about race. Using experiential stimulus and incorporating race theory, sociology and cognitive structures, this session provides tangible and practical ways of developing the skill to confidently talk about race.
Impact of Change. This activity gives participants a "simple" prompt in which to engage with a partner. After a few rounds, participants are able to make observations about their own reactions to change, assumptions about rules and the connection to DEI concepts. In addition, participants gain an understanding of the community impact. Community impact is a necessary skill for organizational change management.
Due to confidentiality agreements, client information is withheld. Below are learning experiences that were designed to assist in the process of internalizing DEI concepts as part of a roadmap.
Examples
Timeline and Outcomes
Partner clients underestimating the impact of the pandemic on staff capacity.
Not recognizing that staff are in different places on their individual journeys and that systemic cultural and structural change can happen without everyone being on the “same page”.
Allowing space for unforeseen circumstances and the flexibility to pivot as needed.
Creating a timeline for this process is dependent on several factors such as availability of partner staff, delivery of materials, levels of trauma, commitment, internalized oppression, individual and collective journeys as well as power and privilege dynamics. Based on our experiences with city governments and the size and scope of the City of Chula Vista, Tribesy provides the following estimates for the scope of work. Although the timeline appears in a linear form, some of the milestones could happen simultaneously.
Key Issues
Some of the biggest challenges in working with districts and nonprofits during COVID has been:
Therefore Reena and Gail assist our partners in developing realistic timeframes. Below is an estimate.
PHASE MILESTONE OUTCOME
Roadmap
DEI Lens
Foundation:
Assessment
Phase
6-7 months
Foundation:
Development
Phase
4-5 months
Foundation:
Development
Phase
6-7 months
Next Steps
Bridge & Align
Year 2-3
12 months
Internal and
External
Mechanisms
Structural assessment
Cultural assessment
Reports with recommendations
Presentations / community
engagement
Development of DEI committee
awareness in support of
development of DEI roadmap
with metrics and accountability
Community engagement with
key stakeholder groups
regarding plan.
Development of DEI Lens and
Litmus Test
Engagement process of key
stakeholder groups
Presentations regarding
adoption of the lens and litmus
test.
Training for department
leadership to be able to work
with staff in creating
departmental actions as part of
the overall framework
established by the DEI
committee.
Evaluation of progress and
accountability mechanisms
Communication strategies
Not included in proposal
Diagnostic assessment of root
causes of current outcomes.
Recommendations to begin the
Developmental Phase.
Strategic plan in place for a
holistic approach to infusing DEI
culturally and structurally. To
include best practices and
accountability mechanisms
Adoption of DEI lens and litmus
test ensures it becomes part of
the culture and structure. This
allows for the implementation of
the action plan / roadmap to
begin.
Based on Foundation Phase
Beginning of organizational
cultural and structural shifts.
Measurable outcomes of
organizational cultural and
structural shifts.
Demonstrated changes both
structurally and culturally
Tab 2.6Personnel
The Tribesy Team
Thought leadership in social justice.
Taking big ideas and making them easier to digest.
A comprehensive and thorough approach to organizational change models.
Focusing on relationships not transactions.
Executive / leadership coaching.
Executive coaching
DEI analysis
Antiracism analysis
Training programs and experiential learning
Labor unions / labor relations
Operations analysis
Change management
Facilitation / dialogue
Project management
Development and support of Employee Resource Groups (ERG) Tribesy is a women-owned general partnership firm with Reena Doyle and Gail Watts as co-founders and primary consultants.
Reena and Gail each have about 29 years experience and have been working together for almost 20 years. We are enthusiastic and passionate about the global impact of social justice and love when we can work with clients that also have excitement for the journey, even if they aren’t exactly sure what it entails.
We know the pitfalls of systemic change and work with our clients to address the inevitable pushback and unexpected obstacles. The Tribesy Team provides partner value through:
Tribesy welcomes the opportunity for virtual and in person activities as mutually agreed upon. Tribesy does not subcontract projects/work.
Tribesy Services
Tribesy brings a host of services though our project-based format, which include:
Expertise in human social behavior
Data collection and analysis
Strong oral and written communication
Dynamic presenter and keynote speaker
Direct complex organizational paradigm shifts
Knowledge of various reporting data collecting systems
Strong leadership, management and relationship skills
Reena Doyle, Co-founder
Professional Summary
A creative and dynamic Consultant with 29 years of results driven successful experience with large and small organizations in 45 states and multiple countries. Extensive leadership in building cross cultural relationships, organizational culture, executive coaching and structural change with data driven diversity and inclusion practices. Develop programs, trainings, evaluative tools, hiring practices, etc to support diversity, equity and inclusion values using data driven benchmarks.
Specialty
Reena facilitates and consults on many topics including, but not limited to: diversity, equity and inclusion, bias, organizational change management, human behavior, internalized racism, a progressive dialogue about race, disabilities, school to prison pipeline, global women rights, LGBTQIA rights, international economic development, “isms" of media, intersectionality, discipline in schools, power and privilege and the prison industrial complex.
Industries
Reena has worked with a variety of organizations in various countries with extensive knowledge in educational systems, labor, healthcare, environmental, prisons, FAA, Housing Development, local governments and many other non-profit organizations.
Education
Cornell University - Certification: Diversity, Equity and Inclusion Harvard University - Master of Science: Sociology
University of Maryland - Bachelor of Science: International Economics Core Competencies and Skills
Executive coaching
Developing experiential learning opportunities
Strong oral and written communication
Compelling presenter / speaker
Creating training programs
Conflict mediation
Leadership development and mentorship
Managing complex change
Organizational analysis
Gail Watts, Co-founder
Professional Summary
Gail Watts has 28 years of hands-on experience in the areas of racial and social justice, which has resulted in a unique approach to this work. Extensive skill in managing complex change, executive coaching and community building in particular. Creation of tools, training and experiential learning programs to create cultural shifts in equity, diversity and inclusion.
Specialty
Gail facilitates and consults on many topics including, but not limited to: equity, diversity, inclusion, antiracism, bias, race, generational theory, womxn’s gender movement, immigration, whiteness, leadership development, complex organizational change, socio- economic justice, conflict mediation, LGBTQ+ community, social identity, privilege, human and civil rights, and the Universal Declaration of Human Rights.
Industries
Gail has worked with a variety of organizations including all levels of education, college student organizations, religious organizations, nonprofits, small business and labor unions.
Education
San Francisco State University - Masters Program in Museum Studies San Francisco State University - Bachelor of Arts Anthropology Core Competencies and Skills
Tab 2.7Organizational Chart
The Tribesy Team
Tribesy is a team of 5 with 2 consultants and
3 staff that provides support and assistance
in the areas of communications, videography,
research and executive assistance. Our team
is inclusive of multiple identities including
race, ethnicity, gender, sexual orientation,
generation, ability, status and geography.
Consultant
Comms
Research
Consultant
Assistant
Project-Based
In order to provide better value for our clients, Tribesy is a project-based consulting firm.
Once we’ve agreed conceptually to a project, any adjustments needed to complete the project will not result in an increase in fees.
Reena and Gail intentionally work with partners as a collaborative team on all aspects of the project. We do what it takes to ensure project outcomes. Our approach is primarily about achieving desired outcomes for our clients, and therefore ,includes preparation, delivery and debriefs along the entire process. We encourage our partners to establish regular check-ins and contact us as situations may necessitate.
Tab 2.8Financial Strategy
Your Investment
Consulting Fees:
FOUNDATION
DEI Assessment Phase $70,000
DEI Development Phase $70,000
TOTAL $140,000
In order to provide better value for our clients, Tribesy is a project-based consulting firm. Once we’ve agreed conceptually to a project, any adjustments needed to complete the project will not result in an increase in fees. Our approach is primarily about achieving desired outcomes for our clients. Tribesy welcomes the opportunity for virtual and in person activities as mutually agreed upon, therefore travel costs are estimated and included in the pricing below. Timelines are dependent on the access to documents, and availability of key personnel.
References
Santa Monica-Malibu Unified School District
Dr. Ben Drati, Superintendent, [email protected], 559-217-4804 Steve Richardson, Principal, [email protected], 213-400-8569 Florence Culpepper, Principal, [email protected], 213-309-1933 Project: Infusing a DEI Lens
Pasadena Unified School District
Brian McDonald, Superintendent, [email protected], 626-396-3619 Projects: DEI structural and cultural analysis / developing a roadmap and benchmarks, implementation and evaluation of Roadmap, high rate of suspensions for African American students.
CIVICWELL (Formerly Local Government Commission)
Kathy Chow, Interim Chief Executive Officer, [email protected], 916-448-1198 x328 Projects: Infusing a DEI Lens, organizational change management, workplace climate Tab 2.9Attachments