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<br /> <br /> <br />A. Discuss Equity Strategic Action Plan <br /> <br />Massopust stated in 2021 the New Brighton City Council adopted an Equity Framework and <br />Statement that guides the work and objectives of the City’s Diversity, Equity, and Inclusion <br />(DEI) initiatives. Staff reviewed the Equity Framework in further detail with the Commission. It <br />was noted the Equity Strategic Action Plan (ESAP) would be a tactical document that helps the <br />City achieve the Equity Statement. One of the main roles of the Equity Commission is oversight <br />of the Plan. Not all, but many of the future Equity Commission meetings will be based on the <br />contest of the current and future ESAPs. <br /> <br />Massopust explained the ESAP is broken down into four different themes with key initiatives <br />within each. After our Equity Commission discussion these will be incorporated into a more <br />formal, City of New Brighton branded document. Massopust and Suggs commented further on <br />the ESAP and requested feedback from the Commission. <br /> <br />Discussion included: <br /> The Commission asked how internal policies and processes fit into the ESAP. <br /> Mayor Niedfeldt-Thomas noted the Equity Framework could always be amended based <br />on recommendations from the Equity Commission. <br /> The Commission questioned how staff would monitor the success of the ESAP. <br />Massopust described how department representatives would provide oversight and noted <br />the ESAP would be updated over time as work is completed. <br /> The difference between aggregated and disaggregated data was discussed. <br /> The Commission requested staff share the equity statement survey results with the <br />Commission. <br /> The Commission suggested data collection oversight be changed to goal setting. <br /> The Commission supported each department having the same or similar metrics versus <br />separate metrics. <br /> The Commission discussed how the City could benefit from the recent census data. <br /> Discussion ensued regarding how data would be collected and what data should be <br />collected from respondents. <br /> The goals of the resident survey were further discussed. <br /> The makeup of the internal DEI Strategy Team was described. <br /> The Commission asked how equity and equality was considered within the budgeting <br />process. <br /> The Commission suggested an addendum or list of ideas be created on issues that should <br />be back for further discussion. <br /> The Commission supported staff looking further into the City’s hiring practices and <br />placement of minorities within the organization. <br /> Equity within hiring processes was further discussed and Mayor Niedfeldt-Thomas <br />commented on a conversation she had with the League of Minnesota Cities. <br /> Suggs described training that would be provided to staff by Crisis Actors. <br /> The Commission encouraged the City to consider how to measure cultural competency. <br /> The benefits of being a part of the GARE were discussed with the Commission. <br /> Mayor Niedfeldt-Thomas explained it would take years to reach the goals set out within <br />the ESAP. <br /> Staff noted they would be doing quarterly and yearly check ins on the ESAP.