HomeMy WebLinkAbout2018-04-17 City Council Work Session PacketAgenda
City Cou n cil Work Session
City of Edina, Minnesota
Edina City Hall Community Room
Tuesday, April 17, 2018
5:30 PM
I.Call To Order
II.Roll Call
III.Race & Equity Check In
IV.Adjournment
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proc ess . If you need as sistance in the way of hearing ampli#c ation, an
interpreter, large-print documents or s om ething els e, pleas e c all 952-927-8861
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Date: April 17, 2018 Agenda Item #: I I I.
To:Mayor and C ity C ouncil Item Type:
R eports / R ec ommendation
F rom:MJ Lamon, P rojec t C oordinator
Item Activity:
Subject:R ace & Equity C hec k In Dis cus s ion
C ITY O F E D IN A
4801 West 50th Street
Edina, MN 55424
www.edinamn.gov
A C TI O N R EQ U ES TED:
None.
I N TR O D U C TI O N:
The R ace & Equity Task Fo rce has divided their item into three parts:
1) M emo from the Task F orce with themes
2) S ummary of R ecommendations
3) F ull Working G roup Recommendations (with identifiers)
The Task Fo rce has the fo llo wing questio ns fo r Co uncil:
1) Are the recommendations clear or do they require any clarification?
2) Does the C ouncil have any concerns about the recommendations?
3) Does the C ouncil have any outstanding needs for the recommendations?
4) Are there any suggestions for City Council presentation on May 15?
AT TAC HME N T S:
Description
Task Force Memo
Task Force Recommendations Summary
Working Group Full Recommendations
City of Edina • 4801 W. 50th St. • Edina, MN 55424
Race and Equity Task Force
Administration Department
Date: April 12, 2018
To: Mayor & City Council
cc: Scott Neal, City Manager
From: Edina Race and Equity Task Force
Subject: Race and Equity Recommendations
Thank you for the opportunity to serve both the community and the city in this very important work.
We are a team of 30 people who frequent the city of Edina and are impacted by interactions with its
facilities, institutions and services. Over the past 18 months, we have worked to assess each of these
areas and develop recommendations to address issues of race and inequity within the city. Within this
packet, you will find a total of twenty-one recommendations, with most recommendations consisting
of multiple parts. As a task force, we believe these recommendations should be considered as a
comprehensive body of work. It is our assertion that to achieve the City’s Budget Goal: Foster
Inclusive and Engaged Community, all the recommendations should be executed, over a reasonable
timeline.
To assist in framing the content, we have categorized the recommendations into five themes. Each
theme has a summary and is accompanied by the unique identifier of each specific recommendation.
We have included each original recommendation submitted by the working groups and any data
sources we felt were pertinent to understanding the original intent expressed within each
recommendation.
During our working session on Tuesday, April 17, we will review the recommendations in preparation
for the City Council meeting on Tuesday, May 15. We request that you review the information and be
prepared to clarify your understanding of the recommendations, express any concerns, share any
additional information needs you may and finally any suggestions you have for the city council
presentation.
On behalf of the task force and the work group chairs and co-chairs, we appreciate your being
prepared and we look forward to hearing from you.
Sincerely,
James Pierce
Race and Equity Task Force Co-Chair
Page 2
City of Edina • 4801 W. 50th St. • Edina, MN 55424
Thematic Inferences
Accountability
We believe success requires a high degree of commitment and accountability
from both City Council and City Staff. The recommendations which are
associated with the accountability theme are generally related to ensuring we have the adequate
resources to maintain the level of commitment we believe is required to achieve the desired outcomes.
Associated Recommendations: TF-1, I-4, F-3, I-8, I-11, S-3, S-4
Building Relationships with Communities of Color
The recommendations associated with this theme represent the most frequently mentioned pain
points across all data sources. These tend to pertain to the most public-facing city functions.
Associated Recommendations: I-5, I-6, S-8, S-2, F-2,
Gather Data
Many recommendations include a theme of 1) collecting new or different data and/or 2) analyzing and
reporting on existing data in a way that helps us understand the difference in experiences of residents
of color. Understanding those differences is critical first step to addressing them.
Associated Recommendations: I-3, S-1, I-8, I-7, I-9, I-10, S-5, I-1, I-2, S-6, S-9, S-10, S-7, S-11
Belonging (community feeling)
Again and again, community members talked about not feeling welcome or a sense of belonging in the
City. Recommendations associated with this theme address this feeling by taking concrete steps to
address – for example - inclusion in city staffing, communications and appointments.
Associated Recommendations: TF-2, I-4, F-3, S-1, I-6, S-8, F-1, F-2, S-11
Policies
Task Force and Working Group members understood that the City’s efforts have to focus on policy and
institutional strategies that create and maintain inequities. This includes outward, public facing city
business as well as the many invisible, behind the scenes ways that we conduct day-to-day work.
Associated Recommendations: I-3, I-5, I-6, I-9, S-8, S-3, I-1, I-2, S-7
Race & Equity Task Force Recommendations Summary Updated 2018.04.12
Recommendations Key
TF = Task Force
I = Institutions
F = Facilities
S = Services
1. Race Equity Accountability Measures (TF-1)
1. Hire or identify a Race Equity manager/director, whose accountabilities include oversight of the
Racial Equity Implementation Plan, monitoring, assessing and evaluating progress toward goals.
This person should be part of the City’s Leadership Team.
2. Provide an annual report to Council and the public on progress toward established racial equity
goals. More frequent reporting can be provided to Boards and Commissions on elements of the
plan within their scope of work.
3. Include implementation of race equity implementation plan as a formal annual performance
goal for all City Executive Leadership.
2. Attribution for historically significant contribution of Yancey Family to Edina’s history (TF-2)
Name a public facility in the Grandview area, if not Edina City Hall, after BC and Ellen Yancey.
3. Complaint Response (I-3)
Develop City-wide procedure and policy for responding to complaints that are perceived by
staff as possibly racially motivated. Provide direction and support for all City staff when
navigating this type of complaint. Collect data on complaints that seem discriminatory in
nature, including who makes the complaints and about whom. Apply this policy also to
complaints against those belonging to other protected groups.
4. Staff Diversity and Training – City Departments (I-4, F-3)
Increase the number of people of color, and people with Multi Language skills within City
Departments to more closely reflect the demographics of Hennepin County, including
leadership and staff. City goals should reflect the demographics of Hennepin County, as they
interact with residents from surrounding communities as well as Edina residents. For example:
a) Participate in the POC (People of Color) Job Fairs.
b) Set measurable goals and develop specific action plans for increase staff of color and
staff that speak multiple languages (based on LEP policy) to account for shifting City
demographics.
c) Publicly report on the progress of these goals on an annual basis.
d) Assess and revise job descriptions, prioritizing public-facing jobs (e.g., facilities
workforce, police department), to include racial equity competencies.
e) Review and adopt inclusive hiring practices to include more racially and culturally
diverse outreach, inclusive application questions, recruitment, selection and interview
processes.
f) Explore programs like Pathway to Policing and Youth Development Programs to help
create opportunities for diverse candidates, and add one FTE for police department to
participate in Pathways to Policing Program as soon as possible.
g) Offer additional incentives to diversify recruitment (e.g. offer admission to Edina schools
for children).
h) Promote Exchange Programs for police and fire professionals to spend time in Edina.
i) Create pipeline of potential candidates by engaging children of color within the school
system to highlight career pathways within City government.
j) Identify specific opportunities to increase racial and cultural diversity on work teams.
For example, identify ways to include racially and culturally diverse perspectives for
action planning and implementation of these guidelines.
5. Community Engagement Policy Plan and Staffing (I-5)
a) Develop a policy and procedures that includes the city’s philosophy about the purpose
and value of the city’s efforts in community engagement. Create an intentional
community engagement plan that outlines the city’s community engagement approach
and task a city employee with overseeing /directing community engagement work
either by revising a current employee’s job duties or creating a new position, i.e., a
plan/person to:
b) Oversee building relationships with all residents, paying particular attention to
understand experience of communities of color, with time designated to visit
neighborhood events, establish relationships with religious leaders, and neighborhood
and ethnic associations;
c) Coordinate volunteer opportunities and public participation when there are decisions
for which the city is seeking public feedback and other types of public involvement, such
as Boards, Commissions, Task Forces and other appointed positions to ensure that
residents of color are included and heard
d) Build trust between Police and Community
1. Create Resident Oversight Board to review complaints of police misconduct.
2. Review current outreach (community involvement) programs, evaluate the efficacy
of each of those programs, prioritize department focus to ensure participation of
people of color, and introduce new ones as needed.
e) Revise the Human Services RFP to include a deliverable around funding community-
based organizations lead by communities of color to assist the city with engagement.
6. Records Management (S-1)
a) Review Record Management - Data Practices Policy (Data Request) and rewrite this using Obama’s
Plain Language Initiative Hemingway Application.
b) Have the city review all policies for plain language; all new policies should go through a plain
language review
7. Budget (I-8)
a) Using best available data, disaggregate maps of resident population by race.
b) Apply race equity criteria for allocating funds through city budgeting process for Capital
Improvement Projects, Pedestrian and Cycling Safety (PACS) Fund and Operating
Budget.
8. Inclusive Communications and Technology Services(I-6, S-8, S-11)
The city’s communications are an important way we convey answers to the following
questions:
Who are we?
What are our values?
What is our past?
Who are we becoming?
a) If it is the city’s intention to ensure that all residents feel they are a part of that story,
this needs to be strategically and systematically operationalized. This work should be
informed by ongoing relationship with residents, residents of color and residents for
whom English is a second language – a robust community engagement approach (see
Recommendation on Community Engagement).
b) Establish a community advisory board for city communications. There is a closed
feedback loop for quality improvement of communications tactics and vehicles.
When community input is gathered, it is largely through reader surveys (those
already consuming the publications). Particular emphasis should be placed on
reaching residents of color and those new to the community.
c) Apply race and equity lens to the process for developing communications content:
Who writes the stories? Whose stories are included? Whose voices are included?
d) Formally set and implement plain language targets for city communications.
e) Review of the city’s Limited English Proficiency (LEP) policy. Is a policy in place? If not,
develop an LEP policy and implement.
f) Using insights gained from new partnerships and relationships with community,
partner with City departments to find new ways to market and communicate to POC
in our community.
9. Quality of Life Survey (I-7)
a. Report of Results of Biennial Quality of Life Survey should include survey
results compared by race/ethnicity to determine how well residents of
color are served by city programs, services and policies; to identify issues
faced by residents of color; and to determine whether residents of color
believe they have an opportunity to participate in community and
government matters and have their voice heard, so that survey results
can be used to better inform the city’s race equity goals and to
benchmark progress toward those goals. This data should be reviewed
by staff and addressed in the staff report to council.
b. For the next Biennial Quality of Life Survey, rewrite the module that was
added in the 2017 Survey to query race equity work; the module used in
2017 was incomplete/insufficient, and equates this work with “cultural
events” and learning about other cultures and traditions. Only one
question addresses inclusion or representation. This module was added
due to the focus on Race and Equity work, but not a single question uses
the word “race” or “equity.”
c. Add module related to Police and public interaction to the Quality of Life
Survey. The current question asks respondents to rate the “quality” of
police services. This may or may not be an indicator of satisfaction with
experience, visibility or community interactions. Given the amount of
attention public interaction with law enforcement receives, it would be
very useful to have a more robust understanding of the public’s views.
10. Crimes Report (I-9)
Review Police Department policy for posting individual names on the
department website’s “Crimes Report”; revise to balance public safety with
protection of due process through a racial equity lens.
11. Police Data Collection and Management (I-10)
Require Data Collection to provide the ability to make informed policy and procedure
adjustments.
a. Collect data regularly on community attitudes and perceptions about local law
enforcement through an anonymous survey, including race data.
b. Collect and analyze demographic data, including but not limited to race, on all stops
(with outcome, by race), searches and seizures (all detentions) in accordance with 21st
Century Policing’s best practices
c. Collect data about non-criminal tickets to create transparency.
d. Analyze the data on a regular basis and share the information with the public. Put
actions in place when adjustments to policy or practices are needed.
e. After a process is developed for the collection of race data the department should provide the
officers training on why it is important to collect race data and how the data will be collected and used.
12. Public Safety Training Standards (I-11)
Ensure that police officers and fire department personnel have the knowledge and skills to be
racially and culturally responsive and treat each person with dignity and respect.
a. Incorporate Best Practice Racial Equity Training to include implicit bias,
microaggressions, etc. similar to what the city of Seattle is doing
b. Align field training officer processes with 21st Century Policy to ensure that they
match up with the guardian culture of policing. (from 21st Century Policing)
c. Include community members as trainers – for example in sessions on community
perceptions about law enforcement tactics, levels of trust, and areas for dialogue.
d. Update performance reviews to ensure racial equity competency requirements are met.
13. Police Department Community Outreach (S-2)
a. Place the Department Policy Manual on the Department website for public viewing.
b. Develop a strategy to improve Police Department communications. The Work Group feels the
department needs to develop an ongoing strategy to publicize and promote the Police
Department, including but not limited to the increased aggressive use of social media.
c. Evaluate and improve the Department’s current community outreach programs.
14. Police Policies (S-3)
a. Analyze policies related to external and independent criminal investigations and prosecutions for
Officer Involved shootings and In-Custody death incidents. (Policies 500.00 – Authorized Use of
Force, 520.00 – Deadly Force, 530.00 – Discharge of Firearms, 720.00 – City Jail: Booking Intake
Release).
b. Evaluate Department Policy Manual through a race and equity lens, related to Use of Force,
specifically focusing on training, investigations, prosecution, data collection and information.
(Policies 500.00 – Authorized Use of Force, 510.00 – Use of Non-Lethal Force, 520.00 – Deadly
Force, 530.00 – Discharge of Firearms).
c. Review and add provision to current policy requiring officers to identify to individuals stopped or
detained as soon as practical and reasonable the following:
1. The reason for their stop, and
2. The reason a search is being conducted, if applicable.
(Policies 320.00 – Conduct of Department Members, 605.00 – Persons Detained or In-Custody).
d. Review the department’s Policy 690.00 – Impartial Policing. Ensure that this policy meets the
stated goal of “reaffirming the Department’s commitment to impartial/unbiased policing and to
reinforce procedures that serve to assure the public that the Department is providing service and
enforcing laws in a fair and equitable manner to all.”
15. Training (S-4)
Research and implement successful models for training in the areas of implicit bias, cultural diversity,
police legitimacy, and procedural justice. The work could potentially coincide, at least in part, with the
GARE/Race and Equity Task Force work currently underway.
16. Affordable Housing (I-1)
a. Language edit to the Edina Affordable Housing Policy: The City recognizes the need to
provide affordable housing in order to create and maintain a diverse population and to
provide housing for those who live or work in the City.
b. Require review of above Policy at a frequency sufficient to address current conditions
and needs of constantly changing housing market and City demographics. Review policy
with a race and equity lens to include language relating housing to equity and
disparities.
c. As part of this review, address the significant need for affordable housing of the types
desired by families of color who wish to live in Edina, such as single family housing,
rental units that that will not become unaffordable after a set period of time, and units
within the Edina Public School District boundaries. Use and expand the existing Come
Home 2 Edina program and aggressively advertise available properties and program
requirements to families of color who may wish to live in Edina, perhaps starting with
families of color whose children are already attending Edina Public Schools or who have
applied to attend Edina public schools, as well as employees of the city of Edina and
Edina businesses.
d. Develop and maintain a database on the number and location of affordable units
throughout Edina, including rented and owned, existing and new single and multi-family
family homes, condominiums, apartments. Inventory the most vulnerable properties to
redevelopment and renter displacement. Include in this database those rental units for
which Section 8 vouchers can be used.
e. Review the affordable housing policy with a race-equity lens and consider removing the
option for the developers to opt-out of building affordable units.
f. Apply race and equity lens to the affordable housing funds that the developers pay into
if they opt-out and develop a policy to ensure that those funds are deployed with the
aim of increasing racially equitable affordable housing.
g. There is no incentive for the sellers to take FHA loans resulting in discrimination. The
City should develop a policy to address this issue.
h. Develop specific goals to increase the number of affordable housing units by “X” and
the rental units where section 8 vouchers can be used by “Y”. These goals should be
included in the comprehensive plan. The city should work with tenants, property owners
and developers to develop a plan to ensure that the affordable housing goals are
achieved.
17. Zoning / Code (I-2)
Develop a tool (or adopt one used by another city) to review Edina zoning regulations through a
racial equity lens to change or remove language that may contribute to racial disparities.
Develop and include language with the intention of reducing inequities.
This type of review will be resource intensive, and we recommend contracting with or hiring a
racial equity consultant or manager to lead this project and oversee others as needed.
18. Ensure the following set of guidelines to create an environment where people of all races,
ethnicities and cultural backgrounds feel welcome and included is implemented and
delivered consistently across all Edina city facilities. (F – 1)
a. Conduct regular (at least annual) training for all employees in customer service,
racial/cultural awareness and responsiveness, conflict resolution, city-wide procedures
and policies, and other training needs as identified to ensure that all facility guests,
regardless of race or background, enjoy a consistent welcoming experience.
Ensure employees are trained on how to support key situations, including first-time
guests and users, who may need special support to have a strong first experience.
Ensure that all Staff, full or part time, are aware of City code of conduct, safety and
security procedures and language interpretation services, cost options based on age,
family groups for scholarship categories. Ensure all City staff also are aware of current
equity and inclusion initiatives. Conduct annual reporting regarding such training and
outcomes.
b. Ensure each facility has wayfinding signage (to help guests navigate the facility and
know where to go) and printed materials in multiple languages (at least top 3 non-
English primary languages in the community – example: Spanish, Hmong, Somali).
c. Ensure digital and printed communications reflects racial and cultural diversity through
images, stories and voices.
d. If the facility has artwork and décor, ensure that it reflects diversity of race and culture.
e. Implement a process and channel by which facilities share and utilize racial equity best
practices.
19. Equitable Access to City Facilities (F – 2)
a. Access to information and opportunity for input: Review web, print and social media
materials to ensure they serve a racially and culturally diverse population, and
implement translation services for the website and include print materials in
appropriate multiple languages (based on top non-English primary languages in
Minnesota).
1. Implement access to translation services for staff to access when working with
guests who speak English as a second language.
2. Ensure any and all facility and park plans reflect a racial equity lens by intentionally
seeking input from a racially, culturally and geographically diverse group in planning
and review (ex: Braemar Master plan, establishing new or expanded facilities, etc.)
3. Ensure that City Council presentation (ex: Annual Report) are delivered across
multiple locations, to ensure people who live in different parts of the city have
access.
b. Financial access: Deliver staff training on scholarship fund availability so that all staff are
familiar with and know how to speak about them or know where to direct guests for
more information. Consider a sliding scale fee structure or identify other ways to
ensure consistency and increase affordability for guests.
c. Transportation access: Add Metro transit link to website to highlight public
transportation options if available to the facility and add printed transit information at
facility kiosks or on-site. For those facilities currently difficult to access via public
transportation, develop a plan to create new transportation options to address the gap
(example: a new shared shuttle service).
d. Access to programming: Develop alternate ways to register for programs or use of
facility, to accommodate those who do not have ready access to a computer. Establish
time for staff to do in-person outreach to areas in the city to reach and welcome new
and underserved populations in the community
20. Parks and Rec Data and Utilization (S-5, S-6, S-9, S-10)
1. Parks and recreation programs should collect demographic data about program utilization
across all users or participants.
2. In partnership with communities of color, identify if barriers to utilization exist and elicit
solutions from community members and users. Barriers might include price, programming,
location, sense of belonging, language and cultural or religious values.
21. Parks and Rec Policy for associations and race-based complaints (S-7)
1. Require youth sports associations and any association that utilize Edina Park and Rec
facilities/parks to operate in accordance with the city's expectation regarding race equity and
inclusion.
2. Establish policy for use and create enforcement mechanism for abuse or lack of enforcement
of such policy.
3. Create clear city expectation regarding Race Equity policy and post within all sports facilities.
Provide written policy to all associations and organizations using Edina Park and Rec Facilities.
4. Establish expectations that all outside vendors will adhere to and established process and
procedure for dealing with race-based issues and discriminatory practices.
F-1, F-2, F-3
Edina Race & Equity Taskforce – Facilities Working Group
Edina Race & Equity Task Force Purpose
The Edina Race & Equity Taskforce’s purpose is to make recommendations on policies, practices
and strategies for the City of Edina to address, identify and eliminate racial disparities with the
project scope of work of:
• Identify race based disparities in Edina’s city government, facilities, services and
institutions.
• Propose remedies and solution to the city government policies and operating practices
that are creating the disparities.
• Encourage stronger connection and sense of belonging to and in the City of Edina to
ensure that Edina is a welcoming community for all people.
Race & Equity Facilities Working Group Objectives
The Facilities Working Group objectives were to research, evaluate, and prepare
recommendations for ensuring racial equity in City facilities (physical spaces).
The vision of the Facilities Working Group was informed in part by Edina’s Vision statement.
Our vision is for the experience in facilities across Edina to be inclusive and connected…
• welcoming to people of all races, cultures and backgrounds
• delivering a consistent experience across the network of facilities, and
• accessible (in transportation, affordability and opportunity) to all current and future
users of Edina facilities
Our Approach: Research and Evaluation
The Facilities Working Group did the following to meet its responsibilities:
• Assessed 10 facilities applying an assessment tool developed by the group.
• Reviewed reports provided by Citizens League for its community input/data collection
resources – interviews, community online survey, small community group discussions
and large community meetings.
• Reviewed reports provided by the City – Vision Edina, City of Edina Park, Recreation and
Trails Strategic Plan, and Human Rights and Relations Commission reports.
• Researched best practices from other cities, including Seattle and St. Paul.
The Facilities Working Group made a decision early to spend the majority of its time focusing on
10 of Edina’s facilities, its 9 enterprise facilities and its main public office, City Hall. Time and
the limited size of the working group were determining factors as well as the fact that these 10
facilities are staffed by the City of Edina regularly and are open to the public. Liquor stores
were not visited. Outdoor parks and trails were not visited and reviewed through its strategic
plan and community reporting mentioned above and included in the recommendations.
The 10 facilities reviewed were:
1. Edina Aquatic Center
2. Edina Art Center
3. Centennial Lakes Park
4. City Hall
5. Edinborough Park
6. Braemar Arena
7. Braemar Field
8. Braemar Golf Course & Club House
9. Braemar Golf Dome
10. Edina Senior Center
The Facilities Working Group developed a Facilities Assessment Tool that assessed the
following: (A copy of the assessment tool is attached.)
• General Welcoming
• Décor & Artwork
• Diversity of Staff & Management
• Attendees/Participants – who comes
• Accessibility of Location (transportation bus/bike/walk – we did not look at ability
accessibility)
• Operating Hours
• Fee Structure
• Signage and Way Finding
• Facility Promotion and Marketing
• Food Choices
At least two team members visited each site and completed assessments that were reviewed at
group meetings. Comments from other team members who had visited or used the facilities
were also considered.
The above process to research and evaluate facilities led to the Facilities Working Group’s
recommendations to help ensure racial equity in the City of Edina facilities.
High-Level Overview of Facilities Working Group Recommendations
The Goal: All guests, of all races, ethnicities, cultures and backgrounds, have equitable access
and experience a welcoming and inclusive consistent experience at all Edina city facilities,
making them feel like it is a place they belong.
How We Propose to Get There:
Recommendation #1:
Implement guidelines
consistently
across all Edina city facilities to
create environments where
people of all races, ethnicities,
cultures and backgrounds feel
welcome and included
Recommendation #2:
Ensure racially and culturally
equitable access
to our City facilities and related
information and opportunities
through 4 key categories of
recommendations
Recommendation #3:
Increase the racial and cultural
diversity of the City facilities
workforce,
including leadership staff,
through 4 key recommended
actions
Recommendation #1:
Ensure the following set of guidelines to create an environment where people of all races,
ethnicities and cultural backgrounds feel welcome and included is implemented and delivered
consistently across all Edina city facilities.
1. Conduct regular (at least annual) training for all employees in customer service,
racial/cultural awareness and responsiveness, conflict resolution, city-wide procedures
and policies, and other training needs as identified to ensure that all facility guests,
regardless of race or background, enjoy a consistent welcoming experience.
Ensure employees are trained on how to support key situations, including first-time
guests and users, who may need special support to have a strong first experience.
Ensure that all Staff, full or part time, are aware of City code of conduct, safety and
security procedures and language interpretation services, cost options based on age,
family groups for scholarship categories. Ensure all City staff also are aware of current
equity and inclusion initiatives. Conduct annual reporting regarding such training and
outcomes.
2. Ensure each facility has wayfinding signage (to help guests navigate the facility and
know where to go) and printed materials in multiple languages (at least top 3 non-
English primary languages in the community – example: Spanish, Hmong, Somali).
3. Ensure digital and printed communications reflects racial and cultural diversity through
images, stories and voices.
4. If the facility has artwork and décor, ensure that it reflects diversity of race and culture.
5. Implement a process and channel by which facilities share and utilize racial equity best
practices.
Data Supporting Recommendation:
Facilities working group members used an assessment tool to gather data on each of the 10 facilities. This tool was
created to evaluate the facilities based on the input gathered from the community meetings and surveys and
identify the most significant areas of opportunity.
Criteria Checklist:
Does the City have decision making authority? yes
Is the activity in the scope defined by the City and the
Task Force
yes
What is the community feedback about this
recommendation?
Site visits, research and information from Citizens league
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Describe how this change impacts racial equity?
What are the unintended outcomes of existing
practices?
Is this a long-term project? yes
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Additional staff
Other Working Group Comments:
1. Continue to assess additional facilities within the city including parks and trails.
Recommendation #2:
We strive to ensure racially and culturally equitable access to all of our City facilities.
Implement the guidelines below across these categories of access:
1. Access to information and opportunity for input: Review web, print and social media
materials to ensure they serve a racially and culturally diverse population, and
implement translation services for the website and include print materials in
appropriate multiple languages (based on top non-English primary languages in
Minnesota).
Implement access to translation services for staff to access when working with guests
who speak English as a second language.
Ensure any and all facility and park plans reflect a racial equity lens by intentionally
seeking input from a racially, culturally and geographically diverse group in planning and
review (ex: Braemar Master plan, establishing new or expanded facilities, etc.)
Ensure that City Council presentation (ex: Annual Report) are delivered across multiple
locations, to ensure people who live in different parts of the city have access.
2. Financial access: Deliver staff training on scholarship fund availability so that all staff are
familiar with and know how to speak about them or know where to direct guests for
more information. Consider a sliding scale fee structure or identify other ways to
ensure consistency and increase affordability for guests.
3. Transportation access: Add Metro transit link to website to highlight public
transportation options if available to the facility and add printed transit information at
facility kiosks or on-site. For those facilities currently difficult to access via public
transportation, develop a plan to create new transportation options to address the gap
(example: a new shared shuttle service).
4. Access to programming: Develop alternate ways to register for programs or use of
facility, to accommodate those who do not have ready access to a computer. Establish
time for staff to do in-person outreach to areas in the city to reach and welcome new
and underserved populations in the community
Data Supporting Recommendation:
Work Group Site visits, website information review, informal information sharing from community
members and neighbors and information garnered from the Citizens League reports
Criteria Checklist:
Does the City have decision making authority?
• Yes
Is the activity in scope?
• Yes
What is community feedback?
• Multiple work group assessments, citizens league work & observation
How will recommendation impact system changes etc.?
• It will create better trained & prepared staff. It will enhance staff practices, accountability &
impact.
Is this a long-term project?
• yes
Is this an area of the City government that needs more assessment and if so, what resources will be
required?
• Yes – it will require a commitment to additional staff resources and perhaps a commitment to
contracted services for training and measurement tools to assess progress
Other Working Group Comments:
Actively invite input from more people who live and/or work in Edina in all neighborhoods. We need
deeper research into the full range of our community
o People working in Edina, especially in service jobs (labor, restaurant, child care, residential
services etc.)
o Our more diverse populations
▪ Southdale area Edinborough, Parklawn & Cornelia neighborhoods
▪ Early Learning Center families
▪ 66 West residents
▪ YMCA members
▪ Oak Glen Housing residents
▪ Cultural Liaison’s from Edina Public Schools
Recommendation #3:
Increase the racial and cultural diversity of the City facilities workforce, including leadership
staff.
1. Set goals and develop specific action plans to increase staff of color and staff that speak
multiple languages, including Spanish, Hmong and Somali and others.
2. Publicly report on the progress of these goals on an annual basis.
3. Review and adopt inclusive hiring practices to include more racially and culturally
diverse outreach, inclusive application questions, recruitment, selection and interview
processes.
This may overlap with recommendations from other Working Groups and can be
consolidated. We recommend identifying someone to be charged with developing an
inclusive hiring toolkit and process, including a plan to train all hiring managers on those
practices and accountability measures.
4. Identify specific opportunities to increase racial and cultural diversity on work teams.
For example, identify ways to include racially and culturally diverse perspectives for
action planning and implementation of these guidelines.
Data Supporting Recommendation:
Visits to facilities from work group, research of best practices in other cities, information from Citizens
League
Criteria Checklist:
Does the City have decision making authority?
• Yes
Is the activity in scope?
• Yes
What is community feedback?
• multiple work group assessments, citizens league work & observation
How will recommendation impact system changes etc.?
• It will create an accountability loop in reaching diversity goals that are set
Is this a long-term project?
• Yes
Is this an area of the City government that needs more assessment and if so, what resources will be
required?
• Yes – it will require a commitment to additional staff resources and perhaps a commitment to
contracted services for training. Consider hiring an Equity & Inclusion person to monitor, assess
and evaluate progress toward goals
I-1
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendation Submitted By: C. Bremer, E. Rehm, J. Brown
Recommendation:
A. Language edit to the Edina Affordable Housing Policy: The City recognizes the need to provide
affordable housing in order to create and maintain a diverse population and to provide housing for
those who live or work in the City.
B. Require review of above Policy at a frequency sufficient to address current conditions and needs of
constantly changing housing market and City demographics. Review policy with a race and equity lens
to include language relating housing to equity and disparities.
C. As part of this review, address the significant need for affordable housing of the types desired by
families of color who wish to live in Edina, such as single family housing, rental units that that will not
become unaffordable after a set period of time, and units within the Edina Public School District
boundaries. Use and expand the existing Come Home 2 Edina program and aggressively advertise
available properties and program requirements to families of color who may wish to live in Edina,
perhaps starting with families of color whose children are already attending Edina Public Schools or
who have applied to attend Edina public schools, as well as employees of the city of Edina and Edina
businesses. .
D. Develop and maintain a database on the number and location of affordable units throughout Edina,
including rented and owned, existing and new single and multi-family family homes, condominiums,
apartments. Inventory the most vulnerable properties to redevelopment and renter displacement.
Include in this database those rental units for which Section 8 vouchers can be used..
E. Review the affordable housing policy and consider removing the option for the developers to opt-out.
F. Apply race and equity lens to the affordable housing funds that the developers pay into if they opt-out
and develop a policy to ensure that those funds are appropriately deployed.
G. There is no incentive for the sellers to take FHA loans resulting in discrimination. The City should
develop a policy to address this issue.
H. Develop specific goals to increase the number of affordable housing units by “X” and the rental units
where section 8 vouchers can be used by “Y”. These goals should be included in the comprehensive
plan. The city should work with tenants, property owners and developers to develop a plan to ensure
that the affordable housing goals are achieved.
Data Supporting Recommendation:
From Edina Comp. Plan Update 2008: “An inventory of estimated market values of Edina’s housing stock reveals
that about 20 percent or 3,467 housing units are valued at/or below the Council’s affordable home purchase
price. The type of housing deemed affordable within the city is overwhelmingly multi-family. One percent of
single-family and duplex homes are deemed affordable for purchase by this analysis.” (p. 5-3)
Edina's Racist Past is Focus of Wikipedia "Edit War" Minneapolis StarTribune 02-05-2015
Edina's Confused Racial History, from Utopian Village to Bleached Suburb City Pages 02-20-2017
Maggie Yancey's 1881 Geology Book Hennepin History Museum Blog 03-06-2017
New Research Explores History of Housing Discrimination in Minneapolis Minnesota Daily 03-29-2017
Discrimination is Not De Facto (Review of the book, “The Color of Law”) Slate 05-05-2017
Come Home 2 Edina Edina Housing Foundation, edinamn.gov
Map: Predominant racial or ethnic group, U.S. Census Bureau, 2011-2015 Minnesota State Demographic Center
The Racist Housing Policy That Made Your Neighborhood The Atlantic 05-22-2014
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and
the Task Force
Yes, the affordable housing policy as an institution of the
City.
What is the community feedback about this
recommendation?
Some low-income Edina residents of color have expressed a
desire for their students to attend Edina schools, but they
cannot afford housing within the school district boundaries.
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Likely language edits to Affordable Housing Policy and
Increase Planning Commission, Community Development,
and Housing and Edina Housing Foundation workload.
Describe how this change impacts racial equity? Explicit language within the City’s Housing policy regarding
intention to make housing more safe and affordable, which
will make it more available to families of color whose
incomes are typically lower than those of white families in
the region. Making Edina accessible to individuals and
families who have been able to consider living in Edina
previously will help to build the diversity of Edina into the
future.
What are the unintended outcomes of existing
practices?
Continued exclusion people of color - especially those who
are Black, Hispanic and indigenous - from Edina housing
because of high prices and perceptions of being unwelcome
based on history..
Is this a long-term project? Yes, long term change over time .
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Yes, additional assessment and policy development needed.
Implementation would require additional staff time from
Community Development staff to support regular review of
Affordable Housing Policy through Race and Equity lens.
Working Group Comments:
Quality, safe and affordable housing is a fundamental factor in the quality of life for all residents, and inequities in
housing contribute to disparities in many other areas including income and health. Planning and zoning regulations
around construction and maintenance of the housing stock in Edina are integral to maintaining quality housing for
all residents.
By adding the word “create” in Recommendation A, the Working Group is responding to the history of housing
discrimination in Edina and surrounding communities that pushed early black residents out of their Edina homes.
Discriminatory policies and practices, while not unique to Edina, had an exceptionally perverse effect in Edina
because families of color were denied the ability to build wealth and obtain excellent educations for their children.
For those not allowed to live in Edina and other desirable locations much was lost, affecting subsequent
generations. We believe that Edina must do more than avoid discrimination going forward. We also need to work
to redress inequalities and injustices created in the past that continue to benefit the largely white population of
Edina. Our elected representatives and skilled city staff can build on our recommendations to move this intention
forward.
Task Force Comments:
I-2
City of Edina Race and Equity Initiative
Working Group Recommendation
Working Group: Institutions
Submitted By: Chris Bremer, Jeff Brown, Eric Rehm
Recommendation: Zoning Code
Develop a tool (or adopt one used by another city) to review Edina zoning regulations through a racial equity lens
to change or remove language that may contribute to racial disparities. Develop and include language with the
intention of reducing inequities. This type of review will be resource intensive, and we recommend contracting
with or hiring a racial equity consultant or manager to lead this project and oversee others as needed.
Data Supporting Recommendation:
Racial Origins of Zoning in American Cities book chapter from “Urban Planning and the African American Community” 1997
'Snob Zoning' is Racial Housing Segregation by Another Name The Washington Post 09-25-2017
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes, the zoning code, in coordination with the comprehensive
plan, is the backbone of land use regulation in the City.
What is the community feedback about this
recommendation?
The zoning regulations are so lengthy and complex that the
community only becomes aware of them when they are
immediately impacted.
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Likely language edits to the zoning chapter of City Code,
affecting land use, home occupations, and district regulations in
the City.
Describe how this change impacts racial equity? Zoning rules about apartment buildings and lot sizes can limit
availability of affordable housing (see ‘Snob Zoning’ link). Also,
some items in the zoning regulations, for example those related
to loitering and noise, are enforced based on complaints and
may be used as means to engage City staff as proxies to harass
people of color. Other regulations, such as the requirement to
store trash cans out of sight, place unequal burdens on owners
of smaller affordable homes in light of today’s larger trash and
recycling containers and the smaller garages of older homes.
What are the unintended outcomes of existing
practices?
Lower income people and people of color can be harassed using
zoning regulations.
Is this a long-term project? Yes, the zoning chapter is extensive and a comprehensive
review would need to be done over time.
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Yes. It is not known whether the zoning code has been reviewed
in this way previously. Implementation would require staff and
consultant time to review code through a racial equity lens.
Working Group Comments:
The City’s zoning code is lengthy and contains a wide range of regulations regarding land use in the City. Some of
these regulations may have unintended consequences for people of color.
Task Force Comments:
I-3
City of Edina Race and Equity Initiative
Working Group Recommendation
Working Group: Institutions
Submitted By: Chris Bremer, Jeff Brown, Eric Rehm
Recommendation: Complaint Response
Develop City-wide procedure and policy for responding to complaints that are perceived by staff as possibly racially
motivated. Provide direction and support for all City staff when navigating this type of complaint. Collect data on
complaints that seem discriminatory in nature, including who makes the complaints and about whom. Apply this policy
also to complaints against those belonging to other protected groups.
Data Supporting Recommendation:
Website Meant to Connect Neighbors Hears Complaints of Racial Profiling New York Times 05-19-2016
When Racial Boundaries Are Blurry, Neighbors Take Complaints Straight to 311 CityLab 08-24-2015
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force?
Yes, complaint response is a function in many departments.
What is the community feedback about this
recommendation?
Staff members have said that this problem exists. It is
commonly reported elsewhere (see linked articles).
How will the recommendation impact system changes
for policies, processes and procedures in the City?
A uniform policy or language must be developed and
distributed to all staff who respond to complaints, providing
direction for how to respond to complaints that seem to be
based on discrimination.
Describe how this change impacts racial equity? By having direction and support, City staff will be able to avoid
being used as proxy harassers and can follow up on complaints
appropriately without fearing they will run afoul of City policy
or practice.
What are the unintended outcomes of existing
practices?
Currently, complainants can remain anonymous and use City
staff to harass neighbors with repeated complaint
investigations.
Is this a long-term project? No, policy and philosophy can be evaluated and determined in
the short term.
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
No.
Working Group Comments:
The City has received feedback regarding the use of the City’s response to complaints to harass people of color. Multiple
departments in the City, including the Community Development Department, respond to resident complaints on a wide
variety of issues. In some cases, residents of color have felt targeted by the City while the identity of the complainant is
protected by data privacy rules.
Task Force Comments:
I-4
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendation Submitted By: K. Puram, R. Cooper, T. Fox
Recommendation: City Department Demographic Representation
Increase the number of people of color, and people with Multi Language skills within City Departments to more closely reflect the
demographics of Hennepin County. City goals should reflect the demographics of Hennepin County, as they interact with residents from
surrounding communities as well as Edina residents. For example:
a) Participate in the POC (People of Color) Job Fairs.
b) Set measurable goals for diversifying workforce to account for shifting City demographics.
c) Assess and revise job descriptions, prioritizing public-facing jobs, to include racial equity competencies.
d) Explore programs like Pathway to Policing and Youth Development Programs to help create opportunities for diverse candidates,
and add one FTE for police department to participate in Pathways to Policing Program as soon as possible.
e) Offer additional incentives to diversify recruitment (e.g. offer admission to Edina schools for children).
f) Promote Exchange Programs for police and fire professionals to spend time in Edina.
g) Create pipeline of potential candidates by engaging children of color within the school system to highlight career pathways within
City government.
Data Supporting Recommendation:
1. Fire Department does not have any people of color, and only one woman serving (and she is not Full-Time)
2. Police Department has two people of color, and seven women serving.
3. Survey respondents feel the city poorly responds to reports of race-based discrimination.
4. Survey respondents express concern about police conduct with non-white community members.
5. Survey respondents feel that there is uneasiness and suspicion around how race plays a role in government hiring practices.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes
What is the community feedback about this
recommendation?
See Above
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Hiring guidelines will change by requiring the city to expand its
channels for reaching out. The scoring process of the current state-
mandated point system (Veterans Preference) for hiring should
include race and equity considerations.
Describe how this change impacts racial equity? More people of color and women will make it into the talent pool.
What are the unintended outcomes of existing
practices?
No racial and gender balance in the Police and Fire departments.
Is this a long-term project? Yes
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
HR Department needs to assess the Police and Fire Department’s
hiring practices.
Working Group Comments:
We know the budget for 2018 includes the funding of three new hires within the Police Department. Based on our recommendations, one
person of color should be hired.
I-5
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendations Submitted By: K. Puram, R. Cooper, T. Fox, K. Bass, P.
Arsenault
Recommendation: Community Engagement Plan and Staffing
1. Develop a policy and procedures that includes the city’s philosophy about the purpose and value of the city’s efforts in
community engagement. Create an intentional community engagement plan that outlines the city’s community
engagement approach and task a city employee with overseeing /directing community engagement work either by
revising a current employee’s job duties or creating a new position, i.e., a plan/person to:
● Oversee building relationships with all residents, paying particular attention to understand experience of communities
of color, with time designated to visit neighborhood events, establish relationships with religious leaders, and
neighborhood and ethnic associations;
● Coordinate volunteer opportunities and public participation when there are decisions for which the city is seeking
public feedback and other types of public involvement, such as Boards, Commissions, Task Forces and other appointed
positions to ensure that residents of color are included and heard
2. Build trust between Police and Community
a) Create Resident Oversight Board to review complaints of police misconduct.
b) Review current outreach (community involvement) programs, evaluate the efficacy of each of those programs,
prioritize department focus to ensure participation of people of color, and introduce new ones as needed.
3. Revise the Human Services RFP to include a deliverable around funding community-based organizations lead by
communities of color to assist the city with engagement.
Data Supporting Recommendation:
(1) 2017 Quality of Life Survey data
Edina is becoming more diverse. Police need to adapt and be sensitive to the cultural diversity. There is a perception of police
racism, driving while brown/black, privacy violations through Google searches by police. About half of respondents felt that
expanding cultural events, enhancing promotion and awareness of cultural events and providing educational opportunities
about different cultures and customs locally and around the world.
(2) Community Data (Collected as part of Race Equity Initiative)
Many observe that there are few or no people of color /American Indian that represent the city in government leadership n
government-appointed groups.
(3) HRRC Community Conversations December 2015 Report included the following comments:
“Resident who are not citizens feel like they have no voice in Edina.”
“My language and culture make me feel like there are barriers to participating.”
“There is no art from my culture in the Edina art events or fairs.”
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes
What is the community feedback about this
recommendation?
See Above
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Good community outreach and successful community
engagement with all voices heard leads to better
understanding of what polices, processes and procedures
need to be improved to ensure people of color participate
in government appointed groups and feel welcome in all areas
of the community.
Describe how this change impacts racial equity? Government makes decisions without knowing how they
impact communities of color.
What are the unintended outcomes of existing
practices?
Few people of color are in government leadership and
appointed taskforces/boards/commissions. Lack of effective
community outreach and inclusion lead to distrust
in the government, and decisions that do not serve people
of color well because their voice is not included in the decision
making process.
Is this a long-term project? Yes
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Funding a community engagement division / position.
Recommend city review all RFPs for the past 3 years to identify
public dollars spent on community engagement efforts by
consultants. This may be a revenue neutral decision if
resources are deployed differently. How are we spending
these dollars and what value are we getting in return?
Working Group Comments:
What VALUE (beyond input) do our community engagement efforts bring to the city? Other decision making including policies,
quality of city services and relevance of city programming flows from the intention, skill and racial equity competence in the
city’s community engagement practice. Do we aspire to be in relationship with residents to improve services and meet needs?
Then we must consider the infrastructure, resources and skills attendant to building those relationships.
Developing a community engagement philosophy, approach and infrastructure to support will take time to implement. Review
models and best practices from other communities. In the interim, considering revising the Human Services RFP to include a
deliverable around funding community-based organizations with relationships in communities of color to assist the city with
engagement.
Task Force Comments:
I-6
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendation Submitted By:
Recommendation:
City Communications and Technology Services
The city’s communications are an important way we convey answers to the following questions:
Who are we?
What are our values?
What is our past?
Who are we becoming?
1. If it is the city’s intention to ensure that all residents feel they are a part of that story, this needs to be and systematically operationalized. This work should be informed by ongoing relationship ts, residents of color and residents for whom English is a second language – a robust engagement approach (see Recommendation on Community Engagement).
2. Establish a community advisory board for city communications. There is a closed feedback loop for quality improvement of communications tactics and vehicles. When community input is gathered, it is largely der surveys (those already consuming the publications). Particular emphasis should be aching residents of color and those new to the community.
3. Apply race and equity lens to the process for developing communications content: Who writes the stories? Whose stories are included? Whose voices are included?
4. Formally set and implement plain language targets for city communications.
5. Review of the city’s Limited English Proficiency (LEP) policy. Is a policy in place? If not, develop an LEP policy and implement.
Data Supporting Recommendation:
2017 Quality of Life Survey collects demographic data on race of respondents; whether respondents are Spanish,
Hispanic or Latino; and whether a language of than English is spoken at home; however, the report does not
differentiate responses by Race/ethnicity. For example:
• The 2017 Report highlights that three quarters of residents evaluated “sense of community” as “excellent” or “good” however, when that response is disaggregated by race, there is a statistically significant difference in the answer - only 59% of respondents who identified as Hispanic and / or not white evaluated “sense of community” as “excellent” or “good.”
• The job Edina does at welcoming resident involvement was rated as “excellent” or “good” by 65% of respondents overall and 48% of Hispanic and/or not white respondents. Communications is an important tool for conveying a sense of welcome to all residents.
• Similarly, 83% of respondents overall evaluated “value of services for taxes paid” as “excellent” or “good” and only 66% of respondents who identified as Hispanic and / or not white agreed (again, statistically significant difference in evaluation).
• “Opportunities to participate in community matters” was evaluated as “excellent” or “good” by 78% of respondents who identified as white/not Hispanic, but by only 67% by Hispanic and / or not white respondents. HRRC Community Conversations December 2015 Report included the following participant observations:
• “Edina feels like a close knit and superior group that doesn’t let others in.”
• “Residents who are not citizens feel like they have no voice in Edina.”
• “My language and culture make me feel like there are barriers to participating.”
• “Sometimes the city is not responsive to citizen issues.”
“About Town [doesn’t] reflect the diversity of Edina.”
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
?
What is the community feedback about this
recommendation?
Through the Race Equity survey and focus groups, there is a
pervasive sense of not feeling welcome. City Communications
are an important vehicle to address this finding.
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Expanding the range of community voices contributing to our
communications strategies, tactics and methods will ensure
that communications services are effective and of value for
all residents. Changes will include:
--Selection of communications methods we deploy;
--Increasing the effectiveness and value of printed materials;
--Ensuring all residents’ experiences and history are
represented in the stories we tell.
Describe how this change impacts racial equity? City communications ensure that all residents experience the
same level of service.
What are the unintended outcomes of existing
practices?
City fails to effectively reach all residents with important
communications, and is limited in its ability to create a sense
of belonging and welcome via communications
Is this a long-term project? No
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Working Group Comments:
Re Rec 1: Review comp city Bellevue, WA example: https://www.bellevuewa.gov/discover-bellevue/about-
us/
Re Rec 2: Message Matters: Inclusive Communications in a Diverse World
https://www.lmc.org/page/1/MessageMattersMarApr2017.jsp
Re Rec 3: Example: Review Hometown Heroes feature on city’s website. How are these individuals
identified? What is the process? What are the criteria? Who chooses them?
Re Rec 4: A free online software tool that calculates readability https://www.online-
utility.org/english/readability_test_and_improve.jsp
Re Rec 5: A request can be made to translate materials, but the city’s ability to do so is written in English and
difficult to locate on the city’s website. The ability to translate materials should be clearly stated in the top 3-
4 languages (guided by LEP policy) of the city prominently on our website and in printed materials.
Task Force Comments:
I-7
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendation Submitted By: K. Bass, P. Arseneault,
K. Curtin
Criteria Checklist:
Does the City have decision making authority? yes
Is the activity in the scope defined by the City and
the Task Force
?
Recommendation: Data – Quality of Life Survey
Biennial Quality of Life Survey:
1. Report of Results of Biennial Quality of Life Survey should include survey results compared by race/ethnicity to
determine how well residents of color are served by city programs, services and policies; to identify issues faced by
residents of color; and to determine whether residents of color believe they have an opportunity to participate in
community and government matters and have their voice heard, so that survey results can be used to better inform
the city’s race equity goals and to benchmark progress toward those goals. This data should be reviewed by staff and
addressed in the staff report to council.
2. For the next Biennial Quality of Life Survey, rewrite the module that was added in the 2017 Survey to
query race equity work; the module used in 2017 was incomplete/insufficient, and equates this work with
“cultural events” and learning about other cultures and traditions. Only one question addresses inclusion
or representation. This module was added due to the focus on Race and Equity work, but not a single
question uses the word “race” or “equity.”
3. Add module related to Police and public interaction to the Quality of Life Survey. The current question asks respondents to
rate the “quality” of police services. This may or may not be an indicator of satisfaction with experience, visibility or
community interactions. Given the amount of attention public interaction with law enforcement receives, it would be very
useful to have a more robust understanding of the public’s views.
Data Supporting Recommendation:
2017 Quality of Life Survey collects demographic data on race of respondents; whether respondents are Spanish, Hispanic
or Latino; and whether a language of than English is spoken at home; however, the report does not differentiate
responses by Race/ethnicity. For example:
● The 2017 Report highlights that three quarters of residents evaluated “sense of community” as “excellent” or
“good” however, when that response is disaggregated by race, there is a statistically significant difference in
the answer - only 59% of respondents who identified as Hispanic and / or not white evaluated “sense of
community” as “excellent” or “good.”
● Similarly, 79% of respondents overall evaluated “opportunities to volunteer” as “excellent” or “good” and only 63%
of respondents who identified as Hispanic and / or not white agreed (again, statistically significant difference in
evaluation).
● “Opportunities to participate in community matters was evaluated as “excellent” or “good” by 78% of
respondents who identified as white/not Hispanic, but by only 67% by Hispanic and / or not white respondents.
● 67% of Hispanic and / or not white respondents said it was “essential” or “very important” to promote and
provide opportunities for diverse representation in local leadership, advisory and policy making roles, versus
only 55% of white respondents rating the importance as “essential” or “very.”
What is the community feedback about
this recommendation?
Many observe there are few or no people of color
in Government leadership and appointed groups
How will the recommendation impact system
changes for policies, processes and procedures in
the City?
Data on disparate impact can be used to recognize need
for Change and can support changes in policies,
processes and Procedures
e.g.:
When survey responses on quality of Edina services
are disaggregated by race, there is a statistically
significant difference in answers
-- 92% of respondents overall evaluated “snow removal”
as “excellent” or “good” and only 78% of respondents
who identified as Hispanic and / or not white evaluated
“snow removal” as “excellent” or “good;
--75% % of respondents overall evaluated “sidewalk
maintenance” as “excellent” or “good” and only 62% of
respondents who identified as Hispanic and / or not
white evaluated “sidewalk maintenance” as “excellent”
or “good”
--81% of respondents overall evaluated “value of services
for taxes paid” as “excellent” or “good” and only 66% of
respondents who identified as Hispanic and / or not white
evaluated “value of services for taxes paid” as “excellent”
or “good.”
Describe how this change impacts racial equity? Data can be used to benchmark progress towards race
equity goals
What are the unintended outcomes of
existing practices?
City fails to recognize that race can determine how well
the city is serving its residents
Is this a long-term project? no
Is this an area of the City government that needs
more assessment and if so, what additional
resources will be required?
?
Working Group Comments:
The working group has questions about whether the current Quality of Life survey vendor is comfortable discussing issues
of race and equity.
Task Force Comments:
I-8 City of Edina Race and Equity Initiative Working Group: Institutions Working Group Recommendation Submitted by: K. Bass
Recommendation: Using best available data, disaggregate maps of resident population by race. Apply race equity criteria for allocating funds through city budgeting process for Capital Improvement Projects, Pedestrian and Cycling Safety (PACS) Fund and Operating Budget.
Data Supporting Recommendation In 2011, Bloomington Public Health completed an environmental scan, inventory and focus groups of residents of the Parklawn neighborhood in Edina to assess barriers to physical activity and access to nutritious foods. This area is racially and ethnically diverse (36.7% in the 240.03 Census Tract) and lower income (18% lives under 200% of the Federal Poverty level) compared to other parts of the City. The assessment found that the area, home to many families and children, is bounded by busy streets with few sidewalks and trails. Further, there are no amenities in the neighborhood park. This finding, “Lake Edina Park, near the Fred Richards Golf Course, is an open space that many of the children, parents, school staff, program directors and apartment complex managers mentioned as a desirable location for a park with amenities.” In 2012-13, community organizers from the do.town project, funded by Blue Cross and Blue Shield of Minnesota, again worked with Parklawn neighbors to advocate for a play structure or other amenities in Lake Edina Park. Funding for the planning of a play structure was proposed in the 2013 Capital Improvement Plan budget. As of 2018, however, children in the Parklawn neighborhood still lack a play structure in their neighborhood park while upgrades and investments in park facilities have been made across the city in the intervening years. From the City Quality of Life Survey, 79% of white residents evaluated sidewalk maintenance as “excellent” or “good” compared to 62% of respondents who identified as Hispanic and/or not white. This is a statistically significant difference. 83% of respondents overall evaluated “value of services for taxes paid” as “excellent” or “good” and only 66% of respondents who identified as Hispanic and/or not white agreed. Again, a statistically significant difference. http://voicesforracialjustice.org/from-colorblind-to-race-conscious-two-very-different-sets-of-metrics/
Criteria checklist: Does the city have decision-making authority? Yes Is the activity in the scope defined by the City and the Task Force? Yes What is the community feedback about this recommendation?
How will the recommendation impact system changes for policies, processes and procedures in the City? Different criteria will need to be developed and applied to develop budgets Describe how this change impacts racial equity Distribution of public dollars in a race conscious way acknowledges the disparities in living conditions and takes into disinvestment in neighborhoods of color over generations What are the unintended outcomes of existing practices? We perpetuate the idea that the distribution of public resources and public policy has been “colorblind.” A colorblind framework pretends as if race has not been a determining factor when making investments and setting public policy. A colorblind approach does not see the dramatic disparities in living conditions between white, affluent residents and communities of color and low wealth European Americans. Is this a long-term project? No
Working Group Comments: The Edina Transportation Commission has done some work already to develop equity based criteria for the PACS fund. An example is attached to this recommendation.
Task Force Comments:
PROPOSED Pedestrian and Cyclist Safety Fund (PACS) Fund Equity Scoring Criteria
BACKGROUND In the November 2016 ETC packet, staff proposed a set of projects for the PACS Fund. An excerpt from the staff cover letter discuss the current criteria: “In recommending sidewalk construction projects, staff considers a number of criteria. Several factors can affect if and how each criterion is applied and the relative weight given to each. Often, opportunities such as planned road construction projects and outside funding present themselves, and the sometimes fluid nature of these opportunities can affect if and when sidewalk projects are recommended and constructed. Below are some of the key criteria staff considers, generally listed in descending order of relative weight. • Part of neighborhood street reconstruction project (up to 50 percent cost savings) • Part of state-aid reconstruction project (state-aid funds pay up to 80 percent of construction) • Active Routes to School Sidewalk (recommended in the ARTS Plan) • Included in the Comprehensive Plan (on the sidewalk facilities map) • Estimated cost of project relative to remaining PACS Fund budget • Additional funding/grant opportunities • Surveys and/or design documents completed • Petition for a sidewalk submitted by residents” Nearly all criteria focus on cost. There is an assumption inherent in current budgeting that all residents and all neighborhoods have the same relationship to public dollars. An equity lens says that we make decisions about the distribution of resources based on need and equal outcomes.
RECOMMENDATION In selecting projects to be funded by the PACS fund, the ETC recommends a set of equity-based criteria for prioritizing capital investment in pedestrian and bicycling facilities. This effort is meant to quantifiably evaluate neighborhoods, and ensure that investments are equitably targeted and support [Policy Basis – community vision, comprehensive plan, policy goals]. The criteria are a combination of community, neighborhood, infrastructure and cost characteristics using multiple data sources. Infrastructure projects that rank high are prioritized for investment. Questions to consider: Are there criteria missing? What points should be assigned? (This conveys community values) What data sources should be referenced?
Community Characteristics•Concentration of race/ethnicity other than white•Density of transit riders in the neighborhood•Population density in the neighborhood•Youth density of the neighborhood
Neighborhood Characteristics•Proportionality of investment•Active Routes to School Sidewalk•Proximity to other facilities (park, commercial, etc.)•Resident petition•Neighborhood safety (history of crashes or crime)
Cost Characteristics•Asset lifespan•Asset condition•Part of neighborhood reconstruction project•Part of state-aid reconstruction project•Estimated cost of project relative to remaining PACS Fund budget•Additional funding/grant opportunities•Surveys and/or design documents completed
PACS Fund Capital Project Selection
Community Characteristics 1. Neighborhood concentration of race/ethnicity other than white 2. Density of transit riders in the neighborhood 3. Population density in the neighborhood where the facility is proposed (2 possible points). The more densely populated neighborhoods will be a higher priority. This metric takes into account extra wear and tear on infrastructure in high density areas and the proportional value of public investment dollars per person in those areas. 4. Youth density of the neighborhood where the park is located (3 possible points). The higher the youth density of the neighborhood, the higher it is scored and it is moved up the list for priority. Same logic as the above metric applies with an extra focus on the needs of families and the needs of children who are dependent on sidewalk and bicycle facilities for independent mobility.
Neighborhood Characteristics 1. Proportionality of investment (3 possible points if no other facility was constructed in this quadrant in the last year). Referring to the amount of capital invested in each quadrant. 2. Neighborhood safety – history of crashes or crime (2 possible points). Neighborhood crime statistics are looked at to determine need, with more crashes or crime in an area resulting in a higher score and increased priority for capital investment. This is a public health and racial equity approach to crash and crime reduction, grounded in the understanding that these are outcomes of disinvestment. 3. Active Routes to School Sidewalk 4. Indicated in the Comprehensive Plan (Sidewalk Facilities Map or Master Bicycle Plan) 5. Resident petition – petition for sidewalk submitted by residents
Cost Characteristics 6. Asset lifespan (3 possible points). Facilities are evaluated and higher points are given to infrastructure more than five years past its lifespan. 7. Asset condition (5 possible points). Assets in worse condition receive higher priority for rehab. 8. Part of neighborhood reconstruction project 9. Part of state-aid reconstruction project 10. Estimated cost of project relative to remaining PACS Fund budget 11. Additional funding/grant opportunities 12. Surveys and/or design documents completed
I-9
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendations Submitted By: P. Arsenault,
K. Bass, K. Curtin
Recommendation:
Review Police Department policy for posting individual names on the department website’s “Crimes Report”; revise to
balance public safety with protection of due process through a racial equity lens.
Data Supporting Recommendation:
It is likely that the department data follows national trends where people of color are disproportionately arrested by
police.
https://www.vanityfair.com/news/2016/07/data-police-racial-bias
Thus, the publication of individuals’ names are likely to disproportionately impact people of color who live and visit the
city.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and
the Task Force
Yes
What is the community feedback about
this recommendation?
See Above
How will the recommendation impact system
changes for policies, processes and procedures in
the City?
EPD process for posting individual’s names with Crime
Report may change
Describe how this change impacts racial equity? This will help the Department build a culture of trust and
respect with the community
What are the unintended outcomes of
existing practices?
Bringing public shame on community members without due
process; violating privacy of individuals who may never be
convicted of a crime; may have long-lasting effect such as
impeding individuals from gaining employment
Is this a long-term project? Yes
Is this an area of the City government that needs
more assessment and if so, what additional
resources will be required?
Yes
Working Group Comments:
Including the names of individuals in online arrest reports can bring public judgment and scrutiny, before due process
and may bring shame and have long lasting effects on individuals who may never be convicted of a crime. It is likely
that this practice has a disproportionate impact on people of color who live in and visit Edina. The EPD posting policy
should weigh the impact on an individual’s due process and risk to community trust with the benefit to public safety
and transparency. Could arrest type and location be posted without naming individuals? Could individual names be
posted and removed in 7 days?
Task Force Comments:
I-10
City of Edina Race and Equity Initiative Working Group: Institutions
Working Group Recommendations Submitted By: K. Puram, R. Cooper, T. Fox
Recommendation: PD Data Collection and Management
Require Data Collection to provide the ability to make informed policy and procedure adjustments.
a. Collect data regularly on community attitudes and perceptions about local law enforcement through an
anonymous survey, including race data.
b. Collect and analyze demographic data, including but not limited to race, on all stops (with outcome, by race), searches
and seizures (all detentions) in accordance with 21st Century Policing’s best practices
c. Collect data about non-criminal tickets to create transparency.
d. Analyze the data on a regular basis and share the information with the public. Put actions in place when adjustments
to policy or practices are needed.
Data Supporting Recommendation:
1. Based on feedback from community survey, there is a perception of racial bias in traffic stops and other interactions with
the police. Here are some examples of the survey responses:
a) One of my biggest observations is how many people of color are pulled over by police officers in the City. In a two
week period of time I saw five African-American people pulled over and in that same period of time I saw no white
people pulled over.
b) Various experiences of police officers using condescending approaches and micro aggressions towards people of color.
c) Neighbors call police for suspicious behavior of people of color in their neighborhoods.
d) A person of color in the community gets pulled over by police frequently.
e) As a person of color, a community member is always concerned about being pulled over.
2. When a racial incident happens, there is no data to confirm or to deny that these incidents are happening in isolation, or if
there is a pattern.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes
What is the community feedback about this
recommendation?
See Above
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Based on data collected, there may be a need for changes in all
three.
Describe how this change impacts racial equity? If the data shows a pattern of racial bias, policy and procedural
changes will bring about racial equity.
What are the unintended outcomes of existing
practices?
Lack of trust between the community and police.
Is this a long-term project? Yes
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Once data is collected, an independent body must analyze the
data and provide recommendations based on the outcome. This
may require additional resources.
City of Edina Race and Equity
Initiative Working Group
Recommendation
Working Group: Services
Submitted By: S. Allison
S-1
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes
What is the community feedback about this
recommendation?
None.
How will the recommendation impact system changes
for policies, processes and procedures in the City?
We see this as a starting point to review all city policies for
Plain language purposes.
Describe how this change impacts racial equity? Plain language will help everyone but especially people of
Color for whom English is a 2nd language.
What are the unintended outcomes of existing
practices?
An individual who struggles with English will have difficulty
understanding the process for requesting data and may not
complete forms correctly, or may simply give up requesting
the data.
Is this a long-term project? No
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
Not necessarily. There is a Records Management Committee
that could add this to their agenda.
Working Group Comments:
Task Force Comments:
Recommendation:
Step One: Review Record Management - Data Practices Policy (Data Request) and rewrite this using Obama’s Plain Language
Initiative Hemingway Application.
Step Two: Have the city review all policies for plain language; all new policies should go through a plain language review.
Data Supporting Recommendation:
In a bubble chart survey conducted by the group, Record Management rose to the top as an area for the group to examine.
Daily filing and maintenance of City records do not appear to be an area that would negatively impact people of color. Data
Practices Policy (part of Record Management) that explains how to make a Data Request to the City, is difficult to read. It is a
“Legalese” style of writing which is necessary to some degree because it is governed by State Statute; however, it could be
Written in plain language. This is an area that could impact people of color.
S-3
City of Edina Race and Equity Services
Working Group Recommendation
Working Group: Services .
Submitted By:_E. Allenberg, B. Hubbard, D. Nye____
Recommendation: Police Department Policies
1: Analyze policies related to external and independent criminal investigations and prosecutions for Officer Involved
Shootings and In-Custody death incidents. (Policies 500.00 – Authorized Use of Force, 520.00 – Deadly Force, 530.00 –
Discharge of Firearms, 720.00 – City Jail: Booking Intake Release).
2: Evaluate the Department Policy Manual through a race and equity lens, related to Use of Force, specifically focusing
on training, investigations, prosecution, data collection and information. (Policies 500.00 – Authorized Use of Force,
510.00 – Use of Non-Lethal Force, 520.00 – Deadly Force, 530.00 – Discharge of Firearms).
3: Review and consider adding a provision to current policy requiring officers to identify to individuals stopped or detained as
soon as practical and reasonable the following:
1. The reason for their stop, and
2. The reason a search is being conducted, if applicable.
(Policies 320.00 – Conduct of Department Members, 605.00 – Persons Detained or In-Custody).
4: Review the department’s Policy 690.00 – Impartial Policing. Ensure that this policy meets the stated goal of “reaffirming
the Department’s commitment to impartial/unbiased policing and to reinforce procedures that serve to assure the public
that the Department is providing service and enforcing laws in a fair and equitable manner to all.”
Data Supporting Recommendation:
*2017 Race & Equity Community Survey information
-Some respondents mentioned a perception that people of color are stopped and/or arrested more often by Edina Police.
-Some respondents mentioned that some people of color do not feel welcome in situations that involve Edina police
officers.
*”President’s Task Force on 21st Century Policing” (2015)
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes
What is the community feedback about this
recommendation?
See Above.
How will the recommendation impact system changes
for policies, processes and procedures in the City?
After adequate review, these changes would have direct
impact on Police Department policies.
Describe how this change impacts racial equity? If it is determined that any current policies would have a
disparaging effect on communities of color, changes to these
policies would have a significant impact for racial equity.
What are the unintended outcomes of existing
practices?
If policies are not equitable, communities of color could be
significantly impacted by Police Department policies.
Is this a long-term project? Yes – Short-term and Long-term
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
The listed policies should be assessed however, this should
not require significant additional resources to complete.
S-3
City of Edina Race and Equity Services
Working Group Recommendation
Working Group: Services .
Submitted By:_E. Allenberg, B. Hubbard, D. Nye____
Working Group Comments:
The department has a very thorough and comprehensive policy manual. When reviewing the manual through the lens of
equity and community policing opportunities, the Work Group identified key areas where the department could review
policies for possible improvements and to ensure the current policies encourage inclusiveness for all.
Recommendation 1 - External and independent criminal investigations of these incidents is current department practice.
However, a review of these policies would be beneficial to ensure transparency.
Recommendation 2 – The Work Group felt that all police departments should periodically review their use of force policies
and it would be a good time to make sure the Edina Police Department’s Use of Force policy has been reviewed.
Recommendation 3 - Although this is current practice, the Work Group felt requiring this information would provide for
transparency and would also serve to protect both the citizens of Edina and arresting officers if there were discrepancies
about stop/arrest reasons.
Task Force Comments:
S-4
City of Edina Race and Equity
Initiative Services Working Group
Recommendation
Working Group: Services .
Submitted By:_E. Allenberg, B. Hubbard, D. Nye____
Recommendation: Police Department Training Recommendation
Research and implement successful models for training in the areas of implicit bias, cultural diversity, police legitimacy,
and procedural justice. The work could potentially coincide, at least in part, with the GARE/Race and Equity Task Force
work currently underway.
Data Supporting Recommendation:
*2017 Race & Equity Community Survey information - some respondents mentioned that some people of color do not feel
welcome in situations that involve Edina police officers.
*”President’s Task Force on 21st Century Policing” (2015)
*Review best practices from the cities, including cities of Seattle and St. Paul.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the
Task Force
Yes
What is the community feedback about this
recommendation?
See Above.
How will the recommendation impact system changes
for policies, processes and procedures in the City?
Ensuring that all police officers are properly trained will
ensure that all processes and procedures are being correctly
implemented.
Describe how this change impacts racial equity? Ensuring that all police officers are properly trained will
ensure that all people of all races are treated equitably.
What are the unintended outcomes of existing
practices?
Incidents of police officer implicit bias and a lack of police
legitimacy in the eyes of some, or more, members of the
community.
Is this a long-term project? Yes – Short-Term and Long-Term
Is this an area of the City government that needs more
assessment and if so, what additional resources will be
required?
The Police Department currently puts resources towards
successful officer training. Any changes in this area may
require additional resources to properly facilitate.
Working Group Comments:
The Department currently takes great pride in having robust and varied opportunities for officers to be well-trained in
various aspects of law enforcement. This time and commitment is very valued by the Department, but the Working Group
feels it is very important to ensure that there is specific training offered on various subjects dealing with race and equity.
This view is rooted in a feeling that the city or Department only get better with more knowledge.
The Working Group suggests any training recommendations are done jointly between department and non-police
personnel with recognition that neither entity controls this issue completely.
S-4
City of Edina Race and Equity
Initiative Services Working Group
Recommendation
Working Group: Services .
Submitted By:_E. Allenberg, B. Hubbard, D. Nye____
Task Force Comments:
S-5, S-6, S-7, S-8, S-9
S-5 Parks and Recreation Recommendation One: Parks and recreation programs should
start collecting demographic data about program utilization to ensure their programs are being
utilized across all Edina residents.
Data Supporting Recommendation: There is currently no data tracking to know if our parks
and rec programs utilization and participation are representative of Edina city demographics.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many community members of
color during the community conversations mention not feeling comfortable at various youth
sports programs and recreation programs in Edina.
How will the recommendation impact system changes for policies, processes and procedures in
the City? It will depend on the data that is tracked. It could potentially change park and
recreation offerings and communications of offerings, but it would depend on analysis of data.
Describe how this change impact racial equality? This is merely the first step in understanding in
our park and recreation utilization and making sure it is responsive to all community members.
What are the unintended consequences of existing practices? Certain Edina community
members feeling unwelcome at parks and recreation programs, having parks and recreation
programs that are not of interest to certain community members, certain programs being cost-
prohibitive.
Is this a long term-project? Short and long term.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? Yes, this is purely an assessment request. Additional resources are
required from the perspective of setting up accurate data collection processes and back end
data analysis.
Working Group Comments:
Task Force Comments:
S-6 Parks and Recreation Recommendation Two: City staff currently oversee certain city
associations and city associations utilize city parks and recreation facilities in partnership with
the city (Braemar Ice Arena, domed facility, fields, etc…), but do not have any enforcement
power or mechanism in place currently to assure that associations are operating in accordance
with the city's expectation regarding race equity and inclusion. The city also contracts with
outside vendors for parks and recreation programs and needs to establish expectations that all
outside vendors will adhere to and established process and procedure for dealing with race
based issues and discriminatory practices.
Data Supporting Recommendation: Anecdotal feedback from community surveys: community
members of color during the community conversations mention not feeling comfortable at
various youth sports programs and recreation programs in Edina.
Criteria Checklist:
Does the City have decision making authority? Maybe
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many community members of
color during the community conversations mention not feeling comfortable at various youth
sports programs and recreation programs in Edina.
How will the recommendation impact system changes for policies, processes and procedures in
the City? It would require a process to be established between the city and sports associations if
there are issues involving race based discrimination or equity issues.
Describe how this change impact racial equality? It would allow for an established process to
ensure the city has established oversight over the associations under its purview and that utilize
its facilities. It would give show Edina residents the city is serious about taking racial
discrimination complaints seriously by offering a transparent process.
What are the unintended consequences of existing practices? That there is no oversight and
racial biased events could happen without consequence.
Is this a long term-project? Mid to long term. Goal is to improve oversight of internal
associations programs and outside vendors management to assure that all activities meet or
exceed city goals for race, equity and inclusion.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? The city would need to assess the existing relationship with city
associations, where they have existing relationships and oversight and where they don’t and if
there are opportunities to establish processes. The city needs to review and understand how
their partnerships with city associations in utilization of city facilities give them an opportunity to
establish oversite in this area.
Working Group Comments:
Task Force Comments:
S-7 Parks and Recreation Recommendation Three: Improve marketing and communication
about parks and recreation programs to different audiences/demographics within Edina (also
see marketing recommendations). Intentionally target underrepresented groups. Are current
communications effective for underrepresented populations: Channel? Need translation
services? This recommendation includes reviewing the parks and rec webpage to ensure it is
user-friendly for all audiences.
Data Supporting Recommendation: See data recommendation #1 and marketing data
collection recommendation #1. There is little data collected other than anecdotal data
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many community members of
color during the community conversations mention not feeling comfortable at various youth
sports programs and recreation programs in Edina.
How will the recommendation impact system changes for policies, processes and procedures in
the City? This does not require a change in policy, but potentially a change in marketing and
communication practices to identify segments within the community and market/communicate to
them based on how they are receptive to communication.
Describe how this change impact racial equality? It could potentially have a very positive impact
if community members that are underrepresented in programs feel like they are being more
welcomed into the programs and are better educated on what programs exist in the city. The
first step is to better understand what barriers there are to utilization of programs and what
communication barriers exist.
What are the unintended consequences of existing practices? Under-representation of persons
of color in parks and recreation programs, feelings of not belonging.
Is this a long term-project? Short and long term.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? Yes, this would be a two step process in conjunction with our
marketing and communications recommendation. One, to better assess and understand how we
can communicate better with underrepresented populations and then to change
communications practices accordingly.
Working Group Comments:
S-8 Parks and Recreation Recommendation Four: Review price points of park and
recreational programs, determine if this is a barrier to utilization and if so, come up with
programs to reduce this barrier.
Data Supporting Recommendation: See data recommendation #1.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many community members of
color during the community conversations mention not feeling comfortable at various youth
sports programs and recreation programs in Edina.
How will the recommendation impact system changes for policies, processes and procedures in
the City? It could potentially impact pricing structure or the city can look into actively partnering
with programs like Edina Give and Go. Highlighting how to give access to programs instead of
pricing feeling like a barrier to entry.
Describe how this change impact racial equality? In Edina people of color have a higher rate of
poverty than the rest of the population. Pricing structures can greatly impact the ability to utilize
programs and the city need to review these structures to ensure that all citizens can access our
programs.
What are the unintended consequences of existing practices? Under-representation of persons
of color in parks and recreation programs, feelings of not belonging.
Is this a long term-project? Short and long term.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? Yes, this would be a two step process. One, to better assess if
pricing is a barrier to utilization of parks and recreation programs and then how does the city
affect change accordingly.
Working Group Comments:
Task Force Comments:
S-9 Parks and Recreation Recommendation Five: Recognize the evolving demographics of
our community and develop new programming to meet the needs of all community members.
Develop new programming for underrepresented community members.
Data Supporting Recommendation: See data recommendation #1.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many community members of
color during the community conversations mention not feeling comfortable at various youth
sports programs and recreation programs in Edina.
How will the recommendation impact system changes for policies, processes and procedures in
the City? It could potentially impact pricing structure or the city can look into actively partnering
with programs like Edina Give and Go. Highlighting how to give access to programs instead of
pricing feeling like a barrier to entry.
Describe how this change impact racial equality? In Edina people of color have a higher rate of
poverty than the rest of the population. Pricing structures can greatly impact the ability to utilize
programs and the city need to review these structures to ensure that all citizens can access our
programs.
What are the unintended consequences of existing practices? Under-representation of persons
of color in parks and recreation programs, feelings of not belonging.
Is this a long term-project? Short and long term.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? Yes, this would be a two step process. One, to better assess if
pricing is a barrier to utilization of parks and recreation programs and then how does the city
affect change accordingly.
Working Group Comments:
Task Force Comments:
S-10
City of Edina Race and Equity Initiative
Services Group - Marketing and Communications Recommendations
Submitted by Chris Smith
Recommendation One: Collect data to determine if media is reaching and whether message
pertains to POC in Edina. We feel this is an area the city needs more surveying and a media
assessment to understand who reads specific publications/channels and if city publications are
not reaching/resonating with POC, this can be a barrier to feeling welcome in the city and to
accessing programs and institutions.
Data Supporting Recommendation: There is currently no data tracking to know if the current
marketing and communications from the city effectively communication with all demographics
within the city.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many persons of color report not
feeling welcome at many places within the city, nor do they utilize programs within the city.
While working on the institutions and services themselves is important, how we message and
communicate to persons of color is also an important aspect of city services.
How will the recommendation impact system changes for policies, processes and procedures in
the City? It will depend on the data that is tracked. It could potentially change city
communication processes.
Describe how this change impact racial equality? Proactive inclusion.
What are the unintended consequences of existing practices? Continued perception that POC
are not supported or encouraged by the community.
Is this a long term-project? Continuous.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? Yes, this is purely an assessment request. Additional resources are
required from the perspective of setting up accurate data collection processes and back end
data analysis.
Working Group Comments: Part of the recommendation of the initiative should be marketing so
that the whole community understands the goal of inclusivity. Would be nice for the city to host
community cultural events and market them via city communications; spotlight minority owned
businesses in city publications, etc…
Task Force Comments:
S-11
Recommendation Two: Create a holistic communications strategy with a racial equity lens in
mind.
1. Make sure all demographics within the city are communicate to via appropriate channels
and messaging. Review if translation services are needed.
2. Share best practices within other city departments to determine overall best practices
from a communications perspective.
3. Find new ways to communicate with POC in our community.
4. Highlight POC, cultural events and more in city publications = are our publications truly a
reflection of the demographics of our city?
Data Supporting Recommendation: There is currently no data tracking to know if the current
marketing and communications from the city effectively communication with all demographics
within the city. But many persons of color report not feeling welcome at many places within the
city, nor do they utilize programs within the city. There could be a correlation between these two
things.
Criteria Checklist:
Does the City have decision making authority? Yes
Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? Many persons of color report not
feeling welcome at many places within the city, nor do they utilize programs within the city.
While working on the institutions and services themselves is important, how we message and
communicate to persons of color is also an important aspect of city services.
How will the recommendation impact system changes for policies, processes and procedures in
the City? It will change how we communicate to being more inclusive and strategic.
Describe how this change impact racial equality? Proactive inclusion.
What are the unintended consequences of existing practices? Continued perception that POC
are not supported or encouraged by the community.
Is this a long term-project? Continuous.
Is this an area of the City government that needs more assessment and if so, what additional
resources will be required? Potentially more communications/marketing resources; this will
require a more strategic approach to communication, potentially creating new channels for
communication, translation services, reviewing current best practices, etc...
Working Group Comments: Part of the recommendation of the initiative should be marketing so
that the whole community understands the goal of inclusivity. Would be nice for the city to host
community cultural events and market them via city communications; spotlight minority owned
businesses in city publications, etc…
Task Force Comments:
TF-2 City of Edina Race and Equity Initiative Working Group: Institutions Working Group Recommendation Submitted by: K. Bass
Recommendation:
Attribution for historically significant contribution of Yancey Family to Edina’s
history Name a public facility in the Grandview area, if not Edina City Hall, after BC and Ellen Yancey.
Data Supporting Recommendation Beverly Claiborne (BC) Yancey was a Union soldier in the Civil War, a farmer, a founding member of the local Grange and the recorder for the 1888 vote that created the Village of Edina. In fact, the decision to name the city “Edina” was not without controversy. Yancey appeared to have served something of a peacemaker and mediator role in the debate. "Meeting was somewhat boisterous for a few minutes until, through the efforts of Mr. Yancy, order was restored. “ https://edinamn.gov/1016/Edinas-Name The whole family played a prominent role in Edina’s early days. BC served on the Village Council. The Yancey berry and potato farm was located at present day Hwy 100 and Eden Ave, where city hall now sits. His wife, Ellen Maria Bruce Yancey, founded the first PTA in Edina. BC is described as “industrious” with an interest in self-improvement. He was trusted, serving as a “gatekeeper” of the Grange, which at the time operated as a “secret society.” The Yanceys were one of at least 17 Black families that lived in Edina between the Civil War and the 1930s. The reasons for the families’ departure from the city in the early part of the 20th century has been a subject of study and speculation, but may be linked to the racial covenants introduced during the development the Country Club neighborhood in the 1920s and increasing white racial animus of post-Civil War Reconstruction. http://www.startribune.com/edina-s-historical-mystery-black-flight/184985461/ https://hennepinhistorymuseumblog.wordpress.com/2017/03/06/maggie-yanceys-1881-geology-book/
http://yanceyfamilygenealogy.org/edina.htm Criteria checklist: Does the city have decision-making authority? Yes Is the activity in the scope defined by the City and the Task Force? Yes
What is the community feedback about this recommendation? According to the 1-1-13 Star Tribune article, “With city redevelopment plans for the nearby Grandview area advancing, some residents have suggested that the Yancey name should be used somewhere to salute the prominent role the family played in Edina's early days.” How will the recommendation impact system changes for policies, processes and procedures in the City? It will not. This is largely symbolic. Describe how this change impacts racial equity The acknowledgement of the important contributions of a Black family in the very establishment of the City would signal inclusion and belonging of residents of color. What are the unintended outcomes of existing practices? The omission of the Yanceys from public discourse and spaces has hidden the contribution of Black families to the early years of the Village, while many white City leaders are acknowledged in street names, public parks and
on the walls of City Hall. This erasure serves to perpetuate the idea that Edina “has always” been a white enclave. That is not the case. Is this a long-term project? No Working Group Comments: BC and Ellen Yancey were a founding family of Edina, have been deceased for 100+ years and influenced Edina’s history. Task Force Comments: