HomeMy WebLinkAbout08-20-2013 Human Rights Commission_3 IIOWA CITY
HUMAN RIGHTS
ICOMMISSION
50 Years of Advancing Equality 1963-2013
AGENDA
CITY OF IOWA CITY HUMAN RIGHTS COMMISSION
HELLING CONFERENCE ROOM, CITY HALL
August 20, 2013
6:00 P.M.
1. Call Meeting to Order/ Roll Call
2. Approval of Minutes from the meeting of July 16, 2013
3. Public Comment of Items Not on the Agenda
4. New Business:
a. Cultural Diversity Day (September 29)
b. Iowa Women's Music Festival (September 28)
5. Old Business:
a. Approval of Annual Report FY 13
b. Human Rights Breakfast (October 24)
i. Community Award
c. Coalition for Racial Justice Report
d. Proclamations
6. Updates/Reports:
a. Conference on Racial Justice & Disproportionate Minority Incarceration (October 17)
b. ADAAA Training
c. SEATS
d. Education Subcommittee
e. Immigrant Subcommittee
f. Building Communities Subcommittee
g. University of Iowa Center for Human Rights
h. Commission
i. Staff
7. Set Next Regular Meeting for September 17, 2013 at 6 p.m.
8. Adjourn
The Iowa City Human Rights Commission meetings follow the Iowa City Community School District
closings for inclement weather except for early dismissals for heat.
Minutes
PRELIMINARY
Human Rights Commission
July 16, 2013 — 6 P.M.
Helling Conference Room
Members Present: Harry Olmstead, Orville Townsend Sr,, Diane Finnerty, Kim Hanrahan,
Jewell Amos.
Staff Present: Stefanie Bowers, Mike Moran, Chad Dyson.
Recommendations to Council: No.
Call to Order:
Chair Townsend called the meeting to order at 18:02.
Consideration of the Minutes of the (Revised) May 21, 2013 & June 18, 2013:
Townsend noted that he was misquoted in the minutes of May 21, 2013. Townsend stated: the minutes
incorrectly reported that he said he was dissatisfied with the City Council decision to go along with an
officer in a school and that was incorrect, what he said was " the City Manager attended most of the Ad
Hoe Committee meetings and I was surprised that he allowed that to move forward, considering the fact
that our committee was definitely not in favor of it." Olmstead moved to approve minutes, seconded by
Hanrahan. 3 in favor, 2 abstained (Finnerty & Amos). Motion passed 3-0.
Public Comment of Items Not on the Agenda: None.
New Business:
ED System for Facility Access Recreational Centers
The Recreation Centers started a new software system in December 2012, as a part of this system the
Centers are able to track usage. The new id system, which had a soft opening at Mercer in June, does not
require a picture to be taken to be issued. There is also no cost for an id to be issued. Over six hundred
id's have been issued. There is a $2 replacement fee if an id is lost. Organizations, like The Arc or
Mayor's Youth Empowerment Program would just be issued one id for use with group outings. Id's are
not required for rentals, special events or ifjust walking through the facility. There is no documentation
of any kind required for a person to be issued an id. Moran and Dyson will contact Finnerty to set up
future focus groups to further explore the new id system. In addition, Moran will share quarterly reports
with Bowers to share with the Commission for future follow up if necessary.
Coalition for Racial Justice's Racial Equality Report
The Coalition will be releasing a report on Tuesday, July 23. The report contains information concerning
a lot of disparity data. Olmstead moved and Hanranhan seconded to allow Finnerty to speak on behalf of
the Commission, given the stated parameters, not in support of the report but in support of the focus on
the racial equity outcomes as a way to build diverse and inclusive communities. Motion passed 5-0.
Annual Report (Draft) FY 13
Report should include more on the Youth Awards and that there were no Youth Ally nominations
submitted in 2013.
Scope & Priorities of the Human Rights Commission
Commissioners discussed following tip with initiatives, clarification on their roles and will continue to
look at other models.
Human Rights Breakfast
The event will have a multimedia presentation and not a keynote this year. More information is
forthcoming at the next meeting. Suggestion to change the Community Award to the Bill Reagan
Community Award will be discussed at the next meeting. Olmstead moved and Amos seconded to forgo a
keynote speaker for the 2013 Breakfast and instead have a multimedia presentation. Motion passed 5-0.
Fall Conference on Racial Justice & Disproportionate Nfinority Incarceration
Bowers will follow up with Disproportionate Minority Contact Chair LaTasha Massey to see if there can
be a collaboration on an upcoming program the DMC Committee will be hosting in October.
Proclamations
The Commission plans to do a proclamation for Hispanic Heritage Month.
UDdates & ReDorts:
Juneteenth
Townsend thoroughly enjoyed the event and recommends the inside location (Mercer Park) again for the
future.
SEATS
Olmstead reported that City staff will be coming up with recommendations concerning SEATS.
Education Subcommittee
Finnerty anticipates hearing from the ICCSD within the next month or so.
Immigrant Subcommittee
No Report.
Ad Hoe Diversity Committee
No Report. This item will be removed from future agendas.
Building Communities
A meeting will be set up in the near future.
University of Iowa Center for Human Rights
Bowers will write a letter to President Mason thanking her and the University community for keeping the
Center open. Provost Butler will be cc in the correspondence.
Commission
Finnerty updated on Cultural Diversity Day, this will be an agenda item for the next meeting.
Staff
No report.
Adjournment:
Motion to adjourn at 19:28.
Next Regular Meeting —August 20,2013 at 18:00.
Human Rights Commission
ATTENDANCE RECORD
YEAR 2012/2013
(Mectin% Date)
NAME
TERM
EXP.
8/21/
12
9/18
/12
10/161
12
11/20/
12
12/18/
12
1/15/
13
1/28
/13
2/19/
13
3/191
13
4/16
/113
5/21
113
6/181
13
7/16/
13
Diane
Fin nerty
1/14/14
X
OIL
OIL
X
X
OIL
X
X
X
OIL
X
X
X
Orville
Townsend, Sr.
1/1/14
X
X
X
X
X
X
X
X
x
X
X
X
X
Dan Tallon
1/1114
X
X
X
OIL
X
X
X
X
OIL
X
X
X
OIL
Kim
Hanrahan
1/1/15
O/E
X
X
X
X
X
X
X
X
OIL
X
X
X
Shams
Ghoneim
111115
X
X
OIL
X
X
OIL
OIL
X
X
X
OIL
X
OIL
Jessie Harper
1/1/15
X
O/E
X
OIL
X
X
X
X
X
R
R
R
R
Jewell Amos
1/1/15
-
X
Katie
Anthony
1/1/16
-
X
X
X
X
X
R
R
R
Joe D. Coulter
1/1/16
-
X
X
X
X
X
X
X
O/E
Harry
Olmstead
l/l/16
X
X
X
X
X
X
X
X
X
X
X
X
X
Connie Goeb
1/1/13
X
X
X
X
X
Howard
Cowen
l/l/13
X
O/E
X
OIL
OIL
David B.
Brown
1/1/14
R
R
R
R
R
R
R
R
R
R
R
R
R
Henri Harper
1/1/14
R
R
R
R
R
R
R
R
R
R
R
R
R
I
-
I
KEY: X
= Present
0
= Absent
OIL
= Absent/Excused
NM
= No meeting
--
= No longer a member
R
=Resignation
Be a Vendor >) Cultural Diversity Festival - The University of Iowa Page I of 3
Cultural
Diversity
coohris
Be a Vendor
Register to be a Vendor!
Vendor Policies
Agenda Item 4a
individuals or Ul organizations wishing to educate or share their traditional cultural
activities, foods, games, recreational activities, or arts and crafts are encouraged to contact
the Center for Student Involvement and Leadership at (319) 335-3059 for further
information on how to participate.
Student Organizations
Being a Vendor has multiple benefits if you're a student organization at the University of
Iowa. First, it gives you an opportunity to sell your cultural accessories to raise money for
your organization. Second, it allows you to get your name out to both the general public
and student population for recruitment purposes. Finally, it allows you to share what makes
your student organization a cultural experience unlike any other.
2013 Vendor Policies and Procedures
All article(s) sold or displayed should encourage and promote cultural diversity.
Registration Information
There is a $45 non-refundable table fee that covers 1 table and 2 chairs. This fee will be
waived for University of Iowa affiliated organizations/departments, as well as, nonprofit
external organizations (must provide documentation of nonprofit status). One additional
table will be available to student organizations, university affiliated
organizations/departments, and nonprofit external organizations for a fee of $1o. One
additional table will be available to community organizations for a fee Of $15. There will be a
maximum Of 2 tables per organization. The table registration form must be submitted by
noon, September 5, 2013.
�7
http://ccdfestival.uiowa.edu/be-a-vendor/ 7/18/2013
Be a Vendor)) Cultural Diversity Festival - The University of Iowa Page 2 of 3
Selling at the Event
Items sold at the tables must be priced at fifty -cent increments (i.e., 50�, $1.00, $1.5o, etc,).
The Hub (Information and University Box Off ice) handles ticket sales at the event. The
tickets are 5o4 each. A $5.00 ticket is also available for purchase. Tickets are used in lieu of
cash at the vendor tables. No cash sales are allowed at the vendor tables. Only tickets may
be exchanged at the vendor tables.Vendo s cashchecks,-Qr credit cards,
will be asked to stop selling and leave the event.
Vendors must post a list of all items for sale and the cost of each item. The list must be in a
prominent location and easily viewed by visitors.
Vendors are responsible for providing their own table covering, outdoor extension cords (a
limited number are available for check-out at the event), signs, tape, scissors, etc. Vendors
are encouraged to bring carts to transport their items.
Parking and loading information will be sent to registered vendors in early September.
Student Organization Information.
Student groups wanting to purchase items to sell at the festival, or purchasing food,
supplies, or equipment (including rentals), must allow at least seven working days for
processing the necessary financial paperwork. in some cases, a blue requisition form or a
credit card permission form may be required. Contact the Student Organization Business
Office, 159 IMU, 335-3o65 regarding payment/purchase procedures and prior approval
forms before Friday, September 20, 2013-
Only members of the organization are allowed to sell at the table. No other individuals or
businesses will be allowed to sell from a student organization table. All monies received
from sales will go into the organizational account. No monies from student organization
accounts can be used to reimburse outside vendors. Community businesses interested in
vending must register for a vendor table.
Health and Safety
To ensure compliance with health and safety regulations, all vendors must adhere to the
following:
http://ccdfestival.uiowa.edu/be-a-vendor/ 7/18/2013
Be a Vendor >� Cultural Diversity Festival - The University of Iowa Page 3 of 3
Items Allowed
Chafing dishes with "sterno" heat source
Electric burners, hot plates, or electric grills
Outdoor extension cords (provided outlets are requested on registration form)
Items Allowed in designated areas only:
Camp stoves or "cookers" using propane, gasoline, or oil as the heating source
Grills or "smokers" using wood, charcoal, or propane
Note: The CCDF committee will not provide any type of protection from the weather for
groups using these cooking sources.
Items NOT allowed:
Powerstrips
Microwaves
Generators
Pets (Absolutely NO PETS allowed)
All student organization vendors handling food must attend one of two food safety
training meetings. Even groups who have attended the meetings previously must attend.
Food safety training dates will be scheduled in September. Vendors who do not attend a
training meeting are not allowed to sell food at the festival. A food safety coordinator will
monitor compliance with all health and safety procedures throughout the event day.
Inspection of food vendors will begin at 11:oo a.m. on event day.
Revenue Generated at the Event
During check -in, vendors receive an envelope(s) to collect tickets. Checking -out
consists of counting the number of tickets in the envelope(s) at the end of the day. Check-
out begins at 3:30 p.m., NO EARLIER. Vendors receive a receipt indicating the number of
tickets counted and the money conversion amount. Money is deposited directly into the
university accounts of recognized student organizations and university departments.
Community vendors are paid by check in four to six weeks. Community vendors must have
completed the University of Iowa Vendor Application. The 7% state sales tax is subtracted
from earnings prior to the depositor issue of a check. In addition, all vendors, including non
-profit groups will be assessed a lo% vendor fee on the adjusted gross income.
Q 2012 Celebrating Cultural Diversity Festival I University of Iowa I Photos (D University Relations
http://ccdfestival.uiowa.edu/be-a-vendor/ 7/18/2013
Agenda Item 4b
July 25, 2013
Dear Vendor,
The 20OAnnual Iowa Women's Music Festival (IWMF) is on Saturday, September 28, 2013. We invite you to join us
for this free outdoor festival from 12:OOPM — 6:OOPM at the Johnson County Fairgrounds (42610ak Crest Hill Road
SE Iowa City, iA 52246).
We have a fabulous lineup for the day, including Andrea Gibson, God Des and She, the Annie Mack Band, Claudia
Schmidt, an All -Star Iowa Band featuring Gayla Drake, Natalie Brown, KimberliMaloy, Lojo Russo, Laurie Haag and
honorary iowan/MC Kim -Char Meredith, and more! Pius our friends at the Englert Theatre are offering Suzanne
Vega in Concert Saturday evening (www.englert.org for tickets) and we've got a fundraiser featuring Zoe Lewis and
Julie Goldman Friday night.Check out the IWMF web site at http://www.prairievoices.net for more information
about the festivities.
Key information for vendors:
Vendors provide their own tables, displays, and staff. You will need to set up your area in the morning and remove
your merchandise at the end of the day. Arrive for set-up any time after 9 AM on Saturday. Please plan to vend
until 5:30PM, as the festival expects a large crowd through that time.
Important Note: The rain location is at the Fairgrounds and the festival will proceed, rain or shine. There will be
no refunds on account of weather.
Vendor fees are the same as last year:
Space for artisans, crafters, and businesses - $30.00
Space for non-profit organizations - $1S.00
Recognition as a Friend of the Festival - additional $10.00 (additional donations welcome 1)
Prairie Voices Productions strives to make this festival affordable and a great experience for vendors. All vendors
are welcome. Please find the IWMF Vendor Application on the website: www.prairievoices.net. Please include a
description of your work and all types of products that you'll be selling. The vendor application form includes a list
of product categories. Mark all that apply and add additional descriptions as necessary. Please mailvenclor
applications and payment by September 20, 2013.
Day -of -festival registrations are welcome, but there are no guarantees regarding space availability. If you are
planning to register on the day of the festival, please e-mail melea.white@gmail.com to let Lis know to expect you.
Thank you so much for your support of the 20th Annual Iowa Women's Music Festivall Because this is the 20' year
of the festival, we are doing it BIG! Please consider celebrating with us.
For more information about the festival, please contact: Laurie Haag at the Women's Resource & Action Center,
319-335-1486 or email laurie-haag@uiowa.edu.
If you have questions specific to vending, please contact melea white, Vendor Coordinator, at 319.431.6937 or
melea.white@gmail.com.
See you there!
Friday, September 27
Comedy/Music Fundraiser featuring
Zoe Lewis & Julie Goldman!
Saturday,, September 28 Free Daystage
Andrea Gibson
God Des and She - Claudia Schmidt
Annie Mack Band - Kim -Char Meredith
plus Iowa All Star Band w/Notalie Brown, I(Imberli Maloy, Lo�o Russo, Gayla Drake & Laurie Hoag
8 PM tho Englart Theatra prosants
Suzanne Vega!
tickets at www.englert.org
September 27=28 9 2013
* Iowa City * Iowa a www.prairievoices.net
Agenda Item 5a
HUMAN RIGHTS COMMISSION
History
The Iowa City Human Rights Commission (HRC) was established in August 1963 as the
Iowa City Human Relations Commission.
Commission
Nine residents of Iowa City are appointed by the City Council for three year staggered
terms. The Commissioners, all committed to civil rights, reflect a broad cross section of
the community, thus ensuring diversity of ideas and interests. In the appointment process
consideration is given to men and women of various racial, religious, cultural, social and
economic groups within the City.
Meetings
The Commission annually elects a Chairperson and a Vice -Chairperson and holds
monthly meetings in the Helling Conference Room at City Hall on the third Tuesday of
each month at 6:00 p.m. Special meetings are held as needed. The meetings are open to
the public.
Staff
There are two full time staff, a Human Rights Coordinator and a Human Rights
Investigator.
General Duties
• Disseminate information; educate the public on illegal discrimination and human
rights.
• Provide the enforcement necessary to further the goals of the Human Rights
Ordinance.
Powers
. Make recommendations to the city council for such further legislation concerning
discrimination as it may deem necessary and desirable.
. Plan and conduct programs designed to eliminate racial, religious, cultural and
other intergroup tensions.
. Educate the public on human rights and illegal discrimination, such as organizing
and facilitating educational public forums that address one or more of the broad range
of topics included within the rubric of human rights.
. Provide the enforcement necessary to further the goals of the Human Rights
Ordinance.
. Cooperate, within the limits of any appropriations made for its operation, with
other agencies or organizations, both public and private, whose purposes are not
inconsistent with those of the Human Rights Ordinance.
. Coordinate programs designed to eliminate racial, religious, cultural and other
intergroup tensions.
Recommendations to Council
For the City to pursue a municipal issued identification card, implemented in a manner to
protect the safety of undocumented persons. (December 2012)
For the City to adopt signage at City facilities in prominent languages other than English.
(December 2012)
For the City to pursue other implementations that are consistent with making City
services and facilities accessibility to persons who may not be speak or read English or
who speak or read English as a second language. (December 2012)
To revise the Human Rights Ordinance to include restrictions regarding the consumption
of alcoholic beverages by those under the legal drinking age or the presence of persons
under the legal drinking age in places of public accommodation where alcohol beverages
are sold. (May 2013)
To Maintain the SEATS service 1/2price fare. (February 2013) To maintain the SEATS
service Y2price fare and Sunday services. (June 2013)
To revise the Human Rights Ordinance to include an exception in public accommodation
for developmental differences based on age. (June 2013)
For the City Council to direct the City Manager to more fully implement the
recommendation of the equity report section of the Ad Hoc Diversity Committee, which
states that the report format and composition shall be developed by the City Manager in
consultation with the City Council, the City of Iowa City Human Rights Commission,
and any other committees determined by the City Council. The equity reports are not to
assess implementation they are to assess outcomes, and that the Iowa City Human Rights
Commission is very interested in the assessment of the outcomes from these efforts. (June
2013)
Mayor's Proclamations
Human Rights Day (December)
Martin Luther King, Jr, Day (January)
African -American History Month (February)
Women's History Month (March)
Days of Remembrance (April)
Sexual Assault Awareness Month (April)
Juneteenth National Freedom Day (June)
Accomplishments & Activities
1. Staff received fair housing training on accessibility requirements, service and
emotional support animals and legal issues involving landlords and tenants on
July 23, 2012. The training was held at the Coralville Public Library.
2. On July 11, 2012, staff attended Push AmericalJourney offlope at The Arc of
Southeast Iowa. Push AmericalJourney ofHope is a cross country bicycle trek
from San Francisco to Washington DC, in which 35 members of Pi Kappa Phi
spread a message of hope and acceptance for people with disabilities. Participants
viewed the documentary Certain Proof. Certain Proof features three children
living with significant disabilities and their families' individual challenges and
triumphs.
3. Staff attended the 22 d Anniversary Americans with Disabilities Act Celebration
held on July 28, 2012 at the Coral Ridge Mall.
4. The Commission co -sponsored One Community, One Book along with several
other organizations including the University of Iowa Center for Human Rights.
The 2012 selected book was The Latehomecomer: A Hmong Family Memoir by
Kao Kalia Yang.
5. Staff hosted student legal interns from the University of Iowa College of Law for
both the fall and spring semesters.
6. Staff attended the Sliffit Speaker Series hosted by Diversity Focus on August 7,
2012. The featured speaker was Geoffrey Canada, President & CEO of Harlem
Children's Zone.
7. The Commission served as a presenter at the 411 on the 5-0 held at The Spot on
August 30, 2012.
8. The Commission co -sponsored the 19'h Annual Iowa Women's Music Festival
along with numerous other organizations. The festival was held on September 1,
2012 in Upper City Park.
9. Staff assisted in some organizing for the Breaking Barriers: A DiversirylFair
Housing Summit sponsored by the Fair Housing Ambassadors of the Iowa City
Area Association of Realtors. The training was held on September 19, 2012 in
Coralville.
10. The Commission wrote a letter to University of Iowa President Sally Mason in
support of keeping the University of Iowa Center for Human Rights open on
campus. Letter dated October 2, 2012.
11. Staff participated in a Succession Planning Retreat sponsored by the City of Iowa
City at the Ned Ashton House in Iowa City on September 19, 2012.
12. Staff participated in a training on Employment Practices on October 3, 2012. The
program was sponsored by the Iowa State Bar Association.
13. The Commission co -sponsored with numerous other organizations the
Strengthening and Valuing Latinold Communities in Iowa Professional
Development Institute and Youth Summit held October 11 - 12, 2012 at West High.
14. The Commission held its Annual Human Rights Breakfast on October 30, 2013.
Chad Simmons, Executive Director of Diversity Focus was the keynote speaker.
Recipients were Tom Widmer (Isabel Turner Award), David Leshtz (Linda
Severson Award), Robin Annstrong (Kenneth Cmiel Award), University of Iowa
Center for Human Rights (Community Award), Joan Vanden Berg (Rick Graf
Award).
15. Staff assisted in organizing the 2013 University ofIowa's Dr. Martin Luther King,
Jr., Celebration ofHuman Rights in thefiall of 2012.
16. Staff participated in training on language access compliance under the Civil
Rights Act of 1964 Title 6 entitled Keeping It Legal. The program was held on
December 5, 2012.
17. Staff updated contact information for the database United Way 2-1 -1. To ensure
better outreach to the community and social service agencies. The information
was updated on November 14, 2012.
18. Staff served as a group facilitator in the My Beautiful Se�'-Program held on
December 1, 2012. The My Beautiful Set( -Program is an uplifting program for
young women as they continue to discover who they are and who they want to be
in the future.
19. The Commission participated in the International Human Rights Day held on the
Pentacrest on December 10, 2012.
20. Staff coordinated with the University of Iowa Student Legal Services to have a
link to the Human Rights website on its website for greater exposure to the
student community at the University of Iowa. This was coordinated on January
2013.
21. Staff provided Commission training to newly appointed Commissioners Joe D.
Coulter and Jessie Harper, on January 15, 2013.
22. The governmental channel continued to broadcast information sent by staff on
discrimination and harassment along with the contact information for the office.
23. Staff conducted outreach training at the Shelter House on fair housing and illegal
discrimination on January 10, 2013.
24. Staff participated in a training A Boss's Guide to Performance Appraisals to
better assist when conducting training activities for local businesses. The training
was held on January 17, 2013.
25. Staff presented to an introductory class on Human Rights at the University of
Iowa at City Hall on January 29, 2013.
26. The Commission initiated future meetings with the Iowa City Community School
District Board to discuss the Diversity Policy in February 2013.
27. The Commission co -sponsored along with several other organizations The Emma
Goldman Clinic: Choice Event 2013. Heather Ault was the keynote speaker at the
event held on February 1, 2013.
28. The Commission sponsored Building Communities on February 7, 2013 at the
Iowa City Public Library Meeting Room A. From this meeting several community
subcommittees were formed to address concerns in the areas of housing and
education.
29. Staff attended a Black History Read In held at the Coralville Public Library on
February 14, 2013.
30. Staff started courses on conversational Spanish at Kirkwood Community College
to better interact with Spanish speakers who call or visit the office. The course
started in March 2013.
3 1. Several Commission members participated in Roll the Dice a free training that
educated participates on the causes and effects of racial disproportionality as it is
found across many systems. The program was held on March 7, 2013.
32. The Commission participated and co -sponsored along with several other
organizations The United Nations -Iowa Night of 1000 Dinners in celebration of
International Women's Month. The event was held at the Old Brick on March 7,
2013.
33. The Commission sponsored a Lunch & Learn on the United States Department of
State entitled A Conversation About My Experience In It on April 2, 2013 at the
Iowa City Public Library Meeting Room A.
34. Staff participated in meetings with University of Iowa Law Professor Len Sandler
to discuss initiatives to address housing discrimination in Iowa City in the spring
2013.
35. Staff, as part of a request from a Boy Scout (Troop 2000) participated in an
interview on the Iowa City Community School District's Diversity Policy on
April 5, 2013.
36. The Commission coordinated and co -sponsored the Building Blocks to
Employment Job Fair held on April 18, 2013 at the Eastdale Plaza and The ABCs
of Researching & Applyingfor a Job in 2013 held at the Shelter House on April
16,2013.
37. The Commission sponsored a Fair Housing Training. The free training discussed
the types of discrimination that occur in housing. The training also discussed the
Americans with Disabilities Act Amendments Act as it pertains to housing. The
training was held at the Iowa City Public Library Meeting Room A and was well
attended on April 23, 2013.
38. Staff attended the Police Citizen's Review Board Community Forum on April 23,
2013 at the Iowa City Public Library Meeting Room A.
39. In May 2013, staff updated the City's Contract Compliance Program which
requires equal employment opportunity in all City contract work.
40. The Commission sponsored its 10"' Annual Iowa City Human Rights Commission
Youth Awards on May 15, 2013. The Mayor Matthew Hayek served as the
keynote speaker. The event recognized over 102 area youth. The Youth Ally
Award established in 2012 received no nominations this fiscal year.
41. Staff continued to place advertisements in the Press Citizen and Daily Iowan to
alert that discrimination is against the law. The advertisement also promotes the
Commission as a community resource.
42. Staff hosted a student legal intern from the University of Iowa College of Law
over the summer of 2013.
43. The Commission participated and gave support to Iowa City Pride Day held on
June 15, 2013 in downtown Iowa City.
44. The Commission partnered with the Iowa City Public Library to sponsor an event
to kickstart the Iowa City Book Festival to be held in October 2013. The program
will center on the Iowa City Book Festival selected book The Immortal Life of
Henrietta Lacks. Henrietta Lacks was an Affican-American woman who was the
unwitting source of cells which were cultured to create an immortal cell line for
medical research known as the HeLa cell line.
45. Staff presented to the Phillip G. Hubbard Prep Program at the University of Iowa
College of Law. The presentation entitled Human Rights on the Local Level was
held on June 21, 2013.
46. The Commission participated and co -sponsored the Iowa City Area Juneteenth
Celebration along with numerous community organizations. The event was held
on June 29, 2013.
Overview of the Complaint Process
The City Code of Iowa City prohibits discrimination in education, housing, employment,
public accommodation and credit. The characteristics covered are: age, color, creed,
disability, familial status*, gender identity, marital status, national origin,
presence/absence of dependents*, public assistance source of income*, race, religion,
retaliation, sex, and sexual orientation.
*Housing only.
Staff of the Human Rights Commission investigate complaints alleging discrimination.
Staff serve as a neutral fact finder and do not represent either party in the complaint
process.
1. Filing: The complainant (the person who alleges the discrimination) fills out,
signs and dates a complaint form.
2. Jurisdictional Review: A dated and signed complaint is reviewed by staff to
determine whether it meets the legal requirements of the Iowa City Human Rights
Ordinance. A complaint must be filed within three -hundred days of the last
discriminatory act.
a. If the complaint does not meet jurisdictional requirements, the
complainant is notified and the complaint is closed.
3. Notice: A copy of the complaint is mailed to both the complainant and the
respondent within twenty days of the file date along with a questionnaire and
document request.
4. Answer: The respondent is required to answer the allegation of discrimination and
submit any requested records or relevant documents within thirty days of receipt.
5. Right to sue: After the complaint has been on file for sixty days, the complainant
has the option of pursing the matter in a state district court. If this option is taken,
staff close the complaint and no further action is taken.
6. Screening: All information is reviewed to determine whether further investigation
is warranted.
7. After reviewing materials responsive to the questionnaire/document request, the
human rights office determines whether the complaint warrants farther
investigation. If the human rights office finds there is a reasonable possibility of a
probable cause determination or the legal issues present in the complaint need
further development, the human rights office promptly resumes the investigation
of the complaint. A complaint determined by the human rights office not to
warrant farther processing by the human rights office is administratively closed.
The complainant and respondent are promptly notified of the administrative
closure. A complainant may object to the administrative closure within ten (10)
days of service by filing a written request for review that states the basis for the
objection. If, after review by the human rights office, it is detenrlined that the
complaint does not warrant farther processing, the human rights office will close
the file and notify the complainant and respondent of the final decision of
administrative closure. If, after review, the human rights office determines that
there is a reasonable possibility of a probable cause determination or the legal
issues presented in the complaint need further development, the allegations will
be investigated further.
8. Further Investigation: Both complainant and respondent may be interviewed and
additional records requested. Witnesses and other persons with knowledge
conceming the allegations in the complaint may also be contacted and
interviewed. When the investigation is complete, the investigator will analyze all
the collected information and write an investigative summary with a
recommendation at the end as to whether probable cause exists.
9. Finding: The Human Rights Coordinator reviews the complaint file and the
investigative summary and makes a final decision on whether probable cause
exists.
a. If probable cause is found, the complaint will move to conciliation.
b. If probable cause is not found, staff informs both the complainant and
respondent of the basis for the decision.
10. Conciliation: The Human Rights Coordinator attempts to conciliate or settle the
complaint.
11. Public Hearing: When conciliati ' on is unsuccessful, the complaint will be
reviewed by the City Attorney who shall form an opinion as to whether the
complaint is litigation worthy and make a recommendation to two
Commissioners. If both members of the Commission wish to proceed contrary to
the recommendation of the City Attorney, the Commissioners may authorize the
Human Rights Coordinator to do so.
Complaint Statistics
Please note some complaints filed in fiscal year 2012 were closed in fiscal year 2013.
Some complaints which were filed in fiscal year 2013 had not been closed by the end of
fiscal year 2013, creating the difference in numbers between those opened and closed.
Most complaints filed cite more than one basis for discrimination so totals will equal
inore than 43.
Complaint Activity
COMPLAINTS FILED BY PROTECTED CHARACTERISTIC
FY 2013
FY2012
Age
12
15
Color
11
13
Creed
1
0
Disability
15
22
Familial Status
2
8
Gender Identity
2
2
Marital Status
6
5
National Origin
6
3
Presence/Absence of Dependents
5.
7
Public Assistance Source of Income
5
1
Race
21
19
Religion
4
4
Retaliation
20
19
Sex
14
8
Sexual Orientation
5
3
COMPLAINTS FILED BY AREA
Credit
1
0
Education
0
3
Employment
27
30
Housing
4
14
Public Accommodation
20
12
Total Cases
52
59
RESOLUTIONS
Mediated
5 2
No Probable Cause
9 7
Administrative Closure
9 8
Right To Sue
3 0
Lack of Jurisdiction)
3 5
1 'Lack of Jurisdiction' refers to complaints that allege discrimination on a basis or
in an area not covered by local law. Lack of jurisdiction could also include
complaints that allege conductlactivity that even if true would not violate local anti-
discrimination laws. Complainants are referred to appropriate agencies for
assistance whenever possible. Examples would include Wage & Hour, the Family
Medical Leave Act, or Workers Compensation.
Satisfactorily Adjusted 0 0
Withdrawn 0 2
Total Number of Resolutions 29 24
Summary
Employment is still the largest area in which complaints were filed (27), followed by
public accommodation (20) and housing (4). Race (21) is the most common characteristic
cited for the alleged discriminatory conduct. Disability and sex follow with (15) and (14)
respectively. It took on average, 192 days to resolve complaints in fiscal year 2013.
In comparison, (30) complaints were filed in the area of employment, (14) in housing and
(12) in public accommodation in fiscal year 2012. The characteristic cited the most for
the reason for discrimination was disability (22), followed by race (19), and then age
(IS). It took on average, 222 days to resolve complaints in fiscal year 2012.
Comvlainant DemoeraDhiCS2
Age:
National Origin:
Under 21
American 6
Over 21 21
Chilean 1
Over 60 8
Honduras 1
Belgian I
Sexual Orientation:
Homosexual 1
Marital Status:
Single 2
Sex:
Female 15
Male 19
Disability:
Race:
White
16
Black/African-American 13
American Indian 1
Hispanic 3
Asian I
Plans for Fiscal Year 2014
Contact neighborhood associations and area service providers to encourage more public
outreach to those who believe they have been discriminated against.
Fair housing materials distributed to landlords and managers to bring attention to unfair
housing practices and the ramifications for non-compliance.
Advertisements will continue to be placed at City facilities (including transit) and in local
newspapers to alert the public to unlawful discrimination.
' Requested information is optional therefore some complainants opt to not provide demographical
information.
Develop or assist in forums to educate the public on human rights and discrimination.
Proclamations for Black History Month, Women's History Month, Fair Housing and
others as determined by the Commission.
Engage in public outreach to determine people's perception of human rights in Iowa City.
Speak with different groups in Iowa City to assess level of need and areas of concern.
Increased outreach on housing discrimination.
A free public training on the Americans with Disabilities Act Amendments Act with a
focus on Title 1 (employment).
Participate in projects celebrating diversity and providing human rights education.
Work with Community Development to identify impediments to fair housing.
Training to the community on public accommodation discrimination.
Outreach to the community on how to file a civil rights complaint.
Commissioners
Orville Townsend, Sr. Chair
January 1, 2011 — January 1, 2013
Jewell Amos
June 19, 2013 — January 1, 2015
Andrea Cohen
July 23, 2013 — January 1, 2016
Joe D. Coulter
January 1, 2013 — January 1, 2016
Diane Finnerty
January 1, 2011 —January 1, 2013
Shams Ghoneirn
January 1, 2012 — January 1, 2015
Kim Hanrahan
January 1, 2012 —January 1, 2012
Harry Olmstead, Vice Chair
January 1, 2013 — January 1, 2016
Approved Date
Agenda Item 5bi
Stefanie Bowers
From: Harry03@aol.com
Sent: Wednesday, July 17, 2013 10:30 AM
To: Stefanie Bowers
Subject: Check out Bill Reagan I Iowa City Press Citizen I press-citizen.com
Dear Fellow Commissioners: At last evenings HRC meeting, I proposed that we name the Community award (which we
award to a community organization whose work is in the area of Human Rights) be named the Bill Regan Community
Award in honor of his dedication and devolution he has given to this community as Ceo and President of ARC and the
numerous civic organizations that Bill became a part of in Iowa City that promoted Human Rights. Please read the link to
Bill's obituary:
Bill Reagan I Iowa City Press Citizen I Press-citizen-com It was decided last evening to wait until our August meeting to
discuss and decide on this.
Thanks,
Harry Olmstead, Commissioner
A Report of
The Coalition
for Racial
justice
July 2013
Contact the Coalition for Racial Justice at coalition.racial.justice@gmafl.com. Use this e-mail
address to:
Find out more about the coalition or this report
Schedule a presentation about racial equity and/or request a racial equity toolkit for your
group or organization
Be included in the Community Racial Justice Mailing List, which provides information
about local racial justice efforts and events
Visit the Coalition's website: httl)://racial'usticecoalition.com or Facebook page:
www.facebook.com/RaciaIJusticeCoalition
Contributors to the Racial Equity Report Project: Charles Connerly, Charlie Eastham,
Karen Fox, Sue Freeman, Robert (Ted) Gutsche, Medora Keely, LaTasha Massey, Derek
Maurer, Carrie Z. Norton, Valerie Nyberg, Kira Pasquesi, Royceann Porter, Christine Scheetz,
Kelli Schneider, Megan Schwalm, Circe Stumbo, Rod Sullivan, Jim Throgmorton, Annie Tucker,
Dorothy Whiston, Danny Woods -Milligan
About The Coalition: In June 2010, the Consultation of Religious Communities (CRC) of
Johnson County established a community task force on Race, Poverty and Public Safety in
response to numerous reports received by its affiliated religious leaders about problems faced
by African Americans in Iowa City. The group reorganized in Spring 2012 and changed its name
to The Coalition for Racial Justice to serve as a broader community coalition. The Coalition is
committed to joining together to promote racial justice through action, education and
empowerment. The Coalition has organized several actions toward achieving racial equity since
its inception, including co -sponsoring the "Iowa City Million Hoodie March" on March 26, 2012
A Report of The Coalition for Racial Justice - July 23, 2013
Racial Equity in Iowa City and
Johnson County
The Iowa City/Johnson County area rightly boasts of being a vibrant community that offers a
high quality of life. But there is also growing concern about whether everyone has equal access
to the rich opportunities our community offers. Most notably, as the racial and ethnic
demographics of Iowa City/Johnson County change, many question whether we are becoming a
more inclusive community or whether we are, in fact, becoming a "tale of two cities" in which
residents fare very differently depending on their race and ethnicity.
This Report presents data, broken down by race/ethnicity, on education, juvenile justice, adult
criminal justice, economic well-being, housing, and representation in community leadership. To
create the Report, we gathered existing data from multiple sources to take a statistical snapshot
of families and youth in our community. We chose these areas of focus because of the roles
they play in shaping individuals' opportunities and well-being.
This Report does not aftempt to provide ready explanations for why racial disparities exist, nor
do we believe that eliminating disparities will happen overnight. But we do believe the Report
can help members of the community better understand the extent of racial disparities and that it
can provide benchmarks to assist us in measuring community progress toward racial equity. As
the Annie E. Casey Foundation's "Race Matters" toolkit explains, "It is easier to change what we
measure rather than what we don't."
We hope the Report fosters dialogue among residents, elected leaders and other local officials,
and community organizations. Our goal is for people of all races and from all sectors to work
together to create a community that is a model for achieving racial equity and inclusion.
What We Learned
Significant and troubling racial disparities exist in our community in education, juvenile
justice, adult criminal justice, economic well-being, housing, and representation in
community leadership. The report reveals that children and adults in the greater Iowa City
area experience different opportunities and quality of life depending on the color of their skin
or ethnic background.
Now We Can Move Forward Together
Convene a Racial Justice Roundtable of people from key sectors to address racial
disparities in our community.
Implement Racial Equity Impact Assessment tools used by other communities to assess
programs, policies, practices and budgets, and formulate concrete strategies to eliminate
any inequities based on race or ethnic background in public policy and organizational
practices.
Honor the leadership of people of color and work to increase their civic participation in public
commissions, boards, and meetings. Engage people of color in forging solutions to issues
that disproportionately affect them.
Assure access to local funding opportunities, community awards, and leadership
development opportunities for organizations led by people of color.
Who Should Use This Report
> Community members interested in racial justice
> Elected and appointed municipal, county, and school district leaders and staff
> Teachers, school administrators and staff
> Law enforcement agencies, court, and justice system leaders and staff
> Human service agencies, organizations and personnel
> People who use or administer public assistance programs
> Professionals involved in housing, planning, and economic development
> Members of the business and labor communities
> News and media organizations
> Faith organizations
How to Use This Report
The Report provides quick access to data showing racial disparities in key aspects of
community health and offers suggestions for moving forward to change the disparities. It is
organized into sections for easy reference. Find these sections in the following order:
• Changing demographics, racial equity, and a model for addressing inequities
• What we learned and how we can move forward together
30- Racial disparities in K-12 education
• Racial disparities in juvenile justice
• Racial disparities in adult criminal justice
> Racial disparities in employment and business ownership
);- Racial disparities in housing
> Racial disparities in community leadership
• Index of sources cited in this report
• Further reading
Changing Demographics, Racial Equity, and
Models for Addressing Inequities
Changing Demographics
Johnson County is becoming more racially and ethnically diverse. The 2010 Census found that
17 percent of Johnson County's population was comprised of people of color, up from 11
percent in 2000. Coralville is the most racially diverse municipality: 23.5 percent of Coralville
residents were people of color in 2010, compared with 14.6 percent in 2000. People of color
comprised 20.3 percent of Iowa City residents in 2010, compared with 14.2 percent in 2000.
And 12 percent of North Liberty's population were people of color in 2010, compared with 5.9
percent in 2000.
Young people show greater racial/ethnic diversity than older residents. Twenty percent of the
county's population is under the age of 18. People of color make up 26 percent of the under-18
population and 15 percent of the over-18 group (U.S. Census, 2010). Students of color made up
nearly one-third (32.86 percent) of students enrolled in the Iowa City Community School District
in 2010-11. [ICCSD EEO and AA Plan Update, 2011]
Johnson County Population by Racellithnicity (20101
Johnson Cou
Racial Equity
Population by Racellithnicity—Under IS (2010)
0 P", di, .,; A
Much of this report focuses on the notion of racial equity. But what does that mean?
The Minneapolis Foundation defines racial equity as a condition where "race and ethnicity no
longer adversely shape an individual's or group's experience with power, access to opportunity,
treatment and outcomes." A Racial Equity approach uses data to assess how different groups
are faring in a community and to evaluate the success of programs designed to improve those
conditions. So in a community that is not only racially diverse but also racially equitable the data
would show that:
Students of all races would graduate from high school at the same rate; they would be
represented in AP classes, be suspended, and participate in extracurricular programs at
the same rates, etc.
People of all races would have equal access to employment and housing opportunities.
People of all races would be arrested, charged, convicted, and incarcerated at the same
rates.
One's racial identity would no longer predict, in a statistical sense, how a person fares.
[Center for Assessment and Policy Development]
This report shows that in our community, none of these indicators of racial equity exist:
Students of different races do not graduate from high school at the same rate, do not
participate in AP classes and extracurricular activities at the same rate, and do not face
disciplinary action at the same rate.
People of different races do not enjoy equal access to employment and housing
opportunities.
People of different races experience different rates of police contact, arrest, conviction,
and incarceration.
And racial identity is statistically a strong predictor of individuals' overall prospects for
success in our community.
Given these findings, the question becomes, why is this so?
Statistics represent human lives: a child, a family, a classroom, a neighborhood. People reading
this report will have different interpretations of the data depending on their points of view.
Research shows that a person's interpretation of racial equity data is strongly influenced by her
or his own racial and cultural background. [The Equity Project, not dated] In our experience,
we've encountered a range of different explanations for racial disparities based on individuals'
personal perspectives including:
An individual, color-blind explanation that argues individuals cause their own
circumstances through their own behavior. This approach believes that disparities are
primarily the result of individual choices, not outside influences like access to societal
resources or opportunities. For example, the statement, "You do the crime, you do the time"
would explain disparities in incarceration rates.
A social class explanation that argues disparities result from poverty. Families' and
individuals' lack of adequate income is seen as the cause of different outcomes in
education, criminal justice, and health. The role of race or racism is denied. For example, a
person may look at educational disparities and conclude, "It's about class, not race."
A racial group explanation that attributes disparities to stereotypical beliefs about racial
groups' innate characteristics and culture. For example, "Those children don't do well in
school because their parents don't value education."
An institutional explanation that attributes racial disparities to a particular institution's
policies and practices. This explanation would suggest that disparities in, say, high school
graduation rates could be addressed simply by changing school district policies and
practices, without regard to the role the rest of the community's opportunities and institutions
play in a student's success.
A structural/systemic explanation that asserts that racial disparities result from complex
interactions between individual behavior, institutional policies, and historical legacies. This
explanation acknowledges that racial disparities may result even when policy -makers and
staff have good intentions or implement seemingly "colorblind" policies. From this
perspective, if data show racial disparities result from existing policies and practices, then a
collaborative process needs to be conducted in conjunction with the people most affected to
identify the root causes of the racial disparities and develop intentional efforts to reduce
them.
While it may be difficult to arrive at a shared understanding of what causes racial inequity, the
Coalition for Racial Justice believes strongly that addressing inequity is the shared responsibility
of everyone. We believe that emphasizing a structural analysis and using data to measure
outcomes are the most effective tools in building the diverse, inclusive, and equitable
community in which we strive to live.
Models for Achieving Racial Equity
Our community is not alone in experiencing racial inequities. And if we choose to address them
forthrightly, together, we will not be alone in the undertaking. Other communities have faced
similar challenges and devised strategies to reduce racial inequity. Some have documented
their efforts to set and achieve meaningful, measurable goals. We can learn from their
experience.
One example is Seattle's Race and Social Justice Initiative. This initiative seeks boldly "to end
institutional racism and race -based disparities in City government." We have adapted elements
of the Seattle initiative's approach in Steps to Move Forward. Seattle has committed itself to a
multi -year effort to end racial inequity in the community and challenges community members to
"Imagine a city where:
Every schoolchild, regardless of language and cultural differences, receives a quality
education and feels safe and included.
Race does not predict how much you earn or your chance of being homeless or going to
prison.
African -American, Latinos and Native Americans can expect to live as long as white people."
In working together to foster racial equity in our community, we do not have to start from zero.
We can study other communities' approaches and adapt them to our own circumstances. And
when we achieve successes, we can share them with others as they embark on their journeys
toward racial equity. Members of the Coalition for Racial Justice are available to provide
information about the models and tools that have been developed and to facilitate discussions
about conducting racial equity impact assessments in our community.
V
What We Learned and
How We Can Move Forward Together
K-12 Education
Johnson County's school -age population is significantly more diverse than its adult population,
And while we rightly boast of our excellent schools —including our nationally recognized City
and West high schools —African American and Latino students are not full and equal
participants in the benefits of K-1 2 education. These students are at greater risk of not
graduating from high school and of experiencing the lifelong disadvantages associated with not
graduating. Creating racial equity in our public school system must be a top priority for our
community.
What We Learned
Diverse student population — K-12 student population is more diverse than in the
community at large, with minority enrollment of approximately 33 percent in 2012-13.
[ICCSD Enrollment Report 2012-13]
Graduation rates — Statewide data show significant racial disparities, with African
American and Latino students graduating at lower rates than white and Asian American
students. [Iowa Department of Education]
Advanced placement courses — Participation in advanced placement courses shows
racial disparities, with white and Asian American students making up higher percentages of
AP students than their representation in the overall student population (76.2 percent white,
12.2 percent Asian American); black and Latino students make up lower percentages of AP
students than their representation in the overall student population (5.2 percent black, 15.3
percent Latino). [ICCSD course enrollment data, 2010-111
Special Education — Black and Latino students are significantly overrepresented in special
education programs based on their proportion of the overall school population (29.3 percent
black, 15.3 percent Latino); white and Asian American students are underrepresented in
special education programs (51 percent white, 1.3 percent Asian American). [ICCSD
Enrollment Report, 2012-13]
Suspensions and police referrals — In -school suspensions, out -of -school suspensions,
and police referrals all show significant overrepresentation of black students;
overrepresentation of Latino students; and underrepresentation of white and Asian
American students, based on their proportions of the student population. For example, white
students comprise 35.8 percent of police referrals compared to 44.8 percent black students
and 17.9 percent Latino students. [ICCSD Safety and Climate Report 2009-10 and 2010-
11; 1CCSD Annual Progress Report, 2009-10 and 2010-11]
Iowa City Schools Enrollment by RacelEthnicity (2012-131
Advanced Placement Enrollment by RacelEthnicity (2010-11)
J VUVSV data .11;IU IT
Special Education Enrollment by RdcelEthnicity (2012-13)
500tadCOP FaMaolenr Repoer Nil 2- 1)
Police Referrals by RacelEthnicity (2011-12)
0 Ann 0 Lalino Nis 0
How We Can Move Forward Together
Encourage the Iowa City Community School District to continue its work to address racial
disparities in K-12 education and strengthen its efforts:
• How does the ICCSD use racial/ethnic data and racial equity assessment tools to monitor
the impact of policies on racial equity?
• How is the district working with parents and families of students of color to understand and
address barriers to their children's success?
• Has the district identified root causes of racial disparities in suspensions, including a
exploration of the role of implicit bias as some other school districts have done?
• What policies govern how students are assigned to special education programs or
channeled into alternative education settings, and why are students of color
disproportionately represented?
• How do our schools currently work with local law enforcement agencies, and to what
extent are police officers involved in school disciplinary actions?
• How is the district using data to evaluate its success in recruiting and retaining teachers
and administrators of color?
• How will racial equity be integrated into the district's Diversity Policy?
8
Juvenile Justice
Treatment of youthful offenders differs according to their race, with black and Latino youths
being significantly more likely than white youths to be detained. Juvenile detention is associated
with lower high school graduation rates and greater criminal recidivism.
What We Learned:
Arrest rates — Black and Latino youths in Johnson County experience significantly higher
rates of arrest and detention than white youths. In fact, Johnson County led the state in the
disparity of juvenile arrests for black youths, who were nine times more likely than white
youths to be arrested in 2009. This trend improved in more recent years, but black youths In
Johnson County were still almost six times more likely to be arrested than white youths in
2011. [Iowa Division of Criminal and Juvenile Justice Planning; National Resource Center
for Family Centered Practice, University of Iowa]
Relative Rate Index for Arrests of African Americans Aged 10-17
Reference Group- White YGuths Aged 10-17; Reference GrG Lip Valui 1.0
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Curfew ordinance — Iowa City's curfew ordinance for juveniles 17 and younger affects
minority youths disproportionately. Young people of color make up 26 percent of Johnson
County's 10-1 7-year-old population, but represent more than a third of curfew ordinance
citations and warnings. Curfew violations rank No. 2 as a cause of juvenile arrests in Iowa
City, at 22 percent of juvenile charges. [ICPD Annual Report, 2011]
9
Adverse effects — Juvenile detention has been found to have a strong relationship with
failure to graduate from high school. In one national study, only 12 percent of those who had
served time in a juvenile detention center went on to graduate from high school or earn a
GED. [John D. and Catherine T. MacArthur Foundation, 20061
How We Can Move Forward Together:
• Conduct fact-finding to ascertain community approaches to key juvenile justice issues:
> How do local institutions involved in juvenile justice —law enforcement agencies, juvenile
courts, schools —assess the impacts of their policies and practices on youths of different
races?
What strategies do local law enforcement agencies have in place to reduce
disproportionate contact with minority youths, how are community members involved in
the development of these strategies, and how is progress measured?
What are city councils and the Johnson County Board of Supervisors doing to hold law
enforcement agencies accountable for reducing disparities in treatment of youths of
different races?
> What are local law enforcement agencies doing to recruit and retain minority officers,
and what types of training do officers receive to understand the role of implicit bias and
promote racial equity?
• Ensure robust community input into law enforcement practices, policies, and programs
through community policing and effective and accessible complaint procedures related to
individual officer behaviors as well as departmental practices.
Adult Criminal Justice
Racial disparities in criminal justice are a national phenomenon, yet Iowa stands out for the
disproportionately high number of African American inmates in its prison population. Johnson
County's average daily jail census shows an even greater disparity. Data reported by the Iowa
City Police Department show disproportionate traffic stops and non -traffic arrests of African
American individuals. People of color represent a disproportionately low number of police
officers and other ICPD employees.
What We Learned:
Disproportionate arrests — Black/African American residents make up 4.8 percent of Iowa
City's population but accounted for 28 percent of non -traffic arrests by Iowa City Police in
2011. Almost 13 percent of traffic stops involved black drivers. [ICPD]
Disproportionate incarceration — Black inmates made up 42 percent of the Johnson
County Jail's average daily population in 2010, and 26 percent of Iowa's prison population in
2011. [Johnson County Sheriff; Iowa Department of Corrections]
Underrepresentation in policing — Black and Latino officers together made up just 6
percent of Iowa City's police force in 2011 and held no positions in other job classifications
within the Iowa City Police Department. [City of Iowa City Employment Opportunity Report,
2011]
10
How We Can Move Forward Together:
In order to ensure the availability of reliable data to monitor racial disparities, establish
uniform data collection and reporting on race and ethnicity for Johnson County's several
law enforcement agencies.
Ensure easy public access to data on law enforcement contacts, traffic stops, arrests, and
incarceration in Johnson County.
Conduct fact-finding to ascertain basic data and information on key issues regarding
criminal justice and the perception of criminal justice in our community:
> What factors help explain racial disparities in traffic stop data and how do Johnson
County traffic stop data compare with national statistics?
> Does local media coverage disproportionately feature people of color accused of crimes,
and what policies and practices do local news organizations have to ensure that
coverage accurately reflects the racial makeup of those accused of crimes?
Employment and Business Ownership
A great majority —nearly 81 percent —of Johnson County residents whose income falls below
the federal poverty level are white, according to the 2010 American Community Survey. At the
same time, only16% percent of white households have poverty -level incomes compared with
about 40 percent of African American and 26 percent of Asian families. . Poverty is an outcome
of multiple factors, including lack of access to employment and other economic opportunities,
life situations, and lack of resources across generations.
People of color do not enjoy the same economic opportunities as white individuals in Johnson
County. They experience higher unemployment and have lower income. Business ownership is
low among black and Latino residents. In a racially and ethnically equitable community, people
of color would experience about the same rates of unemployment, poverty, and business
ownership as white people.
What We Learned:
Employment disparity — Johnson County's black, Latino, and multiracial residents
experience significantly higher unemployment than people of other races. Unemployment
among African Americans in 2011 was 12.1 percent; 5.9 percent among Latinos; and 19.6
percent among multiracial residents, compared with an overall unemployment rate of 4.3
percent. [Iowa Workforce Development, 20111
Income disparity — Significantly higher proportions of African American and Asian
residents of Johnson County reported poverty -level incomes in 2010. About 40 percent of
black residents and 26 percent of Asian residents fell below the federal poverty level,
compared with 16 percent of white residents. [U.S. Census American Community Survey,
20101
Business ownership disparity — Of Johnson County's 9,323 registered businesses in
2007, 4.1 percent were owned by Asians/Asian Americans; 1.8 percent were owned by
African Americans; and 1.6 percent by Latinos. [U.S. Census Bureau, State & County Quick
Facts]
11
Johnson County Unemp I oyment Rate by RacellEthnIcity (2011)
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How We Can Move Forward Together:
Conduct fact-finding to identify barriers to people of color in income, employment, and
business ownership:
> What barriers to employment exist for people of color and how are these barriers being
addressed as an issue that harms our community rather than just an individual problem?
> In what sectors have minority business owners been successful, and how does the local
business community support the entrepreneurial aspirations of people of color?
Housing
The quality and affordability of housing in stable neighborhoods play key roles in families'
economic and social well-being. In fact, the Urban Institute includes residential segregation,
neighborhood affluence, and home ownership among the most significant factors in determining
racial and ethnic equity. [Urban Institute, 20121 Despite a variety of programs funded by both
local and federal governments to support housing availability and affordability, there is a
growing racial divide in Johnson County communities. This divide is a function of both regional
housing markets and housing policies at the city and regional scales.
12
What We Learned:
Home ownership — Home ownership in Johnson County skews toward white residents,
who make up a greater percentage of home owners and a lower percentage of home
renters than their share of the overall population. People of color, conversely, make up a
lower percentage of home owners and a higher percentage of home renters than their share
of the overall population. [U.S. Census, 20101
"Subsidized" housing — Johnson County's largest municipality, Iowa City, carries out
numerous programs to support the goal of increasing housing availability, affordability, and
quality. These include 81 Public Housing Units and 1,250 Housing Choice Voucher
(OSection 8") units. [Iowa City Housing Authority Annual Report, 20121
> Not all programs report statistics on the racial and ethnic makeup of participants, so it is
difficuft to assess the racial equity impact of housing programs.
Much of the media coverage regarding housing focuses on a single program, so-called
"Section 8" rental vouchers, as representative of racial and class divisions in Iowa City.
Program participation — For those programs where we do have racelethnicity data,
African American and Latino families participate at significantly higher rates than their share
of the population. For example, of the 1,250 families participating the Housing Choice
Voucher program, 34 percent are headed by African Americans. [U.S. Department of
Housing and Urban Development Community Development Block Grant Performance
Profile, Iowa City, 2008, Iowa City Housing Authority Annual Report, 2012]
Concentration of low-income housing — Planners and policy makers in the Iowa City
area have used housing policy to alter concentrations of low-income housing. Although not
always explicitly acknowledged, racial tensions have played a significant role in these
discussions, especially with regard to the southeastern part of Iowa City. Policy initiatives
have included:
> Iowa City's creation of a Scattered Site Housing Task Force in 2003, and the Task
Force's subsequent 2005 report. [October 11, 2005, memo from Matthew J. Hayek to
Iowa City City Councifl
> The Johnson County Urbanized Area Policy Board's creation of an Affordable Housing
Sub -Committee, and the Sub -Committee's subsequent 2010 recommendations.
[September 9, 2010, memo from John Yapp to Kelly Hayworth et al.]
> Iowa City's adoption of an Affordable Housing Location Model in 2011, which banned
new subsidized rental units in certain areas of the city. [KristopherAckerson, '7n the
Right Place, " Planning, March 2013].
> The Iowa City Community School District's adoption of a Diversity Policy in 2013.
Schools in the Iowa City Community School District vary dramatically in terms of their
percentages of students eligible for Free and Reduced Lunch (FRL), which is a
surrogate measure for poverty. These FRL differences reflect differences in the socio-
economic composition of neighborhoods.
How We Can Move Forward Together:
Adopt a consistent set of racial and ethnic data collection across all housing -related
programs in order to better understand their impacts on racial equity.
Initiate a dialogue among the public and municipal housing program officials to discuss
implementation of Racial Equity Impact Assessments so that housing policies achieve
their stated goals.
Work to ensure that community dialogues about housing address the growing racial
divide.
13
Conduct fact-finding to assess news coverage of housing issues, with the aim of
broadening coverage to include the full range of community investments in housing.
Community Leadership
Overcoming racial disparities in our community will take courageous and intentional leadership.
Increased racial and ethnic diversity among elected leaders and in public institutions will serve
as an important indicator of success in our community's journey toward racial equity.
What We Learned:
Employment in city government — Iowa City, our community's largest municipality,
reported just 25 people of color among its 459 public employees in 2011, which translates
to 5.4 percent. People of color made up 20.3 percent of Iowa City's population in 2010.
[U.S. Equal Employment Opportunity Commission, 2011]
Employment in county government — Johnson County reported just four people of
color among its 258 employees-1.5 percent —in 2011. People of color made up 17
percent of Johnson County's overall population in 2010. [U.S. Equal Opportunity
Employment Commission, 2011]
Elected leaders — None of Iowa City's, Coralville's, or Johnson County's current elected
leaders are people of color. The Iowa City School Board includes one person of color.
How We Can Move Forward Together:
• Identify and address formal and informal barriers to people of color seeking elected and
appointed positions in local government.
• Identify and support local efforts to increase the civic participation of people of color.
• Urge elected leaders to adopt resolutions and action plans affirming local governments'
commitment to racial equity in the workplace and to elimination of racial disparities in
public services and programs.
• Initiate community dialogue to include the experiences of people of color in discussions
to identify the impacts of proposed policies, budgets, and governing practices.
14
Index of Sources Cited in This Report
On K-12 Education:
Student population diversity — Enrollment Report 2012-13, pp. 12-14, Iowa City
Community School District.
Graduation rates — Iowa Department of Education
Advanced placement enrollment disparity — Course enrollment data 2010-11, Iowa City
Community School District.
Special education disparity — Enrollment Report 2012-13, Iowa City Community School
District.
Suspensions and police referrals — Safety and Climate Report, 2009-10 and 2010-11;
Annual Progress Report 2009-10 and 2010-11, Iowa City Community School District.
On Juvenile Justice:
Arrest rates — Iowa Division of Criminal and Juvenile Justice Planning; National Resource
Center for Family Centered Practice, University of Iowa.
Curfew ordinance — Annual Report 2011, Iowa City Police Department.
Adverse effects — John D. and Catherine T. MacArthur Foundation, 2006.
On Adult Criminal Justice:
Disproportionate arrests — Bias -Based Profiling Review 2010, Iowa City Police
Department.
Disproportionate traffic stops — Bias -Based Profiling Review 2010, Iowa City Police
Department.
Disproportionate incarceration — Johnson County Sheriff; Iowa Department of
Corrections, 2011.
Underrepresentation in policing — City of Iowa City Employment Opportunity Report,
2011.
On Employment, Income, and Business Ownership:
Employment disparity — Iowa Workforce Development, 2011; State Data Center of Iowa,
2011.
Income disparity —American Community Survey, 2010, U.S. Census Bureau.
Business ownership disparity — State & County Quick Facts, U.S. Census Bureau.
On Housing:
Home ownership— U.S. Census, 2010.
Housing program participation — Community Development Block Grant Performance
Profile, Iowa City, 2008, U.S. Department of Housing and Urban Development; Annual
Report 2012, Iowa City Housing Authority.
On Community Leadership
• Employment in city government — U.S. Equal Employment Opportunity Commission,
2011.
• Employment in county government — U.S. Equal Opportunity Employment Commission,
2011. ,
IN
Further Reading on Racial Disparities
and Racial Equity
• American Civil Liberties Union (ACLU, nd). School -to -Prison Pipeline:
hftp:/Iwww.aclu.or_q/racial-tustice/school-prison-pipeline
• Annie E. Casey Foundation. Race Matters: Unequal Opportunities in Education. Retrieved
from: hftp://www.aecf.or-q/upload/publicationfiles/fact sheet3.1)df
• Aspen Institute (2004). Structural Racism and Community Building. Retrieved May 15, 2012
from: hftp://www.aecf.or�g/upload/publicationfiles/re3622h65O.pdf
• Biddle, R., Editor. (nd) This is Dropout Nation: The High Cost of Juvenile Justice. Retrieved
May 15, 2012 from DropOut Nation: hftp://dropoutnation.neV2010111/23/dropout-nation-
high-cost-ouveniie-iustice/
• Center for Assessment and Policy Development (2010, July). Leadership and Race: How
to Develop and Support Leadership that Contributes to Racial Justice. Retrieved June 10,
2012 from: httr)://www.capd.orci/i)ubfiles/pub-2010-07-02.pd
• Davey, L. (2009). Strategies for Framing Racial Disparities: A FrameWorks Institute
Message Brief. Washington, DC: FrameWorks Institute. Retrieved May 23, 2012 from:
hftp://frameworksinstitute.or�g/assets/files/PDF race/disl)aritiesmessagebrief.pdf
• Dixon, B. (2005, July 14) Ten Worst Places to Be Black. Black Commentator, 146.
Retrieved June 3, 2012 from:
http://www.blackcommentator.com/146/146 cover dixon ten worst.html
• Dougherty, C., and Jordan, M. (2012, May 17). Minority Births Are New Majority. Retrieved
June 2, 2012, from The Wall Street Journal:
htti)://online.ws*.com/article/SB1 0001424052702303879604577408363003351818.htmI
• Dowd, L. Top Ten Barriers to Local Food Access for Low -Income Individuals. Local Foods
Connection. Contact localfoodsconnection@yahoo.com for a copy of the report.
• Equity Project (The) at Indiana University (nd). Glossary of Equity Terms:
hftp://www.indiana.edu/-equity/glossary.phi)
• Equity Project (The) at Indiana University (nd). Using Data. Retrieved June 2, 2102 from:
hfti)://www.indiana.edu/-eauity/usin-qdata.phl)
• Espenshade, T. J. and A. Walton Radford (2009, November 12). A new Manhattan Project.
Retrieved April 1, 2012 from: http://www.insidehighered.com/views/2009/11/12/radford
• Fairlie, R. W. and Robb, A.M. (2008). Race and Entrepreneurial Success: Black-, Asian-,
and White -Owned Businesses in the United States, Cambridge: MIT Press, 2008. Retrieved
June 3,2012 from: hfti):Hnpc.umich.edu/r)ublications/r)olicy briefs/briefl2/index.phD
• French, L., Fisher, P.S., and O'Connor, N. (2012, May). The Price of Low Pay: Cost of
Living in Iowa Shows Why Many Iowans Fall Short. Retrieved June 2, 2012 from The Iowa
Policy Project: hftp://www.iowapolicypro'ect.org/
• Gravelle, S. (2010, September 28). Poverty rate in Eastern Iowa climbs. Retrieved June 3,
2012 from Gazette.com: hftp://the-gazette.com/2010/09/28/area`/`e2`/`80�/`99s-poverty-rate-
climbs-following-national-trend/
• Human Rights Watch (2012, February 27). U.S.: Incarceration Rates Reveal Striking Racial
Disparities: hftp://www.hrw.org/news/2002/02/26/us-incarceration-rates-reveal-strikinci
racial -disparities
• Iowa Department of Human Rights (2009). Criminal & Juvenile Justice Planning.
Govemor's Youth Race & Detention Task Force, Response to Executive Order 5.
http://www.humanri(lhts.iowa.gov/c"�/ mages/pdf/yrdtf/Findinas*/*2005-21-09.pdf
16
• Iowa Department of Human Rights (2011). Iowa Prison Population Forecast FY2005-2015.
Retrieved June 3, 2012 from:
hftp://www.humanrights.iowa.gov/ci�p/images/pdf/Forceast 2005-2015.i)d
• Iowa Department of Public Health. Iowa Cancer Health Disparities
hfti)://www.idph.state.ia.us/hi)cd���/``common/pdf/ia cancer health disparities r)df
• Kochhar, R., Fry, R., & Taylor, P. (2011, July 26). Wealth Gaps Rise to Record Highs
Between Whites, Blacks and Hispanics. Retrieved June 3, 2012 from Pew Research
Center: hfti)://www.pewsocialtrends.or_q/2011/07/26/wealth-gaps-rise-to-record-highs
between-whites-blacks-hispanics
• Metzger, S., Bayard, R., & Waheed, K. (2010, November 9): The Alliance for Racial Equity
in Child Welfare IFCW WorldForum 2010, Palisades, NY.
hftp://antiracistalliance.com/PromotingRacia[EquityinChildWelfareOutcomes.pdf
• Minneapolis Foundation, The. (nd). About Equity and Social Change. Retrieved June 5,
2012 from: httr)://www.minnear)olisfoundation.org/CommunitVGrants/Equity.aspx
• Multnomah County, Oregon. Equity and Empowerment Lens:
• National Center for Children in Poverty. Iowa: Demographics of Poor Children.
http://www.nccp.org/profiles/IA profile 7.html
• Ordfield, G., Losen, D., Wald, J. & Swanson, C. (2004). Losing Our Future: How Minority
Youth Are Being Left Behind by the Graduation Rate Crisis. Retrieved June 12, 2012 from:
hftp://www.urban.org/UploadedPDF/410936 LosinqOurFuture.pd
• Poverty & Race Research Action Council (2006). Structural Racism issue. Poverty & Race,
15:16, pp hftp://www.prrac.org/newslefters/novdec2006.i)df
• Rankin, M.A. (2012, April 18). Encouraging AP Success For All Students, Education Week,
31: 28.
• Richardson, B. (2010, October 23). National Survey on DIVIC Practices and
Accomplishments. Presentation at the Joint Meeting of the Ethnic and Cultural Diversity
Coordinators. Retrieved May 15, 2012 from
htti)://www.uiowa.edu/—nrcfci)/dmcrc/DMCSurveyPresentationCJJ1 0-23-201 O.pptx
• Urban Institute (2007). Five Questions for Marla McDaniel. Retrieved May 5, 2013
hftp://urban.org/toolkit/fiveg uestions/M McDaniel. cfm
• Urban League of Portland. Racial Equity Strategy Guide. hftp://ulpdx.or-q/wi)-
content/uploads/2012/02/RACIAL-EQUITY-STRATEGY-GUIDE-FINAL.pd
• W.K. Kellogg Foundation. Racial Equity: http://www.wkkf.o[q/what-we-sup[)orttracial-
equity.aspx
17
Contact the Coalition for Racial Justice at coalition.raciaLiustice(cD-gmail. to:
Find out more about the Coalition or this report
Schedule a presentation about racial equity and/or request a racial equity toolkit for your
group or organization
Be included in the Community Racial Justice Mailing List, which provides information
about local racial justice efforts and events
Visit the Coalition's website: hftp://racial'usticecoalition.com or Facebook page:
www.facebook.com/RaciaIJusticeCoalition
18
Correspondence
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CITY OF IOWA CITY
4 10 East Wa5hington Street
Iowa City. Iowa 52210-1826
(3 19) 3 5 6- 5 0 00
Q 19) 3 56-5009 FAX
WWW.icgov.org
July 18, 2013
President Sally Mason
University of Iowa
10I Jessup Hall
Iowa City, 1A 52244
Dear President Mason,
The City of Iowa City Human Rights Commission would like to extend a sincere thank you to you and
Provost Butler for finding a way to keep the Center for Human Rights an integral part of the University
We look forward to partnering with the Center this fall on a program that will focus on Racial Justice &
Disproportionate Minority Incarceration. To have a Center for Human Rights is truly a worthwhile
investment in the lives of students, the community and the world at large. Thank you very much.
Sincerely,
City of Iowa City Human Rights Commission
Orville Townsend, Sr., Chair, Harry Olmstead, Vice Chair, Jewell Amos, Joe D. Coulter, Diane Finnerty,
Shams Ghoneim, Kim Hanrahan, Dan Tallon.
CC: Provost Barry Butler
New I.D. system for rec facilities raises questions about accessibility I Iowa City Press Cit... Page I of I
New I.D. system for rec facilities raises questions about
accessibility
Written by Josh O'Leary Iowa City Press -Citizen press -
Jul. 17 citizen.corn
A new system would require users of Iowa City's recreation facilities to show a city -issued
identification card at the front desk, prompting discussions of whether replacement fees
would hurt low-income families and how and when information would be shared with law
enforcement.
The city's Human Rights Commission sat down with Parks and Recreation leaders this week
to discuss the use of the I.D. cards, which rolled out last month on a trial basis at the east -
side Scanlon Gymnasium/Mercer Park Aquatic Center.
Visitors to the downtown Robert A. Lee Recreation Center could be required to use the
cards — which are free when initially issued but cost the user $2 to replace if lost — as soon
as next month, though staff say the logistics are still being ironed out.
The public can purchase pass cards for the fee -based aquatics facilities, but no I.D. had
been required in the past to use other public areas like the gyms, game rooms or fitness
rooms.
"We wanted to make sure minority families could afford the pass if it was lost, and we were
also concerned with the interaction with the police department, how that would take place,"
Human Rights Commission member Harry Olmstead said of board members' concerns,
which sparked the conversation with city staff at Tuesday's meeting.
Chad Dyson, the city's superintendent of recreation, said the IDs will largely be used to track
the facilities' attendance and usage — a process he said is currently done manually,
producing inexact results.
The I.D. system will also help if there is an incident at the rec centers that requires staff or
police investigation, Dyson said. Currently it's difficult for staff and authorities to gather
information about an incident without a log of the names, ages and addresses of visitors, he
said.
The cards could be used by police to identify persons of interest or prevent the use of
recreation facilities by those identified by authorities as potentially harmful to children, Dyson
said.
"More importantly for health and safety issues, we'll have contact information," Dyson said.
"If there's an emergency situation when somebody is here and they're injured, we can find
somebody to contact."
Reach Josh O'Leary at 887-6415 or joleary@press-citizen.com.
http://www.press-citizen.com/apps/pbcs.dll/article?AID--2013130717016 7/18/2013
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Group seeks to educate citizens on disabilities in workplace - The Daily Iowan
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TUESDAY, JULY 23, 2013
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Group seeks to educate citizens on disabilities in
workplace
By CASSIDY RILEY I JULY 23, 2013 5tPO AM
... IL 1.1�
Local experts say equality in the workplace for those with and without disabilities is a long way off,
but training sessions may be a step in the right direction.
The Iowa City Harem Rights Commission will host a one -day training session on Aug. 6 to discuss
workplace discrimination against those with disabilities.
Stefanie Bowers, a human -rights coordinator for the commission, said it him to host training
sessions every year to address different human -rights issues.
'I think one of the Ways to bring attention to discrimination that a person might encounter is to hold
programs like we are doing to bring attention to the issue," she said.
This seminar has a maximum attendance Of 30, and Bowen said mom than 15 people had already
signed up.
"The purpose is to educate the community," she said. "[This training session] will basically provide
the public with their rights under the Americans with Disabilities Act Amendments ActTitle One."
Friday marks the 23rd anniversary of the implementation of the Americans With Disabilities Act
Leonard Sandler, a University of Iowa clinical professor of law, has had many years of experience
working on projects concerning disabilities and hunum-rights issues. He said that since the law was
amended in 2008, it is essential for employers to understand not only their responsibilities under
the law but also how to simply go about talking with employees about necessary accommodations for
a disability.
"The training session mill] probably tell them what's legal and what's permissible," he said. 'A lot of
people think you can't ask any person with a disability questions. Unless they bri ng it up, you
shouldn't be asking if someone has a disability, but you Can ask them if they can do the job and what
kinds of accommodations they might need."
According to the Bureau of Labor Statistics, in May 2ai2, mom than 28 million men and woman in
the United States over the age of 16 bad disabilities. Among those with disabilities 18.2 percent were
employed. The employment rate for those without disabilities was approximately 6,4 percent.
Sandler mid one of the biggest misunderstandings about employees with disabilities is that
accommodating them could be very expensive. According to a study done by theJob
Accommodation Network. 57 percent of accommodations employees needed had no Cost, and 37
percent claimed a onetimc�only cost.
'The training sessions an to destroy the myths," Sandler said.
Access 2 independence is a local nonprofit I hot works to advocate and empower those with
disabilities. Rosie Math is a community outreach coordinator for AMeSS 2 Independence who
Struggles with dyslexia, attention deficit hyperactivity disorder, anxiety, and depression.
"It's really important for me to work under a supervisor who is really understanding and patient —
somebody who has an awareness about disabilities and will also work wri th me in mv strengths," she
said. "I've backed out bemuse most of my bosses have been extremely supportive arid have been
really amazing role models in the past."
Math said that while she has had many positive experiences, she at one time worked at a restaurant
in Washington state in which the owner did not tolerate her disability well.
"I did things just as well as everyone else did, but I think she just wasn't patient at all," she said. "She
did thing to really exacerbate my anxiety [such as] she would time how long it would take me to
sweep. She ended up just making me do dishes, and I was just kind of sick of it."
http://www.dailyiowan.com/2013/07/'-13/Metro/34072.html 7/23/2013
Group seeks to educate citizens on disabilities in workplace - The Daily Iowan Page 2 of 4
Math said she believes the training session will help shift cultural opinions locally about those with
disabilities.
'People with disabilities have so, many strengths and so many ways that they "eel," she mid. -Mey
aren't given the opportunity to really show off their skills bemuse they're placed in positions where
they do menial work. There needs to be more opportunities and more diversity in jobs that are
willing to train people with all kinds of disabilities."
In today's issue:
Downtown boutique Panchcro's; mophins White reflects on Today's Diiipla%
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http://www.dailyiowan.cotn/2013/07/23/Metro/34072.htmi 7/23/2013
City of Iowa City
City Clerk's Office
Date: July24,2013
To: Stefanie Bowers
From: Kellie Tuttle 356-5043
At last night's City Council meeting Andrea Cohen was appointed to the Human Rights
Commission. A copy of the application and the letter that was sent is attached.
If you have questions or concerns feel free to call.
Thanks for your help.
Stefanie Bowers
From: Daniel Tallon <daniel.tallon@yahoo.com>
Sent: Tuesday, August 06, 2013 10:02 PM
To: Stefanie Bowers
Subject: IC HRC
Ma'am,
I wanted to write to you regarding my position on the commission. I was recently accepted into a
funded graduate program and will need to move from Iowa. The program is an opportunity that I did
not think would actually be available and I am very happy to be able to have been offered admission
and funding. I have really enjoyed the Human Rights Commission. Everyone is sincerely dedicated to
advancing and preserving human rights and I believe that I have developed as professional and as
person. I thank you for the opportunity. I plan on returning to Iowa after the program and I will likely
reapply to the commission at that time. I hope the fall treats you well and I will try I attend any
functions of the commission if I am visiting town.
Thank You,
Daniel Tallon