Advancing Equity Better Bike Share June 24, 2016 Glenn Harris, - - PowerPoint PPT Presentation

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Advancing Equity Better Bike Share June 24, 2016 Glenn Harris, - - PowerPoint PPT Presentation

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Advancing Equity Better Bike Share June 24, 2016 Glenn Harris, Center for Social Inclusion President Julie Nelson, Center for Social Inclusion Senior Vice- President and Government Alliance on Race and Equity Director Government Alliance on

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June 24, 2016

Glenn Harris, Center for Social Inclusion President Julie Nelson, Center for Social Inclusion Senior Vice- President and Government Alliance on Race and Equity Director

Advancing Equity

Better Bike Share

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A national network of government working to achieve racial equity and advance opportunities for all. ü Supporting jurisdictions at the forefront ü Expanding jurisdictions – in 30 states and more than 100 cities – all levels of government ü Providing tools and resources to put theory into action

Government Alliance on Race and Equity Center for Social Inclusion

The Center for Social Inclusion’s mission is to catalyze grassroots community, government, and other institutions to dismantle structural racial inequity.

Field Building Policy Development Organizational Change Communication

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Government Alliance for Race and Equity

Oregon California Michigan Virginia

Portland Multnomah County Alameda County Fairfax County Ottawa County

= Active GARE Members = Current GARE Engagements Massachusetts

Boston

Washington

Seattle Tacoma

Minnesota Iowa Wisconsin

Metropolitan Council Minneapolis Minneapolis Park Board

  • St. Paul

Dubuque Iowa City Dane County Madison

= Racial Equity Here Participants

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Objectives for today:

  • Gain understanding of basic equity

terminology

  • Develop skills at operationalizing and
  • rganizing for equity
  • Gain skills communicating about race
  • Strategize about advancing equity with

your peers

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Values and realities

  • All men are created equal
  • With liberty and justice for all
  • Government of the people, by the

people, for the people, shall not perish from the earth

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History of government and race

Government explicitly creates and maintains racial inequity. Initially explicit Discrimination illegal, but “race- neutral” policies and practices perpetuate inequity. Became implicit Proactive policies, practices and procedures that advance racial equity. Government for racial equity

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Why we lead with race

  • Racial inequities deep and pervasive
  • Racial anxiety on the rise – race is
  • ften an elephant in the room
  • Learning an institutional and

structural approach can be used with

  • ther areas of marginalization
  • Specificity matters
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Current context:

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National best practice

Normalize

  • A shared analysis

and definitions

  • Urgency / prioritize

Organize

  • Internal

infrastructure

  • Partnerships

Operationalize

  • Racial equity tools
  • Data to develop

strategies and drive results

Visualize

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Laying it on the Line

  • 1. Hiring and promotion decisions should be based

solely on merit.

  • 2. Outreach is the most important strategy to

improve equity in bike share programs.

  • 3. I believe we can end racial inequity.
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Normalizing

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Equity? Equality? What’s the difference?

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Racial inequity in the U.S.

From infant mortality to life expectancy, race predicts how well you will do…

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Racial equity means:

  • “Closing the gaps” so that race does not

predict one’s success, while also improving

  • utcomes for all
  • To do so, have to:

ü Target strategies to focus improvements for those worse off ü Move beyond “services” and focus on changing policies, institutions and structures

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How We Think

We unconsciously think about race even when we do not explicitly discuss it.

Humans need meaning. ü Individual meaning ü Collective meaning Only 2% of emotional cognition is available consciously Racial bias tends to reside in the unconscious network

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The Unconscious Mind

Schemas: the “frames” through which our brains help us understand and navigate the world:

  • 1. Sort into categories
  • 2. Create associations
  • 3. Fill in the gaps
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Schemas

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Help us organize information into broader categories. They largely reside in the sub-conscious. üObjects üHuman beings (e.g., “the elderly”) Schemas and the unconscious are social. They exist in and are shaped by our environment.

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(The Stroop Test)

Blue Blue Green

What color are the following lines of text?

Black Red Green Blue Black Blue Black Red Green Green Green Red Black

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Explicit bias

Expressed directly Aware of bias / operates consciously Example – Sign in the window of an apartment building – “we don’t rent to _____”

Implicit bias

Expressed indirectly Unaware of bias / operates sub-consciously Example – a property manager doing more criminal background checks

  • n African Americans than

whites.

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When conductors were placed behind a screen, the percentage

  • f female new hires for
  • rchestral jobs

increased 25% – 46%.

Examples of implicit bias

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Job search

ü Identical resumes, apart from names. ü White-sounding names – 50% more callbacks than African- American sounding names.

Susan Smith LaKesha Washington

Examples of implicit bias

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What to do with bias?

ü Suppressing or denying biased thoughts can actually increase prejudice rather than eradicate it. ü Openly acknowledging and challenging biases allows us to develop strategic interventions.

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What creates different outcomes?

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Institutional Explicit Institutional Implicit Individual Explicit Individual Implicit

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Institutional / Explicit

Policies which explicitly discriminate against a group. Example: Police department refusing to hire people of color.

Institutional / Implicit

Policies that negatively impact one group unintentionally. Example: Police department focusing on street- level drug arrests.

Individual / Explicit

Prejudice in action – discrimination. Example: Police officer calling someone an ethnic slur while arresting them.

Individual / Implicit

Unconscious attitudes and beliefs. Example: Police officer calling for back-up more

  • ften when stopping

a person of color.

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Individual racism:

  • Pre-judgment, bias, or discrimination by an

individual based on race.

structural

institutional

individual

Institutional racism:

  • Policies, practices and procedures

that work better for white people than for people of color, often unintentionally or inadvertently.

Structural racism:

  • A history and current reality of

institutional racism across all institutions, combining to create a system that negatively impacts communities of color.

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Operationalizing

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Process Product

What is a Racial Equity Tool?

Actively inserts racial equity into decision making processes

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Race in governmental policies

Federal Housing Administration Location of city facilities Streetlighting

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1

  • Desired results

2

  • Analysis of data

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  • Community engagement

4

  • Strategies for racial equity

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  • Implementation plan

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  • Communications and accountability

What is a Racial Equity Tool process?

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Project overview

  • City-wide athletic

complex and neighborhood park

  • Demographics and

usage

  • Timeline and funding

Case Study: Minneapolis - Bossen Field

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How was community engaged? ü Surveys – online and paper ü Door knocking ü Intercept events ü Focus groups ü Public meetings ü Language translation / interpretation ü Partnering with community Common themes identified? Who benefits from proposed plan? Addressing potential negative impacts on communities of color

Community engagement

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Athletics users Concept B was strongly preferred. Thought on location was “where it impacted people less.” Local neighbors Concept C was strongly preferred. Location of open field space close to residents was key. Ease of access, visibility, safety.

Community engagement

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Solution – new design

  • Picnic shelters/picnic area
  • Extended walkways- corridors for

connection

  • Additional parking for athletic users
  • Open field space - proximity to

apartment buildings

  • Location of pinwheel further from

dense housing

  • Two basketball courts
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Project scope and charge ü Balance neighborhood and citywide needs Additional preplanning ü Racial equity consultation- training for project staff ü Implementation of racial equity toolkit ü Development of targeted engagement tools to reach different user groups Outreach and engagement ü Authentic engagement and relationship building ü Analysis of qualitative and quantitative feedback Process ü Racial Equity lens at important decision points ü Weighing desires of different user groups and finding solutions that benefit all park users Holding ourselves accountable ü Evaluating impacts over time ü Incorporating lessons learned into future projects

How did equity inform the project?

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Who should use a Racial Equity Tool?

Elected officials Government staff Community

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Racial Equity Action Plans: Dane County

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Racial Equity Action Plans: Portland

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Organizing

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individual informal group formal group nonprofit union government

Inside / Outside Strategies

Modes of community participation

TEND TOWARD

INFORMAL LOCAL INTEREST VOLUNTARY ISSUE / IDENTITY FOCUSED COLLECTIVE DECISIONMAKING

TEND TOWARD

FORMAL BROAD INTEREST PROFESSIONAL GEOGRAPHIC FOCUS HEIRARCHICAL

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political concept political action

Van Jones’s “Heart Space/Head Space Grid” from Rebuild the Dream (2012)

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Emotional Rational Political Concept Political Action

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HEAD SPACE

Emotional Rational Political Concept Political Action

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Head space

  • Where Rational + Conceptual meet
  • Think tanks, academics and policy wonks
  • Facts and rational arguments
  • One cannot make meaningful, effective,

and lasting change without a sober view of the data combined with sound policy prescriptions

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HEART SPACE HEAD SPACE

Emotional Rational Political Concept Political Action

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Heart Space

  • Here emotions have sway
  • Great storytellers, artists, preachers,

and other resonant communicators

  • Energizing emotions shared: feelings
  • f love and rage, contempt and

compassion, pride and shame

  • Needed for inspiration and motivation
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HEART SPACE OUTSIDE GAME HEAD SPACE

Emotional Rational Political Concept Political Action

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Outside game

  • Where emotion and action meet
  • Activists, organizers and volunteers
  • Action not based on their immediate,

rational self interest, but on what feels right- what moves their heart

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HEART SPACE OUTSIDE GAME HEAD SPACE INSIDE GAME

Emotional Rational Political Concept Political Action

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Inside game

  • Where reason meets action
  • Elected officials, paid lobbyists, staff members

at legislative and bureaucratic levels

  • People who have enough power, standing,

access or influence to impact the behavior of the decision makers

  • Natural home of the deal maker - cold blooded

maneuver and necessary compromise

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Head Heart

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HEART SPACE

URGENCY

OUTSIDE GAME

ROLE OF COMMUNITY

HEAD SPACE

INSTITUTIONALIZE EQUITY

INSDE GAME

ROLE OF GOVERNMENT

Emotional Rational Political Concept Political Action

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COMMUNICATIONS FIELD BUILDING POLICY DEVELOPMENT INSTITUTIONALIZE CHANGE

Organize Normalize Visualize Operationalize

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Transactional & transformational change “The single biggest failure in change initiatives is to treat adaptive challenges like technical problems.”

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  • Issue-based
  • Help individuals negotiate existing

structures.

  • Solutions “transact” with institutions
  • Short-term gains for communities, but

leave the existing structure in place

Transactional approaches

  • Cut across multiple institutions
  • Focus on policy and organizational

culture

  • Alter the ways institutions operate
  • Shifting cultural values and political will

to create racial equity

Transformative approaches

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Late 1990’s - community pressure, some departments initiate racial equity efforts 2004 - Mayor Nickels launches City- wide racial equity initiative focused internally 2009 – Expanded partnerships with community; City Council legislation passes unanimously; plans and tools institutionalized. 2015 - New plan providing expanded focus on community

  • utcomes

Seattle’s Race and Social Justice Initiative

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Housing Transit Police Parks Courts

Core Team leadership development and capacity building Interdepartmental Teams contracting equity, workforce equity, community engagement

Racial Equity Leadership Team – senior leadership Ø Accountability agreements Ø Departmental work plans Ø Performance reviews Ø Racial Equity Tools Ø Institution-wide work plans

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Changing minds

  • Most importantly, the best way to change

attitudes is to change behavior.

  • Attitudinal change tends to follow behavior

change.

  • Requires both short and long-term

approaches.

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Assessing our organization

Normalize

  • Do you have a shared understanding
  • f equity?

Organize

  • Do you have mechanisms to

address equity?

  • Do you partner with community

and institutions to advance equity? Visualize

  • Have you worked with community

to develop an equity vision?

  • Are you structured to be responsive

to community?

  • Are you resourced to implement

the vision? Operationalize

  • Do you include equity in

decision making?

  • Do you use data to develop

strategies and measure progress?

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Contact information

Julie Nelson (206) 816-5104 jnelson@thecsi.org Glenn Harris (206) 790-0837 gharris@thecsi.org www.centerforsocialinclusion.org www.racialequityalliance.org