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Attachment A Diversity & Inclusion Consultant RFP The city government is organized into 7 departments; Administration, Community Development, Finance, Fire, Parks and Recreation, Police and Public Works. Each of these departments is led by a Department Director or Manager. The City Manager oversees each of these departments. IV.Background The city recognizes that racial inequities in access and opportunity, and across key indicators for success, are deep and pervasive for communities of color. The city also recognizes that government – at the local, state and federal level- has played a historical role in creating and maintaining racial inequity through a wide range of laws and policies controlling who could vote, who could be a citizen, who could own property, where one could live, where children could go to school and more. These historical racial inequities persist today and are demonstrated through issues such as underperforming schools, disproportionate contact with our criminal justice system, limited formation and growth of minority- owned businesses and concentrated poverty among others. The city also knows that other groups continue to face structural barriers to successful outcomes and continue to be marginalized including women, immigrants and those discriminated against based on sexual orientation, disability, or other protected classes. Through a racial equity framework, the city works to ensure targeted strategies to dismantle structural barriers impacting communities of color as a means to improve outcomes for all communities. The City of Roseville has been working for several years to address equity and inclusion within its practices, and programs. In 2018, a group of city staff participated in a year-long cohort training with the Government Alliance on Race and Equity (GARE). This included a structured curriculum that focused on strategies that normalize conversations about race, operationalize new policies and cultures, and organize to achieve racial equity. The purpose and intent of staff participation in GARE was to build internal capacity around the issues of racial equity. The GARE team is working to normalize the conversation around race and equity within the organization through developing a foundation of shared understanding and language for all staff through training. Since that time, the city has developed a Racial Equity Action Plan , adopted a Respect and Inclusion statement and Racial Equity Narrative, and has undertaken several other initiatives aimed at reducing systemic racism, increasing equity within the organization and community, and developing inclusive policies, practices and engagement. Applicants can find out more about specific recent actions by visiting the city website www.cityofroseville.com/Racial-Equity. In addition, in 2017 the city merged the Human Rights Commission and the Community Engagement Commission to create a Human Rights, Inclusion and Engagement Commission which is an advisory commission to the City Council. The scope, duties and functions of the commission are to: Evaluate – The commission shall review and evaluate on an ongoing basis the City’s outreach efforts, policies, activities and engagement opportunities to ensure the best and the most equitable practices are being used to engage residents and businesses with the work of the City. Page | 4