HomeMy WebLinkAbout7.1 Report on the City's Efforts in Advancing Diversity, Equity, and InclusionSTAFF REPORT
CITY COUNCIL
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Agenda Item 7.1
DATE:March 4, 2025
TO:Honorable Mayor and City Councilmembers
FROM:Colleen Tribby, City Manager
SUBJECT:Report on the City’s Efforts in Advancing Diversity, Equity, and InclusionPrepared by:Hazel L. Wetherford, Deputy City Manager and SarahMonnastes, Human Resources Director
EXECUTIVE SUMMARY:The City Council will receive a report on Staff’s progress implementing initiatives resulting from the Community Task Force on Equity, Diversity, and Inclusion.
STAFF RECOMMENDATION:Receive the report.
FINANCIAL IMPACT:None.
DESCRIPTION:In September 2020, the City Council established the Community Task Force on Equity, Diversity, and Inclusion, reflecting a new focus on honoring the community’s diversity and ensuring equitable access to City programs and facilities. In early 2021, the City Council formalized this focus by incorporating diversity, equity, and inclusion (DEI) into the City’s Mission and Vision statements.Also in 2021, the City Council approved an implementation plan submitted by the Task Force that outlined a number of action items guiding Staff’s work towards upholding and supporting DEI in all areas of City business. This report presents an update on the Task Force action items and discusses additional operational changes and best practices that Staff has pursued, and continues to pursue, in the spirit of the DEI focus.
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Task Force InitiativesAttachment 1 is an update on the City’s implementation of the recommendations stemming from the Task Force’s report, the third such update on this work (the last update was provided in February 2024). Of the 37 action items, 36 have been completed and one is in progress. Updates are provided in bold on the report.Of particular note are the following:
Goal C0-1:The City will establish regular touchpoints and communications with a diverse group of community leaders and local organizations.Update:Residents are demonstrating trust both in our ability to respond with valuable information and with the content we are sharing. Across all social accounts (except for Threads as the data is not reliable), the quantity of inbound messages on social media grew by 53% to 5,700 last year, and our posts were shared over 17,000 times, a 47% jump. The community expects to be able to reach the City digitally and they are taking steps to start conversations related to City messaging. Additionally, Economic Development staff hosted a roundtable for minority-owned businesses, creating a space to connect with business owners and share resources. Moving forward, these practices have been embedded into the City’s day-to-day operations to ensure ongoing, inclusive community engagement.
Goal C0-3:The City will review social media policies and initiate social media campaigns to boost followers of the City's official social media accounts, as well as establish criteria and policies for posting content with a DEI lens.Update:The City’s social media remains strong by continually refining our approach to better connect with residents. In total, Dublin gained more than 6,800 followers and generated nearly 3.7 million impressions, marking a 21% increase from 2023. A key focus for the City is reflecting Dublin’s rich diversity, evident in the images and stories shared across our media platforms. Staff highlights this through culturally meaningful photos and videos, including coverage of the Pride Flag raising, the Hometown Heroes Veterans Day Luncheon, and the illumination of the Civic Center in orange for Hindu American Awareness and Appreciation Month. The Small Business Spotlight video series also celebrates diverse local stories, like the Vietnamese family behind Pho Dublin, who are motivated by sharing their culture, or the middle eastern family at Yafa Hummus, who trace their family’s 70-year-old hummus recipe back to Jordan. Moving forward, these practices will be embedded into our day-to-day operations to ensure ongoing, inclusive community engagement.
GoalCF-3:The City will develop a comprehensive, ongoing DEI training program for Human Services staff to embed DEI principles into the work of Human Services Grant program.Update: In February 2024, the City Council accepted the 2024 Eastern Alameda County Human Services Needs Assessment (EACHSNA). The EACHSNA's “Approach Recommendations” guide the work the City does in Human Services and has been incorporated into the delivery of the Human Services Grant Program. For example, the rating sheet was expanded from 15 points across three sections to 100 points across 11
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sections to allow for an enhanced and equitable process that further removes barriers and provides alignment with City Council priorities. Additionally, Human Services staff are included in the trainings provided through Human Resources as part of the City's DEI training program.
Goal IP-3:The City will translate much of the City communications into the top three languages spoken in Dublin. Key communications include City emails, website content, annual reports, and social media content. Staff will evaluate other translation options for other City publications.Update:Over the past year, the City has continued to expand its translation efforts, ensuring key information is accessible in multiple languages. For example, the custodial brochures, decals, and signage for waste bins are translated into Spanish and Chinese. The City continues to identify and expand translation efforts in areas where they promote inclusivity.
Goal IP-6:The City will display public art that represents the community's diversity and utilizes the public art fund in an equitable manner that encourages creation of art that represents diverse perspectives.Update:The current public art projects underway have criteria in place to ensure that the art represents the community’s diversity and diverse perspectives. Additionally, when artwork selection committees are convened, Staff is diligent in making sure a diverse panel of community members is selected to review art proposals and make recommendations. These practices have been embedded into the City's day-to-day operations to ensure continued representation and visibility of Dublin's diverse artistic community.
Goal IP-7:The City will proactively recruit instructors and intentionally seek class offerings that represent the diverse cultures and ethnicities in Dublin.Update:Over the past year, Staff has continued to actively recruit instructors and expand class offerings, including Youth Bollywood, Youth Drawing, Yoga, Meditation and Chakra Balancing, and an Italian youth theater class, to reflect the community's diverse interests and respond to feedback from survey responses as part of Goal IP-8. Moreover, Staff has added an interest form to make sure that residents have multiple opportunities to provide ideas on new class offerings. These efforts have been embedded into the City’s ongoing programming to ensure a broad range of cultural and recreational opportunities.
Goal IP-8:The City will enhance efforts to inform Dublin residents on how to submit requests for additional classes that are reflective of the City's diversity.Update:Over the past year, City staff continued to use customer satisfaction surveys at the conclusion of each session to gather feedback. Additionally, post-program surveys included an open-ended question allowing residents to propose new program ideas. These surveys have led to the introduction of new classes and will continue to be distributed at the conclusion of each activity.
Goal IP-9:The City will collaborate with the Alameda County Public Library to increase the selection of books by authors and illustrators who represent the diversity of Dublin (i.e.
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language, culture, ability, gender, etc.).Update:The Dublin Public Library continues to develop its JEDI (Justice, Equity, Diversity, and Inclusion) collection. Over the past year, the collection continued to grow in diversity, including expansion in Indian languages such as Tamil, Telegu, and Marathi. The Library is also bringing this expansion to its electronic resources when applicable, offering a diverse array of language options in more than just books. The Library continues to look for opportunities to ensure inclusive access to a wide range of languages and cultures.
Goal 0-2:The City will provide ongoing DEI training for all City staff. This should include training specific to work roles, e.g., Communications Manager and Communications Analyst.Update: DEI training was provided to all City staff in the last year and has been added to the regular cadence of trainings.
Goal 0-3:The City will embed DEI into the work and culture of the City, which includes developing a City DEI process and decision-making checklist.Update:The City’s Diversity, Equity, Inclusion, and Belonging (DEIB) program was approved. It supports the City's dedication to foster a culture of connection, belonging and safety, helping to ensure that every employee feels valued and supported.
Goal DT-1:All Racial and Identity Profiling Act of 2015 (RIPA)-required stop data will be published on the City's Data Transparency Platform on an annual basis to help establish benchmarks in reducing non-violent police interactions. This will include stop data in the following areas: (1) Perceived race/ethnicity, (2) Primary basis for the stop, (3) Whether consent was given or if there was probable cause.Update: RIPA data has been added to the DPS Open Data Portal and will continue to be updated as new data becomes available.
Goal DT-5:DPS will explore ways to collect and report data regarding de-escalation annually to monitor the effectiveness of current de-escalation practices, as well as identify when new practices may be necessary.Update: Over the last year, DPS identified the opportunity to add a "de-escalation strategies used" check box to the report form. This has enabled DPS to track how many times de-escalation techniques have been used during incidents where reports were written. This data will be reported out in the DPS Annual Report.
Goal P-2:The City will monitor the development of the Alameda County Sheriff Oversight Board and Inspector General Position. Should the Oversight Board be created, the City will advocate for the City to have a dedicated seat on the Board to make sure the City's specialized interests are represented.Update:On September 17, 2024, the Alameda County Board of Supervisors approved a first reading of an ordinance to create a Sheriff Oversight Board and Office of Inspector General. Included in the ordinance is a dedicated seat nominated by the Dublin City Council. Section 2.134.010 subsection B states, “the fourth (4th) at-large member will be appointed by the board of supervisors after nomination by the City of Dublin City Council.”
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Goal P-3:The City Manager will request that the Police Chief consider the following additional criteria when hiring law enforcement personnel: (1) Residents of Dublin, (2) Race/gender/ethnicity/sexual orientation reflective of the City's demographics, (3) Community policing experience, (4) Experience working in diverse communities and/or on diverse teams. The City Manager will meet with the Police Chief to review the hiring criteria and DPS demographic.Update:The City Manager and new Police Chief have discussed the continuing focus of hiring the best officers to serve Dublin while being mindful of the importance of reflecting the community's diversity.
Goal P-4:The City will implement a multidisciplinary mobile crisis team for non-violent situations. The team should consist of a licensed behavioral health provider, an emergency medical technician, and a social worker, who would be dispatched through 911 calls and would attend to non-violent situations.Update: Over the past year, DPS applied and was awarded congressional funding for an additional BHU therapist to provide support for non-violent situations to the Dublin community. This effort will assist with the formation of an in-house rapid response mobile crisis team, rather than relying on the Alameda County CATT, which is often extended or unavailable. While not currently including an EMT, DPS believes this crisis response infrastructure is sufficient to address the specific ongoing needs of the Dublin community.
Goal PR-1:The City will hire a police/community liaison to enhance collaboration between the Dublin Community, Dublin City Council, Staff, Dublin Police Services, and the Alameda County Sheriff's Office. The liaison will also work with advocacy groups, including but not limited to Las Positas College, NAMI, NAACP, and ACLU.Update:With the departure of Officer William Cowens, Officer Jessica LaStrape has taken over as the community liaison for DPS.
Goal TC-1:DPS will identify ways to expand training offerings for officers, either through muster room briefings, independent study/self-paced trainings, additional training days or other appropriate methods of training. These mandatory trainings should cover (1) Implicit bias, (2) Understanding languages and cultural responsiveness, (3) Understanding people with disabilities, (4) Community policing, (5) Use of Force/De- escalation, (6) Leadership, professionalism, and ethics.Update:Annual training by the Alameda County Sheriff's Office and periodic training at daily shift briefings continues to achieve this goal. Specifically, the "Community Policing in the 21st Century to Embrace Conflict" classes were well received by officers.With the successful completion of 36 out of 37 action items and the final recommendation actively in progress, the work of the Community Task Force on Equity, Diversity, and Inclusion has been effectively integrated into the City's ongoing operations. The work done by the Task Force has not only provided an opportunity to learn about the needs of the community, but has also established long-term practices that will continue to foster inclusivity, equity, and diversity. As these efforts have now transitioned from implementation to ongoing practice, Staff recommends that the City
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Council deem them complete. Staff will continue to report back to the City Council on new initiatives and programs being undertaken that increase inclusivity and accessibility.
STRATEGIC PLAN INITIATIVE:None.
NOTICING REQUIREMENTS/PUBLIC OUTREACH:The City Council Agenda was posted.
ATTACHMENTS:1) Community Task Force Action Items – Status Update
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DEI Task Force Recommendations - Update as of 3/4/25 Attachment 1
REF #RECOMMENDATION STATUS NOTES
BC-1 The City will ensure that all Board,
Commission, Committee and Task Force
(collectively referred to as Commissions or
Commission) vacancies are posted on the
City's monthly newsletter, "Backyard Brief", as
well as all other City publications and
communication vehicles, and that Council
Members, City Staff, and commissioners, as
well as local nonprofits, faith-based
organizations, and DUSD are notified of such
vacancies and encouraged to promote
participation by City residents.
Completed Administrative Policy 1.9 was updated with language stating "All recruitments will be posted
in the City's monthly newsletter, as well as other City publications and communication
vehicles, and distributed to local nonprofits, faith-based organizations, and DUSD." The City
now posts these openings in the Backyard Brief, newsflashes, and social media posts. The
City Clerk has compiled a list of these organizations and their contact information for future
openings.
BC-2 Commission applications will request
demographic information (e.g., race, gender,
age, income level, etc.) as well as include DEI-
focused questions.
Completed Board and Commission applications now include questions that request demographic
information. Applications also include DEI-focused questions.
BC-5 The City will review and evaluate the
procedures and processes for collection and
retention of information regarding commission
applicants, as well as Inside Dublin graduates,
and determine if the processes and procedures
need to be amended to ensure that
opportunities to serve on Commissions are
being shared with Commission applicants and
Inside Dublin graduates.
Completed Past applicants and Inside Dublin participants have been notified of open recruitments.
BC-6 The City will create a formal certification and
mentor program that prepares Dublin residents
to serve on Commissions.
Completed Commission/committee applications now include a question about previous participation in
Inside Dublin. In addition, the City Clerk's presentation at Inside Dublin includes an
emphasis on commissions and committees. Outgoing commissioners now receive a note
from the City Manager with a form asking them to sign up to mentor new commissioners.
CITYWIDE INITIATIVES: BOARDS AND COMMISSIONS RECRUITMENT
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C0-1 The City will establish regular touchpoints and
communications with a diverse group of
community leaders and local organizations.
Completed As mentioned in PR-1, City Staff and Officer William Cowens were identified as the
community liaisons. An introductory letter was sent to the organizations listed in PR-1 on
March 22, 2023. The liaisons will meet with those groups who respond with a request to
meet. As of September 2023, Colleen Tribby, Assistant CIty Manager has replaced John
Stefanski as the community liaison representing the City. Residents are demonstrating
trust both in our ability to respond with valuable information and with the content we
are sharing. Across all social accounts, except for Threads as the data is not reliable,
the quantity of inbound messages on social media grew by 53% to 5,700 last year, and
our posts were shared over 17,000 times, a 47% jump. People expect to reach us
digitally and they are taking steps to start conversations related to our messaging.
Additionally, Economic Development hosted a roundtable for minority-owned
businesses, creating a space to connect with business owners and share available
resources. Moving forward, these practices will be embedded into our day-to-day
operations to ensure ongoing, inclusive community engagement.
C0-2 The City will establish additional channels for
two-way communication with all City
residents.
Completed Staff now sends translated press releases and news flashes to media outlets which reflect
the City's demographics. The City’s social media sites have grown tremendously in the past
two years and enable the community to communicate with the Public Information Office.
Staff created a Threads account to the other seven City social media accounts – five for the
City of Dublin and two for The Wave. There has been a measurable increase in direct
communication via social media. For example: 1) In 2023, private messages on Facebook
were up 650% year over year. There’s still room to grow here, as the giant spike is largely due
to minimal private messages in 2022 and even fewer in 2021; 2) Instagram inbound
messages spiked 4.7% in 2023 after a 97% spike in 2022; 3) In 2023, we added 3,357
Instagram followers (7,000 total) and increased our reach year over year by 414%; 4) In 2023,
we added 792 Facebook followers (2,500 total). Content reach was only up .5% despite a
109% increase in profile visits. As mentioned, people are utilizing direct messaging on
Facebook compared to prior years. This recommendation was completed previously.
Staff continues to use social media channels to engage and communicate with the
community.
CITYWIDE INITIATIVES: COMMUNICATIONS
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C0-3 The City will review social media policies and
initiate social media campaigns to boost
followers of the City's official social media
accounts, as well as establish criteria and
policies for posting content with a DEI lens.
Completed Communications staff has conducted a review of the City's Social Media Policy and will
update it to include criteria for posting content with a DEI lens. Communications staff pays
close attention to “special days” throughout the year, and creates social media graphics to
promote the various holidays and initiatives celebrated by our City’s residents. Our social
media remains strong by continually refining our approach to better connect with our
residents. In total, we gained over 6,800 followers and generated nearly 3.7 million
impressions, marking a 21% increase from 2023. A key focus for the City is reflecting
Dublin’s rich diversity, evident in the images and stories shared across our media
platforms. Staff highlights this through culturally meaningful photos and videos,
including coverage of the Pride Flag raising, the Hometown Heroes Veterans Day
Luncheon, and the illumination of the Civic Center in orange for Hindu American
Awareness and Appreciation Month. Our Small Business Spotlight video series also
celebrates diverse local stories, like the Vietnamese family behind Pho Dublin, who are
motivated by sharing part of their culture, or the middle eastern family at Yafa Hummus,
who trace their family’s 70-year-old hummus recipe back to Jordan. Moving forward,
these practices will be embedded into our day-to-day operations to ensure ongoing,
inclusive community engagement.
C0-4 The City will engage with the community to
revise the City Social Media calendar as
follows: (1) Lunar New Year- change wording
from "Chinese", (2) Remove Cinco De Mayo,
and/or use the opportunity to inform about its
true history and discourage stereotyping, (3)
Explore adding another holiday that is
meaningful to Dublin Latino/a community, e.g.
Latin American Independence September 15-
16, and (4) Larry ltliong Day, October 25.
Completed Staff deleted Cinco de Mayo from the social media calendar, added Cesar Chavez Day in
March, and added Larry ltliong Day in October. Staff also created a longer list of important
dates for social media posts in order to call out celebrations from community members of
different heritages/religious beliefs.
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CF-1 The City will collect demographic and
experiential data to identify barriers and
challenges to help inform development of an
equitable Human Services Grant application
and funding process.
Completed As part of the application process, organizations must provide demographic information on
who they anticipate they will serve, including income level and ethnicity. Each applicant
must give a presentation to the Human Services Commission and report on how the grant
funding was used. Staff uses these reports to inform future decision making.
CF-2 The City will add to the Human Services Grant
Application a supplemental questionnaire
which asks applicants to provide information
on the demographics of the organizations
beneficiaries and targeted DEI-related
questions.
Completed Applicants must provide anticipated demographic information on their beneficiaries (this is
asked for CDBG only but will be expanded to include all). Applications are rated on the extent
their project will ensure non-English speakers, people with disabilities, people experiencing
homelessness, seniors, and low-income families or individuals can access the proposed
program or activities. The following question was added to the application: "The City Council
updated Dublin's Mission, Vision, and Values to include lnclusivity, Diversity, and Equity.
How does your project further these values?"
CF-3 The City will develop a comprehensive, ongoing
DEI training program for Human Services staff
to embed DEI principles into the work of
Human Services Grant program.
Completed A Special Meeting of the Human Services Commission took place in July 2022 to discuss the rating
of applications and to revise the rating sheet. This will continue once the new Alameda County
Needs Assessment is completed. The Needs Assessment will guide qualitative data collection,
ensuring all groups are represented in a culturally competent manner. Staff will continue to stress
the City's Mission, Vision, and Values, which include the DEI principles, and incorporate these into
Citywide trainings being offered. In February 2024, the City Council accepted the 2024 Eastern
Alameda County Human Services Needs Assessment (EACHSNA). EACHSNA's "Approach
Recommendations" guide the work the City does in Human Services and has been
incorporated into the delivery of the Human Services Grant Program. For example, the rating
sheet was expanded from 15 points across three sections to 100 points across 11 sections to
allow for an enhanced and equitable process that further removes barriers and provides
alignment with City Council priorities. Additionally, DEI training was provided to Human
Services staff as part of the City's DEI training program.
CITYWIDE INITIATIVES: COMMUNITY AGENCY FUNDING AND SUPPORT
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IP-1 The City will develop a program of quarterly
Town Hall community meetings. The meetings
will be topic-specific, hosted by the Mayor and
a Councilmember. One meeting each year will
be reserved for DEI-related topics.
Completed The City launched "Live! With the Dublin City Council" in May 2022 and held four quarterly
meetings in the first year. Despite many efforts to engage the community in these quarterly
meetings, attendance was very low. The program was cancelled after April 2023.
IP-2 The City will collect data on artists and artistic
diversity represented in Dublin and include the
data on the City's Public Art webpage.
Completed The City's Public Art Collection is now available for display on the City website. Artists
names and relevant information is included. As future public art projects are developed,
artist background information will be requested and included on the City website to better
showcase artistic diversity. This recommendation was completed previously. Staff will
continue to include new artist information on the website as public art projects are
completed.
IP-3 The City will translate much of the City
communications into the top three languages
spoken in Dublin. Key communications include
City emails, website content, annual reports,
and social media content. Staff will evaluate
other translation options for other City
publications.
Completed The City has an on-call agreement with a translation service to translate key documents into
three main languages spoken in Dublin. The City provided translated content during the
district-based elections process and has translated information regarding the City's passport
processing program. All City press releases are now translated into Spanish, Hindi,
Mandarin, and simplified Chinese and sent to media outlets which reflect the City's
demographics including Yo India, World Journal (Chinese), El Observador, El Reportero,
India West, and El Mundo. Additionally, the City’s website has translation services built into
the site, and social media sites can be viewed in different languages by users. Over the past
year, the City has continued to expand its translation efforts, ensuring key information
is accessible in multiple languages. For example, the custodial brochures, decals, and
signage for waste bins were translated into Spanish and Chinese. The City continues to
identify and expand translation efforts in areas where they promote inclusivity.
CITYWIDE INITIATIVES: INCLUSIVE EQUITABLE AND ACCESSIBLE PROGRAMMING AND EVENTS
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IP-4 The City will form a focus group of community
members to provide feedback on the 2021
Splatter festival to identify ways to further
enhance the event to include more multi-
cultural elements.
Completed Parks staff held a focus group meeting on May 4, 2022 with attendees from the Community
Task Force, Heritage and Cultural Arts Commission, Human Services Commission, Senior
Center Advisory Committee, and Parks and Community Services Commission. The resulting
suggestions for Splatter 2022 were presented to the City Council on September 6, 2022.
They included: (1) Utilizing food to focus on cultural diversity. The Task Force believed that
one of the best representations of a culture is its food, and recommended providing a diverse
selection of food vendors and developing a "small plates" program that allows festivalgoers
to sample from multiple vendors rather than choosing just one for a meal. (2) Further
developing the passport/scavenger hunt activity that helps festivalgoers engage in all the
different multicultural-themed activities. (3) Continue expanding the inclusion of
multicultural music and entertainment throughout the festival. (4) Utilizing books and story
reading to highlight and represent the community's diversity and to share stories from
different cultures.
IP-5 The City will promote local restaurants and
small businesses that are owned and operated
by under-represented groups through new and
existing local events.
Completed The City created the "Taste the World" passport campaign which highlighted a variety of
different cuisines offered in Dublin. The City now coordinates the promotion of local
restaurants with cultural events like Lunar New Year on social media.
IP-6 The City will display public art that represents
the community's diversity and utilizes the
public art fund in an equitable manner that
encourages creation of art that represents
diverse perspectives.
Completed No permanent public art projects have started. For temporary projects, Staff has
established criteria that proposals must align with the City's mission and vision, and artists
are to review the City's existing collection and propose projects that are unique from
previous works. During the selection phase, works that represent the City's mission and
vision, including diversity, equity, and inclusion, have been selected. For example, the Little
Library Box by artist Deirdre Weinberg of San Francisco, which includes quotes by
contemporary authors, African American Authors, LGBTQ authors, and children's authors. In
September 2023, public art at Heritage Park was unveiled that includes a bronze sculpture
representing an Ohlone tribal member, in celebration of the original inhabitants of the land.
The current public art projects underway have criteria in place to ensure future public
art represents the community's diversity and diverse perspectives. Additionally, when
artwork selection committees are convened, Staff is diligent in making sure a diverse
panel of community members is selected to review art proposals and make
recommendations. Moving forward, these practices will be embedded into the City's
day-to-day operations to ensure continued representation and visibility of Dublin's
diverse artistic community.
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IP-7 The City will proactively recruit instructors and
intentionally seek class offerings that represent
the diverse cultures and ethnicities in Dublin.
Completed Using the survey from recommendation IP-8, Staff proactively recruited for the following
instructors/classes: Spanish, Mandarin, Elementary Sewing, Hip Hop Break Dance, and
Mandala Pot Art. Staff also expanded current yoga offerings, adding Senior Yoga. Staff is also
currently recruiting instructors for classes to be offered at the Dublin Arts Center, including
Classical Indian Dance and Bollywood Dance. Over the past year, Staff has continued to
actively recruit instructors and expand class offerings, including Youth Bollywood,
Youth Drawing, Yoga, Meditation and Chakra Balancing, and an Italian youth theater
class, to reflect the community's diverse interests and direct feedback from survey
responses as part of IP-8 recommendation. Moreover, Staff has added an interest form
to make sure that residents have multiple opportunities to provide ideas on new class
offerings. Moving forward, these efforts will be embedded into our ongoing
programming to ensure a broad range of cultural and recreational opportunities.
IP-8 The City will enhance efforts to inform Dublin
residents on how to submit requests for
additional classes that are reflective of the
City's diversity.
Completed Staff sent out two customer service satisfaction surveys which included a section for class
requests. These will continue to be sent out each season. Post-program/class surveys now
include an open-ended question for residents to submit requests for other types of
programs. Beginning in spring 2023, the Activity Guides will include a link to post-program
surveys with a QR code. Over the past year, City staff continued to use customer
satisfaction surveys at the conclusion of each session, to gather feedback on class
suggestions. Additionally, post-program surveys included an open-ended question
allowing residents to propose new program ideas. These surveys have led to the
introduction of new classes and will continue to be distributed at the conclusion of
each activity.
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IP-9 The City will collaborate with the Alameda
County Public Library to increase the selection
of books by authors and illustrators who
represent the diversity of Dublin (i.e. language,
culture, ability, gender, etc.).
Completed The Dublin Senior Center has added a new language library including approximately 200
books in different languages such as Chinese, Hindi, Arabic, and Farsi, donated by the
Dublin Rotary. As a result of community workshops, the Library's 2019-2024 Strategic Plan
includes Justice, Equity, Diversity, and Inclusion (JEDI) as one of its strategic areas of
exploration. In addition, the Library completed a diversity audit with a commitment to
purchase more titles from diverse voices with a focus on local authors and publishers. The
Library also refreshed their Parenting Collection as part of the Healthy Families, Healthy
Homes initiative, and has ordered relevant works in languages spoken in the community to
place in the children's area. This helps a diverse group of busy families and caregivers
conveniently find popular parenting topics. The Dublin Public Library continues to develop
its JEDI collection. Over the past year, the collection continued to grow in diversity,
including expansion in Indian languages such as Tamil, Telegu, and Marathi. The Library
is also bringing this expansion to its electronic resources when applicable, offering a
diverse array of language options in more than just books. The Library continues to look
for opportunities to ensure inclusive access to a wide range of languages and cultures.
0-1 The City will collect the following data sets:
disaggregated data on specific languages
spoken at home, and disaggregated ancestry
data on Asian Americans in Dublin.
Completed Staff reached out to obtain primary language information from the language specialist at
DUSD. The 2023 Community Survey will include a question soliciting specific languages
spoken at home. The Community Survey, provided in three languages, collected
demographic information including predominate languages spoken in the home as well as
ethnic background.
0-2 The City will provide ongoing DEI training for all
City staff. This should include training specific
to work roles, e.g., Communications Manager
and Communications Analyst.
Completed Human Resources Staff is currently identifying a vendor for DEI training of all City personnel
to take place at the end of the current fiscal year. This training will also be required for new
hires within three months of their start date. Staff is evaluating a simplified version for
temporary staff. Staff is looking at options for a hybrid DEI training model in which in-person,
all- employee sessions are provided annually, and supplemented with a deeper-dive into a
specific topic on a quarterly basis. Staff have identified four potential vendors that provide
such services and will look to engage in a contract with one in summer 2024. Over the past
year, DEI training was provided to all City staff. Moving forward, the cadence of these
trainings will remain as the City is dedicated to fostering a culture of connection,
belonging, and safety, ensuring that every employee feels valued and supported.
CITYWIDE INITIATIVES: OTHER
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0-3 The City will embed DEI into the work and
culture of the City, which includes developing a
City DEI process and decision-making
checklist.
Completed Human Resources Staff has drafted a Diversity, Equity, Inclusion, and Belonging (DEIB)
Program for employees that memorializes the City’s commitment to conducting business
through a DEIB lens, and what that means for employees and their work. The City Manager’s
Office is reviewing the draft and anticipates releasing it when the DEI Staff training is
implemented. The DEIB program has been approved and supports the City's dedication
to foster a culture of connection, belonging, and safety, helping to ensure that every
employee feels valued and supported.
C-1 The City will enact an Administrative Policy
which states that the City will issue a press
release within 72 hours after every incident
involving use of lethal force by DPS.
Completed The City Manager approved this Administrative Policy on September 15, 2022.
C-2 DPS will develop cards for DPS to provide with
information on how to make a complaint or
commendation, and develop additional
methods for residents to file DPS complaints
and commendations either through electronic
means or voicemail.
Completed This information is printed on the back of each officer's business card. Information on how to
file a complaint/commendation is available on the ACSO and DPS websites and includes an
electronic submission form.
POLICING: COMMUNICATIONS
79
DT-1 All Racial and Identity Profiling Act of 2015
(RIPA)-required stop data will be published on
the City's Data Transparency Platform on an
annual basis to help establish benchmarks in
reducing non-violent police interactions. This
will include stop data in the following areas: (1)
Perceived race/ethnicity, (2) Primary basis for
the stop, (3) Whether consent was given or if
there was probable cause.
Completed RIPA Data for ACSO/DPS has yet to be made available. It will be added to the Dublin Police
Services Open Data Portal when available. RIPA data has been added to the DPS Open
Data Portal and will continue to be updated as new data becomes available.
DT-2 In instances where there is a DPS officer
involved shooting or use of force resulting in
great bodily injury or death, DPS will make the
AB71 and SB1421 data publicly available on the
City's Data Transparency Platform.
Completed This data is available on the Dublin Police Services Open Data Portal.
DT-3 DPS will publish information regarding DPS
complaints and commendations data on the
City's Data Transparency Portal.
Completed This data is available on the Dublin Police Services Open Data Portal.
DT-4 DPS will publish the demographic data of DPS
officers on an annual basis on the City's Data
Transparency Portal.
Completed This data is available on the Dublin Police Services Open Data Portal.
DT-5 DPS will explore ways to collect and report data
regarding de-escalation annually to monitor the
effectiveness of current de-escalation
practices, as well as identify when new
practices may be necessary.
Completed De-escalation training is provided on an ongoing basis during daily briefings, as well as in
annual and specialized trainings. DPS has evaluated their new report writing system and has
determined there is no way to accurately define the criteria for the tracking of de-escalation
qualifying events. Over the last year, DPS identified the opportunity to add a "de-
escalation strategies used" check box to the report form. This has enabled DPS to track
how many times de-escalation techniques have been used during incidents where
reports were written. This data will be reported out in the DPS Annual Report.
POLICING: DATA TRANSPARENCY AND CONTEXT
80
P-1 DPS will evaluate and form a Chief's Advisory
Group. This group will act in an advisory
capacity and provide feedback to the Police
Chief on ways to enhance police- community
relations in Dublin. DPS and the City will
organize a public workshop on the topics
included in the recommendation.
Completed DPS established the Chief's Advisory Panel, which held its first meeting on February 23,
2023. As of February 20, 2024, DPS has hosted four meetings, the most recent on February 6,
2024. Recent meetings have had to be rescheduled due to low attendance, prompting an
evaluation (happening currently) of the feasibility of the Advisory Group moving forward.
A public safety fair is planned for spring 2025, which will focus on a variety of safety
topics and will give the community the opportunity to interact personnaly with DPS.
P-2 The City will monitor the development of the
Alameda County Sheriff Oversight Board and
Inspector General Position. Should the
Oversight Board be created, the City will
advocate for the City to have a dedicated seat
on the Board to make sure the City's
specialized interests are represented.
Completed Staff continues to monitor the development of the Alameda County Sheriff Oversight Board.
Staff has advocated for a dedicated seat by making public comments at the July 9, 2021 and
May 19, 2022 Public Protection Committee Meetings, as well as at the December 14, 2021,
January 20, 2022, and April 11, 2022 Public Town Hall Meetings. On September 17, 2024, the
Alameda County Board of Supervisors approved a first reading of an ordinance to
create a Sheriff Oversight Board and Office of Inspector General. Included in the
ordinance is a dedicated seat nominated by the Dublin City Council. Section 2.134.010
subsection B states, “the fourth (4th) at-large member will be appointed by the board of
supervisors after nomination by the City of Dublin City Council.”
P-3 The City Manager will request that the Police
Chief consider the following additional criteria
when hiring law enforcement personnel: (1)
Residents of Dublin, (2)
Race/gender/ethnicity/sexual orientation
reflective of the City's demographics, (3)
Community policing experience, (4) Experience
working in diverse communities and/or on
diverse teams. The City Manager will meet with
the Police Chief to review the hiring criteria and
DPS demographic.
Completed The City Manager has incorporated this into ongoing discussions with the DPS Chief. The DEI
Task Force recommendations are taken into consideration when hiring new personnel for
DPS. The City Manager and new Police Chief have discussed the continuing focus of
hiring the best officers to serve Dublin while being mindful of the importance of
reflecting the community's diversity.
POLICING: POLICIES AND PROCEDURES
81
P-4 The City will implement a multidisciplinary
mobile crisis team for non-violent situations.
The team should consist of a licensed
behavioral health provider, an emergency
medical technician, and a social worker, who
would be dispatched through 911 calls and
would attend to non-violent situations.
In Progress The Alameda County Community Assessment and Transport Team (CATT) has conducted
training with DPS personnel. The City has requested for additional CATT resources for the
City and Tri-Valley region, and Staff will continue to monitor this. In addition, both the CATT
team and Behavioral Health Unit (BHU) have provided additional training at shift briefings to
ensure staff is aware of the resources available to them. Over the past year, DPS applied
and was awarded congressional funding for an additional BHU therapist to provide
support for non-violent situations to the Dublin community. This effort will assist with
the formation of an in-house rapid response mobile crisis team, rather than relying on
the Alameda County CATT, which is often extended or unavailable. While not currently
including an EMT, DPS believes this crisis response infrastructure is sufficient to
address the specific ongoing needs of the Dublin community.
P-5 The City will establish a Behavioral Health Unit
within Dublin Police Services. The Behavioral
Health Unit will be staffed by two licensed
therapists and a supervisor from the ACSO
Youth and Family Services Bureau.
Completed DPS launched the Behavioral Health Unit in July 2022. A supervisor and two clinicians have
been hired. To date, they have been following up on casework and have proven to be
valuable. The City has submitted an earmark request to fund an additional third clinician.
During this past year, the City was able to fully staff the BHU unit, with the third clinician.
BHU staff now receive approximately 20 case referrals on a monthly basis.
PR-1 The City will hire a police/community liaison to
enhance collaboration between the Dublin
Community, Dublin City Council, Staff, Dublin
Police Services, and the Alameda County
Sheriff's Office. The liaison will also work with
advocacy groups, including but not limited to
Las Positas College, NAMI, NAACP, and ACLU.
Completed John Stefanski and Officer William Cowens have been identified as the community liaisons.
An introductory letter was send to the aforementioned organizations on March 22, 2023. The
liaisons will meet with those groups who respond with a request to meet. As of September
2023, Colleen Tribby, Assistant CIty Manager has replaced John Stefanski as the community
liaison representing the City. Officer Cowens continues to represent DPS in this endeavor.
With the departure of Officer William Cowens, Officer Jessica LaStrape has taken over
as the community liaison for DPS.
POLICING: PUBLIC RELATIONS AND COMMUNITY ENGAGEMENT
82
TC-1 DPS will identify ways to expand training
offerings for officers, either through muster
room briefings, independent study/self-paced
trainings, additional training days or other
appropriate methods of training. These
mandatory trainings should cover (1) Implicit
bias, (2) Understanding languages and cultural
responsiveness, (3) Understanding people with
disabilities, (4) Community policing, (5) Use of
Force/De- escalation, (6) Leadership,
professionalism, and ethics.
Completed Each of these training topics are covered, at a minimum, on an annual basis and are put on
by the Alameda County Sheriff's Office at Continued Professional Training, Firearms Range
Training, and daily briefings prior to shifts. In addition, the Behavioral Health Unit has
provided training on several of these topics to DPS staff. DPS hosted two training classes for
staff covering "Community Policing in the 21st Century to Embrace Conflict." Annual
training by the Alameda County Sheriff's Office and periodic training at daily shift
briefings continues to achieve this goal. Specifically, the "Community Policing in the
21st Century to Embrace Conflict" classes have been well received by officers.
POLICING: TRAINING CURRICULUM
83
Progress on City’s Efforts
Advancing Diversity, Equity,
and Inclusion
March 4, 2025
84
Background
Sep. 2020
Community Task Force was established to
promote diversity, equity, and inclusion
(DEI) in City operations.
early 2021
Diversity, Equity, and Inclusion was
incorporated into City’s Mission and
Vision statement.
2021
Implementation Plan was approved with 37
recommendations.
2022, 2023 & 2024
City Council annual updates.
85
Updates –Community Engagement & Communication
•Social media engagement increased by 53%, with
more than 17,000 shares.
•Minority-owned business roundtable hosted.
Goal CO-1: Regular
engagement with diverse
community leaders & local
organizations
•6,800+ new followers and 3.7 million impressions.
•Highlighting diverse stories, such as Small
Business Spotlight series.
Goal CO-3: Increase social
media followers and post
content with DEI lens
86
Updates –City Services & Accessibility
•City materials available in Spanish, Simplified Chinese,
Mandarin, and Hindi.
Goal IP-3: Expand translation of
key City communications
•Diverse panel utilized to ensure inclusive artwork.
Goal IP-6: Increase public art
representing diverse
perspectives
•Added Bollywood, Italian youth theater, Meditation and
Chakra Balancing classes based on feedback.
Goal IP-7: Expand diverse
cultural and recreational classes
•Post -program surveys used to request suggestions for
new class offerings.
Goal IP-8: Enhance efforts to
gather feedback on new class
offerings
87
Updates –Human Services
•Staff participates in DEI trainings provided by HR.
•City Council accepted 2024 Eastern Alameda
County Human Services Needs Assessment
which have been incorporated into the Grant
Program.
For example, the grant rating system expanded
from 15 points (across 3 sections) to 100 points
(across 11 sections) to allow for an enhanced
and equitable process.
Goal CF-3: Develop
ongoing DEI training
program for Human
Services staff and embed
DEI principles into the
Human Services Grant
Program
88
Updates –Library & Cultural Representation
•JEDI collection was expanded with Indian
language offerings (Tamil, Telegu, and Marathi).
Goal IP-9: Library to
increase selection of
diverse books
•Data available via the DPS Open Data Portal and
reported in the DPS Annual Report.
Goal DT-1: Publish Racial
and Identity Profiling Act
(RIPA) data online
89
Updates –Staff Training & Policy Integration
•Diversity, Equity, Inclusion, and Belonging (DEIB) Fundamentals.
•Understanding Implicit Bias through the Lens of Cultural Intelligence.
•Fostering Inclusion for Neurodiverse and Differently-Abled Workforce. (April 2025)
Goal O-2: Ongoing DEI training
for all City staff
•Formalized and strengthened ongoing commitment through DEIB program approval.
•Program focuses on connection, belonging, and safety for employees.
Goal O-3: Embed DEI into the
work and culture of the City
•Continued annual and periodic training during daily shift briefings.
•Community Policing in the 21st Century to Embrace Conflict was well received.
Goal TC-1: Identify ways to
expand training offerings for
officers
90
Updates –Law Enforcement & Public Safety
•Added “de-escalation strategies used” check box to police reports.
•Results are reported in the DPS Annual Report.
Goal DT-5: Explore ways to collect and
report data on de-escalation practices
•Dublin secured a dedicated seat on the Alameda County Sheriff Oversight Board.Goal P-2: City to advocate for seat on the
Alameda County Sheriff Oversight Board
•City Manager and Police Chief continue to focus on hiring the best officers while
being mindful of the importance of reflecting the community’s diversity.Goal P-3: DPS Hiring
•Secured congressional funding for an additional behavioral health therapist.
•DPS believes this level of staff is sufficient to address community needs.
Goal P-4: Implement a multidisciplinary
mobile crisis team for non-violent situations
•With the departure of Officer William Cowens, Officer Jessica LaStrape has taken
over as the Community Liaison for DPS.
Goal PR-1: City to hire police/community
liaison to enhance collaboration between
key stakeholders
91
Conclusions & Next Steps
•Successful completion: 36 of 37 action items.
DPS believes the crisis response infrastructure is sufficient to address the specific ongoing
needs of the Dublin community.
•Task Force’s DEI initiatives are now integrated into City’s ongoing operations.
•Staff recommends City Council deem efforts of Task Force complete.
•Staff will continue to report on new initiatives that promote inclusivity and
accessibility.
92
Thank you
93