Goal Community IndicatorOutcomes/Actions Timeline Accountability Performance Measure Progress Participant
Priority
Rating REI Alignment Council Values Notes/Changes
GOAL 1: City of Richmond
employees understand and
are committed to achieving
racial equity
Percent of
population who
believe advancing
racial equity
should be a
priority of
government.
Outcome 1A: City of Richmond
employees understand, are
committed to, and have the
infrastructure needed to advance
racial equity.
Water Equity Plan
G1
Percent of
population who
understand the
jurisdiction’s
commitment to
racial equity.
Action 1: Team structure – Establish
internal City leadership and structures
to help advance the City’s racial equity
initiative. Feb-17
GARE 2016 Cohort,
Department Directors,
City Manager, City
Council
Racial equity
organizational structure in
place.
Team structure in
place. Department
Teams undergo
continuous
development.
#8
1: Governance,
Finance &
Leadership
G1
Action 2: Employee Racial Equity
survey – Create annual surveys and
evaluation measurements to assess
internal understanding.
Racial Equity Core
Team, Training
Taskforce
Racial Equity Survey
developed, Percent of
employees who have
completed the survey,
Improvement from
baseline metrics.
2017 - Survey
disseminated and
results analyzed. The
2022 survey will be
published in Jan '23
on Transparent
Richmond. (need to
upload)
#7
Action 3: Trainings - Develop and
implement racial equity training
programs for all City of Richmond
employees.
Percent of staff trained
Training series
scheduled in 2024
Action 4: Workshops and Forums -
Foster open and honest discussions
about racial equity within the
workplace through workshops and
forums.
Action 5: Affinity Groups - Establish
employee resource groups or affinity
groups focused on racial equity to
promote dialogue and understanding.
Action 6: Regular Meetings - Regularly
meet with Department Directors to
develop and implement racial equity
plans. Discuss implementation of the
REAP within each respective
Department, analyze the need for
specific strategies in the Department
to expand racial equity work. Assign
staff member(s) from Department to
be on the RE team and communicate
information w/ Dept.
2017-2018
Strategic Leadership
Team, Racial Equity
Core Team, and
Department Directors
Percent of departments
that have a Race Equity
Action Plan. Can we
change this to RE
Statement?
Presented to the
Management
Leadership Team in
June and October of
2024
#2
1: Governance,
Finance &
Leadership
Action 7: Departmental Racial Equity
Teams – Develop an inter-
Departmental team that includes a
minimum of one staff member from
each Department to advance racial
equity practices in all city Departments
and in the government structure as a
whole.
Racial Equity Core
Team
Percent of departments
that have a Racial Equity
Team within their
department.
Last monthly
meeting held in
October 2023.
#6
Action 8: Use of a Racial Equity Tool –
Establish Racial Equity Toolkit for
developing policies, initiatives, and
programs.
Racial Equity Core
Team
Percent of policies
reviewed by using a Racial
Equity Tool.
Scheduled training
March 2024 #1
Action 9: Incorporate use of the
Racial Equity Tool into the budget
process – Incorporate racial equity
goals into the City of Richmond
Strategic Business Plan.
Department directors
and Budget Division
for use of the Racial
Equity Tool.
Percent of Department
budget proposals
developed using a Racial
Equity Toolkit.
#3
1: Governance,
Finance &
Leadership
Action 10: Department Director
Performance Evaluations – Develop
and include explicit racial equity
evaluation criteria into performance
evaluations for Department Directors.
Department staff will ask Directors to
communicate expectations for staff
prior to their annual performance
evaluation.
Leadership and elected
for budget decisions.
#4
1: Governance,
Finance &
Leadership
Action 11: Equity question on all
agenda reports - The purpose of the
question is to help employees to be
mindful of equity when writing
reports. How does this item align with
the City’s race and equity goals?
Human Resources and
Department Director
Supervising Staff
Criteria developed,
number of evaluations
including Race Equity
criteria completed. #5
Establish a new
Office of
Diversity, Equity,
and Inclusion in
the City
Manager’s Office
*This item was
missing from this
spreadsheet
Action Item 3 (Transparent
Richmond): Racial Equity Training:
Establish a city-wide training program
for employees and community
partners consisting of Race Equity,
Structural & Institutional Racism,
Implicit Bias & Microaggressions, and
how to develop a Racial Equity
Toolkit.
GOAL 2: Every city
department is governed by
the principle of “Community
Ownership”*, fostering
democratic participation and
equity through community-
driven decision-making.
Percent of
population who
believe the
jurisdiction values
community
participation and
engagement.
Outcome 2A: The City of Richmond is
trusted as an inclusive government
where all residents and communities
have a sense of ownership in decision-
making processes. Employees have
been trained to enhance their
outreach and engagement skills to
advance racially inclusive
engagement.
2017-18
Employment
G2
Jurisdiction
services are well
received by
community
members
Action 1: Community Engagement
Committee - Strengthen the City’s
community engagement efforts to
increase transparency and trust to
provide authentic spaces for
information-sharing by creating a
Community Engagement Committee.
The Committee should be composed
of staff from every Department,
residents, and representatives from
community-based organizations.
Racial Equity Core
Team, Community
Engagement Taskforce
Community Engagement
Taskforce convened
Taskforces aren't
active due to
capacity. Need leads
for the four
proposed taskforces
#3
3: Environment,
Health Equity,
and Sustainable
Communities
Action 2: Training and Support -
Provide training and support to city
employees on community outreach
and engagement skills, with a specific
focus on racial inclusivity.
Held Spectrum of
Community
Engagement
Workshop - Oct
2020. To hold again
in 24/25fy
G2
Richmond
Community Survey
results
Action 3: Inclusive Collaborative
Partners - Create relationships with
community groups aiming to improve
Race Equity in Richmond. Collaborate
with community organizations to
develop a shared vision in shaping
Race Equity policy.
Training & Community
Engagement
Taskforces
Training developed, # of
employees attending
training
Ongoing
#1
G2
Action 4: Engagement Framework -
Ensure the Office of Race Equity
establishes a framework for effective
and inclusive engagement. Eradicate
barriers for civic engagement by
improving methodologies for
participatory actions (research,
budgeting, etc.) by residents and
community. Develop guidelines and
protocols for community-driven
decision-making processes in each city
department.
Training taskforce,
department directors
Policy guidance developed Request dedicated
employee in 2025/26
fy budget
#2
Establish a new
Office of
Diversity, Equity,
and Inclusion in
the City
Manager’s Office
G2
*Not currently on
draft Transparent
Richmond Page
Action 4: . Enhance transparency by
making decision-making processes and
outcomes accessible to residents
through clear communication
channels.
Racial Equity Core
Team and
departmental
representatives
Participants engaged in
the project report that
their engagement made a
meaningful difference in
the process
#4
*This action item
was missing from
spreadsheet
Action Item 5 (Transparent
Richmond): Identify an
Interdepartmental Pilot Project to
engage communities using an
integrated approach, i.e., Open Data
Portal to post info and status of
programs.
G2
Outcome 2B: Resident assessment
through data collection methods and
survey (Transparent Richmond).
Make equity-related data accessible.
2017-18
G2
Action 1: City Complaint/Suggestion
Service – Make a web-based
complaint/suggestion service
accessible and user-friendly for
accountability purposes.
Community
Engagement
Taskforce, IT
Department
Implementation of
complaint/suggestion
service #1
G2
Action 2: Community Equity Profile –
In alignment with Health in All Policies
Action 1H, which aims to “develop an
open data portal to promote public
engagement and monitor HiAP equity
indicators”, collaborate with Health in
All Policies Interdepartmental Team to
develop an open data portal. Further
partner with HiAP team to “create
data sharing agreements with
community and system partners”
(HiAP Action 1H). Ensure portal
includes racial demographics
important to highlight.
Data Taskforce, IT
Department, Racial
Equity Core Team,
Health in All Policies
Team
Implementation of
accessible open data
Community Equity Profile,
# of MOUs with health
care providers, MOU with
WCCUSD and CCHS
#2
3: Environment,
Health Equity,
and Sustainable
Communities
G2
Outcome 2C: Self-assessment tool,
i.e. Spectrum of Community
Engagement and use of Race Equity
Toolkit
2017-18 FY
G2
Action 1: Richmond Community
Survey – Develop and include
questions related to racial equity in
the biennial Richmond Community
Survey to assess perceptions residents
hold toward the jurisdiction’s racial
equity efforts.
Racial Equity Core
Team
Questions added to
Community Survey
G2
Action 2: Forums and Meetings - Hold
community forums and stakeholder
meetings to check in with the
community about progress.
Race Equity Core Team Community is aware and
participates in forums
G2
Action Item 3: Diversity Assessments -
Assess the demographics of City
boards and commissions and develop
strategies to promote diversity.
Staff liaisons
surveyed in 2022.
Recs shared with
Mayor's Office.
G2
Action Item 4: Resident Inclusion -
Revise structure of City boards and
commissions and develop strategies to
promote a more inclusive participation
process for residents in historically
marginalized and vulnerable
population communities. (Note:
community wants training on Budget,
Civic Engagement, City Services and
Navigation, etc. as heard from
conversation around the budget,
Department of Youth and Children,
and Public Safety, to make better-
informed decisions.)
GOAL 3: City of Richmond is a
racially equitable employer
and promotes racial equity in
contracting and procurement.
Departments are
representative of
Richmond
demographics
Outcome 3A: Jurisdiction is a model
employer advancing racial equity.
Employment
G3
Racial/ethnic
composition of
organizations
contracted by the
City is
representative of
Richmond
demographics.
Action 1: Workforce Equity in
Departmental Race Equity Action
Plans – Improve hiring and promotion
equity to enhance and maintain a
workforce representative of the
community. Implement policies and
practices that ensure equal
employment opportunities and
promote diversity and inclusion within
the City of Richmond workforce.
2017-2018
Human Resources,
Department directors
Demographics of the
departmental workforces
across positions reflect
community demographics
and success would be at a
minimum of one
Richmond resident for
each job advertised for
open recruitment.
#3
3: Environment,
Health Equity,
and Sustainable
Communities
*"Action Item 5
(new)" on
Transparent
Richmond
(New) Action 2: Career Pathways -
Provide more career pathways to
increase racial equity in potential
hires. The City will deepen
partnerships with local schools and
create pipelines for youth and family
members. Develop and enforce
equitable contracting and
procurement policies that prioritize
businesses owned by individuals from
diverse racial backgrounds.
*note: Listed as Action Item 5 (new) on TR Page
5: Economic
Development and
Education
G3 *"Action Item 2" In Transparent Richmond
Action 3: Strengthen Personnel Policy
and Job Descriptions – HR to review
job specs and strategize to eliminate
racial disproportionality in Depts. The
City will work to provide a pathway for
advancement within the organization.
Lived experiences will be taken into
account in the hiring process. The City
will consider eliminating testing
requirements, and instead provide
other creative opportunities to
demonstrate knowledge.
Accommodations will be provided to
those that do not speak English or do
not have proper attire, as they deserve
to have access to those kinds of jobs.
Hiring Managers Number of job
descriptions reviewed
using the Race Equity
Toolkit.
#2
G3
Action 4: Racial equity as Core
Competency – Human Resources will
work with Departments to revise
select job specifications to incorporate
racial equity as a core
competency/expectation into the job
description.
Hiring Managers Number of job
descriptions that
incorporate racial equity
#4
G3
Action 5: Training on Equitable Hiring
Practices for All Hiring Managers –
Hiring managers will have a clear
understanding of expectations and will
be held accountable for creating
racially equitable work environments.
Managers should be held accountable
to use best practices within hiring
processes to minimize bias and
incorporate equity throughout all
phases of the process.
Human Resources and
Department directors.
Number of hiring
managers trained.
#1
G3
Action 6: Racial Equity Trainings for
All COR Employees, Boards, and
Commissioners – Develop and provide
introductory Race Equity Training to all
employees. Use a “train-the-trainer”
model to continue to build internal
expertise. Provide Race Equity Toolkit
training to all managers. Provide
training on communications and
messaging about racial equity to
appropriate staff.
Training series
scheduled in 2024
Action 7: Monitoring and Evaluation -
Establish monitoring and evaluation
mechanisms to track the progress of
racial equity in employment and
contracting practices.
G3
Outcome 3B: Investments in
contracting and procurement benefit
the diversity of jurisdiction’s
communities.
G3
Action 1: Contracting Taskforce – The
Contracting Taskforce includes
representatives from Departments
with significant contracting and
procurement. Team is responsible for
establishing a process to use city-wide
to create cohesion, including
strategies below.
Racial Equity Core
Team
Contracting Taskforce
convened
#3
3: Environment,
Health Equity,
and Sustainable
Communities
G3
Action 2: Contracting and and
Procurement Data Collection System -
Develop performance metrics and
utilize data to evaluate the efficiency
of city services. The City will work to
develop standards that meet equitable
practices for any and all contractors
and hold contractors accountable for
equity. The City will analyze the
contracts and check the number of
contracts awarded to people of color
and require reporting around
compliance with racial equity
requirements. The City should have
the capacity to monitor the data and
contract compliance; this could be
done by adding a Contract Compliance
Officer. The City shall collect info via a
survey on how they learned of the bid
and what prevented them from
putting in a bid.
Contracting Taskforce
and department
directors
Contracting and
procurement reflects the
demographics of the
community.
#2
G3
Action 3:Support and help make
connections to help contractors to
improve equity in hiring and
subcontracting– The City will provide
additional incentives for promoting
equity and inclusion among their
employees. Incentives should also be
created to encourage big agencies to
diversify themselves. There will be a
requirement that contracts hire or sub-
contract from the community
whenever possible, along with a
system implemented to pay
contractors. There will be an effort to
engage Richmond businesses to build
organizational capabilities, train to
fully understand procurement
processes and expectations, and
actively reach out to
underrepresented groups who have
not traditionally had access to city
contracts. The City will create
incentives for their contractors to
diversify and become anti-racist
businesses. Internships will be
provided for any Richmond youth that
is interested. Currently, one can only
Contracting Taskforce Policies evaluated with
Race Equity Toolkit.
#1
*TR currently does not mention increasing access to city contracts for underrepresented groups What's on TR: " Action Item 3 :
Contracting and Procurement Policies
and Procedures to Eliminate Racial
Equity Barriers: Create and implement
the use of a Budget Map to assess
funding distributions."
G3
GOAL 4: Healthy Life
Outcomes – Healthy life
outcomes increased and
racial disproportionalities
eliminated for Black,
Indigenous, and People of
Color (BIPOC).
Life expectancy by
race/ethnicity.
Richmond
Community
Survey, (e.g.,
percentage of
residents by
race/ethnicity that
rate health
services and
preventative
health services as
good/excellent)
Outcome 4A: In alignment with the
Richmond Health in All Policies (HiAP)
Strategy, healthy outcomes are
increased for all Richmond residents
such that racial disproportionalities
are eliminated and race can no longer
be used to predict success, and we
increase the success of all
communities.
FY21-22
- FY25-
26 Housing, Food,
Direct
Receivership
Program to Low
and Moderate
Income
Action 1: Health Assessment -
Conduct a comprehensive assessment
of health disparities and racial
disproportionalities in Richmond to
identify priority areas for intervention.
# of community
workshops held
between HiAP and
GARE team
# of collaborative
planning meetings
held between
HiAP and GARE
team
Action 2: Collaboration - Support
collaboration between HiAP and the
GARE Core Team.
FY21-22
Number of meetings with
Health in All Policies
representatives
#8
3: Environment,
Health Equity,
and Sustainable
Communities
Percent of eligible
children
participating in
federally-
sponsored school
meal programs
# of grocery
stores/healthy
food corner stores
serving residents
# of people
reached through
outreach about
nutritional
information
through
partnerships with
local organizations
Richmond
Community
Survey, (e.g.,
percentage of
residents that rate
affordable healthy
Action 3: Access to Healthy Food –
Improve access to healthy food in
neighborhoods. Partner with local
organizations regarding impacts to
local neighborhoods and to
disseminate accessible information on
changes in nutrition standards for
meal programs. Review liquor store
permits and develop a healthy food
corner store program.
FY22-23
Racial Equity Core
Team, Health in All
Policies Team
Mapping system
developed that identifies
the accessibility of healthy
food in neighborhoods.
#2
3: Environment,
Health Equity,
and Sustainable
Communities
Richmond
Community
Survey, Residential
and Built
Environment (e.g.,
percentage of
residents that rate
housing
options/affordabili
ty as
good/excellent)
# of affordable
housing units
available in
Richmond
Action 4: (original) Nutritional
Education - Partner with health-
related agencies to disseminate info
on changes in standards for meals.
Action 4 (new) Community
Development and Housing – Support
equitable community development
and housing opportunities to protect
residents from displacement and
reduce homelessness. Ensure homes
are safe and well-maintained. Increase
accessibility to the community
development and housing
development process.
FY23-24
Richmond Mayor’s
Office, Data Taskforce
# of partnerships created
and the number of RE
tools used.
#7
3: Environment,
Health Equity,
and Sustainable
Communities
The original
AI 3 was
combined
with AI 2
Richmond
Community
Survey, Full
Service and Safe
Communities (e.g.,
percentage of
residents that rate
housing
options/affordabili
ty as
good/excellent)
Action 5: Equitable Housing
Opportunities – In alignment with
Health in All Policies Action 4F, which
aims to “protect neighborhoods from
gentrifications that leads to
displacement of residents,” the
Strategic Leadership Team will support
equitable community development
and promote policies and services that
protect current Richmond residents
from displacement.
FY23-24
Racial Equity Core
Team, Health in All
Policies Team
# of housing policies
supported
#1
Action 6: Neighborhod Public Works
and Blight - Data Taskforce to work
with Public Works and Code
Enforment to assess programs that
increase neighborhood safety (i.e.,
street lighting, abandoned houses,
etc.).
Richmond
Community Survey
(e.g, percentage of
residents that rate
mental health care
and preventative
health services as
good/excellent,
and availability of
affordable
quality mental
health care as
good/excellent)
Action 7: Health and Wellness of
Richmond Youth – Support local
organizations and community
initiatives that focus on the overall
well-being, mental health, and safety
of Richmond youth. Support
partnerships between the Richmond
Department of Children and Youth,
Richmond Youth Council, and various
governmental, faith-based, and
community-based organizations.
FY21-22
Community
Engagement
Taskforce, Health in All
Policies Team, Racial
Equity Core Team,
Data Taskforce
Reduced crime in
communities of color,
transparency in regards to
Public Safety via the
Community Equity Profile.
#9
3: Environment,
Health Equity,
and Sustainable
Communities
Richmond
Community
Survey, Full
Service and Safe
Communities (e.g.,
percentage of
residents that rate
parks and
neighborhood
safety as
good/excellent)
Funding by park
with broken down
by racial
demographics
Action 8: Healthy Open Spaces –
Improve park quality in under-
resourced areas and incorporate a
budget map to monitor funding
appropriations for specific parks.
Collaborate with the Bay Area Air
Quality Management District
(BAAQMD) and Richmond/San Pablo
Steering Committee to ensure clean
air in Richmond.
FY22-23
Community
Engagement Taskforce
# of policy improvements
adopted
#3
3: Environment,
Health Equity,
and Sustainable
Communities
# of accessible
data sets available
on Transparent
Richmond that are
disaggregated by
race/ethnicity
Action 9: Data Accessibility (Action
Item 8 on Transparent Richmond) –
Promote accessible and transparent
community data and increase the
effective use of data from HiAP and
Community Surveys to disaggregate
health issues by race.
FY21-22
Community
Engagement
Taskforce, Data
Taskforce and
Richmond Youth
Council
# of partnerships with
organizations supporting
health and wellness of
Richmond youth; Park
budget map completed, #
of park improvement
projects completed in
underserved areas.
#5
# of community
workshops held in
collaboration
between West
Contra Costa
Unified School
District and GARE
team
# of collaborative
planning meetings
held between
West Contra Costa
Unified School
District and GARE
team
Action 10 (new): Collaboration -
Increase collaboration with West
Contra Costa Unified School District
and Contra Costa County to remove
barriers to education and respond to
health needs including impacts from
COVID-19, food access, in-person
services including mental health
resources, and sustaining school-
based health and socio-emotional
services.
FY21-22
Data Taskforce Data system integrated
#6
Richmond
Community
Survey, Residential
and Built
Environment (e.g.
Percentage of
residents who rate
transportation and
ease of travel as
good/excellent,
Percent of
residents utilizing
public
transportation,
walking, and
biking at least
once a month)
Action 11 (new): Accessibility -
Increase accessibility to transportation
through increased affordability,
expanded bike lanes, increased
walkability in neighborhoods and
additional measures. Collaborate with
AC Transit, BART, and other
organizations. (Original AI 9 Language
read: Support community-led
initiatives and organizations that
address healthy life outcomes and
build community capacity.)
FY22-23
Racial Equity Core
Team, Health in All
Policies Team, ECIA
Community Grant
Program Team
# of organizations
participating in capacity
building, new partnerships
#4
Number of health
centers/clinics in
Richmond offering
emergency
medical services
for Richmond
residents
Number of health
centers/clinics in
Contra Costa
County offering
emergency
medical services
for Richmond
residents
Action Item 12 (new): Emergency
Medical Services - Support efforts to
establish accessible emergency
medical services for Richmond
residents.
FY24-
25,
FY25-26
Action 13: Collaboration - Collaborate
with community organizations and
healthcare providers to ensure access
to quality healthcare services for all
residents, irrespective of race or
socioeconomic status.
1 Governance, Finance & Leadership