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2022-09-14 DEI AgendaCITY OF ELSEGUNDO REGULAR MEETING OF THE CITY OF EL SEGUNDO Diversity, Equity, and Inclusion (DEI) Committee AGENDA MEETING DATE: Wednesday, September 14, 2022 MEETING TIME: 6:00 p.m. MEETING PLACE: 350 Main Street (West Conference Room) El Segundo, CA 90245 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. 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: pbates&elsegundo.org 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. In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact Portland Bates, 310-524-2343. 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 Christina Vasquez -Fajardo — Member Genesis Jackson -Member Rebeccah Yussman- Member Michael Lipsey- Member C. PUBLIC COMMUNICATION Shad McFadden - Member Christibelle Villena - Member Steven Wood - Member At this time, members of the public may speak to any item on the agenda. 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, and if you have received value of $50 or more to communicate to the DEI Committee on behalf of another, or if you are an employee speaking on behalf of your employer, you must so identify yourself prior to addressing the DEI Committee pursuant to ESMC 1-8-4. Failure to do so shall be a misdemeanor and punishable by a fine of $250. While all comments are welcome, the Brown Act does not allow the DEI Committee to take action on any item not on the agenda. D. NEW BUSINESS 1. DEI Committee Vice Chair Selection Recommendation: Select Vice Chair for a one-year term. 2. Consolidate the Local Economy Subcommittee into the Citywide Organization Subcommittee Recommendation: Approve consolidation of the Local Economy Subcommittee into the Citywide Organization subcommittee. 3. Possible Anti -Bullying Community Forum Recommendation: Discuss and approve the DEI Committee's recommendation to City Council at a future regular City Council Meeting the conduct of an anti -bullying community forum organized by the DEI Committee. 4. Update on DEI Survey Recommendation: Discussion E. REPORT OF SUBCOMMITTEES a. Local Economy — See Attached Recommendations b. Community at Large c. Public Safety — See Attached Recommendations d. Citywide Organization — See Attached Recommendations F. COMMITTEE MEMBER COMMUNICATION- Limited to 5 minutes per member G. ADJOURNMENT Diversity, Equity, and Inclusion Committee Citywide Organization Report Recommendations Diversity & Representation Recommendation 1. Internally evaluate diversity among leadership roles to ensure different perspectives are considered in top down decision making. Recruiting Talent Recommendations 1. Work with the City's Human Resources Department to explore and recommend DEI competencies for leadership and other roles. Develop relevant DEI-related interview questions accordingly. 2. Evaluate industry best practices for equitable hiring, such as: o Blinding personally identifiable information on job applications o Using standardized interview rubric & scoring Employee DEI Training Recommendations 1. Survey City employees to gain an understanding of areas of interest/concern related to DEI topics. From there, evaluate offering additional short, digestible DEI-related training that would be relevant for ES employees, e.g. "Unconscious Bias." 2. Use the City's GARE resource portal to gain access to equity tools and ideas from GARE and other cities. Workplace Culture Recommendations 1. Start gathering insights via an employee survey to gauge overall employee sentiment on topics such as: culture, belonging, wellbeing and equity within the City organization. 2. Based on survey results, identify areas of strength and areas that need improvement in order to take actions that foster a sense of belonging within the City organization. 3. Based on survey results, consider popular DEI-boosting initiatives like Employee Resource Groups (ERGS) or an internal mentorship program. Employee Retention Recommendations 1. Retention and belonging are interrelated, and the subcommittee recommends that the City evaluate and develop retention and attrition metrics (e.g. an annual employee survey can shed light on retention and attrition). 2. Consider implementing formal exit interviews which may help the City better understand larger trends and why employees leave. Diversity, Equity, and Inclusion Committee Public Safety Subcommittee Report Recruitment & Training Recommendations 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. Review industry best practices for equitable hiring, such as blinding personally identifiable information on job applications, and using standardized interview rubric and scoring. Police Department Policy Review Recommendations 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. 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 "Chiefs 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. Culture & Community Recommendations 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. El Segundo Fire Department Status Update 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. Diversity, Equity, and Inclusion Committee Local Economy Subcommittee Report Talent Acquisition Recommendations 1. Create a diversity tab on www.elsegundo.org with a video with council members, city manager, and other key stakeholders with a theme of valuing diversity. Representation & Training 2. Given the increasing number of seniors in the workforce, work with the City of El Segundo to explore training opportunities regarding multi -generational teams, possibly in partnership with the Age -Friendly City designation effort that is currently underway. 3. Add links between HR to DEI Committee page(s) on the City's website. Corporate Culture/Community Outreach 4. Review with Citywide Organization the viability of a City of El Segundo employee in- house session(s)/focus group(s). Opportunities to Partner and Promote Local Business Leaders 5. City of El Segundo set a goal to host one panel discussion and/or presentations on DEI topics in the workplace which would feature businesses large and small that embrace DEI.