In 2017 the Council rejected a proposed police union contract in order to allow for more time for a process involving community members. OPO will replace the Office of the Police Monitor and expand its ability to operate independently. In 2018 the Austin City Council approved a new police union contract and an ordinance establishing a new Office of Police Oversight (OPO). The office has worked diligently to ensure the city’s COVID-19 response is rooted in equity by working with departments to establish culturally appropriate COVID testing sites, ensure transportation equity gaps in public San Francisco transportation is met, distribute health literacy resources, and increase PPE provision to vulnerable populations.Īustin, TX: Police Union Contract Reforms ORE has the authority to establish a citywide Racial Equity Framework, direct departments to develop Racial Equity Action Plans, center racial equity within the budget process, and make recommendations on funding of departments when racial equity metrics are not met. The office released a June 2020 Progress Report, which detailed the authority the office holds, as well as action steps that have been taken since the creation of the office. This required city departments to designate employees as racial equity leaders acting as a liaison to the Office, and for the office to assess and prioritize racial equity within the city’s workforce. ![]() Breed signed an ordinance to create the San Francisco Office of Racial Equity (ORE) as a Division of the Human Rights Commission. San Francisco, CA: Office of Racial Equity These funds are set to promote business ownership, as well as employment opportunities for communities that were heavily impacted by the War on Drugs. The office also contributed to a project in which the city received a $6.5 million cannabis grant from the state of California in partnership with the Bureau of Cannabis Control by providing racial equity analysis. The department released the 2018 Oakland Equity Indicators Report, creating a framework for the city to begin working towards measuring equity-related goals. The basic functions of the office include developing strategic plans and tools to help advance the city’s racial equity goals and outcomes, training staff to apply these tools, establishing baseline disparity data and benchmarks, tracking outcomes, and collaborating with community institutions. This department, which had two full-time employees by 2019, gives the city a dedicated department and staff to address racial inequities within institutions and systems like education, government, and healthcare. passed an ordinance to establish the Department of Race and Equity within its municipal government. Since the establishment of the office, the group has released the Analysis of the Austin Police Department Racial Profiling Data in 2020 in partnership with the Office of Police Oversight and Innovation Office, manages the Equity Mini-Grant Fund, and has conducted an Equity Assessment Process that teaches City staff about institutional racism and includes training on how to be anti-racist. Another goal includes evaluating the hiring of city staff and confirming adequate representation within government in the majority-minority city. The purpose of the office, which had five full-time employees by 2019, is to provide a racial lens on both function and access within city programs and services for all residents. In response to decades of increasing segregation and simultaneous to city council efforts to develop an equity assessment, in 2015 Austin, Texas Mayor Steve Adler initiated the process to develop an Office of Equity using Austin’s pre-established African American, Asian and Hispanic/Latino Quality of Life Commissions to avoid undertaking excessive financial burden. In 2020, the office outlined seven strategic needs to continue Minneapolis’ fight for equity in the Strategic & Racial Equity Action Plan through 2022 that includes priorities such as diversifying spending, increasing racial representation in the workforce, using race-based data, engaging with diverse communities, and prioritizing issues related to housing, economic development, and public safety. This ordinance built on work in recent years to create two full-time staff positions dedicated to racial equity work and requires race equity criteria in plans and goal-setting. ![]() The intent of this role is to integrate a racial equity framework citywide by working across departments to set and report on goals, training and capacity building, community engagement, racial equity action planning, and the development and collection of key metrics. In 2017 the Minneapolis City Council codified previous efforts from the Mayor and City Council by passing an ordinance introduced by Councilmember Elizabeth Glidden to create a permanent Division of Race and Equity within the city coordinator’s office. ![]() Minneapolis: Race & Equity Division Ordinance
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