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2022-01-27 DEI Agenda('. 11 )' OF ELSEGUNDO SPECIAL MEETING OF THE CITY OF EL SEGUNDO Diversity, Equity, and Inclusion (DEI) Committee AGENDA MEETING DATE: Thursday, January 27, 2022 MEETING TIME: 4:00 p.m. DUE TO THE COVID-19 EMERGENCY, THIS MEETING WILL BE CONDUCTED PURSUANT TO THE GOVERNOR'S EXECUTIVE ORDER N-29-20. TELECONFERENCE VIA ZOOM MEETING MEETING ID: 843 5746 9474 PASSCODE: 271134 How Can Members of the Public Observe and Provide Public Comments? Join via Zoom from a PC, Mac, iPad, iPhone, or Android device, or by phone. Join via Zoom: Please use this URL https://us06web.zoom.us/j/84357469474?pwd=WUs1 dXRvOHJSaGF2UHdFQmhJMGx2dz09 Join by phone: +1 669 900 9128 Enter Meeting ID: 843 5746 9474 Passcode: 271134 If you do not wish for your name to appear on the screen, then use the drop down menu and click on "rename" to rename yourself to be anonymous. Your phone number is captured by the zoom software and is subject to the Public Records Act unless you first dial "67" before dialing the number as shown above to remain anonymous. The time limit for comments is five (5) minutes per person. Before speaking to the Committee, please state your name and residence or the organization you represent. Please respect the time limits. Members of the Public may also provide comments electronically by sending an email to the following address, with a limit of 150 words and accepted up until 30 minutes prior to the meeting: mpalacios(a)-elsequndo.orq in the subject line please state the meeting date and item number. Depending on the volume of communications, the emails will be read to the Committee during public communications. NOTE: Emails and documents submitted will be considered public documents and are subject to disclosure under the Public Records Act. and possibly posted to the City's website. NOTE: Public Meetings can be recorded and are subject to disclosure under the Public Records Act and possibly posted to the City's website. Additional Information: The Diversity, Equity, and Inclusion Committee, with certain statutory exceptions, can only take action upon properly posted and listed agenda items. Unless otherwise noted in the Agenda, the public can only comment on City -related business that is within the subject matter jurisdiction of the Diversity, Equity, and Inclusion Committee. PLEASE NOTE: Public Meetings are recorded. In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact Monse Palacios, 310-524-2882. Notification 48 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting. A. CALL TO ORDER B. ROLL CALL Avery Smith - Chairperson Kenneth Chancey - Co -Chairperson Lauren Abercrombie - Member Vacant- Member Vacant - Member C. PUBLIC COMMUNICATION Shad McFadden - Member Christina Vasquez -Fajardo - Member Christibelle Villena - Member Steven Wood - Member Related to city business only and for which the DEI Committee is responsible. At this time, members of the public may speak to any item on the agenda only. Before speaking, you are requested, but not required, to state your name and address for the record. If you represent an organization or a third party, please so state. 5 minutes per person; 30 minutes total D. APPROVAL OF MEETING MINUTES 1. Minutes from the Wednesday, January 12, 2021 DEI Committee Meeting Recommendation: Approve meeting minutes. E. UNFINISHED BUSINESS 1. Public Safety Subcommittee Report to City Council Recommendation: Approve report to be presented to City Council at the regular City Council meeting on February 1, 2022 F. NEW BUSINESS None G. ADJOURNMENT City of El Segundo Diversity, Equity, and Inclusion Meeting Minutes January 12, 2022 4:00 p.m. Zoom A. CALL TO ORDER The meeting was called to order at 4.03 p.m. and roll call was conducted by Senior Administrative Analyst Monse Palacios. B. ROLL CALL Committee Members Present: Shad McFadden, Avery Smith, Christibelle Villena, Steven Wood, Kenneth Chancey, Christina Vazquez -Fajardo Absent: Lauren Abercrombie City Staff Present: Barbara Voss, Deputy City Manager Joaquin, Assistant City Attorney Monse Palacios, Senior Administrative Analyst C. PUBLIC COMMUNICATIONS John Pickhaver on behalf of the Sweat Equity Alliance would like the meeting minutesl /6/2022 to be amended regarding item C. Ben Watkins expressed his disagreement with member Steven Woods pattern of comments at previous DEI Committee Meetings. He spoke more generally about a pattern of comments made by Mr. Wood since his time on the Committee that are completely antithetical to the Committee's very own mission statement along with his continuous disruptive behavior in meetings that greatly impedes upon the quality work the Committee is doing as a whole. D. APPROVAL OF MEETING MINUTES Motion: to approve the Thursday, January 6, 2021 meeting minutes as is was made by Member Wood. There was no second. Motion failed. Motion: to amend the meeting minutes to reflect the comments made by Steven Wood to make it more general and not about transgender was made my Member Villena and second by Member Vasquez - Fajardo. Motion passed 5-1 Ben Walkins expressed his disagreement with member Steven Wood pattern of comments at previous DEI Committee meetings. E. NEW BUSINESS 1. Committee Meeting Time Change Committee discussed the time change. Motion to keep meeting through Zoom until March per executive order with a time change from 4:OOpm to 4:30pm and amend the bylaws as required was made by Member Vasquez - Fajardo and second by member Vasquez -Fajardo. Motion carried 6-0 2. Event Calendar Vice -Chair Chancey is excited to create a calendar that will include ethnic diversity, cultural diversity and religious diversity. It will give the community the opportunity to acknowledge important dates. Member Vasquez -Fajardo loves the idea and is excited to have a plan and have proper time to plan ahead as well as add the items on the city website. Member Villena is looking forwarding to having a set calendar and plan ahead. She will share a spreadsheet where the committee can add dates. Barbara recommends the committee presents the dates to city council and receive approval. Perhaps include the calendar in the Community At Large report. Motion: to approve the development of the event calendar was made by Member Villena and second by Vice- Chair Chance. Motion passed 6-0 3. Black History Month Motion: to approve the recommendation to city council to proclaim February as Black History month in El Segundo was made by Vice -Chair Chancey and second by member Vasquez - Fajardo. Motion passes 6-0 Barbara will follow up with the committee by sending a draft proclamation for review. 4. Recognition of Martin Luther King Day January 17, 2022 Motion: to prepare materials for the website and social media was made by member McFadden and second by Vice -Chair Chancey. Motion carried 6-0 F. REPORT OF SUBCOMMITEES a. Local Economy- none b. Community At Large- Working on the report that will focus on demographic and how racial demographics have changed throughout the years. Would like information regarding the racial makeup of homeowner's vs renters. Would like to add a Lunar Year proclamation to the special meeting 1 /20/2022. c. Public Safety- Met with Battalion Chief at the Fire Station. Chad explained the process they had with the Police Department including the ride -along. The ride along with the Fire Department have been postponed due to COVID. Chief Lee connected him to other female fire fighters in the area. G. COMMITTEE MEMBER COMMUNICATION Shad McFadden- Would like to see the committee complete in order to help share the workload. Christina Vasquez -Fajardo- None Christibelle Villena- None Steven Wood- Would like to be an advocate for the youth regarding strict COVID rules and also help them understand DEI at a young age. Kenneth Chancey- None Avery Smith- Reminded the committee of the importance of their work and their responsibility to the citizens to make sure their voice capture in the reports created. It is important to make recommendation not only on the committee's findings but also how citizens feel. He will be moderating a session with David Oyelowo and Glen Singleton at the Museum of Tolerance 2/17/2022 and asked if the committee was interested in attending. H. ADJOURNMENT Meeting was adjourned at 5:40 pm to the next regular scheduled meeting Wednesday, February 9 2022 at 4:OOpm. City of El Segundo Diversity, Equity & Inclusion Committee Public Safety Report — Part I Submitted January 24, 2022 City Strategic Plan The DEI Public Safety Subcommittee had the opportunity to review and explore diversity, equity and inclusion efforts as it relates to public safety. The Subcommittee identified multiple actions to support and advance Goal 1 of the City of El Segundo's Strategic Plan. Enhance customer service, engagement, and communications; Embrace diversity, equity, and inclusion Overview 1. Public Safety Subcommittee: 2021 Overview & Takeaways 2. Public Safety DEI Status, Progress & Recommendations A. Diversity & Representation B. El Segundo Police Department Recruitment & Training C. El Segundo Police Department Policy Review D. El Segundo Police Department Culture & Community E. El Segundo Fire Department Status Update 3. Conclusion & Next Steps Diversity, Equity & Inclusion Public Safety Report February 1, 2022 DEI Public Safety Subcommittee: 2021 Overview & Takeaways The Public Safety Subcommittee has met regularly (every other week) starting March 5, 2021, shortly after subcommittees were assigned. The Subcommittee also participated in the nine -week Community Police Academy. Especially during the first few meetings of the DEI Committee, the monthly agenda included a presentation from ESPD, in-depth Q&A sessions with former Chief Whalen, and ESPD updates and insight on recent events and efforts. This report includes the results, actions, and recommendations from the Public Safety Subcommittee's review over the past year. 2021 AREAS OF FOCUS 1. Review of El Segundo Police Department (ESPD) policies, practices, training, diversity and future direction. 2. Review of El Segundo Fire Department (ESFD) policies, practices, training, diversity and future direction. KEY TAKEAWAYS 1. ESPD is committed to collaborating with the DEI Committee and continues to be forthcoming with data and information. 2. ESPD is invested in DEI-related practices, policies and training. For example, all ESPD officers have undergone DEI training in the past year. 3. ESPD is ahead of schedule to collect Stats on Stops. Data collection with the new system began in October 2021. 4. The data related to use of force (UOF) shows that the UOF ratio is a small fraction of all arrests or service calls due to training and tools used by ESPD. There is concern regarding use of force disproportionately impacting people of color. For example, of the 17 incidents of UOF in 2020, 53% involved non -white people. 5. Automated License Plate Readers (ALPRs) are set to notify ESPD of amber alerts, stolen vehicles and other felony violations. They are not set to alert ESPD to unregistered/expired plates and other non -felony violations. Page 2 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 For this report, 12 actionable items were explored. The items are in various phases of completion which are highlighted below. Item Progress Relevant Information 1. Participate in ESPD's Completed All four Public Safety Subcommittee members Community Police completed the nine -week program which began Academy April 7, 2021 as Community Police Academy's Class #10. 2. Establish relationships Completed Subcommittee meets regularly with Police Chief between ESPD and ESFD / Ongoing Bermudez and has engaged with several officers during Community Police Academy. Meetings and conversations have started with Fire Chief Lee. 3. Review 2021 Employment Completed Race, ethnicity and gender are included in this & report for ESPD and ESFD. Data includes a Residential Demographics breakdown of leadership/ management diversity. 4. Review ESPD policies, Completed Analysis and data related to DEI and these policies including data collection, are included in this report. stops and arrests, and use of force 5. Review ESPD recruitment, Completed Analysis and data related to DEI and these policies hiring and training are included in this report. processes 6. Review of DEI-related Ongoing Data received to date are included in this report. citizen complaints to ESPD Next steps will include a deeper dive and analysis. 7. Participate in ESFD ride- On hold While on hold due to the pandemic, we are along and shadowing exploring learning opportunities similar to ESPD's opportunities Community Police Academy are being explored. 8. Review ESFD policies, Initial This is scheduled to begin shortly. including recruitment, planning hiring and training 9. Review of DEI-related Initial This is scheduled to begin shortly. citizen complaints to ESFD planning 10. Future collaborations Initial As pandemic restrictions ease, there are plans to Planning explore events and activities co -presented by DEI and ESPD/ESFD. Page 3 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 11. Develop opportunities for community communication Completed / Ongoing In addition to public comment during meetings, the Let Us Know! online form is available. 12. Implementation of routine Initial As part of the Citywide Organization Subcommittee surveys Planning recommendations, an annual Employee Wellness Survey is in development, and the City is evaluating incorporating DEI-specific questions. Community - at -Large Subcommittee also plans to issue a community -wide DEI survey in 2022 that will include public safety -related questions. Public Safety DEI Status, Progress & Recommendations A. PUBLIC SAFETY DIVERSITY & REPRESENTATION Sworn Police Employees Residents Full -Time Male Full -Time Female Full -Time Resident Full -Time City Police Employees Police Employees Police Employees Population Employee Under/Over DEMOGRAPHIC (% of 17,271) Resident Population White/ Caucasian 39 (65%) 36 (60%) 3 (5%) 62% +3% Points Black/ African American 3 (5%) 3 (5%) 0 2% +3% Points Asian 2 (3.3%) 2 (3.3%) 0 10% -6.7% Points Hispanic/ LatinX 16 (26.6%) 13 (21.6%) 3 (5%) 17% +9.6% 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 60 (100%) 54 (90%) 6 (10%) 99.2% *Resident percentage does not equal 100% due to rounding. Page 4 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 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 (9.5%) 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%) 1 39 (92.9%) 12 (7.1%) 199.2% *Resident percentage may not equal 100% due to rounding. KEY FINDINGS 1. The City's overall residential population is 38% minority/non-white. 2. 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. Importance of Diversity & Representation in Public Safety Diverse teams are 87% better at making decisions.' According to an ABC7 analysis of 2019 FBI arrest data, across the largest 100 metro areas in the United States, police forces with a larger population of people of color had smaller racial disparities in arrests.Z A 2020 study by Stephan Wu, a professor of economics at Hamilton College, found that rates of officers shooting and killing people were almost 50% higher in cities with police forces led by white 1 Cloverpop Study, Hacking Diversity With Inclusive Decision Making, 2017 z Equity Report— Policing: Law enforcement diversity can lessen policing disparities, but SoCal has room to improve, data shows Page 5 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 police chiefs than cities with black police chiefs.I Dr. Wu adds that leaders are important in determining culture "from the very top." "It's one thing to have diversity in the force. And I think that's an important thing, and there's research that's shown that's important, but I would say that even on top of that, leaders still matter, that whoever is at the top is really setting an agenda," Wu said. Organizations with greater gender diversity are 25% more likely to outperform their counterparts. Similarly, companies with greater ethnic and cultural diversity are 36% more likely to outperform their counterparts.4 RECOMMENDATIONS & NEXT STEPS 1. Evaluate the diversity of those in management/leadership positions within ESPD and ESFD to ensure different perspectives are considered in top down decision -making. 2. Work with Citywide Organization Subcommittee to explore and recommend DEI competencies for leadership and other roles. B. ESPD RECRUITMENT & TRAINING RECRUITMENT & TRAINING ESPD seeks new recruits through several approaches to help ensure a diverse candidate pool, including, but not limited to: social media campaigns; outreach to local colleges/universities such as CSU Dominguez Hills, CSU Long Beach, El Camino Community College and Santa Monica College; and advertisements on buses and in magazines with a large female readership. All standards, policies, operating procedures and education/training materials are available on the Transparency section of the ESPD website. ESPD officers receive up to twice the number of hours of training than most departments in the country, including training in de-escalation and tactical/strategic communication ("verbal judo"), non -lethal force like Krav Maga and Brazilian Jiu Jitsu, and safer handcuffing techniques. ESPD also continues to stay informed of new methods, tools and techniques, such as drones and the BolaWrap. All ESPD officers have received DEI-related trainings in the past year. Available and required trainings cover topics including implicit bias, cultural diversity, community -oriented policing, ethics and integrity. 3 Leadership Matters: Police Chief Race and Fatal Shootings by Police Officers 4 McKinsey & Company. Diversity wins: How inclusion matters. May 2020 Page 6 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 RECOMMENDATIONS & NEXT STEPS 1. Evaluate the diversity of those in management/leadership positions within ESPD and ESFD to ensure different perspectives are considered in top down decision -making. 2. Work with Citywide Organization Subcommittee to explore and recommend DEI competencies for leadership and other roles. I Review industry best practices for equitable hiring, such as blinding personally identifiable information on job applications, and using standardized interview rubric and scoring. CMall :34[4M_1a:1111VAtie] 414VAR:1T/1VA ESPD COMMUNITY POLICE ACADEMY (CPA) All four Public Safety Subcommittee members completed the nine -week program which began April 7, 2021 as Community Police Academy's Class #10. With a small class (eight people total), the group was provided the unique opportunity to explore ESPD's culture, gather information, gain understanding of the police perspective, ask in-depth questions and have quality conversations with many different officers around partnership potential between the DEI and ESPD (such as community engagement efforts and events). All standards, policies, operating procedures and education/training materials are available on the Transparency section of the ESPD website, including their Use of Force policy, which is further explained in the Where We Stand document also available on their website. ESPD INCIDENTS OF USE OF FORCE (Provided by ESPD) 2016 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 Page 7 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 Total arrests for 2019 and 2020 by Arrestee's City of Residence 2019 Total —1,031 Arrests Other Cities - 381 Los Angeles - 322 Inglewood - 89 Hawthorne - 86 El Segundo - 66 Torrance - 28 Out of State - 24 Gardena - 14 Redondo Beach - 11 Manhattan Beach — 8 Hermosa Beach - 2 2020 Total —1,060 Arrests Other Cities - 419 Los Angeles - 337 Inglewood - 78 El Segundo - 74 Hawthorne - 62 Out of State - 29 Torrance - 19 Redondo Beach - 15 Gardena - 13 Manhattan Beach - 11 Hermosa Beach - 3 KEY FINDINGS 2 (g) (11) )14) State (24) Hermosa Beach (3) Manhattan Beach (11) Gardena Redondo Beach (15) Torrance (19) r out of state Hawthorne El Segundo 1. ESPD use of force (UOF) ratio to arrests is a small fraction of all arrests or service calls due to training and tools used by ESPD officers (see Recruitment & Training above). 2. ESPD utilizes an effective Mental Evaluation Tech (MET) Team to help respond to calls. MET services are available Monday to Friday, and are shared with other beach cities including Manhattan Beach, Hermosa Beach and Redondo Beach. The MET Team is typically in El Segundo on Thursdays. On average, MET is needed for approximately 25- 26 incidents per quarter. Page 8 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 3. Use of force disproportionately impacts people of color. For example, of the 17 incidents of UOF in 2020, 9 (53%) involved non -white people. 4. 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. ESPD AUTOMATED LICENSE PLATE READERS (ALPR) ALPRs are currently set to notify ESPD of amber alerts, stolen vehicles and other felony violations. On average, this amounts to 2-5 alerts per day, with most activity occurring between lam-4am. ESPD STATS ON STOPS The ESPD is ahead of schedule in implementing the system to collect statistical data on stops, as required by California AB 953: The Racial & Identity Profiling Act of 2015 (RIPA). Below is the update that was shared with the DEI Committee in July 2021: ESPD is a member city of the South Bay Regional Dispatch Center. The Center is working with all member cities to implement a stop data collection system with member cities, including Manhattan Beach, Hawthorne, and Gardena. This includes formal agreements and selecting a system that will meet requirements (tech, logistics, equipment, and network) for all partners involved. A system was initially selected, but due to delays by the vendor, the decision was made in June 2021 to shift gears and work with Veritone. As part of the stop data collection process, 22 categories of data are required to be collected in each incident. Veritone will include automated features to increase efficiencies and better support our officers with this task. Due to the amount of data required, contract processing, data integrity, IT support and more, the city is not using a system in the interim (such as requiring officers to collect data with pen and paper in each stop). Veritone has been a great partner to date and the process is underway! Training and testing of the system began in October 2021 and ESPD is on track to begin data reporting to CA DOJ in January, as required by RIPA. RECOMMENDATIONS & NEXT STEPS 1. ESPD has committed to work with the Subcommittee to further monitor and evaluate practices, demographics and data around use of force, stats on stops and arrests as they relate to DEI. Page 9 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 2. Evaluate further the demographics of use of force and arrests, especially as compared to the greater LA County population. 3. Work with Community -at -Large Subcommittee to host regularly -scheduled opportunities for dialogue and information -sharing between ESPD and the community. This may include a "Chief's Corner" in the El Segundo Herald. 4. 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. This can be through panel discussions, Q&A with the Chief and so forth. 5. Once 2021 metrics are available, review with ESPD and analyze, as needed for further recommendations. D. ESPD CULTURE & COMMUNi ESPD, DEI & AEROSPACE CORP On August 10, 2021, representatives from the DEI Local Economy and Public Safety Subcommittees helped facilitate a face-to-face discussion with ESPD and The Aerospace Corporation (Aerospace). A meeting of this nature is not common, and Committee is proud and grateful to have a Police Department that makes itself available to its community. The request for this meeting came up as the Local Economy Subcommittee was planning the July, 2021 online panel discussion with Aerospace. It came to the Committee's attention that several Aerospace employees of color had been pulled over in El Segundo on their way to work. This was troubling as there are no accounts of white Aerospace employees experiencing this, and Aerospace management wanted more clarity on policy and ways to address this. The DEI Committee offered to help facilitate this conversation with ESPD, and Aerospace was excited to move forward. Chief Bermudez quickly agreed to attend the meeting himself, along with Lieutenant Delmendo (Investigative Division). The meeting took place outdoors at Aerospace and approximately ten Aerospace employees attended. The meeting started with introductions and background, followed by a candid discussion about some of the employees' experiences. 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. ESPD agreed to quickly schedule a time to walk through the incident together. Access to the top of the ESPD had a positive impact. The Committee Page 10 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 members and Aerospace employees did not know this was an option. Everyone left the meeting agreeing to keep the lines of communication open and to continue open dialogue. ESPD DISCUSSES "BAD APPLES" During one of the Community Police Academy sessions, the topic of "bad apples" was discussed, led by Police Officer Beardmore. In 2020, there were almost 700,000 police officers employed in the US (696,644). If 1% of these officers are "bad apples," then that could mean approximately 7,000 problematic/dangerous officers actively impacting local communities and police departments. Officer Beardmore made a point to show that this is a high number, and this is especially significant when considering those officers in leadership and/or training new officers. Background checks, screening, performance reviews and training are taken seriously at ESPD. There is a solid understanding that troublesome officers are a liability, and that ESPD officers must model best practices and good behavior, call out and address inappropriate and damaging actions, and deal with problematic officers as quickly and effectively as possible. ESPD holds daily briefings of recent incidents in El Segundo and around the country to discuss what went well, identify areas of improvement, and share opportunities to learn and be better. ESPD CITIZEN COMPLAINTS ESPD receives complaints, with most being related to perceived discourtesy and/or rudeness. The process in handling a citizen complaint starts with the supervisor who conducts a preliminary investigation into the allegation(s). The complaint is assigned to a division lieutenant who then conducts a review of the incident. In cases when the investigation reveals a sustained finding into the allegation(s), Police Chief renders a decision with respect to discipline. The decision to either suspend, demote or discharge an employee is reliant upon on several factors, such as which department policies and/or laws were violated. The more egregious the violation the higher the likelihood of suspension or termination and vice versa. A minor violation of department policy typically results in additional training, verbal counseling, a warning or written reprimand. However, sustained violations of dishonesty, insubordination, or serious violations of state and/or federal law may result in suspension or termination. Civilian Complaints Received Year Number of Complaints 2018 7 2019 8 2020 3 Page 11 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 RECOMMENDATIONS & NEXT STEPS 1. Continue to build relationships with ESPD, specifically with Police Chief Jaime Bermudez. 2. Partner with the other subcommittees to 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. 3. Work with the City, schools and other community partners to promote the Let Us Know! online form. Our online form was launched on the website in August 2021 and this has been used by one community member. 4. As pandemic restrictions loosen, sit down with the Community Lead Officers to explore opportunities for collaboration. For example, together ESPD and DEI could host a community version of the briefings ESPD officers receive to discuss high -profile incidents. ESFD STATUS UPDATE A Subcommittee representative, 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 & NEXT STEPS 1. Collect ESFD data on policies, procedures, training, protocols, demographics, etc. for review and analysis. 2. Schedule ESFD ride-alongs and other opportunities (similar to the Community Police Academy) for the Public Safety Subcommittee to attend. 3. Continue to build relationships with ESFD, specifically with Fire Chief Deena Lee. Page 12 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 Conclusion & Next Steps DEI's Public Safety Subcommittee looks forward to continuing to partner with ESPD to further analyze and determine action items to improve DEI in the City of El Segundo. The Subcommittee is excited to engage with ESFD and move forward with the City's new and first - ever female Fire Chief. Below is a summary of action items outlined above: RECOMMENDATIONS & NEXT STEPS 1. Evaluate the diversity of those in management/leadership positions within ESPD and ESFD to ensure different perspectives are considered in top down decision -making. 2. Work with Citywide Organization Subcommittee to explore and recommend DEI competencies for leadership and other roles. 3. Evaluate the diversity of those in management/leadership positions within ESPD and ESFD to ensure different perspectives are considered in top down decision -making. 4. Work with Citywide Organization Subcommittee to explore and recommend DEI competencies for leadership and other roles. 5. Review industry best practices for equitable hiring, such as blinding personally identifiable information on job applications, and using standardized interview rubric and scoring. 6. ESPD has committed to work with the Subcommittee to further monitor and evaluate practices, demographics and data around use of force, stats on stops and arrests as they relate to DEI. 7. Evaluate further the demographics of use of force and arrests, especially as compared to the greater LA County population. 8. Work with Community -at -Large Subcommittee to host regularly scheduled opportunities for dialogue and information -sharing between ESPD and the community, such as a "Chief's Corner" in the El Segundo Herald. 9. Select 2-3 areas, such as ALPRs, Use of Force and RIPA, to dive deeper into a report and presentation to the City/community. This can be through panel discussions, Q&A with the Chief and so forth. 10. Once 2021 metrics are available, review with ESPD and analyze, as needed for further recommendations. Page 13 of 14 Diversity, Equity & Inclusion Public Safety Report February 1, 2022 11. Continue to build relationships with ESPD, specifically with Police Chief Jaime Bermudez. 12. Partner with the other subcommittees to survey the community for their perspective on ESPD and DEI public safety -related priorities. Schedule a meeting with the City's survey contractor to launch the first survey in 2022. 13. Work with the City, schools and other community partners to promote the Let Us Know! online form, launched on the website in August 2021 and this has been used by one community member. 14. As pandemic restrictions loosen, sit down with the Community Lead Officers to explore opportunities for collaboration. For example, together ESPD and DEI could host a community version of the briefings ESPD officers receive to discuss high -profile incidents. 15. Collect ESFD data on policies, procedures, training, protocols, demographics, etc. for review and analysis. 16. Schedule ESFD ride-alongs and other opportunities (similar to the Community Police Academy) for the Public Safety Subcommittee to attend. 17. Continue to build relationships with ESFD, specifically with Fire Chief Deena Lee. Page 14 of 14