CITY OF SANTA ROSA
CITY COUNCIL
STUDY SESSION
(888) 207-9291
MARCH 15, 2022
seedcollab.com 8467 South Van Ness Ave., Inglewood, CA 90305
SEED COLLABORATIVE
1 SEED COLLABORATIVE
2 Welcome,
Seed Team
Introduction,
and
Meeting Intention
2 Paul Hudson
Santa Rosa Seed Team
Co-founder of Seed
Collaborative & Co-
Lead Consultant
BA in Rhetoric, Public
Discourses from UC
Berkeley, MA in
Nonprofit Leadership
& Management from
University of San
Diego
Evan Holland Thomas Tseng Simone Basail Shana Aelony
Co-founder of Seed &
Lead Consultant
Past President & CEO
of Broadway Federal
Bank, Black bank
serving South Los
Angeles
BA & JD degrees from
UC Berkeley
Subject matter expert,
marketing research,
data analysis
Founder, Consultant,
SengoInsights
BA from University CA
Irvine, MA Urban
Planning University of
California Los Angeles
Account Manager Account Manager
Seed Collaborative is a people of color-owned and led consulting firm that supports initiatives that advance a more equitable and sustainable world
Seed’s two primary practice areas are Equity 2.0 and Organizational Development Seed consultants have extensive experience working with community-based organizations, as well as local governments
BA from Brandeis
University, MA Urban
Planning from
University of
California Los Angeles
AA in Diagnostic
Medical Sonography
from CBD College.
SEED COLLABORATIVE
3 AGENDA
SEED COLLABORATIVE
CITY OF SANTA ROSA DEI PROJECT
1. Diversity, Equity, Inclusion, Belonging and Targeted Universalism (TU)
2. Collaborative Process and Consensus Decisions
3. Project Update
4. Questions and Answers
Topics
4 Diversity, Equity,
Inclusion, and
Belonging (DEIB)
&
Targeted Universalism
(TU)
5 SEED COLLABORATIVE
5 Othering and
Belonging
Diversity refers to a broad range of differences and variations of identifying characteristics of individuals, both visible and invisible. Any human dimension which can be used to identify groups of people can be represented in a diverse group. For example, a diverse organization may be comprised of individuals with different and intersecting inherent and acquired
identities.
• Inherent identities: Traits one is born with such as skin color, gender, sexual orientation, and abilities
• Acquired identities: Traits gained through life experience such as cultural background, religion, education, citizenship status, and cognitive diversity (political views, perspectives, ideas, etc.)
Diversity
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6 City Staff Demographics
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7 Police Department Demographics
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8 Fire Department Demographics
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9 Othering and
Belonging
Examples:
Workforce can be diverse, but organization still
experience:
• Discrimination – different treatment based on
group
• Pay inequities
• Workforce not included in meaningful ways in
organizational decisions
• Microaggressions, bullying, and unwanted
treatment
Diversity
can exist
without Equity
or Inclusion
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10 Othering and
Belonging
"Equity is fairness and justice
achieved through systematically
assessing disparities in
opportunities, outcomes, and
representation and redressing
[those] disparities through targeted
actions.
”*
Equity
* Source Centering equity in collective impact by Sheri Brady, Junious Williams, Mark Kramer, Paul Schmitz, John Kania https://philanthropynewsdigest.org/columns/ssir-pnd/centering-equity-in-collective-impact
SEED COLLABORATIVE
11 Othering and
Belonging
Equity
Examples
• Developing targeted strategies to reduce
COVID infection rates based on how
communities are situated differently in
relation to health disparities and access
• Consideration of alternative hiring
requirements where possible to increase
diversity in candidate pools
• Providing childcare to support civic
engagement by parents
SEED COLLABORATIVE
12 Inclusion is the act of being
included, e.g., you are invited to
participate according to the rules
and norms previously set.
You can have inclusion
without belonging
Inclusion
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13 Belonging =
inclusion + meaningful participation + co-
owning and co-creating new and existing
structures + trust
In order to co-own and co-create,
individuals need:
• Dignity and Respect – interpersonal
and within group culture
• Power – position, structure, hierarchy
within the group
Belonging
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14 PATHWAY TO EQUITY
AND BELONGING
THROUGH
TARGETED
UNIVERSALISM
15 SEED COLLABORATIVE
15 EQUALITY
16 SEED COLLABORATIVE
16 EQUITY
17 SEED COLLABORATIVE
17 EQUITY 2.0
TARGETED
UNIVERSALISM
18 SEED COLLABORATIVE
18 TARGETED
UNIVERSALISM
EXAMPLE
19 Federal Housing Authority
Federal program designed to provide housing financial assistance to promote home ownership.
• Equality - program open to all and qualification criteria same for all
• Equity – addresses disparate outcomes due to appraisal disparities, bank redlining, and realtor discrimination • Strategies developed to close disparities for communities of color
• Minority banks
• Developments targeted to people of color
• TU/Equity 2.0 – addresses structural barriers to equity • Legal challenges to restrictive covenants
• Federal prohibition of bank redlining (CRA-Community
Reinvestment Act)
• Federal legislation prohibiting housing discrimination
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19 Questions and Reflections
20 SEED COLLABORATIVE
20 Collaborative Process
and Consensus
Decisions
21 SEED COLLABORATIVE
21 COLLABORATIVE
PROCESS
Seed facilitates and encourages collaborative group process as a structure to advance DEI
• Diverse and inclusive leadership model
• Builds internal ownership and advancement for DEI
transformation
• Builds trust and buy-in for the process and the outcome • Provides a platform for feedback and collective decisions by consensus
• Establishes a structure that can advance DEI work beyond the consultant contract period supporting lasting change Purpose
SEED COLLABORATIVE
22 COLLABORATIVE
PROCESS
Seed’s facilitation process is grounded in the following principles, norms and values.
1. Collaboration
a. The process encourages interaction and collaboration between taskforces and taskforce committees and
subcommittees, and supports participants working
together to solve problems and identify opportunities
b. The process supports engagement and collaboration
through seeking advice and counsel from co-workers
Process Principles, Norms, Values
SEED COLLABORATIVE
23 COLLABORATIVE
PROCESS
a. The agreed group norms include:
i. Seeking common ground and leaning into consensus and collaboration
ii. Being open to changing your mind in view of new information and perspectives
iii. Bridging diverse opinions and viewpoints
iv. Building trust and rapport among participants and in the process, which includes:
a) Build trust through engagement, sharing and being vulnerable b) Respect each other and the facilitators, listen deeply, and value the experience and intuition of others
v. Embrace transparency, hold safe spaces and communicate honestly Process Principles, Norms, Values
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24 Governance Board
Decision - Making
Consensus Decision-Making is a process for groups to generate widespread agreement in a way that respects the contributions of all participants. Consensus decision-making is a collaborative process. All members of the group contribute to a shared proposal and shape it into a decision that meets all the concerns of group members as much as possible. It leans on thinking that prioritizes what is important and good for the group.
• Discuss the topic in question
• Identify emerging themes and throwlines
1. Emerging proposals
2. Unsatisfied concerns
3. Emerging agreements
• Collaboratively modify and agree on a proposal
• Assess degree of support
• Come to agreement/unanimous agreement
Consensus Decision-Making Process
The Santa Rosa’s taskforces are using a consensus decision-making process to develop recommendations for consideration.
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25 Questions and Reflections
26 SEED COLLABORATIVE
26 Project Update
27 SEED COLLABORATIVE
27 City Council
Review & approve CET
recommendations
City Equity Taskforce 23
Executive leadership, dept heads, union reps, PD
and FD leadership, members representing POC,
LGBTQ+ and disabled
Review due diligence findings, receive &
discuss recommendations from EPT and
RDT, reach consensus on Equity Plan
Equitable Policing Taskforce 18
Police leadership, DEI employment officer,
3 community leaders
* Subcommittees have added additional members
Review data & make DEI recommendations
Recruitment/Diversity Taskforce 12
Fire leadership, staff members selected thru
internal application process
Review data & make DEI recommendations
FACILITATION
PROCESS
SEED COLLABORATIVE
28 SEED COLLABORATIVE
Review/discuss Seed due diligence findings and analysis Uplift questions, additional data requests, review best practices research
Review/discuss/analyze current strategies and initiatives Develop recommendations
Reach consensus decisions on diversity, equity, inclusion, and belonging recommendations
Taskforce Responsibilities
29 FIRE DEPARTMENT
Recruitment/Diversity
Taskforce
RTD has held 4 meetings and formed 2 committees
that have met 5 times
Internal Subcommittee
1. Selection/Hiring
• Testing/Interviews
• Background checks/Credit
• State/Federal/Santa Rosa requirements
• Applicant perceptions
2. Culture
• Institutionalizing culture change
3. Data Analysis
30 SEED COLLABORATIVE
30 FIRE DEPARTMENT
Recruitment/Diversity
Taskforce
External Subcommittee
1. Community Outreach/Relations
• Partnerships – Example - InResponse
2. Communications
• Social Media Marketing
• Updated Website
3. Recruitment Programs
• Community Outreach
• Youth Explorers
• Mentorship
• Educational Partnerships
• Events (Women in Fire Service, Veteran’s Day, etc.)
31 SEED COLLABORATIVE
31 POLICE DEPARTMENT
Equitable Policing
Taskforce
EPT has held 6 meetings and formed 2 committees
that have met 5 times
Internal Subcommittee
•Selection/ Promotions/ Mentorship
• Culture- Belonging
• Policies/Practices/Procedures
• Communications/ Resources
External Subcommittee
• Community Relations and Engagement
• Understanding local cultures/historical overview
• Recruitment/ Partnerships
• Partnerships/Mobile Crisis Teams
• Understanding of local cultures
32 SEED COLLABORATIVE
32 CITY
Equity Taskforce
Equity Taskforce held 5 meetings and formed 3
committees
1. Culture, Inclusion, Belonging, Internal
Communications
• Focus on understanding the current culture
within the City and how it needs to shift
towards greater inclusion and belonging
• Consider data findings regarding staff moral,
exclusion and organizational culture
• Develop recommendations that shape the
City’s stated and lived DEIB values
• Internal communications
33 SEED COLLABORATIVE
CITY
Equity Taskforce
2. Recruitment, Hiring, Retention, Professional
Development, Harm Prevention
• Focus on recruitment and hiring strategies
that contribute to a diverse workforce
• Consider data regarding hiring, promotions
and retention, as well as staff perspectives on
DEIB and how to institutionalize DEIB
through policy and practice
• Consider how communications contribute to
transparency, trust and belonging
• Develop recommendations that promote a
sense of belonging for all staff
34 SEED COLLABORATIVE
CITY
Equity Taskforce
3. Communications, Community Engagement
• Focus on understanding the City’s relationship with
different communities and how to shift those
relationships to be more equitable and inclusive,
consider how to make the City of Santa Rosa a place
where all feel they belong
• Consider the history of communities within Santa
Rosa and data regarding access to services, staff
capacity’s impact on communications and
engagement, and models of engagement that are
grounded community care, bridging, and belonging
• Develop recommendations that support the City
engaging with communities in ways that center
belonging
35 SEED COLLABORATIVE
PROJECT WORK PLAN
DEC ‘21 JAN ‘22 FEB ‘22 MAR ‘22Tasks
FIRE RDT, CET & EPT KICKOFF ORIENTATIONS NOV/DEC 2021
TASKFORCES & SUBCOMMITTEEES REVIEW DUE DILIGENCE DATA
& INVESTIGATE FOCUS AREAS
CITY COUNCIL STUDY SESSION MARCH 15
DRAFT RDT & EPT RECOMMENDATIONS
DISCUSS & REVISE RDT & EPT RECOMMENDATIONS WITH CET INPUT
DRAFT CET RECOMMENDATIONS
DISCUSS, REVISE & FINALIZE CET RECOMMENDATIONS & DRAFT DEIB PLAN
FINALIZE RDT & EPT RECOMMENDATIONS
WE ARE HERE
NOV ‘21
FINALIZE & PRESENT DEIB PLAN TO CITY COUNCIL
City of Santa Rosa DEI Project
APR ‘22 MAY ‘22 JUN ‘22
SEED COLLABORATIVE
MEETING
FREQUENCY 2X/MONTH
34 QUESTION AND
ANSWER
To the City of Santa Rosa
We would like to thank you for your commitment
to making Santa Rosa a more equitable and
belonging place to live and work.
Thank you
SEED COLLABORATIVE
36 Paul Hudson, Lead Consultant
[email protected]
Evan Holland, Senior Consultant
[email protected]
Thomas Tseng, Market Research Consultant
[email protected]
Simone Basail, Account Manager
[email protected]
Shana Aelony, Account Manager
[email protected]
CONTACT
INFORMATION
SEED COLLABORATIVE
37