HomeMy WebLinkAbout08/23/2016 02 Equity Issues Presentation xs .1
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BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDASTATEMENT
Item No. 2.
For Meeting of: August 23, 2016
ITEM TITLE: Approaching Equity Issues in Yakima - Presentation by Benita Horn
SUBMITTED BY: Cliff Moore, City Manager
Joan Davenport, AICP Community Development Director
SUMMARY EXPLANATION:
On May 3, 2016, the City Council directed staff to conduct an Equity Study and referred this
project to the Neighborhood and Community Building Committee (NCBC). Staff has been
collecting data and working with the Council members of the NCBC to develop the scope of the
study. In researching how other Washington State communities have implemented Equity
Programs, it was suggested that it would be helpful to have an expert provide information to the
Council to discuss tools, techniques, goals and implementation steps to achieve a meaningful
Equity Program. Benita Horn has provided professional cultural awareness services to several
Washington communities. Her resume and a recent presentation made to the City of Renton is
attached.
ITEM BUDGETED:
STRATEGIC PRIORITY: Neighborhood and Community Building
APPROVED FOR
SUBMITTAL: City Manager
STAFF RECOMMENDATION:
This is a listening session. It is very likely that additional sessions will be necessary to provide the
scope and implementation steps for an Equity Program in Yakima.
BOARD /COMMITTEE RECOMMENDATION:
The Neighborhood and Community Building Committee has invited Ms. Horn to speak to the
entire City Council.
ATTACHMENTS:
Description Upload Date Type
Benita Horn Resume 7/25/2016 Backup Material
City of Renton Power Point on Equity Program 7/25/2016 Backup Material
Race and Social Justice Initiative Mayor Executive
O 8/8/2016 Backup Material
Order
CI Six Essential Strategies 8/8/2016 Backup Material
Benita Rodriguez Horn
Benita R. Horn & Associates
18643 — 109 Avenue SE
Renton, WA 98055
(425) 277 -2087
(425) 277 -2148 fax
brhorn2000(a�gmail.corn
Benita R. Horn & Associates is an organizational development consulting firm
specializing in social justice and building capacity in organizations and
communities. Ms. Horn has been an advocate and activist for social change
for more than three decades both personally and professionally.
She co- developed a cultural competency assessment process for community -
based organizations serving youth placed at risk and worked with 14 agencies
in King County to assist them in assessing their agencies and embedding and
sustaining policies of equity and fairness to guide delivery of services.
In 2015 she served for six months as the interim Race and Social Justice
Initiative Manager in the City of Seattle Office for Civil Rights.
For almost two years, Ms. Horn served as interim director of the Anti - Racism
Training Institute Northwest (ARTINW). This non - profit institute was one of
four national sites created to provide training and technical support in their
respective communities to assist in undoing institutional racism.
Ms. Horn's background includes management positions in a large corporation
where she was responsible for the professional development and work
outcomes of her direct reports in various functional areas including operations
(budget, results and personnel), installation of network equipment, customer
service and internal consultants who were appointed jointly by labor and
management.
She serves as a member of the board Human Resources committee for the
Greater Seattle YMCA and the board Equity and Inclusion Committee for
Sound Generations (formerly Senior Services). In 2000, Ms. Horn became a
founding member of the Vision and Planning Team for annual Cultural
Reconnection Delegations. These are two -week intensives in Africa designed
to build relationships among women with a shared ancestry and homeland.
Ms. Horn has a B.A. in Organizational Design and Improvement from Reed
College and City University. Her consultant certifications include consulting
skills, strategic planning, designing experiential training, LIFO (Life
Orientations) Communications Style, Dialogic (Dialogue), and facilitation
skills.
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CI TY OF
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INCLUSION GOAL STRATEGIES:
• Improve access to city services and programs
• Build connection with ALL communities that reflect the diversity
in our city
• Promote understanding and appreciation of our diversity through
celebrations and festivals
• Provide critical and relevant information on a timely basis and
facilitate two -way dialogue
• Encourage volunteerism, participation, and civic engagement
R en no �:
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2015 Inclusion
Accomplishments
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MAYOR'S INCLUSION TASK FORCE
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• Improve Access • Build Connections
• Promote Understanding • Provide Critical Information
• Encourage Participation
CI TY OF
Renton 0.
MAYOR'S INCLUSION TASK FORCE
• Established Mayor's Inclusion Task Force with 26
members representing the diversity of our NO
FIREWOR
community ALLOWED
• Bi- monthly meetings with the task force Estaprohibidoelus
de fuegos artificiales
• Coordinated with task force members to YCTpaIBaTb4euepsepku
3 anpeu4euo!
promote various events such as Career Fair, SIFF, CAAMIVOATPHAUO
Fireworks ban, and Teen Summit Ren
• Working together on several action ~� �
items including international I tt 1 r fi 1 •
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display at City Hall, neighbor to neighbor f
and community gatherings •
• Planning 2016 World Festival
CITY OF
Renton � .
lir MAYOR'S INCLUSION TASK FORCE
F irst Ever Multi- cultural Social
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IMPROVE ACCESS -_,. .
Services a!1
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• Established ongoing contract with
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Language Line vendor
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• Assistance available at various locations - r — ■
in city facilities
• Completed citywide training LanguageLine
• Ongoing outreach Solutions sm
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• Early data shows several departments i P°��5 0?
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using the se rvi ce G0
• Setting up system to track language and �' ,.,�,r c a ``` d vn`'
department use K
CITY O
Renton 0
IMPROVE ACCESS
Employment
• Participated in Public Safety Job Fair . •
• Tar eted outreach to diverse communit -- - _ _,:�'A'
g Y * N
groups to encourage inclusion �n i ' ' "�
• Over 150 people attended
• Working with Public Safety Testing to 91 '
make it more accessible and inclusive, I
including considering a Renton location
rebate; workshops on how to take the ' : 'ry ° ` ""
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test; coordination with other cities to v , ton - ` n POl'
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increase the applicant pool
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CITY OF
Renton •
BUILD CONNECTIONS FIND YOUR NEXT GREAT OPPORTUNITY
Employment SECOND AN NUAL
UESDAY MAY S
3:00 6:OOPM
Renton Career Fair RENTON mECH
CO LLEGE
O LLEGE
Ramon O IM61.
• Partnered with Renton Technical College gy ,.rope„. a „e;�;od;�
e " - a05 ea 6
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. a dl hnmtheoreerialr Indudl wniaswhoareh""*w.
nJ , Halt th e Re C ham6erw ebtlfea�ryoreltonioml Ihal
and Renton Chamber of Commerce to -- ._
host first ever Renton Career Fair ;;, •
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• 50 companies participated and over 400 _ a
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participants attended ``� ':`� cc
• Next Career Fair May 3, 2016 and
working with RTC, WorkSource and - i
, i ., _ 4 ' =sr,, ■ Chamber on planning \ ; ._-
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cir OF
Renton 0
BUILD CONNECTIONS R Email
Employment/Career a ;
Opportunities _
Renton School District Career Day . ` . ? , ' ;
, :„..
• As part of STEM learning and career
programs held first -ever Career Day i' , '.
• Approx. 350 students from elementary, _
middle, and high schools participated **----'
• Met with School District to see how I__-
next year's plan can meet our \ _
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Inclusion goals and benefit the school I : .' .
district and students
CITY OF
Renton •
BUILD CONNECTIONS
Diversity and Inclusion
Students from the Renton School District to � �Crto C areer and Techni ��� � - create exhi at City Hall several times a rodays cutting_ edge c'oHon (CT() prc nd technica / 9 wage, high -ski //, high -d m andocor a de range o
year to showcase art in support of city's
inclusion goals _
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R en t on __.....____..----- .,...e•
r WE GOT IT UNDER "RAAPS"
Partnership with Renton African - American
Pastors and Police
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CI TY OF
--------Kenton •
PROMOTE UNDERSTANDING
African - American Pastors Group
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CI OF
Renton Pi
PROMOTE UNDERSTANDING
Improving Positive Relationships with Law Enforcement &
Our Youth and Community
• In partnership with African - American
Pastors group, Renton Police hosted first of
a series of community forums to build trust
and improve relationships nt
• Very successful event with a focus on
P
education, open dialogue, and candid
conversations - ,
• Over 85 youth and community members r -
attended I r - , ` i " 1
i A
• Two more forums in November 2015 and _"
- *.
Feb 2016 .ii i ` II
• Next event on April 9 with focus on youth
CITY OF
Renton 0.
TRAINING
What is this thing called race?
• Completed inclusion training with a
focus on the history of institutional
racism and its impact on Renton
today for all city employees
• Managers session 44
• 16 sessions for all the power of an illusion
city staff -
• Special session for Council and'" *•, •
administrators
CITY OF
Renton � .
REGIONAL PARTNERSHIPS
• Participated in 2015 Governing
for Racial Equity conference in
Seattle 4
• Panel discussion to create trt
regional partnerships in King
county
• Provided input on King County
Equity and Social Justice
strategic plan IRE
7: 0Gu S FI �R R pR
'
Ren no �.
ENCOURAGE PARTICIPATION
• Several departments are piloting the
Inclusion Sign -In Sheet at public events
I nclusion Sign -In Sheet -
•
Voluntary participation for residents aa Pa.pa
nsure t ha t we are including all of Renton.
• Working with IT to create a database to Please helpuse e=d — « Zip Code
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Primary Language P
EthnlcitY Spoken in the Home Language n i
Receive
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store input 98p57
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• Over time will provide city with a picture
of who is being reached and who is not
• Next steps— department staff to maintain .wff= : ° W
database /spreadsheet
• Work with IT for collection and analysis of
data
CITY OF
Renton �.
BUILDING AN INCLUSIVE CITY INFRASTRUCTURE
• Continue dedicated • Dedicated staff in HR to expand
resources in Mayor's office outreach and recruiting
to provide expertise in • Citywide staffing commitment to
inclusion and social justice Inclusion efforts
to sustain inclusion goal Police Department volunteer
strategies group focused on Building
• Consultant services Relationships with Community
R en no �:
Pr
INCLUSIVE CITY - RENTON SETS THE STAGE
• 2015 National League of -
Cities 1St Place award II OUTSTANDING ACHIEVEMENT
Cor rt e Jh nyD u Pe t . • «
• U.S. Conference of Mayors ie
� .)o h nny Dupree • Hattiestwt9. �
Education Motives
2015 Livability Award 't Dan el M Laughlin •a�nd Park .lL
Dents Law • Renton. WA
Program
8n an K Barnett • Rochester Hills Ml
• International City Managers ...yes Business Council —a 4 • ■ Ryan • Sunrise FL
Scholastic Chess Initiative
Award 2015 Community
Partnership Award I ••
is . • CNBC's 2015 Most Diverse A
Cities — Renton ranks #6 of 4
the nation's 230 most � r _ '._
populated cities
■ 14 ,-;', : lle l
• "� f I �`>tilt CNBC
CITY OF
Renton 0.
2015 -2016 Inclusion
Next Steps
-----'Renton
BUILDING AN INCLUSIVE CITY ROADMAP
• Create a comprehensive
Go roadmap that enhances the
Inclusion goal
• Develop key indicators to
measure progress
•
� CITY OF
enton
RENTON EQUITY LENS
• A team of Administrators has been
meeting to customize an equity lens for
Renton to assess potential disparate
impact on vulnerable communities in
policies, budgets, and planning
• A pilot of Renton Equity Lens and training
of all administrators to use equity lens
-R en no �:
INCLUSION SYSTEMS ASSESSMENT
• Renton's Equity Lens will
support an assessment of
key systems to enable II
removal of any barriers to
inclusion (systems examples:
Recruiting, Hiring,
Contracting, Professional ./
Development, etc.)
R en no �.
ONGOING EDUCATION
• Develop and conduct ongoing training to enhance staff
awareness, knowledge, and skills for providing services to
Renton's diverse community
• 2016 training currently being developed with a focus on
implicit bias
• Collaborate with HR on scheduling for
citywide training
A • Work with WA State Extension
program to develop customized
Poverty Simulation Training for
• Quarterly Managers Meeting
Pm Re nton
DEEPENING
COMMUNITY PARTNERSHIPS
• Partner with community organizations, faith -based organizations, and
residents for ongoing dialogues, meetings, and summits with city
representatives
• Continue partnership with African American Pastor's Forum to enhance
community / police relations.
• Establish partnerships with
Latino and Asian communities
Pinfmi
to enhance community / police "
relations HISPANIC
- I- IERITAGE
• Renton Police Command Staff MONTH
appointed as liaisons to each _ _ c member of the Mayor's Inclusion ° �'�r Itomi
Task Force
CITY OF
Rent
COMMUNITY PARTNERSHIPS v
• Partnership with Renton School District NAY
• Career Day r
• Lobby display cases
• Deepen partnership with Renton Technical
College and Renton Chamber on annual career • 1 nton
f air SCHOOL DISTRICT
• Boards and Commissions RENTON
CHAMBER
• Requests from REACH for training OF COMMERCE
• Renton Municipal Arts Commission
— recent presentation RENTON
TECHNICAL
• Renton History Museum COLLEGE
CITY OF
Renton � .
DEEPENING REGIONAL RELATIONSHIPS
• Continue engagement in Governing for Racial Equity (GRE) regional
network
• Deepen relations with regional government entities to better
support our increasingly diverse and mobile population of
residents (Seattle, King County, Redmond, Bellevue, Tukwila,
SeaTac, Burien, Kent, Federal Way, Des Moines, Auburn, etc.)
• Continued participation in King County Police Chiefs' committee
which is exploring bias -free policing and building and / or
improving relationships between police, African American
communities, and other communities of color
R en no �:
suoisanO
Office of the Mayor
City of Seattle
Edward B. Murray, Mayor
Executive Order 2014-02: Race and Social Justice Initiative
This Executive Order affirms the City of Seattle's commitment to the Race and Social Justice Initiative
(R.5.11), and expand RSJI's work to include measurable outcomes, greater accountability, and community-
wide efforts to achieve racial equity in our community.
WHEREAS, racial and social disparities persist across key indicators of success in Seattle, including
education, equitable development, health, housing, jobs, criminal justice, environment, service equity
and arts and culture;
WHEREAS, in 2004 the City of Seattle launched a Race and Social Justice Initiative, led by the Seattle
Office for Civil Rights (SOCR), with the vision of achieving racial equity in the community and the
mission of ending institutionalized racism in City government, promoting inclusion and full participation
of all residents, and partnering with the community to achieve racial equity across Seattle;
WHEREAS, Seattle is the first city in the United States to undertake an initiative that focuses explicitly
on institutional racism and has become a national leader in efforts to achieve racial equity;
WHEREAS, the Seattle City Council unanimously passed Resolution 31164 on December 1, 2009
affirming the City's Race and Social Justice Initiative and directing City departments to use available
tools to end racial inequities across key indicators of success;
WHEREAS, Seattle Mayor Mike McGinn issued Executive Orders in 2010 and 2012 requiring City
departments to develop and implement outreach strategies and Inclusion Plans to increase the City's
contracts with women and minority owned businesses;
WHEREAS, equity is a cornerstone of a thriving democracy and the internal actions of local government
that contribute to the health and well-being of everyone in our city; and
WHEREAS, local government leadership is necessary to achieve racial equity in the community, and it is
also necessary for local government to work in collaboration with regional and national partners, both
within government and across sectors;
NOW, THEREFORE, I, EDWARD B. MURRAY, Mayor of Seattle, hereby affirm the City's commitment to
Executive Order 2014-02: Race and Social Justice Initiative
April 3, 2014
Page 2
the Race and Social Justice Initiative, and order the following actions to expand the scope and reach of
the City's commitment to achieve racial equity. To this end, I direct City departments to adopt the
following:
Section 1: Measurable Outcomes and Greater Accountability.
A. The Seattle Office for Civil Rights will establish and implement new goals, and track outcomes
over time and publish a report on an annual basis to report the City's progress towards
achieving racial equity. The City will measure the collective actions and policies in the following
nine Equity Areas: education, equitable development, criminal justice, jobs, housing, health,
environment, service equity, and arts and culture.
B. The City will use a Race and Social Justice Assessment Program developed and implemented by
SOCR to review departmental work and City initiatives at the request of the Mayor and by
community request. The assessment tool will help to identify opportunities for improvement
and ensure community accountability. The assessment will review programs, policies and
practices, including community engagement efforts, community representation, mechanisms
for tracking progress over time, and alignment with other departmental and Citywide programs
and policies.
C. The City will incorporate a racial equity lens in citywide initiatives, such as legislation to
increase the minimum wage, efforts to ensure affordable housing and coordinated planning for
equitable growth and development.
D. The Budget Office will continue to require use of the City's Racial Equity Toolkit on all budget
proposals, and City departments will expand their use of the Racial Equity Too lkit as part of all
program and policy planning processes.
E. Department directors or their deputies will participate in the RSJI Subcabinet, led by the SOCR.
The RSJI Subcabinet will provide input on citywide implementation of RSJI, and will develop
new Citywide innovations and partnerships with the public and private sector to achieve racial
equity.
F. Departments will continue to promote full civic inclusion and participation by all Seattle
residents through the use of the City's Inclusive Outreach and Public Engagement Toolkit and
other best practices.
G. Department Directors will incorporate RSJI components into their proposed annual
accountability agreements that will be negotiated and finalized by the Mayor.
H. Departments will continue to submit annual RSJI work plans to SOCR according to the schedule
and procedure established by that office.
I. Departments will continue to report to City Council on an annual basis regarding
implementation of their RSJI work plans.
J. SOCR and the Personnel Department will continue to co-lead the Workforce Equity Planning
and Advisory Committee, working to ensure that all hiring and promotional activities are fair
and equitable, both in process and in outcomes.
K. SOCR and the Personnel Department will continue to ensure that City employees receive RSJI
Executive Order 2014-02: Race and Social Justice Initiative
April 3, 2014
Page 3
training to ensure racial equity as part of their day-to-day work, and will develop new Citywide
training to expand employees' knowledge and skills.
L. SOCR will continue to administer the RSJI Community Survey every two years to collect
community responses on race and concerns regarding equity.
Section 2: Campaign for Racial Equity.
A. In 2014, the City will prioritize its racial equity work in the areas of education, equitable
development and criminal justice. The community identified these areas as its top three
priorities. Departments with primary responsibility in these areas will coordinate the City's
racial equity efforts and build partnerships with community and other institutions with the
assistance of SOCR.
B. The City will partner with educational institutions including two and four-year colleges to end
racial disparities and create Cradle to Career Pathways for all Seattle residents.
C. The City will partner with community based organizations and other institutions to create a
Community Institute for Racial Equity, to provide ongoing education opportunities on Race and
Social Justice, as well as tools for achieving racial equity.
D. Departments will support community forums convened by the Mayor's Office and SOCR to
engage the public in achieving greater equity in our communities.
E. The City will develop innovative programs and projects to engage community members and the
general public in a campaign to achieve racial equity, led by SOCR.
F. SOCR will continue to support community-based organizations working on race and equity
through the "Structural Racism Technical Assistance" project fund.
G. Department directors will require their staff to continue to develop partnerships in the
community to achieve racial equity in nine Equity Areas: education, equitable development,
criminal justice, jobs, housing, health, environment, service equity, and arts and culture.
H. SOCR will continue to support the RSJ Community Roundtable, The Roundtable represents a
coalition of government, agencies, community-based organizations and other community
stakeholders working for racial equity in the Seattle/King County area.
I. SOCR and departmental staff will take a leadership role in participating in the Governing for
Racial Equity Network and other regional and national initiatives for racial equity.
Inquiries regarding this Executive Order should be directed to the Seattle Office for Civil Rights.
Dated this 3rd day of April, 2014.
EDWARD B. MURRAY
Mayor
SIX ESSENTIAL STRATEGIES
BEYOND MEETINGS AND SURVEYS
Effective community engagement takes careful planning and acknowledgement that each
population that we work with is a unique opportunity to broaden our understanding of what
makes a community.
To help you think about ways to use each strategy, we have provided critical questions to
consider, as well as successful examples to illustrate creative ways to connect with your target
group.
I. Build personal relationships with target population
Q1 Are there key individuals or constituents you already have or should be building a
relationship with?
Q2 Are there venues for you to attend or explore to find out who are natural community
leaders?
• Informal /Community driven gatherings that are appropriate to attend
• Connect with the individuals in this community /population
2. Create a welcome atmosphere
Q1 Does your process reflect, honor, and welcome the community?
Q2 Do the venues you choose invite participation and engagement?
• Hire staff or consultants from the community or that reflect the target population
• Choose gathering places that are comfortable and that are conducive to the interactions
that you want to have
3. Increase accessibility
Q1 Are there issues /barriers (language, location, time, transportation, childcare, food,
incentives, appeal, power dynamics, etc.) that should be considered throughout the
whole process?
Copyright 2004 -2009 REACH OUT * www.reachoutfornewfutures.org All Rights Reserved.
Reproduced with Permission for the The City of Seattle Office of Civil Rights Until December 2011
2
SIX ESSENTIAL STRATEGIES
BEYOND MEETINGS AND SURVEYS
Q2 Are there ways to increase the level of input a community has in a process?
• Selecting the most appropriate and effective communication method to promote engagement
opportunities
• Decrease barriers to attendance or effective communication at events
4. Develop alternative methods for engagement
Q1 Do you have non - traditional methods of outreach to get people involved?
Q2 Do you offer multiple ways for contributing input and feedback?
• Provide opportunities for social interaction and relationship building
• Provide opportunities for community members to give feedback in photographic, voice recorded, or
video formats
5. Maintain a presence within the community
Q1 Are there community driven events that you can participate in and that people will already be
gathering for?
Q2 Do community members see you out, regularly, in the community?
• Attend community driven events and activities (think non - traditional)
• Establish places in the community that people can have sustained, informal interactions with you
6. Partner with diverse organizations and agencies
Q1 Are there organizations that currently have relationships with your target populations that you
can connect with (remember to consider power dynamics)?
Q2 Have any agencies or organizations successfully implemented similar programs or initiatives
(perhaps on a smaller scale or in another community) that you can solicit advice from?
• Connect with organizations who are already culturally tied to the target community or are currently
providing services to your target population
• Create a network of services that eliminate gaps or reduce redundancies for the target population
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