2022-02-01 CC Agenda Packet - PRESENTATION - ITEM E13 - DEIDIVERSITY, EQUITY & INCLUSION COMMITTEE
CITYWIDE ORGANIZATION REVIEW
AGENDA
1. Acknowledgements
2. Overview & Key Takeaways
3. Progress To Date
4. ESPD/ ESFD
a. Diversity & Representation
b. Recruitment
5. ESPD Policy Review
6. ESPD Culture & Community
7. ESFD Status Update
8. Conclusion and Next Steps
OVERVIEW
2021 Areas of Focus:
• Review of El Segundo Police Department (ESPD) policies, practices,
training, diversity and future direction.
• Review of El Segundo Fire Department (ESFD) policies, practices,
training, diversity and future direction.
KEY TAKEAWAYS
ESPD
• Committed to collaborating with the DEI Cmte
and is forthcoming with data and information.
• Has invested in DEI-related practices, policies
and training.
• Collection of Stats on Stops begun Oct. 2021.
• UOF ratio is a small fraction of all arrests or
service calls due to training and tools used by
ESPD.
• Automated License Plate Readers (ALPRs) are
set to notify ESPD of amber alerts, stolen
vehicles and other felony violations.
ESFD
• Committed to collaborating
■ ESFD workforce is less
diverse than the community it
serves, with 14.2% of all full-
time employees falling into
the minority/non-white
demographic categories.
• Relationship building between
Chief Lee and the DEI Public
Safety Sub-Cmte has begun.
PROGRESS TO DATE
Complete:
■ Opportunities for community communication.
• Implementation of routine surveys.
• Review of employment & residential demographics.
• Review of ESPD policies.
• Review of ESPD recruitment, hiring & training.
Ongoing:
• Build relationships within & throughout ESPD & ESFD.
• Review DEI-related citizen complaints to ESPD.
Planning & Discussion:
• Review of DEI-related
citizen complaints to ESFD.
• ESFD ride along.
• Review ESFD policies.
• Future collaborations.
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Sworn Fire Employees
Residents
Full -Time
Male Full -Time
Female Full -Time
Resident
Full -Time City
Fire Employees
Fire Employees
Fire Employees
Population
Employee
Under/Over
DEMOGRAPHIC
(%of 17,271)
Resident Population
White/ Caucasian
36 (85.7%)
34 (78.5%)
2 (7.1%)
62%
+23.7% Points
Black/ African -
American
0
0
0
2%
-2% Points
Asian
2 (4.7%)
2 (4.7%)
0
10%
-5.3% Points
Hispanic/ LatinX
4 (9.S%)
4 (9.5%)
0
17%
-7.5% Points
American Indian or
Alaska Native
0
0
0
0.3%
-0.3% Points
Native Hawaiian or
Pacific Islander
0
0
0
0.4%
-0.4% Points
Two Or More Races
0
0
0
7%
-7% Points
Other
0
0
0
0.5%
-0.5% Points
Total
42 (100%)
39 (92.9%)
2 (7.1%)
99.2%
*Resident percentage may not equal 100% due to rounding.
DEMOGRAPHIC REVIEW (KEY FINDINGS)
• The City's overall residential population is 38% minority/non-white.
• The overall ESPD workforce is more diverse than the community it serves, with 45 % of
all full-time and part-time employees (35% of full-time employees) falling into the
minority/non-white demographic categories.
• The overall ESFD workforce is less diverse than the community it serves, with 14.2% of
all full-time employees falling into the minority/non-white demographic categories.
RECRUITMENT & TRAINING
• ESPD & ESFD seek new recruits through several approaches including:
o Social Media Campaigns;
• Financial Incentives;
o Outreach to local colleges & universities;
o Advertisements on public transportation; and
• Advertisements in magazines with a large female readership.
• ESPD Training
o All ESPD training is publicly available and listed on the website;
• ESPD officers receive training beyond state minimums;
• ESPD consistently reviews best practices, procedures and tools to engage
in safer policing; and
• All ESPD officers have received DEI-related trainings in the past year.
ESPD INCIDENTS OF USE OF FORCE (Provided byESPD)
YEAR
._Female2016
4
9
8
3
24
2017
8
7
2
1
18
2018
5
7
6
1
19
2019
4
10
8
3
25
2020
5
3
8
1
17
2020-2022
8
4
10
0 21 1
22
am .Be.eh(2)
2019 Total —1,031 Arrests ® M—h._B—A(a) 2020 Total —1,060 Arrests
Radondo B... h (11)
r. G.rden. (14)
Other Cities - 381 �
Other Cities - 419
Los Angeles - 322 ti°"'�"
Los Angeles - 337
Inglewood - 89
Inglewood - 78
ElSWnde
Hawthorne - 86
El Segundo - 74
El Segundo - 66
Hawthorne - 62
Torrance - 28 """`""'"
Out of State - 29
Out of State - 24
Torrance - 19
Gardena - 14
Redondo Beach - 15
Redondo Beach - 11
Gardena - 13
Manhattan Beach — 8
Manhattan Beach - 11
Hermosa Beach - 2
Hermosa Beach - 3
Her.... Be.ch (3)
r Manhattan Baach(21)
Gardena (13)
f Redonda BeaeTornince (15ri
Out .} State
.Sh
Hawthorne
W,%WA m
USE OF FORCE/ARRESTS IN EL SEGUNDO
KEY FINDINGS
• ESPD UOF ratio to arrests is a small fraction of all arrests or service calls.
• ESPD utilizes an effective Mental Evaluation Tech (MET) Team to help respond to calls
requiring Mental Health support.
o On average, MET is needed for approximately 25-26 incidents per quarter.
• UOF disproportionately impact people of color. For example, of the 17 incidents of
UOF in 2020, 9 (53%) involved non -white people.
• Of the arrests in 2020, 986 (93%) are suspects from outside of El Segundo, and 17
(1.6%) of arrests included use of force. This is a slight decrease compared to 2019
where 965 (93.6%) of arrests were non-residents, and 25 (2.4%) of arrests included
use of force.
11
Civilian Complaints Received
LEADERSHIP IN ACTION
Year Number of Complaints
- Last year, representatives from the DEI Cmte helped facilitate a face-to-face
2018 7
discussion with ESPD and The Aerospace Corporation (Aerospace).
2019 8
• It came to the Cmte's attention that several Aerospace employees of color had
2020 3
been pulled over in El Segundo on their way to work.
Chief Bermudez quickly agreed to attend the meeting himself, along with
Lieutenant Delmendo. About ten Aerospace employees attended.
• The Chief and Lieutenant provided an understanding of policies and procedures in
place, but more importantly offered Aerospace employees the opportunity to
reach out directly to them for any future incidents or concerns.
e ESPD agreed to quickly schedule a time to walk through each incident together.
e Access to the top of the ESPD had a positive impact.
ESFD STATUS UPDATE
• A DEI Cmte member, Fire Chief Deena Lee, and her team have had a few preliminary
conversations and meetings, and a couple Subcommittee members attended Chief
Lee's pinning ceremony.
• ESFD is in the process of gathering and sharing statistical and demographic data, as
well as any DEI-related policies. This information is not currently available on their
website.
• The Subcommittee and ESFD are in the process of scheduling ride-alongs and other
learning opportunities similar to the Community Police Academy. The Subcommittee
looks forward to sharing its analysis, findings and next steps in the next Public Safety
status report to City Council.
RECOMMENDATIONS
• Evaluate the diversity of those in management/leadership positions.
• Explore and recommend DEI competencies for leadership and other roles.
• Review industry best practices for equitable hiring.
• Evaluate further the demographics of use of force and arrests, especially as
compared to the greater LA County population.
• Host regularly -scheduled opportunities for dialogue and information -sharing
between ESPD and the community.
• Select 2-3 areas, such as ALPRs, Use of Force and RIPA, to dive deeper into an
analysis report and presentation to the City/community.
• Survey the community for resident perspectives on ESPD and DEI public safety -
related priorities. Schedule a meeting with the City's survey contractor to launch
the first survey in 2022.
CONCLUSION AND NEXT STEPS
• If adopted, implementation of recommendations.
• ESPD has committed to work with the DEI Cmte to further monitor and evaluate
practices, demographics and data around use of force, stats on stops and arrests.
• Work with the City, schools and other community partners to promote the Let Us
Know! online form.
• Work with ESPD's Community Lead Officers to explore opportunities for
collaboration and community interaction.
• Collect ESFD data on policies, procedures, training, protocols, demographics, etc.
for review and analysis.
• Schedule ESFD ride-alongs and other opportunities (similar to the Community Police
Academy) for the Public Safety Subcommittee to attend.
• Continue to build relationships with ESFD, specifically with Fire Chief Deena Lee.
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QUESTIONST