HomeMy WebLinkAbout6 and 7. Amend Human Relations Ordinance and Task Force on Race and CultureHuman Relations Ordinance Amendments
Presented by: Christina Brooks,
Diversity and Inclusion Director
January 28, 2020
Outline -Human Relations Ordinance
The City’s Human Relations Ordinance (Ordinance) is located under Part II,
Chapter 17 of the City Code, and includes:
•Article I: In General –This section outlines the public policy related to
discrimination
•Article II: Human Relations Commission (Commission) –This section outlines
composition and roles.
•Article III: Discrimination
Places of Public Accommodation
Employment Practices
Fair Housing
Reasonable Accommodation or Modification for Residential Uses
Ordinance Prior Revisions
The City’s Human Relations Ordinance (Ordinance) has been revised several times
since its original adoption, including but not limited to:
•Designation of the Commission as the agency to receive, investigate and resolve
complaints of discrimination (1969)
•Addition of Sex and Religion as protected classes (1979)
•Addition of Disability and Familial Status as protected classes (1990)
•Addition of Sexual Orientation as a protected class (2000)
•Addition of Transgender, Gender Identity or Gender Expression as protected
classes (2009)
A list of revisions is included as Attachment A.
Revision Categories
Type of Amendment Description
Administrative Updates To reflect the proposed organizational changes.
Regulatory Edits To align personnel policies and procedures with City
practices.
Policy Edits, Updates and
Additions
To aid in the investigation of housing, employment
and public accommodation complaints
Conforming Edits To align with federal processing criteria and current
vernacular
Non Substantive Corrections To correct grammar, punctuation, and sentence
structure;general non substantive changes.
Summary of Substantial Revisions
Included as Attachment B, is a complete summary of edits to the ordinance by page
order. All edits and revisions were presented to Human Relations Commission June
3, 2019, whereby they voted to support the revisions.
The more substantial revisions include:
•Changes in the authority to appoint the Director, set the Director’s salary, evaluate
the Director’s performance, and authority to terminate the Director.
•Additions to process for investigating complaints of discrimination in places of
public accommodation.
•Addition of verbiage relating to the disclosure of information to align with state and
federal law.
•Addition of appeal process for findings of “No Cause” in complaints involving places
of public accommodation and housing.
Next Steps
The Ordinance amendments are included on the January 28,2020 City Council
agenda for adoption.
Race and Culture Task Force
Progress
22 Recommended Strategies
To Reduce Racial and Cultural Disparities
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Topic Strategy #1 Strategy #2 Strategy #3 Strategy #4
Criminal Justice Independent oversight
of Police Department Police cadet program Diversity within
Police Department
Economic
Development
Job training, transportation to jobs,
background issues, and hiring process
Education and incentives
to achieve wage parity
Capacity-building for
minority-owned businesses
Education Early childhood intervention
via quality childcare
Service learning and
civic engagement College and career centers
Governance Redistricting criteria
and procedures Diversity and inclusion Diversity training
Health Health education and outreach Active lifestyles Healthy foods Access to providers
Housing Affordable housing incentives policy Homebuyer assistance Resident awareness
of housing resources
Transportation Transportation equity policy
and five-year action plan
Transportation funding
criteria
After-action reviews of
pedestrian and bicycle crashes
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Topic Strategy #1 Strategy #2 Strategy #3 Strategy #4
Criminal Justice
Independent oversight Police cadet program Diversity within
of Police Department Police Department
New Police Monitor Kim Neal
and Asst. PM Denise Rodriguez
Positions posted and closed.
Selection process underway.
Cadet Program was funded and is
reviewing candidates.
Economic Development
Job training, transportation
to jobs,Education and incentives Capacity-building for
background issues, and
hiring process to achieve wage parity minority-owned businesses
Finalized MOU with Chambers
to address employment and
transportation issues.
Completed site-selector event
with FW Chamber.
MWBE Disparity Study due for
completion April 2020
Education
Early childhood intervention Service learning and College and career centersvia quality childcare civic engagement
Technical Assistance for 20 EC
organizations to analyze
program data by demographics
Expanded Rising Star
Leadership Academy to year
round.
Established working group with
FWISD, TCC,TWC, CFW, FW
Chamber, United Way
Governance
Redistricting criteria Diversity and inclusion Diversity trainingand procedures
Proposed selection of task
force to review criteria and
procedures.
New CEO/Director Christina
Brooks. Expanded mission and
responsibilities established.
Pilot DI Education Workshop
completed with Legal Department.
Health
Health education and
outreach Active lifestyles Healthy foods Access to providers
Overlay disaggregate health
data for Neighborhoods.
Began installing 6,800 feet of
sidewalk improvements and
lighting.
Farmer's Market Ordinance
approved by City Council. Blue Zone
food carts in FW neighborhoods.
Housing
Affordable housing
incentives policy Homebuyer assistance Resident awareness
of housing resources
Will work with DDI to establish.Incorporate marketing of
program into outreach.
Created print materials for City
Housing resources.
Transportation
Transportation equity policy Transportation funding
criteria
After-action reviews of
pedestrian and bicycle crashesand five-year action plan
Will work with DDI to establish.
Incorporated equity lens for
project evaluation for 2022
Bond.
Reduction in bicycle crashes and
fatalities. Annual report to PABAC.
Department of
Diversity and Inclusion
Mission and Responsibilities
Mission
•To promote the values of diversity, equity, inclusion, and access
as they apply to the City's employee and labor relations, its
provision of municipal services and capital investments, and the
quality of life that all Fort Worth residents experience.
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Responsibilities
•Producing annual reports
•Ensuring the City's compliance with state and federal civil rights laws
•Producing, maintaining, and implementing the City’s Equity Plan
•Planned administration of the City's minority and women business enterprise program;
•Educating City employees
•Providing staff support to the Fort Worth Human Relations Commission.
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City Equity Plan
•A blueprint for providing access to fair, inclusive, and equitable
municipal services for all Fort Worth residents.
•Identify inequities in the provision of municipal services and
present strategies for addressing issues underlying those
inequities
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City Equity Plan Measureable Components
•By City geographic location and resident/ owner demographics
•Every 3-5 years
•Impact of access, and use
•By City department and staff demographics
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Shared Responsibility
•All City departments
•Planning and Data Analytics
•Communications and Public Engagement
•City Manager’s Office
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Next Steps
•Collaborative discussions to develop inclusive process for
prioritizing departments.
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Thank you