City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2023-00484 5/2/2023 Discussion Item 33.
Resolution: Mandatory Diversity, Equity, Inclusion, and Belonging Training for City Elected Officials, Council Staff, and Appointed Officers
File ID: 2023-00484
Location: Citywide
Recommendation: Adopt a Resolution providing for mandatory Diversity, Equity, Inclusion, and Belonging training for City elected officials, council staff, and appointed officers.
Contact: Aimée Zenzele Barnes, Diversity and Equity Manager, 916-808-1174, [email protected], Office of Diversity and Equity; Larissa Wohl, Strategic Workforce Equity Analyst, 916-808-5839, [email protected], Office of Diversity and Equity.
Presenter: Aimée Zenzele Barnes, Diversity and Equity Manager, 916-808-1174, [email protected], Office of Diversity and Equity Attachments:
1-Description/Analysis
2-Resolution
Additional Description/Analysis
Issue Detail: The City of Sacramento is committed to integrating race and gender equity both internally, through capacity building and workforce equity, as well as externally, through the emerging work of the Sacramento Centered on Race and Equity (SCORE) Initiative. It is important that the Council lead by example to demonstrate a commitment to this work, both for our community and our employees. As such, the need for a diversity, equity, inclusion, and belonging (DEIB) training/racial equity training for Council has become evident. The attached resolution, including an updated memo from the Co-Chairs of the Racial Equity Committee (Committee), proposes a mandate for elected officials, city council staff, and appointed officers (Charter officers plus OPSA Director) that is in alignment with the Race & Gender Equity Action Plan and the SCORE Initiative.
Policy Considerations: The Committee previously directed the Office of Diversity and Equity to develop a resolution requiring Elected Officials, City Council staff, and Appointed Officers to undergo
File ID: 2023-00484 5/2/2023 Discussion Item 33.
DEIB/racial equity training. A previous version of this report was heard at the Racial Equity Committee meeting on April 11, 2023. The Committee asked that the resolution be modified to reflect the goal of expanding this training to all staff citywide. This report includes a resolution reflecting the Committee’s recommendation as well as a memo outlining the importance of the training and an outline of potential topics and outcomes. This resolution will initiate the necessary efforts to identify, organize, and plan for implementing a mandate for racial equity/DEIB trainings for Elected Officials, City Council staff, and Appointed Officers that is aligned with current racial equity efforts both internal and external to the City of Sacramento.
Economic Impacts: None.
Environmental Considerations: This action is not a project that is subject to CEQA because it is an administrative activity that will not result in direct or indirect physical changes in the environment. (CEQA Guidelines § 15378(b)(5))
Sustainability: Not applicable.
Commission/Committee Action: This report was heard by the Committee on April 11, 2023. The Committee directed that the resolution be modified to reflect the goal of expanding this training to all staff citywide.
Rationale for Recommendation: This report provides a proposed resolution for Council consideration and adoption as directed.
Financial Considerations: Not applicable.
Local Business Enterprise (LBE): Not applicable.
Adopted by the Sacramento City Council
______________, 2023
Approving Mandatory Diversity, Equity, Inclusion, and
Belonging Training for all City Elected Officials, Council Staff, and Appointed Officers
BACKGROUND
A. The memo attached to this Resolution as Exhibit A outlines the requirement for mandatory training for Elected Officials, their staff, and Appointed Officers (Charter Offices and Director of OPSA).
B. As a member of the Government Alliance on Race and Equity (GARE) we are committed to applying the national best practices of normalizing, organizing, and operationalizing racial equity throughout the City’s systems. The City has committed to racial equity work through: (1) the establishment of the Office of Diversity & Equity; (2) the design and implementation of the Race & Gender Equity Action Plan (2022-2025); (3) the signing of a contract with Race Forward to assist City staff in establishing and implementing a plan for creating the City Racial Equity Resolution ; and (4) the Sacramento Centered on Racial Equity (SCORE) initiative and workplan.
BASED ON THE FACTS SET FORTH IN THE BACKGROUND, THE CITY COUNCIL RESOLVES AS FOLLOWS:
Section 1. The memo attached to this Resolution as Exhibit A is adopted as guidance for the Office of Diversity & Equity on developing and implementing a mandatory DEIB training program of at least four hours every two years for City Elected Officials, their staff, and Appointed Officers.
Section 2. The Office of Diversity & Equity will establish recurring training, including a racial equity assessment to establish a baseline for these trainings.
Section 3. As the City’s racial equity efforts continue, and the SCORE initiative progresses, there may be a need to adapt the training procedures and topics to reflect new best practices and to align with the community guided work. We recognize our City is at the infancy in creating a racial equity plan and there may be a need for required training more than a minimum of every two years.
Section 4. Whereas the makeup of the City Council may shift every two years , this may require more frequent training.
Section 5. The Council is committed to expanding this program to all employees citywide.
Section 6. The Office of Diversity & Equity is authorized to make minor changes or adjustments to Exhibit A and the subsequent developed trainings based on guidance from the SCORE initiative and future racial equity developments in the City.
Section 7. Exhibit A is part of this Resolution.
Table of Contents
Exhibit A – Memo
Exhibit A
MEMORANDUM
DATE: __________________
TO: All Mayor/Council Offices
FROM: Mayor Darrell Steinberg, Co-Chair, Racial Equity Committee, Mayor Pro Tem Mai Vang, Co-Chair, Racial Equity Committee
SUBJECT: Diversity, Equity, Inclusion, and Belonging (DEIB) Training for all City Elected Officials, Council Staff, and Appointed Officers
Dear Colleagues,
As part of our continued efforts around race and gender equity, we are recommending a requirement for all City elected officials and their staff, and appointed officers to complete DEIB training every two (2) years from date of appointment or hire. We are also committed to expanding this requirement to all programs Citywide. It is important that we, as an elected body, are aligned with both the internal and external race and gender equity work the City has committed to implementing. Through the implementation of the Race and Gender Equity Action Plan (RGEAP), each Department in the City of Sacramento has been tasked with supporting collective efforts to ensure the workforce reflects the City to better serve the City. We recognize that elected officials, council staff, and appointed officials also require support and training to be effective in our roles and engage with community in a way that honors their humanity and best supports their needs and interests. Given recent meetings at the City Council level, it is evident that we all have room to grow in this area if we are to fully align ourselves with the City’s race and gender equity work.
In addition to this internal work, we are committed to moving racial equity work forward throughout the City.
We have just begun the Sacramento Centered on Race Equity (SCORE) Initiative, led in partnership with the community Racial Equity Alliance and Committee, the Office of Diversity & Equity, and the Council’s Racial Equity Committee. The emerging work of the SCORE Initiative will inform regular training on an ongoing basis.
It is important we lead by example, both for our community and our employees, to demonstrate that we are serious about anti-racist/racial equity/DEIB training. We recognize that we need a shared understanding of these concepts in order to move forward as a City. This training will create the foundation to have these important conversations within the City Council, key staff, and with the community, in a way that uplifts their complexity and nuance and honors different lived experiences.
As such, we propose that beginning in 2023, this mandatory four-hour training, including an in-person engagement piece, will be required for all City elected officials, Council staff, and appointed officials (Charter officers and OPSA Director) at least every two years, to mirror the training requirements for sexual harassment training required by the State. They will also be required to complete the self-guided Advancing Racial Equity course through the Government Alliance on Race and Equity (GARE) online learning center, which is comprised of four 2-hour modules. Leveraging the GARE learning center provides basic equity understanding and the role of government historically and moving forward. Training will be iterative and evaluated on an ongoing basis.
Sincerely,
Darrell Steinberg Mai Vang Mayor, City of Sacramento Mayor Pro Tem, District 8, City of Sacramento
Background Proposed Training Content
Alignment with Current Procedures and Rules: This training will be aligned with the following existing rules on misconduct/grounds for removal for Council members, and current initiatives.
1. Chapter 3, Council Rules of Procedure
Content of Council Training: This training will be designed to meet the role and function of the elected Council members and their staff, with a particular emphasis on anti-racism. This training will help develop a vocabulary, a shared understanding of core concepts described below, and skills necessary to manage change and transformation on an individual, Council, and community level.
Core topics that training intends to address may include:
Why the Council is concerned about bias in any form in public meetings, staff workplaces, and all levels of interaction with residents and community members particularly race-based bias and racism Anti-racism/DEIB terminology
White supremacy culture
White privilege
Maintaining a respectful work environment including microaggressions Improving relationships and interactions across race, gender, and sexual orientation Valuing and not tokenizing diversity
Cultural competence and cultural fluency
Addressing bias, including implicit, explicit, and cognitive bias Anti-racism
Intersectionality
Racial identity
History of racism
The historical and current impact of racism in the Sacramento community Use of humanizing, inclusive, and just language when describing places, communities, and behavior that centers economic, social, and physical well-being
The connection between race equity, decision making, and programs and services What is a race equity lens, some models, and what can be accomplished Outcomes of proposed training can include:
Shared or common understanding of and familiarity with racism and racial justice terms/concepts/theories to facilitate and confidently converse in shared discussions on race, racism, and exclusion.
Helps Councilmembers develop an equity mindset to discuss and nurture racial equity with their staff, residents, and community.
Allows Council to further embrace a racial justice/race equity priority. Helps Council and staff to address the feelings and concerns that iteratively and dynamically come up in meetings and interactions with community and residents. Helps inform our priority setting process.
Provides clear understanding and expectations in working functions and relationships with all charter offices.
Generates ideas and possible actions for a racial justice/race equity work priority in 2023 and beyond, including assessment and recommendations for further training and skill development of Council and staff.
Project-wide curriculum to include development of shared language, terms, analytical frameworks, basic social and historical contexts, and key factors that relate to policy, economic, legal, and social advocacy. Develop capacity at a personal level to manage the learning, and to develop and utilize inclusive and equitable communication, conflict resolution, decision making and group norms. Providing training videos for replay.
Know the difference between equity and equality.