- Use a racial equity framework: Jurisdictions use a racial equity framework that clearly articulates racial equity, implicit and explicit bias, and individual, institutional, and structural racism.
- Build organizational capacity: Jurisdictions need to be committed to the breadth and depth of institutional transformation so that impacts are sustainable. While the leadership of elected and top officials is critical, changes take place on the ground, and infrastructure that creates racial equity experts and teams throughout local and regional government is necessary.
- Implement racial equity tools: Racial inequities are not random; they have been created and sustained over time. Inequities will not disappear on their own. Tools must be used to change the policies, programs and practices that are perpetuating inequities. New policies and programs must also be developed with a racial equity tool.
- Be data-driven: Measurement must take place at two levels – first, to measure the success of specific programmatic and policy changes, and second, to develop baselines, set goals and measure progress towards goals. Use of data in this manner is necessary for transparency and accountability.
- Partner with other institutions and communities: The work of local and regional government on racial equity is necessary, but it is not sufficient. To achieve racial equity in the community, local and regional government needs to work in partnership with communities and other institutions to achieve meaningful results.
- Operate with urgency and accountability: While there is often a belief that change is hard and takes time, we have seen repeatedly, that when change is a priority and urgency is felt, change is embraced and can take place quickly. Building in institutional accountability mechanisms via a clear plan of action will produce results and allow accountability. Collectively, we must create greater urgency and public will to achieve racial equity.
Phase 1. Internal Process
- Audit existing resources and practices and create dashboard
- Harassment Training
- Ethics Policy
- Museum of Tolerance
- Tactical Communication
- LGBTQ+ Community Awareness for Law Enforcement
- Principled Policing
- Racial & Cultural Diversity
- Crisis Intervention
- Begin conversation around DEI vision and values
- Review Meyer Spectrum Tool
- Discuss GARE model and what other cities are doing
- Hold framing DEI conversations/trainings with staff (i.e., unconscious bias, history of racist land use practices/Color of Law, discussion about who has been/is harmed and who benefits from city services, discussion about power-sharing).
- Conduct a Racial Equity Assessment of City’s employees
Phase 2. Public Engagement
- Gather data about community conditions
- Collaborate with service providers to gather feedback about the experience and needs of the community
- Conduct a Racial Equity assessment with community
- Invite community partners to engage in DEI conversation
- Conduct listening sessions centering community voice to understand the range of experiences and lived conditions of Morgan Hill residents
- Hold internal conversations to understand/reconcile inconsistencies between vision and community reality, as well as areas of success that should be replicated
- Identify opportunities for improvement
Phase 3. Implementing and Institutionalizing a Racial Equity Framework
- Adopt City’s racial equity commitment and DEI’s Vision Statement
- Develop DEI Strategic Plan
- Integrate racial equity into City’s strategic plans or policies
- Complete DEI Audit
- Create DEI Dashboard with metrics for continuous improvement, reporting and accountability
- Implement a Racial Equity Tool in routine decision making
- Build organizational infrastructure to advance racial equity
It is important to note that to achieve long-term impact, changes must be sustainable. Working for racial equity with community and other institutions will ensure sustainability.