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HomeMy WebLinkAboutEquity Report. pptCity of Iowa City =L!I *,%r Equit)r R CITY OF IOWA CITY Council Work Session :11/18/14 Council established Ad Hoc Diversity Committee To study City operations as they relate to minority populations with a view toward promoting just and harmonious interaction between local government and minority segments of the community." Specific emphasis on Police, Transit, and Citizens Police Review Board. ■Recommendations. ■Reporting tool --Diversity Implementation Form (DIF). ■Diversity Task Force. A -Z Index Residents Business Government 1Caov ora Homs > Human RiahrS s DIWSlty rnitierim Diversity Initiative Diversity Committee In June 2012, the Iowa City City Council established the Diversity Committee which was formulated to serve as an ad-hoc council committee to review issues relating to diversitywithin the City organization. The committee reviewed the policies, practices, and procedures within the Iowa City Police Department and the Transportation Services Department with the intent to provide a set of recommendations to the City Council on diversity related matters. In March 2013, the Divers ilyComm Mee supplied the City Council and City staff with their recommendations. City staff developed an implementation form and reporting process designed to incorporate recommendations from both the DiversityCommittee and City staff The City Manager initiated a Diversity Tasidorce and appointed an Equity Director to ensure the recommendations are implemented and in compliance with the goals of the City Council. The Council passed a resolution supporting various recommendations from City staff and the Diversity Committee. 'Meouncil Resolution Diversity Implementation Form The �]r- Diversity implementation Form (DIF) supplies the public with up-to-date information regarding the implementation ofvarious recommendations made from both the Diversity Committee and Cdystaff. The form will be updated and reposted to indicate the progress being made with each recommendation, jnDiversity Implememtation Form 7M4 Equity Director Appointed by the City Manager, the Equity Director serves as advisor to the City Manager on issues of equity and diversity, and coordinates the City's efforts and initiatives with regard to education, customer service, partnerships, and publishing an annual comprehensive equity report Diversity Taskforce Created bythe City Manager, the Diversity Tas kforce, an internal staff committee, provides oversight on the implementation ofthe recommendations approved bythe Divers ity Committee and City staff. The taskforce also assists in the creation ofthe Annual EquityOversily, Report Annual Equity/Diversity Report 'MThe Annual EguityOversity report is a comprehensive report summariang data and reports from various departments and divisions within the City organization The report provides relevant statistical data on matters ofdiversity and equity and showcases progress made on the recommendations from the Divers dy Committee and City Council. ■Welcoming & inclusive community. ■Honest conversation within community and with City staff. ■Create transparency and accountability. ■Improve outcomes. ■Better access to City services/programs. Boards/Commissions Human Rights Commission Annual Report (FY 13) Citizens Police Review Board (FY 13) Police Traffic Stop Demographics by Age, Race and Sex (2013) Youth Report (2013) School Visit Report (2013) School Incident Location Report (2013) Arrest Report by Charge, Race, Gender and Age* (2013) Incident Based Reporting Report (2013) Discipline Summary Report (2013) Human Resources Equal Employment Opportunity Report (Survey Year 2013) Employee Statistics (2013) Equity, as we have seen, involves trying to understand and give people what they need to enjoy full, healthy lives. Equality, in contrast, aims to ensure that everyone gets the same things in order to enjoy full, healthy lives. Like equity, equality aims to promote fairness and justice, but it can only work if everyone starts from the same place and needs the same things. Minority: The smaller part of a group. A group within a country or state that differs in race, religion or national origin from the dominant group. According to EEOC guidelines, minority is used to mean four particular groups who share a race, color or national origin. ■ American Indian or Alaskan Native. A person having origins in any of the original peoples of North America, and who maintain their culture through a tribe or community. Asian or Pacific Islander. A person having origins in any of the original people of the Far East, Southeast Asia, India, or the Pacific Islands. These areas include, for example, China, India, Korea, the Philippine Islands, and Samoa. Black (except Hispanic). A person having origins in any of the black racial groups of Africa. Hispanic. A person of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race. Source: http://www.archives.Eo v/eeo/t a rm in o I o ev. ht m I. Diversity in general means all the ways in which we differ. Diversity can be in race, ethnicity, culture, age, abilities, gender, or in sexual orientation. Inclusion puts the concept and practice of diversity into action by creating an environment of involvement, respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed. Generally refers to the statistical over or under representation of a given population group, often defined by racial and ethnic backgrounds. There are reasons why disproportionality may occur. Disproportionality is a useful red flag in measuring the adverse effect of a practice or standard that is neutral and non- discriminatory in its intent but nonetheless disproportionately affects a particular group. Race & Ethnicity 2010 Asian or Hispanic Pacific Islander 5.30% American 6.90% Indian or Alaskan Native - 0.20% Black 5.80% White 82.50% 30 25 20 15 10 5 0 Complaints by Area ■ Credit (1) Education (0) r Employment (27) 25 20 15 10 5 Housing (4) 0 ■ Public Accommodation (20) Complaints by Characteristic tb° No" °a �:�� �o� � �o� o °'�� �� a°� �o� •roc °j moo'° P G° Gt¢� 5�a`a��p�` a� `RGo �`.ko a\`a� 5 ���� 5 G 5 Q Definition of Probable Cause Probable cause exists if there are reasonable grounds for believing discrimination has occurred. Wilson v. Hayes, 464 N.W.2d 2507 261-62 (Iowa 1990) (citing 52 Am.Jur.2d Malicious Prosecution §51 at 219). A determination of probable cause is made after an investigation and is based on "facts and circumstances that would be sufficient to induce a reasonable belief in the truth of the [claim]." In re Det. of Mead, 790 N.W.2d 1047 111 (Iowa 2010), rehearing denied (Dec. 10, 2010). See, also, Shaul v. Brown, 28 Iowa 37, 477 4 Am. Rep. 151 (Iowa 1869) (stating, "Without entering at length into the discussion, we may remark that the question of probable cause in every case involves first the ascertainment of the facts from the evidence, and then the application of the law to the facts ascertained."). Of the 52 complaints filed in FY 13, 5 were mediated, 9 were found to have no probable cause, 9 were administratively closed, and 3 were closed citing lack of jurisdiction. (Not all complaints filed within FY 13 are resolved by the end of the fiscal year creating the difference in numbers between those opened and closed). • The Board was established to review investigations into claims of police misconduct. • Recommendations. • The CPRB holds at least one community forum each year for the purpose of hearing community views on the policies, practices and procedures of the Police Department. • Iowa City is the only city in the State of Iowa to have a Citizens Police Review Board. Complaint #12-01 Excessive Force - NOT SUSTAINED. Harassment - NOT SUSTAINED. Violation of Civil Rights - NOT SUSTAINED. False Arrest - NOT SUSTAINED. Of the 16 allegations made in FY 13, none were sustained. The 5 complaints involved a total of 8 officers. The CPRB made a recommendation for more education on an individual's rights and responsibilities when responding to the directions of a police officer. ■NOT SUSTAINED -The investigation fails to discover sufficient evidence to clearly prove or disprove allegation. ■SUSTAINED: The investigation disclosed sufficient evidence to clearly prove the allegations made in the complaint. Search A -Z Index Residents Business Government Visitors ICaovom Home, Boards & Commissions r Citizens Police Rev w Board Citizens Police Review Board (CPRB) The Iowa City Citizens Police Review Board. formerlyknown as the Police Citizens Review Board, consists of five members appointed by the City Council. The board has its own legal counsel. The board reviews reports prepared after investigation of complaints about alleged police misconduct Cohen issues its own written reports that contain detailed findings of fact and conclusions that explain whyand the extentto which complaints should be sustained or not sustained. The board maintains a central registry of complaints against sworn police officers and prepares annual reports to the City Council on the disposition of these complaints. The board reviews police policies, procedures, and practices, and may recommend modifications to them The board shall hold at least one communilyforum each yearfor the purpose ofhearing citizen's views on the policies, practices and procedures ofthe Iowa City police department, review police practices, procedures, and written policies as those practices and procedures relate to the police department's performance as a whole, and reporttheir recommendations, if any, to the city council, citymanager and police chief. The board has onlylimited civil administrative review powers and has no power or authority over criminal matters or police discipline. It is not a court of law and is not intended to substitute for anyform of legal action againstthe Police Department or the City. Report; View Forum Summaries m View Public Complaint Reports A View Annual Reports A Brochures Tn"Olish '©Espana The Complaint Review Process • The board receives a completed In citizen complaint form and immediatelyfonvards a copyto the Police Chief far internal affairs investigation (tithe complaint is about the Chief, the City fvtanager will conduct the investigation ) The Chief completes the investigation within 90 days and issues a detailed written report that concludes with a finding thatthe complaint is "sustained" or "not sustained." The board will grant e)densions, from this deadline for good cause shown. • Copies of the Chiefs report are sent to the board and to the complainant, the police officers. and the City Manager. • The board reviews the Chiefs report and may conduct additional investigation or request that the Chief do so. Wdhin 90 days of receipt of the Chiefs report, the board issues a written report that contains detailed findings of fact and a conclusion that explains why and the eMent to which the complaint should be "sustained" or "not sustained" The City Council maygrante)densions, upon FY 13 DEMOGRAPHICS OF BOARDS & COMMISSIONS The City currently has 131 seats for the 19 established boards & commissions and 1 council. The 19 boards and commissions are: Airport Commission, Airport Zoning Board of Adjustment, Airport Zoning Commission, Board of Appeals, Assessor's Examining Board, Board of Adjustment, Board of Review, Charter Review Commission, Citizens Police Review Board, Civil Service Commission, Historic Preservation Commission, Housing & Community Development Commission, Human Rights Commission, Board of Library Trustees, Parks and Recreation Commission, Planning and Zoning, Public Art Advisory Committee, Senior Center Commission, and Telecommunications Commission. Eighty responses were received which means 61% of current board, commission and council members responded to the voluntary survey. Those who responded identified the following. 67 are White. 53 are married. 51 identify as heterosexual. 51 are over the age of 65. 38 have an annual household income of over $100k. 43 males responded to the survey and 35 females responded. getINVOLVED! -i vfOn an Iowa City R,,aid or C;omrnissii5n J Pceus on iortununiry N�afa ✓LY+,xlcP Rrs.6eN Kmu.Ra.;z t::mIxeriwvatr,n,�or'.W�b ✓TMS n t nu a�ie.c Yw. �mn�,uN ppptymq is e�s,i. 1M1s,1 www icgw rcq Ow<A m BouOs b tamm,ssions a r,El SSE5009 I,ar al Mw Ony enlds. tmmaa,m, A femmn,m euvn, Cmimi,vm Aumn Im.rq B®N d AdNsm,enc. Aimmr rn,.na connn».m eo,a u.anal,. r,i�.mmm�n ca,.�en.�na.mrtammrewrudue�mw,cmnu min: - eww.ei ..m narsm Ml.,nm ,d, Ian Mtpn,tfr[m,n.,,ial ili rtn Pi,lln>':min.�,rm,Ba4il IN ligeiYl w[an, RaINf AMSPeneMpn„ �,�I.n 425 13 606 17 7 13 3 19 8 1 1031 30 26 21 4 92.72% 2.70% 2.34% 1.89% .36% 461(41%) 651(59%) 1112 PERMANENT EMPLOYEES Examples include: Maintenance Operator -Water or Information Technologies Services Coordinator. TEMPORARY/SEASONAL EMPLOYEES WHITE BLACK HISPANIC ASIAN NATIVE TOTAL FEMALES 172 5 1 3 1 182 (29%) MALES 411 10 15 3 0 439 (71%) TOTAL 583 15 1 16 1 6 1 1 621 93.88% 12.42% 12.58% 1 .97% 1 .16% Examples include: Maintenance Operator -Water or Information Technologies Services Coordinator. TEMPORARY/SEASONAL EMPLOYEES Examples include: School Crossing Guards or Fall/Winter Forestry Aide. WHITE BLACK HISPANIC ASIAN NATIVE TOTAL FEMALES 253 8 6 10 2 279 (57%) MALES 195 7 4 5 1 212 (43%) TOTAL 448 15 10 15 3 491 91.23% 3.05% 2.04% 3.05% .61% Examples include: School Crossing Guards or Fall/Winter Forestry Aide. Collective bargaining agreements and Civil Service. Where individuals are hired or promoted on the basis of merit and seniority. Understanding the Application and Hiring Process for City Employment Improve advertising and outreach to reach diverse populations. Increase internship opportunities. Training on implicit bias and cultural competency. ■ Online Application Process. Removal of Criminal History. Collect Information on who applies, who is hired, and track statistics. La Ciudad de Iowa City CITY OF IOWA CITY Oportunidades } de Empleo La Ciudad de Iowa C ty —a Encidad que of— Igwidad Ee Opor—Ad., par la q. .,j—. a las da z y Permmz ovu clas —1P P�idasaleolic or puesws de emplew aderroz Para � rci d..�r rnu sobrc nunuss eportunidades de emplee: ► Pasi per Ofeina de Human R— — 1-0— [ wim��glan 5rms.lowa Cny i,i uc... r.nes,desde L MW—las 17W bxas iM ► Sioanos per medio de las redes soeiales Concn cleevomeo: www.icgcnvarg's�Mmbe lu�•s .s•sos) a sobs t�1i �rn+.»nywg ,� snio 1. -d w :.cgov.orgolel n�n�5o rodeo OR x X11 Cny of Iowa Fmpbymem rrcook. o", Ac", lewaCiryHR ► _lo Ilimenos! IXo.u. 3195:6 sozo Li�s..4 vRbajo%119 }50.5011 l o Badges for Baseball Program. Youth Police Academy. 3 on 3 Basketball League. School Visits. National Night Out. Community Engagement. OVERALL ARRESTS BY RACE/ETHNICITY & GENDER IN 2013 White= Total Number of Arrests=6,405 Black= 29%* Asian/Pacific Islander= Total by Race American Indian/Alaskan= Total by Gender Unknown= White= 4,419 Male= 5,0005° Black= 1,867 Female= 1,405 Asian/Pacific Islander= 94 Unknown= 0 American Indian/Alaskan= 9 Unknown= 26 Totals by Ethnicity Totals by Race & Gender Hispanic= 553 White Male= 3,517 Non -Hispanic= 5,804 White Female= 902 Unknown= 48 Black Male= 1,389 Totals by Age Group Black Female= 478 Age 0-17= 425 Age 18-25= 3,702 Asian/PI Male= 63 Age 26-35= 1,171 Asian/P] Female= 21 Age 36-45= 466 Age 46-55= 468 Ameri.lnd/Alsk. Male= 9 Age 56 or Older= 171 Ameri.Ind/Alsk. Female= 0 Unknown Male= 22 Unknown Female= 4 PERCENTAGE OF TOTAL ARRESTS BY RACE/ETHNICITY IN 2013 White= 69% Black= 29%* Asian/Pacific Islander= 1% American Indian/Alaskan= OYo Unknown= .OYo Hispanic= 9Yos *Disproportionality to race/ethnic population for Iowa City ■Race/Ethnicity by charge White: Public Intoxication. Black: Driving while License Under Suspension. Asian or Pacific Islander: OWI. Hispanic: Public Intoxication. American Indian or Alaskan Native: Public Intoxication. ■Traffic Stops By Age, Race & Gender. Black Females in 20-29 age range represent 13.5% of all females stopped. Black Males in 20-29 age range represent 14.9% of all males stopped. Black males of any age represent 9% of total stops. ■ Youth Referrals 5t" Degree Theft. Disorderly Conduct. ■ Juvenile Curfew Ordinance Black Youth Represented 4 of the youth cited. Hispanic Youth Represented 3 of youth cited. ■ Diversion programs for youth—Ladder's Program. ■ Youth Police Academy. ■ Community policing. • St. Ambrose study on traffic stops. • Increase diversity within the police force. • Require cultural competency training. • Conferences/Forums/Trainings. ■ Monitoring for indicators indicative of racial profiling. ■ Increase awareness of the complaint processes. ■ Website Redesign. ■ Community Identification Card. ■ International Student Outreach. How can the Council improve outcomes? • Bring attention to disproportionality. • Allocate funding. • Garner support. • Advocate for change in policies. • Collaborate with others. ■ Share accountability. ■ Equity Impact Review tool that evaluates how a policy, program, or budget initiative will affect outcomes. Commitment to creating a welcoming and inclusive community. Well documented plan of action with goals, objectives and measurable outcomes. • To work on and work with others in improving the disproportionate numbers. • To work with area partners, community organizations, and the community towards our goals. • Evaluate what we are doing with input from the community„ from boards & commissions and City staff. ■ Spring/Summer of 2015. Visit http://www.icgov.org/?id=2281 or search Diversity Initiative.