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City Council Packet - 09/01/2020 IIICity of Tigard Tigard Business Meeting—Agenda TIGARD TIGARD CITY COUNCIL MEETING DATE AND TIME: September 1, 2020 - 6:30 p.m. Business Meeting MEETING LOCATION: Meeting will be virtual with remote participation. PUBLIC NOTICE: In accordance with the City of Tigard's Emergency Declaration related to COVID-19 and Oregon House Bill 4212, this will be a virtual meeting where Council and staff will participate remotely. There will be no in-person public testimony during this meeting. How to comment: •Written public comment may be submitted electronically at www.tigard-or.gov/Comments.All comments must be submitted before 4:30 p.m. the day of the meeting. If you prefer to call in,please call 503-966-4101 between 6:30 and 6:45 p.m. to be placed in the queue. We ask that you plan on limiting your testimony to three minutes SEE ATTACHED AGENDA VIEW LIVE VIDEO STREAMING ONLINE: http://www.tigard-or.gov/city_hall/council_meeting.php CABLE VIEWERS: This meeting will be shown live on Channel 21 at 6:30 p.m. The meeting will be rebroadcast at the following times on Channel 28: Thursday 6:00 p.m. Sunday 11:00 a.m. Friday 10:00 p.m. Monday 6:00 a.m. 114 1 7 City of Tigard Tigard Business Meeting—Agenda TIGARD TIGARD CITY COUNCIL MEETING DATE AND TIME: September 1, 2020 - 6:30 p.m. Business Meeting MEETING LOCATION: Meeting is virtual and will be attended remotely. 1. BUSINESS MEETING A. Call to Order B. Roll Call C. Pledge of Allegiance D. Call to Council and Staff for Non-Agenda Items 2. PUBLIC COMMENT A. Follow-up to Previous Public Comment B. Written Public Comment- Comments received by 4:30 p.m. the day of the meeting will be summarized. C. Phone-in Public Comment 3. CONSIDER ADOPTION OF PUBLIC SAFETY ADVISORY BOARD PROPOSAL 6:45 p.m. estimated time 4. NON AGENDA ITEMS 5. ADMINISTRATIVE REPORT 6. EXECUTIVE SESSION: The Tigard City Council may go into Executive Session. If an Executive Session is called to order, the appropriate ORS citation will be announced identifying the applicable statute. All discussions are confidential and those present may disclose nothing from the Session. Representatives of the news media are allowed to attend Executive Sessions, as provided by ORS 192.660(4), but must not disclose any information discussed. No Executive Session may be held for the purpose of taking any final action or making any final decision. Executive Sessions are closed to the public. 7. ADJOURNMENT 7:15 p.m. estimated time r - TIGARD Meeting of the Tigard Council September 1, 2020 Public Comment Received Date Received Submitted By Subject 8/30/2020 Michael Brewin Public Safety Advisory Board Carol Krager From: Michael Brewin Sent: Sunday,August 30, 2020 2:14 PM To: #Councilmail; Marty Wine; Kathy McAlpine; Carol Krager Subject: Public Testimony: Submitted for the City Council Meeting, on Sept. 1, 2020: RE Public Safety Advisory Board iThis sender is trusted. Public Testimony: Submitted for the City Council Meeting, on Sept. 1, 2020: RE Public Safety Advisory Board [v2.0] Dear Mayor, City Council, City Manager, Chief of Police: I missed the first 20 minutes of the last televised council meeting, because Comcast tv had all its channel guides showing Hillsboro and Lake Oswego meetings listed instead at 7:30 on community access channels. Here are my revised recommendations (w/ comments) for the proposed Public Safety Advisory Board: Public Safety Advisory Board Advisory Board - appointed by the City Council (just like the other boards) — meets at least monthly: plan/review policies, procedures, funding, hiring and staffing, reports, stats, concerns, etc. Address any concerns (both general and specific) regarding procedures and policies affecting equal application of justice, to review for improvement. Establish decisions based upon consensus, with all voting to require the following minimum number for passage: 6 in favor (out of 8 voting members) or 5 in favor (if out of 7). Once the actual number of members is set, then establish a quorum guideline, too. Forward any/all reports and recommendations directly to the Tigard City Council, for the council's consideration (or any legislative action). Forward any board recommendations on serious issues of concern regarding either pending or requested 1) state and 2) federal legislation to the appropriate Oregon-elected officials. Network closely with Wash. Cty. public safety, too. Composition: 5-6 Tigard citizen-resident members (2-4 year terms) [I suggest stagger the resident-citizen member terms for better continuity; this could be accomplished by initially having some 2 and some 4 year terms, with it all being 4 year positions thereafter] 1 Council member 1 1 Chief of Police or other senior level TPD officer liaison 1 Tigard HS Student President (non-voting member) 1 Tigard Police Officers Association (non-voting) Qualifications: 1. Tigard resident. 2. U.S. citizen 3. must agree to FBI background check (customary for all law enforcement advisory boards) 4. Some knowledge of law enforcement, public safety, emergency services, local government, or other related public board or committee experience preferred. Footnote: "In the interests of expanding Tigard's community diversity participation base, people of all backgrounds and life experiences are encouraged to apply for this revived and updated special oversight committee." Please don't rush this project; that's how mistakes get made. It is important that such groundwork (aka the framework) be handled with care. 'Roma non fu fatta in un giorno.' "Rome wasn't built in a day." [expression actually of French origin, 1190: 'Rome ne fu pas faite toute en un jour'] 'Romam uno die non fuisse conditam' [Latin] RECOMMENDATIONS — Comments, and Miscellaneous: 1) City Council appoints the board —just like the other boards. Process of Appointment: Upon careful consideration, I strongly urge the council to retain its own powers to appoint the board members. Any online poll, etc. is way too easy for people to 'rig.' People will vote under different aliases, email accounts, or pad the votes with all their family members, their private club/group, or a bunch of kids, non-residents, non-citizens, even fictitious persons, etc. You simply can't verify it; and what a hassle! That's one of many reasons why we don't do real elections online. Composition of the Board: [Just like the city council] Any 'minor' on the board should be a non-voting member, for the public safety board. [And you haven't even set aside 2 designated seats for senior citizens and 1 for disabled citizens!] I think the committee should be of manageable size (like the other boards). Also, I recommend that the TPOA have a non-voting representative (who may attend meetings), too. Mental Health and Law Enforcement angle: I think it might prove difficult to get a mental health professional to volunteer time (except as a 'pro bono' tax-deductible donation of services); hence, otherwise retaining such a person (even just for meetings) could prove quite costly to the city. I recommend instead: openly solicit and invite mental health professionals to apply to be a volunteer member on the advisory board. Also, contact some medical health professionals with 2 expertise in law enforcement issues and the related situations that arise, and ask for their advice and appropriate reference materials. There should be studies, articles, reports, books, videos on this subject. Obtain, compile, and retain such printed materials (and videos) as a permanent collection of reference materials for the use of the TPD and the Advisory Board. That way the board members can themselves become better informed in this area. Have a clinical mental health professional liaison 'on call', so the TPD can immediately contact that person in an emerency. Situations involving the following: suicidal distraught person, person suffering from PTSD, homeless person with mental health issues, psychotic dangerous situation. Also, patrolling police officers have one of the most stressful jobs around. They also go to work each day never knowing if they're going to be coming home; there are many dangerous situations and people to deal with, and they need to feel respected for their difficult work. So, that should be considered (and not simply in the hiring process) factor in an officer's cumulative job stress the health and well-being of our public employees as integral to the equation. 2) Set clearly defined parameters for the board. Don't relinquish any council legislative or policy authority or oversight; that is reserved for our elected officials. 3) Delete all previously drafted discriminatory racial and sexuality profiling 'Preferences' and unlawful and unconstitutional Religion ('Faith') 'Preference' for committees' applicants. 4) Tigard residency and a US citizenship requirement for any public safety committee. Police internal_matters will be reviewed. Public Safety is also associated with 'homeland security,' and networking with county, state and federal policing agencies. 5) Vetting of all applicants: Routine FBI background checks required for all applicants. [Historically, that was always a requirement for applicants to the Advisory Board to the Chief.] 6) PUBLIC SAFETY CONCERNS of Our most Vulnerable Community: Senior and Disabled citizens' concerns and inclusion as representatives on city committees is under- represented. Fact: Citizens/residents aged 55+ constitute 38% of Tigard's adult population (21 and older)!! That's at least 2 of the 6 Tigard resident-citizen positions for seniors, and also 1 for disabled. We need more representation by our experienced and knowledgable 55+ citizens (38% of adult Tigard residents are aged 55+) and our vulnerable elderly and disabled citizens. Con artists with scams (including strangers, acquaintances, and even relatives) specifically target and criminally prey upon our most vulnerable population[s] every single day; yet, many victimized elderly or disabled citizens are either afraid or too embarrassed to even report it. Please, think on that... 3 And, Let's Hire more Senior Citizens: Stop systemic AGE Discrimination (Human Resources, Hiring) directed against Senior citizens: For example, qualified senior citizens can do some police work, too, especially part-time. Stuff like Research, Investigations, (admin, office), and/or Parking enforcement patrol. So, some newly funded TPD staff positions could be part-time (20 hrs/wk); that translates as generally lower costs to the budget (incl PERS contributions, etc.), even by simply sub-dividing a couple positions, i.e. the FTE #. Abused children: And what about the voices we don't hear– of helpless children being criminally abused?! There are many helpless children who are habitually violently abused– leaving emotional scars for life. Who would be their advocate, and stand with me, for those poor kids?!! Please, think on that, too... Also, bullying: children (especially boys) can be the victims of terrible and habitual physical bullying, harassment, and assaults — and at school, too. We need to address this subject, so kids feel safe, wherever they are. The school resource officer should do everything possible to eliminate bullying at Tigard High, the middle schools, and in all the schools (including on the school buses, too). I hope you have already deleted the racial profiling and discriminatory preferences (during the 20 minutes I missed): NO DISCRIMINATORY PREFERENCES, and NO UNLAWFUL "FAITH" PREFERENCES • 6 Tigard residents from the community at-large,with preference to those that can best represent the BIPOC,LGBTQIA+,and faith communities In Tigard. Appointment of corn m The above-stated preferences are translated thus: 1. Illegal racial "Preference" given to those for appointment to an Oregon-regulated public governmental committee who are NOT WHITE! 2. Illegal sexual orientation "Preference" given to those for appointment to an Oregon- regulated public governmental committee who are NOT HETEROSEXUAL, celibate, or asexual. 3. ILLEGAL and UNCONSTITUTIONAL Religion/Faith preference given to those for appointment to an Oregon-regulated public governmental committee based upon being a 'believer' of a RELIGION! OREGON CONSTITUTION 4 Section 1.Natural rights inherent in people.We declare that all men,when they form a social compact are equal in right:that all power is inherent in the people,and all free governments are founded on their authority, and instituted for their peace,safety,and happiness;and they have at all times a right to alter,reform,or abolish the government in such manner as they may think proper.- Section 2.Freedom of worship.All men shall be secure in the Natural right,to worship Almighty God according to the dictates of their own consciences.- Section 3.Freedom of religious opinion.No law shall in any case whatever control the free exercise,and enjoyment of religeous(sic]opinions,or interfere with the rights of conscience.- Section 4.No religious qualification for office.No religious test shall be required as a qualification for any office of trust or profit.- Section 5.No money to be appropriated for religion.No money shall be drawn from the Treasury for the benefit of any religeous[sic],or theological institution,nor shall any money be appropriated for the payment of Establishment of Religion is absolutely PROHIBITED by any government entity in the USA or in Oregon. Our entire American constitutional system (at every level of govt.) is based upon the separation of religion [faith] and state. Faith is a private personal choice,just like watching Monday Night Football. In fact, there is a Church of Monday Night Football. Again, Faith (at least in a free society, i.e. USA) is a private and personal choice that a person may change; it is Not immutable—unlike skin color. It is Not govt. regulated. Some folks go from one faith to another, and some practice multiple spiritual disciplines, devotions, meditations that are common to several faiths. Some folks go from faith to agnosticism (or atheism), and vice versa. And most folks in Oregon nowadays tend to practice their spirituality (or a faith) in private, informally, and unaffiliated. 'Orientation' is not a legal affirmative action qualification for any public body or position. And the registered Oregon PAC for Gay rights was even called the 'Right to Privacy' PAC. A person's sexual orientation (at least in a free society, i.e. USA) is a private and personal choice; it is Not immutable —unlike skin color. In fact, some folks decide to change their orientation; over the decades, many acquaintances (incl some family members) have changed their orientation. Some have gone through several declared orientation changes. Some people have even returned back to their original orientation. That can be confusing for others, and Not accepted by some rigid political dogmatists —who are themselves intolerant. On this subject, the actress Anne Heche is a case in point. Indeed, a person's orientation may change, and then change again, over time. RE 'Preference' based on Race Discrimination exclusion via "racial profiling" applicants: Giving any listed 'preference' to applicants to a public civic committee simply based upon race or skin color is called promoting and establishing institutionalized "racial discrimination." I thought part of the purpose of this whole endeavor was to take precautions to end any perceived 'racial profiling.' 5 Also, the actual problem of racism in our city (both overt and concealed) resides in the hearts and minds of our populace. As a govt. agency, I do Not think the TPD (or the city) has been practicing racism in its public policies. Again, the underlying problem is that there are some persons in the communty with racist (and other bigoted) attitudes which is a 'learned behavior.' It is difficult to counter and undue the effects of a racist or bigoted parentage, one's upbringing. Education is the key, along with practicing and promoting an absolutely 'color- blind' and equal society—which sets the example for all. In Conclusion: The most important factors for equal justice and treatment by a police dept. can best be addressed via the following: 1) the vetting/hiring process of police officer applicants, 2) the careful training of officers (including de-escalation methods), 3) the regular monitoring of officer interactions with citizens and any 'use of force', and 4) setting/having clear TPD policies and processes in place (including review) that will effectively address any possible issues of equal application of justice under the law. Also, it is my view that while many in law enforcement have served our nation nobly in the military, we should be careful— since many people don't have the requisite 'people' skills to be a police officer. Some others who were in combat may have PTSD, while others may have been trained to 'shoot to kill' in any escalating or violent confrontations (i.e. 'quick on the trigger' or 'excessive force'). So, hiring the most qualified suitable persons for police work is vital: 1) reviewing an applicant's credentials, qualifications, related experience, education, then 2) vetting for biases during hiring, in conjunction with psychological exams, and finally 3) selecting persons with the best combination of an 'aptitude' for a career in law enforcement, those who have the appropriate 'people skills' (and a grounded sense of compassion and understanding for other human beings, too), who can most readily comprehend the various police matters and statutes, the equal application of justice, who have an 'attention to detail', and who will carefully follow the correct dept. and lawful procedures, and who will keep a 'cool head' — even under the most difficult of circumstances. If the city follows these recommendations, then it will be on the right track in reaffirming a high and exemplary standard for our police department. Thank you for your attention to these matters. Sincerely, with Best Wishes, Michael Brewin, Tigard Multicultural American Historian, Educator, Author/Writer, Producer 6 AIS-4398 3. Business Meeting One Meeting Date: 09/01/2020 Length (in minutes): 30 Minutes Agenda Title: Consider Adoption of Tigard Public Safety Advisory Board Proposal Prepared For: Marty Wine, City Management Submitted By: Nicole Hendrix, City Management Item Type: Motion Requested Meeting Type: Council Update, Discussion, Direct Staff Business Meeting - Main Public Hearing: No Publication Date: Information ISSUE In response to Council direction on August 25, 2020 staff have incorporated changes to the Public Safety Advisory Board proposal for Council's final review and adoption. STAFF RECOMMENDATION / ACTION REQUEST Staff recommends Council adopt the Public Safety Advisory Board proposal. KEY FACTS AND INFORMATION SUMMARY In response to Council direction on August 25, 2020 staff revised the Public Safety Advisory Board proposal to change the title from "Public Safety Transformation Commission" to "Public Safety Advisory Board", adjusted the sequencing of document based on authority, added the status of each topic area, and adjusted the decision making structure. OTHER ALTERNATIVES Provide suggestions for a revised proposal. COUNCIL GOALS, POLICIES, APPROVED MASTER PLANS Strategy 4.4: Promote an inclusive, open-minded, and progressive community. Implement initiatives to improve city services and participation that captures the diversity of the community and improves equity and inclusion. DATES OF PREVIOUS COUNCIL CONSIDERATION 8/25/2020 Receive Public Safety Transformation Commission Update & Discuss Next Steps 8/11/2020 Discuss Community Input on the Transformation Commission 7/28/2020 Racial Justice & City Action 7/14/2020 Racial Justice & City Action 6/23/2020 Racial Justice & City Action 6/09/2020 Racial Justice & City Action Attachments Public Safety Advisory Board Proposal 8/26/20 RET Glossary Tigard Public Safety Advisory Board Background: Overall, the Tigard community has been well served and protected by the members of the Tigard Police Department for decades. As a community and a city,we all must be vigilant and continuously re- evaluate and improve our public safety practices to ensure they reflect the always-evolving values of the Tigard community. In this moment of national concern,the city has received significant public input about public safety and police services via e-mail, paper mail, phone calls, in-person, and social media since May 30, 2020. The mayor challenged the entire Tigard community on June 3rd to accomplish the following: • Identify and eliminate institutional racism to ensure equity within all city operations and structures • Eliminate institutional racism and ensure equity within the Tigard community • Improve the lived experience of all persons of color in Tigard such that everyone enjoys the same safety and privilege. Definitions: Having a shared understanding of terms is critical as we embark on this journey and move from ideas to actions.There are organizations that have been working on dismantling injustices and are considered subject matter experts in this field-such as PolicyLink and RacialEquityTools. We will rely on the glossary developed by RacialEquityTools.org for our educational purposes with an opportunity for the Board to develop its own working definitions as well. See attachment. Public Safety Advisory Board: This is a draft framework for the city council, staff, and community members to review and provide input on both what practices should be reviewed and how appropriate changes should be made. The Public Safety Advisory Board (the "Board")will begin with reviewing public safety practices, with similar community input and draft frameworks anticipated for all other areas of city operations. This is the first step of an ongoing conversation that addresses inequities.This Board will be just one part of the City's Anti-Racism Action Plan. The City anticipates future committees or groups being formed to address other issues of structural racism, such as housing. The Board will work closely with the City to co-design a process which will include developing and approving bylaws to establish the conduct of its meetings, including the meeting schedule,format, and frequency, and creating a community agreement (norms) regarding expectations. The meeting format will include an opportunity for public comment and Board members are encouraged to seek community input outside of meetings as well. Boarders should expect a time commitment of 2-5 hours each week. It is anticipated the Board will meet every other week, but the Board will be the ultimate decider of the schedule. At its first meeting, the Board will select a chair and vice-chair. The chair will preside over the meetings and have equal voting authority as the other members. The Board will be made up of 15 people: • Police Chief or designee (must be sworn member of department) • Tigard Police Officers' Association designee (must be sworn member of department) • City Attorney • Municipal Court Judge • President of Tigard High School Black Student Union or designee • Tigard Youth City Councilor • Tigard City Councilor • Licensed Mental Health Professional or leader of Mental Health organization with a presence in Tigard (preference to those that regularly interact with community members in crisis or community members that have regular contact with law enforcement as the only available social services resource) • One representative of the business community in Tigard (designated by Tigard Chamber of Commerce) • 6 Tigard residents from the community at-large,with preference to those that can best represent the BIPOC, LGBTQIA+, and faith communities in Tigard. Appointment of community members will be determined through a two-step process. The first step will be a caucus format in which the community will select 16 candidates. Anyone interested in membership on the Board may submit a statement of interest. The Tigard community will be able to review the applicants' statements and a community vote will be held by social media, online, comment cards, and other input channels. Once the community has chosen its 16 candidates,the second step is for City Council to select 8 finalists-6 Boarders and 2 alternates. Board Training: It is critical that the Board members understand the current systems and processes the Tigard Police Department uses to protect and serve the community now. To do so, Board members are expected to complete the training offered by the Tigard Police Department and at least one full-shift ride-along with a patrol officer. Board members should work with the Chief of Police to address any barriers posed by the proposed training. At a minimum, Board members must learn and understand current practices in the following areas: • Recruitment, hiring, and training • Cultural competencies • Basic law enforcement academy curriculum • Mandatory reporting on bias complaints • Statistical Transparency of Policing (STOP) data for both vehicles and pedestrian contacts • Mandatory use of force reporting • Complaint processes • Deadly use of force procedures and review • De-escalation in all force response training modules In addition, all members of the Board will watch Race in Oregon History–A Historical Perspective and read the book,So You Want to Talk About Race, by Ijeoma Oluo. Boarders are encouraged to make recommendations of other educational resources as well. Board Work Plan: A significant number of issues have already been raised and suggestions made by the community identifying areas the Board may want to consider. The Board is empowered to review those comments, along with its own areas of interest, and prioritize topics for its consideration. Once the Board has identified its priorities, it will present the work plan to City Council. The Board may prioritize its own work, add topic areas to address,and add, change or remove questions/criteria as needed and without Council approval. Upon completion of the work plan or one year after formation, whichever is sooner,the Board will report to Council on its progress. Decision-making will strive for consensus(defined as at least 12 of 15 votes). The Board will make quarterly reports to City Council, including updates of the Board's progress and recommended Council actions. When the consensus-based recommendation is within the decision-making authority of the Chief or City Manager,the Chief or City Manager may implement such recommendation without Council action. If the Chief or City Manager declines to implement the recommendation, Council will have final approval. If the recommendation requires additional action, such as approval by Budget Committee or bargaining with the union,the recommendation will not be effective until all approvals are received. Potential Topics for Board Consideration: A significant number of topics have already been raised by the community. These comments are largely reflective of the national dialogue and include comments as well as numerous questions. The questions make clear that the Tigard Police Department has an educational opportunity to show the positive steps the Department has already taken and what distinguishes it from other departments nationally. The comments the City has already received run the gamut from discrete policies that the City could implement now to complex changes that would require Congressional action. Additionally,the Board understands that any recommended changes that affect wages, hours, and working conditions are subject to collective bargaining agreements. For the Board's consideration, potential topics are grouped by decision-making authority and include the following: City of Tigard Actions Body cameras - Current Status:Tigard school resource officers, K-9 handlers, and motor officers currently have body cameras, but it is not department-wide. All marked police vehicles are equipped with dash cameras that record officer contact outside the vehicle and officer/subject actions inside the vehicle. Videos from body cameras are occasionally introduced by officers in traffic trials to demonstrate their interaction with defendants and statements made following a traffic stop. - Tigard Action:Policy consideration, recommendation to Chief of Police and City Manager. Labor arbitration re-instatement of officers terminated for misconduct/bias/excessive use of force - Current Status:State-level House Bill 1604 passed in July, which includes arbitration reform and disciplinary matrix. - Tigard Action: Collective Bargaining Agreement with Tigard Police Officers'Association to develop matrix. Community police oversight or use of force review committee/chief's advisory committee - Current Status:Tigard does not currently have such a committee. - Tigard Action:Policy consideration, recommendation to Chief of Police. Officer clear identification in all instances, including riot control - Current Status: Tigard Police Department has the officer's name on the front of their uniform. Under Policy 340.4.1, "When on duty or after identifying themselves as a Tigard Police Department member, all members will identify themselves by name and I.D. number upon request(I.D. numbers will be provided when citizens request a badge number). Upon demand, I.D. will be presented in writing or through the presentation of a Department issued business card. The only exceptions to the I.D. presentation rule are when the providing of this information impairs the performance of the police duties or a supervisor has authorized the withholding of information." Additionally, House Bill 4201, created the Joint Committee on Transparent Policing and Use of Force Reform ("Joint Committee) to review, including topics such as military equipment, police uniforms, weapons and munitions, and protests, among others. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Ban use of choke holds - Current Status: Under Tigard Police Policy 300.3.4, carotid control holds are not authorized in Tigard unless deadly force is necessary. House Bill 4203, passed July 2020, bans police choke holds unless peace officer can justify deadly physical force. Tigard policy complies with state law. - Tigard Action:Review current policy and practices, aligned with recent state law. Change in training and policies to allow or direct an officer to back down from an immediate arrest when the suspect is identified and the seriousness of the situation does not warrant further escalation of force just to effect an immediate arrest - Current Status:Tigard Police Policy 314.2.1(d) allows disengagement from vehicle pursuit when the identify of the suspect has been verified and there is minimal risk in allowing the suspect to be apprehended at a later time. Policy 457.2 contains the same language for foot pursuits. Policy 300.3.2 "Factors used to determine the reasonableness of force" state several additional variables: "When determining whether to apply force and evaluating whether an officer has used reasonable force, a number of factors should be taken into consideration, as time and circumstances permit.These factors include, but are not limited to: (a) Immediacy and severity of the threat to officers or others. (b) The conduct of the individual being confronted,as reasonably perceived by the officer at the time. (c) Officer/subject factors (age, size, relative strength, skill level, injuries sustained, level of exhaustion or fatigue,the number of officers available vs. subjects). (d) The effects of drugs or alcohol. (e) Subject's mental state or capacity. (f) Proximity of weapons or dangerous improvised devices. (g) The degree to which the subject has been effectively restrained and his/her ability to resist despite being restrained. (h) The availability of other options and their possible effectiveness. (i) Seriousness of the suspected offense or reason for contact with the individual. (j) Training and experience of the officer. (k) Potential for injury to officers, suspects and others. (I) Whether the person appears to be resisting, attempting to evade arrest by flight or is attacking the officer. (m)The risk and reasonably foreseeable consequences of escape. (n) The apparent need for immediate control of the subject or a prompt resolution of the situation. (o) Whether the conduct of the individual being confronted no longer reasonably appears to pose an imminent threat to the officer or others. (p) Prior contacts with the subject or awareness of any propensity for violence. (q) Any other exigent circumstances. - Tigard Action:Review current policies and practices. "No knock" warrants - Current Status:Tigard Police Department has not used "no knock" warrants for many years, as a matter of practice.Would require authorization from a Circuit Court Judge. - Tigard Action:Review current policies and practices. Implicit bias, cultural awareness, sensitivity training, and trauma informed care - Current Status:Tigard's current training generally incorporates these topics. - Tigard Action:Review current certification requirements by Department of Public Safety Standards and Training(DPSST)and current training standards. De-escalation training - Current Status:Tigard officers received training in the basic law enforcement academy, no state mandate currently; de-escalation is in every force response training. Starting August 2020, all sworn department members will receive 2 hours of focused training on De-Escalation, Intervention, and Force Mitigation Training. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Police Legitimacy and Procedural Justice training(7 hour course) - Current Status: Provided annually along with mandated police ethics. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Restorative justice training for police department leadership - Current Status:Optional training for Tigard. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Identify how biases are identified in the hiring process - Current Status:Selection process includes psychological examination;Tigard Police Department contracts with clinical psychologist who specializes in this field. - Tigard Action:Review current policies and practices, recommendation to Chief of Police and Human Resources. Maintain police workforce that reflects the community - Current Status: Under review in recruitment, hiring, and retention processes. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, Human Resources, and City Manager. Identify extremist or racist behaviors - Current Status:Case law limits City's ability to access social media or consider off duty conduct and all persons have a constitutional right of association. While association cannot be considered, behavior can. An extremist group is a group of individuals whose values, ideals, and beliefs fall far outside of what society considers normal. An extremist group is often associated with violent tactics to convey their point to outsiders. Hate group is a social group that advocates and practices hatred, hostility, or violence towards members of a race, ethnicity, nation, religion, gender, gender identity, sexual orientation or any other designated sector of society. - Tigard Action:Advocacy at state and federal level, review current policies and practices consistent with case law. Residency of police officers - Current Status: Residence of Tigard officers is not public information and the City does not have residency requirements for employees, including police officers. - Tigard Action:Recommendation to Chief of Police. School Resource Officers and their presence, training, behavior, and interaction in Tigard-Tualatin School District schools - Current Status:The District and the Cities of Tigard and Tualatin have begun together to co- create an independently facilitated dialogue, centered with equity,to understand and discuss these questions. A recommendation will be made from the school district to the cities in community, to include the experiences of students and families. - City Action:Recommendation and decision will be made by TTSD and implementation will be City's responsibility. Establish a non-police response for mental health, homelessness, and other non-criminal calls - Current Status: Non-police assistance may be sought on a case-by-case basis and dependent on available resources. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, City Manager, and City Council. Pretext stops - Current Status: Federal and State law prohibit this activity. Vehicle and pedestrian Statistical Transparency of Policing (STOP) data reported monthly to the state database that includes race/ethnicity and gender. Tigard court determines at trial, or by reviewing the officer's notes on the court's own motion, whether there was a proper legal basis for a traffic stop under Oregon law. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Consider change of participation in Tri-Met Transit Police program - Current Status:Tigard is member of the multi-agency program; the contract is set to expire December 31, 2020. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, City Manager, and City Council. Reestablish youth peer court program or delegation to the Tigard Youth Advisory Council - Current Status: Peer court was eliminated in Tigard due to budget constraints. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, City Manager, and City Council. Ensure that all personnel are complying with Tigard's"Welcoming City" resolution, consistent with ORS 181A.820 and Tigard Police Policy 428 - Current Status:Compliance is currently mandatory by state law. - Tigard Action:Review policies and practice. City of Tigard Actions/State Level Advocacy Public access to misconduct investigation results - Current Status:Oregon Public Records Law and litigation strategy may prevent the release of some types of investigatory results, while others are generally required to be disclosed. - Tigard Action:Advocacy/Policy implementation. Largely governed by Oregon Public Records law, which would require state legislative action, collective bargaining impacts, but minor changes could be effectuated by City. Re-implementing a force continuum (as requested by#8cantwait)vs. current Graham vs. Connor standard - Current Status: House Bill 4201 Joint Committee will review all aspects of use of force to include force continuum. Tigard currently follows Graham v. Connor standard, consistent with DPSST training and best practice. - Tigard Action:Review current policies and practices; training determined at state level. Re-evaluate deadly force assumptions (must use in the moment judgement standard, not with the benefit of hindsight),just because deadly force is authorized, should it be used? (e.g. taser taken and cartridge used) - Current Status:Tigard Police Policy 300.4 says that an officer may use deadly force to protect him/herself or others from what he/she reasonably believes would be an imminent threat of death or serious bodily injury. House Bill 4201 Joint Committee will review at state level. - Tigard Action:Review current policies and practices;training determined at state level. Medical training on airway management and respiratory system, including signs and symptoms, pathophysiology, complications from pre-existing respiratory diseases, and how different physical positions comprise the mechanics of effective respiration and work of breathing (estimate 6-8 hours)to be taught by medical professional with advanced airway management and physiology training (Physician, respiratory therapist, emergency registered nurse, or paramedic) - Current Status:Training includes first aid and trauma, but not specific to airway management. - Tigard Action:Review current policies and practices, training determined at state level. Color and style of uniforms and color of cars are intimidating/militaristic - Current Status:The City has local discretion on determining colors and style. Current practices also being reviewed by HB 4201 Joint Committee. - Tigard Action: Recommendation to Chief of Police and City Council;potential action at state level. Change bail/fine system within the Tigard Municipal Court so the cost of fines are equitable for all - Current Status: Maximum, minimum, and presumptive fines for traffic offenses are set by statute; payment agreements discretion of judge in accordance with statute; local code violations are set by the City. Also, HB 4210 from the recent special session eliminates the ability of courts to suspend driver licenses for failure to pay traffic fines. - Tigard Action:Advocacy at state level for statutory fines;recommendations to the City Council for local fines or ability of Tigard court to convert fines to community service. State Level Advocacy Hours of police training in Oregon - Current Status: DPSST develops curriculum at the state level, including the number of hours dedicated to specific topics such as crisis intervention, procedural justice,and others. Upon graduation of the Basic Law Enforcement Academy, new officers in Tigard have 16 additional weeks of Field Training Educational Program (FTEP)that ensures the new officer can perform as expected. - Tigard Action:Advisory, changes would be made at state level Consequences for calling 911 to report normal community activity based primarily on race - Current Status:Criminal law is set at the state level and local governments are generally preempted in this area. - Tigard Action:Advocacy at the state level. Review traffic violation enforcement protocols to evaluate if the community and officers could be safer using technologically advanced methods as an alternative to initiating a traffic stop. - Current Status:State law governs for what offenses a traffic stop may be initiated and also limits the ability for a violation to be issued mechanically(ex. red light camera)to certain ORS and violations; Municipal Court allows citation not issued in-person only for photo red light and intersection speed cameras in accordance with state statute. - Tigard Action:Advocacy at state level. Advocate for the release of all offenders Tigard helped prosecute for activities that would not be a crime today (e.g. marijuana possession) - Current Status: Prosecutorial decisions made by District Attorney. - Tigard Action:Advocacy at state level for statutory changes and to DA in discretionary cases. Advocate for a change in the cash bail system to make it equitable for everyone - Current Status: Determined by state law. - Tigard Action:Advocacy at state level. Federal Level Advocacy Qualified immunity - Current Status:This legal defense to claims for certain constitutional violations is currently available, based on case law from the US Supreme Court. - Tigard Action: Congressional action would be required to overturn US Supreme Court case law. National databank/registry for police misconduct - Current Status:Oregon just established a statewide system in July(House Bill 4207) and Tigard requires background investigators to review the database during the background check of Tigard police applicants. There is no national registry. The FBI currently maintains a nationwide database for officer-involved shootings. - Tigard Action:Advocacy, national registry would require Congressional action. Tigard Public Safety Advisory Board Background: Overall,the Tigard community has been well served and protected by the members of the Tigard Police Department for decades. As a community and a city, we all must be vigilant and continuously re- evaluate and improve our public safety practices to ensure they reflect the always-evolving values of the Tigard community. In this moment of national concern, the city has received significant public input about public safety and police services via e-mail, paper mail, phone calls, in-person, and social media since May 30, 2020. The mayor challenged the entire Tigard community on June 3'to accomplish the following: • Identify and eliminate institutional racism to ensure equity within all city operations and structures • Eliminate institutional racism and ensure equity within the Tigard community • Improve the lived experience of all persons of color in Tigard such that everyone enjoys the same safety and privilege. Definitions: Having a shared understanding of terms is critical as we embark on this journey and move from ideas to actions.There are organizations that have been working on dismantling injustices and are considered subject matter experts in this field-such as PolicyLink and RacialEquityTools. We will rely on the glossary developed by RacialEquityTools.org for our educational purposes with an opportunity for the Board to develop its own working definitions as well. See attachment. Public Safety Advisory Board: This is a draft framework for the city council, staff, and community members to review and provide input on both what practices should be reviewed and how appropriate changes should be made. The Public Safety Advisory Board (the "Board") will begin with reviewing public safety practices, with similar community input and draft frameworks anticipated for all other areas of city operations. This is the first step of an ongoing conversation that addresses inequities.This Board will be just one part of the City's Anti-Racism Action Plan. The City anticipates future committees or groups being formed to address other issues of structural racism, such as housing. The Board will work closely with the City to co-design a process which will include developing and approving bylaws to establish the conduct of its meetings, including the meeting schedule,format, and frequency, and creating a community agreement (norms) regarding expectations. The meeting format will include an opportunity for public comment and Board members are encouraged to seek community input outside of meetings as well. BoardcrsBoard members should expect a time commitment of 2-5 hours each week. It is anticipated the Board will meet every other week, but the Board will be the ultimate decider of the schedule. At its first meeting,the Board will select a chair and vice-chair. The chair will preside over the meetings and have equal voting authority as the other members. Page - 1 The Board will be made up of 15 people: • Police Chief or designee (must be sworn member of department) • Tigard Police Officers'Association designee (must be sworn member of department) • City Attorney • Municipal Court Judge • President of Tigard High School Black Student Union or designee (will serve for duration of time as student) • Tigard Youth City Councilor(will serve for duration of time as student) • Tigard City Councilor • Licensed Mental Health Professional or leader of Mental Health organization with a presence in Tigard (preference to those that regularly interact with community members in crisis or community members that have regular contact with law enforcement as the only available social services resource) • One representative of the business community in Tigard (designated by Tigard Chamber of Commerce) • 6 Tigard residents from the community at-large,with preference to those that can best represent the BIPOC, LGBTQIA+, and faith communities in Tigard. Appointment of community members will be determined through a two-step process. The first step will be a caucus format in which the community will select 16 candidates. Anyone interested in membership on the Board may submit a statement of interest. The Tigard community will be able to review the applicants' statements and a community vote will be held by social media, online, comment cards, and other input channels. Once the community has chosen its 16 candidates,the second step is for City Council to select 8 finalists-6 BoardcrsBoard members and 2 alternates. Board Training: It is critical that the Board members understand the current systems and processes the Tigard Police Department uses to protect and serve the community now. To do so, Board members are expected to complete the training offered by the Tigard Police Department and at least one full-shift ride-along with a patrol officer. Board members should work with the Chief of Police to address any barriers posed by the proposed training. At a minimum, Board members must learn and understand current practices in the following areas: • Recruitment, hiring, and training • Cultural competencies • Basic law enforcement academy curriculum • Mandatory reporting on bias complaints • Statistical Transparency of Policing (STOP) data for both vehicles and pedestrian contacts • Mandatory use of force reporting • Complaint processes • Deadly use of force procedures and review • De-escalation in all force response training modules Page - 2 In addition, all members of the Board will watch Race in Oregon History—A Historical Perspective and read the book,So You Want to Talk About Race, by Ijeoma Oluo. BoardersBoard members are encouraged to make recommendations of other educational resources as well. Board Work Plan: A significant number of issues have already been raised and suggestions made by the community identifying areas the Board may want to consider. The Board is empowered to review those comments, along with its own areas of interest, and prioritize topics for its consideration. Once theThe Board has identified its priorities, it wilishall present the work plan to City Council. The _.. _ •_ ' ' - • _ ,. , , .:: for approval, a work plan including prioritization of work; adding or removing topic areas to address,i and add, changeadding, changing, or removeremoving questions7L or criteria as needed and withoutaround topics. The Board may not discuss topic areas not approved by Council approval. Upon completion of the work plan or one y ar after formation, whichever is sooner, the Board will report to Council on its progresafor consideration. Decision-making will strive for consensus (defined as at least 12 of 15 votes). The Board will make quarterly reports to City Council, including updates of the Board's progress ar4on the workplan and proposing recommended Council actions. When the consensus-based recommendation is within the decision-making authority of the Chief or City Manager, the Chief or City Manager may implement such recommendation without Council action. If the Chief or City Manager declines to implement the recommendation, it will be forwarded to Council will have final approvalfor review and consideration. If the recommendation requires additional action, such as approval by Budget Committee or bargaining with the union, the recommendation will not be effective until all approvals are received. Potential Topics for Board Consideration: A significant number of topics have already been raised by the community. These comments are largely reflective of the national dialogue and include comments as well as numerous questions. The questions make clear that the Tigard Police Department has an educational opportunity to show the positive steps the Department has already taken and what distinguishes it from other departments nationally. The comments the City has already received run the gamut from discrete policies that the City could implement now to complex changes that would require Congressional action. Additionally,the Board understands that any recommended changes that affect wages, hours, and working conditions are subject to collective bargaining agreements. For the Board's consideration, potential topics are grouped by decision-making authority and include the following: City of Tigard Actions Body cameras - Current Status:Tigard school resource officers, K-9 handlers, and motor officers currently have body cameras, but it is not department-wide. All marked police vehicles are equipped with dash cameras that record officer contact outside the vehicle and officer/subject actions inside the vehicle. Videos from body cameras are occasionally introduced by officers in traffic trials to demonstrate their interaction with defendants and statements made following a traffic stop. Page - 3 - Tigard Action:Policy consideration, recommendation to Chief of Police and City Manager. Labor arbitration re-instatement of officers terminated for misconduct/bias/excessive use of force - Current Status:State-level House Bill 1604 passed in July, which includes arbitration reform and disciplinary matrix. - Tigard Action: Collective Bargaining Agreement with Tigard Police Officers'Association to develop matrix. Community police oversight or use of force review committee/chief's advisory committee - Current Status:Tigard does not currently have such a committee. - Tigard Action:Policy consideration, recommendation to Chief of Police. Officer clear identification in all instances, including riot control - Current Status: Tigard Police Department has the officer's name on the front of their uniform. Under Policy 340.4.1, "When on duty or after identifying themselves as a Tigard Police Department member, all members will identify themselves by name and I.D. number upon request (I.D. numbers will be provided when citizens request a badge number). Upon demand, I.D. will be presented in writing or through the presentation of a Department issued business card.The only exceptions to the I.D. presentation rule are when the providing of this information impairs the performance of the police duties or a supervisor has authorized the withholding of information." Additionally, House Bill 4201, created the Joint Committee on Transparent Policing and Use of Force Reform ("Joint Committee)to review, including topics such as military equipment, police uniforms, weapons and munitions, and protests, among others. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Ban use of choke holds - Current Status: Under Tigard Police Policy 300.3.4, carotid control holds are not authorized in Tigard unless deadly force is necessary. House Bill 4203, passed July 2020, bans police choke holds unless peace officer can justify deadly physical force. Tigard policy complies with state law. - Tigard Action:Review current policy and practices, aligned with recent state law. Change in training and policies to allow or direct an officer to back down from an immediate arrest when the suspect is identified and the seriousness of the situation does not warrant further escalation of force just to effect an immediate arrest - Current Status:Tigard Police Policy 314.2.1(d) allows disengagement from vehicle pursuit when the identify of the suspect has been verified and there is minimal risk in allowing the suspect to be apprehended at a later time. Policy 457.2 contains the same language for foot pursuits. Policy 300.3.2 "Factors used to determine the reasonableness of force" state several additional variables: "When determining whether to apply force and evaluating whether an officer has Page -4 used reasonable force, a number of factors should be taken into consideration, as time and circumstances permit.These factors include, but are not limited to: (a) Immediacy and severity of the threat to officers or others. (b) The conduct of the individual being confronted, as reasonably perceived by the officer at the time. (c) Officer/subject factors (age, size, relative strength, skill level, injuries sustained, level of exhaustion or fatigue,the number of officers available vs. subjects). (d) The effects of drugs or alcohol. (e) Subject's mental state or capacity. (f) Proximity of weapons or dangerous improvised devices. (g) The degree to which the subject has been effectively restrained and his/her ability to resist despite being restrained. (h) The availability of other options and their possible effectiveness. (i) Seriousness of the suspected offense or reason for contact with the individual. (j) Training and experience of the officer. (k) Potential for injury to officers, suspects and others. (I) Whether the person appears to be resisting, attempting to evade arrest by flight or is attacking the officer. (m)The risk and reasonably foreseeable consequences of escape. (n) The apparent need for immediate control of the subject or a prompt resolution of the situation. (o) Whether the conduct of the individual being confronted no longer reasonably appears to pose an imminent threat to the officer or others. (p) Prior contacts with the subject or awareness of any propensity for violence. (q) Any other exigent circumstances. - Tigard Action: Review current policies and practices. "No knock" warrants - Current Status:Tigard Police Department has not used "no knock" warrants for many years, as a matter of practice. Would require authorization from a Circuit Court Judge. - Tigard Action:Review current policies and practices. Implicit bias, cultural awareness, sensitivity training, and trauma informed care - Current Status:Tigard's current training generally incorporates these topics. - Tigard Action:Review current certification requirements by Department of Public Safety Standards and Training (DPSST)and current training standards. De-escalation training - Current Status:Tigard officers received training in the basic law enforcement academy, no state mandate currently; de-escalation is in every force response training. Starting August 2020, all sworn department members will receive 2 hours of focused training on De-Escalation, Intervention, and Force Mitigation Training. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Page - 5 Police Legitimacy and Procedural Justice training (7 hour course) - Current Status: Provided annually along with mandated police ethics. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Restorative justice training for police department leadership - Current Status: Optional training for Tigard. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Identify how biases are identified in the hiring process - Current Status:Selection process includes psychological examination;Tigard Police Department contracts with clinical psychologist who specializes in this field. - Tigard Action:Review current policies and practices, recommendation to Chief of Police and Human Resources. Maintain police workforce that reflects the community - Current Status: Under review in recruitment, hiring, and retention processes. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, Human Resources, and City Manager. Identify extremist or racist behaviors - Current Status: Case law limits City's ability to access social media or consider off duty conduct and all persons have a constitutional right of association. While association cannot be considered, behavior can. An extremist group is a group of individuals whose values, ideals, and beliefs fall far outside of what society considers normal. An extremist group is often associated with violent tactics to convey their point to outsiders. Hate group is a social group that advocates and practices hatred, hostility, or violence towards members of a race, ethnicity, nation, religion,gender,gender identity, sexual orientation or any other designated sector of society. - Tigard Action:Advocacy at state and federal level, review current policies and practices consistent with case law. Residency of police officers - Current Status: Residence of Tigard officers is not public information and the City does not have residency requirements for employees, including police officers. - Tigard Action:Recommendation to Chief of Police. School Resource Officers and their presence,training, behavior, and interaction in Tigard-Tualatin School District schools - Current Status:The District and the Cities of Tigard and Tualatin have begun together to co- create an independently facilitated dialogue, centered with equity,to understand and discuss Page - 6 these questions. A recommendation will be made from the school district to the cities in community, to include the experiences of students and families. - City Action:Recommendation and decision will be made by TTSD and implementation will be City's responsibility. Establish a non-police response for mental health, homelessness, and other non-criminal calls - Current Status: Non-police assistance may be sought on a case-by-case basis and dependent on available resources. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, City Manager, and City Council. Pretext stops - Current Status: Federal and State law prohibit this activity. Vehicle and pedestrian Statistical Transparency of Policing(STOP) data reported monthly to the state database that includes race/ethnicity and gender. Tigard court determines at trial, or by reviewing the officer's notes on the court's own motion, whether there was a proper legal basis for a traffic stop under Oregon law. - Tigard Action:Review current policies and practices, recommendation to Chief of Police. Consider change of participation in Tri-Met Transit Police program - Current Status:Tigard is member of the multi-agency program;the contract is set to expire December 31, 2020. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, City Manager, and City Council. Reestablish youth peer court program or delegation to the Tigard Youth Advisory Council - Current Status: Peer court was eliminated in Tigard due to budget constraints. - Tigard Action:Review current policies and practices, recommendation to Chief of Police, City Manager, and City Council. Ensure that all personnel are complying with Tigard's "Welcoming City" resolution, consistent with ORS 181A.820 and Tigard Police Policy 428 - Current Status: Compliance is currently mandatory by state law. - Tigard Action:Review policies and practice. City of Tigard Actions/State Level Advocacy Public access to misconduct investigation results - Current Status: Oregon Public Records Law and litigation strategy may prevent the release of some types of investigatory results, while others are generally required to be disclosed. - Tigard Action:Advocacy/Policy implementation. Largely governed by Oregon Public Records law, which would require state legislative action, collective bargaining impacts, but minor changes could be effectuated by City. Page - 7 Re-implementing a force continuum (as requested by#8cantwait) vs. current Graham vs. Connor standard - Current Status: House Bill 4201 Joint Committee will review all aspects of use of force to include force continuum. Tigard currently follows Graham v. Connor standard, consistent with DPSST training and best practice. - Tigard Action:Review current policies and practices; training determined at state level. Re-evaluate deadly force assumptions (must use in the moment judgement standard, not with the benefit of hindsight),just because deadly force is authorized, should it be used? (e.g.taser taken and cartridge used) - Current Status:Tigard Police Policy 300.4 says that an officer may use deadly force to protect him/herself or others from what he/she reasonably believes would be an imminent threat of death or serious bodily injury. House Bill 4201 Joint Committee will review at state level. - Tigard Action:Review current policies and practices; training determined at state level. Medical training on airway management and respiratory system, including signs and symptoms, pathophysiology, complications from pre-existing respiratory diseases, and how different physical positions comprise the mechanics of effective respiration and work of breathing (estimate 6-8 hours)to be taught by medical professional with advanced airway management and physiology training (Physician, respiratory therapist, emergency registered nurse, or paramedic) - Current Status:Training includes first aid and trauma, but not specific to airway management. - Tigard Action:Review current policies and practices, training determined at state level. Color and style of uniforms and color of cars are intimidating/militaristic - Current Status:The City has local discretion on determining colors and style. Current practices also being reviewed by HB 4201 Joint Committee. - Tigard Action: Recommendation to Chief of Police and City Council;potential action at state level. Change bail/fine system within the Tigard Municipal Court so the cost of fines are equitable for all - Current Status: Maximum, minimum, and presumptive fines for traffic offenses are set by statute; payment agreements discretion of judge in accordance with statute; local code violations are set by the City. Also, HB 4210 from the recent special session eliminates the ability of courts to suspend driver licenses for failure to pay traffic fines. - Tigard Action:Advocacy at state level for statutory fines;recommendations to the City Council for local fines or ability of Tigard court to convert fines to community service. State Level Advocacy Hours of police training in Oregon - Current Status: DPSST develops curriculum at the state level, including the number of hours dedicated to specific topics such as crisis intervention, procedural justice, and others. Upon graduation of the Basic Law Enforcement Academy, new officers in Tigard have 16 additional Page -8 weeks of Field Training Educational Program (FTEP)that ensures the new officer can perform as expected. - Tigard Action:Advisory, changes would be made at state level Consequences for calling 911 to report normal community activity based primarily on race - Current Status: Criminal law is set at the state level and local governments are generally preempted in this area. - Tigard Action:Advocacy at the state level. Review traffic violation enforcement protocols to evaluate if the community and officers could be safer using technologically advanced methods as an alternative to initiating a traffic stop. - Current Status:State law governs for what offenses a traffic stop may be initiated and also limits the ability for a violation to be issued mechanically(ex. red light camera)to certain ORS and violations; Municipal Court allows citation not issued in-person only for photo red light and intersection speed cameras in accordance with state statute. - Tigard Action:Advocacy at state level. Advocate for the release of all offenders Tigard helped prosecute for activities that would not be a crime today(e.g. marijuana possession) - Current Status: Prosecutorial decisions made by District Attorney. - Tigard Action:Advocacy at state level for statutory changes and to DA in discretionary cases. Advocate for a change in the cash bail system to make it equitable for everyone - Current Status: Determined by state law. - Tigard Action:Advocacy at state level. Federal Level Advocacy Qualified immunity - Current Status:This legal defense to claims for certain constitutional violations is currently available, based on case law from the US Supreme Court. - Tigard Action: Congressional action would be required to overturn US Supreme Court case law. National databank/registry for police misconduct - Current Status: Oregon just established a statewide system in July(House Bill 4207) and Tigard requires background investigators to review the database during the background check of Tigard police applicants. There is no national registry. The FBI currently maintains a nationwide database for officer-involved shootings. - Tigard Action:Advocacy, national registry would require Congressional action. Page -9 WWW.RACIALEQUITYTOOLS.ORG GLOSSARY Words and their multiple uses reflect the tremendous diversity that characterizes our society. Indeed, universally agreed upon language on issues relating to racism is nonexistent. We discovered that even the most frequently used words in any discussion on race can easily cause confusion, which leads to controversy and hostility. It is essential to achieve some degree of shared understanding, particularly when using the most common terms. In this way, the quality of dialogue and discourse on race can be enhanced. Language can be used deliberately to engage and support community anti-racism coalitions and initiatives, or to inflame and divide them. Discussing definitions can engage and support coalitions. However, it is important for groups to decide the extent to which they must have consensus and where it is okay for people to disagree. It is also helpful to keep in mind that the words people use to discuss power, privilege, racism and oppression hold different meanings for different people. For instance, people at different stages of developing an analysis tend to attach different meanings to words like discrimination, privilege and institutional racism. Furthermore, when people are talking about privilege or racism, the words they use often come with emotions and assumptions that are not spoken. Many of the terms in this glossary have evolved over time. For example, given the changing demographic trends in the United States, the word "minority" no longer accurately reflects the four-primary racial/ethnic groups. The terms "emerging majority" and "people of color" have become popular substitutes. Also, the terms used to refer to members of each community of color have changed over time. Whether to use the terms African American or Black, Hispanic American, Latinx or Latino, Native American or American Indian, and Pacific Islander or Asian American depends on a variety of conditions, including your intended audiences' geographic location, age, generation, and, sometimes, political orientation. Source: Project Change's"The Power of Words" Originally produced for Project Change Lessons Learned II, also included in A Community Builder's Toolkit—both produced by Project Change and The Center for Assessment and Policy Development with some modification Racial Equity Tools.org. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 1 www.RacialEquityTools.org TERM DEFINITION SOURCE ACCOUNTABILITY In the context of racial equity work, accountability refers to the ways in which Accountability and White Anti- individuals and communities hold themselves to their goals and actions and Racist Organizing:Stories from acknowledge the values and groups to which they are responsible. Our Work, Bonnie Berman Cushing with Lila Cabbil, To be accountable, one must be visible, with a transparent agenda and process. Margery Freeman,Jeff Hitchcock Invisibility defies examination; it is, in fact, employed in order to avoid detection and Kimberly Richards and examination. Accountability demands commitment. It might be defined as "what kicks in when convenience runs out." Accountability requires some sense of urgency and becoming a true stakeholder in the outcome. Accountability can be externally imposed (legal or organizational requirements), or internally applied (moral, relational, faith-based, or recognized as some combination of the two) on a continuum from the institutional and organizational level to the individual level. From a relational point of view, accountability is not always doing it right. Sometimes it's really about what happens after it's done wrong. ALLY 1) Someone who makes the commitment and effort to recognize their privilege 1) "The Dynamic System of (based on gender, class, race, sexual identity, etc.) and work in solidarity with Power, Privilege and oppressed groups in the struggle for justice. Allies understand that it is in their Oppressions,_OpenSource own interest to end all forms of oppression, even those from which they may Leadership Strategies." benefit in concrete ways. 2) Center for Assessment and 2) Allies commit to reducing their own complicity or collusion in oppression of Policy Development. those groups and invest in strengthening their own knowledge and awareness of oppression. ANTI-BLACK The Council for Democratizing Education defines anti-Blackness as being a two- The Movement for Black Lives part formation that both voids Blackness of value, while systematically https://policv.m4bl.org/glossary marginalizing Black people and their issues. The first form of anti-Blackness is L overt racism. Beneath this anti-Black racism is the covert structural and systemic racism which categorically predetermines the socioeconomic status of Blacks in this country. The structure is held in place by anti-Black policies, institutions, and ideologies. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 2 www.RacialEquityTools.org TERM DEFINITION SOURCE The second form of anti-Blackness is the unethical disregard for anti-Black institutions and policies. This disregard is the product of class, race, and/or gender privilege certain individuals experience due to anti-Black institutions and policies. This form of anti-Blackness is protected by the first form of overt racism. ANTI-RACISM Anti-Racism is defined as the work of actively opposing racism by advocating for Race Forward changes in political, economic, and social life. Anti-racism tends to be an individualized approach and set up in opposition to individual racist behaviors and impacts. ANTI-RACIST An anti-racist is someone who is supporting an antiracist policy through their Ibram X Kendi, How to be an actions or expressing antiracist ideas. This includes the expression or ideas that Antiracist, racial groups are equals and none needs developing, and is supporting policy that Random House, 2019 reduces racial inequity ANTI-RACIST An antiracist idea is any idea that suggests the racial groups are equals in all of Ibram X Kendi, How to be an IDEAS their apparent difference and that there is nothing wrong with any racial group. Antiracist, Random House, 2019 Antiracists argue that that racist policies are the cause of racial injustices. ASSIMILATIONIST One who is expressing the racist idea that a racial group is culturally or Ibram X Kendi, How to be an behaviorally inferior and is supporting cultural or behavioral enrichment programs Antiracist, Random House, 2019 to develop that racial group. BIGOTRY Intolerant prejudice that glorifies one's own group and denigrates members of National Conference for other groups. Community and Justice-St. Louis Region. unpublished handout used in the Dismantling Racism Institute program. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 3 www.RacialEquityTools.org TERM DEFINITION SOURCE BLACK LIVES A political movement to address systemic and state violence against African Black Lives Matter, "Herstory", MATTER Americans. Per the Black Lives Matter organizers: "In 2013, three radical Black accessed 10/7/19 organizers—Alicia Garza, Patrisse Cullors, and Opal Tometi—created a Black- centered political will and movement building project called #BlackLivesMatter. It was in response to the acquittal of Trayvon Martin's murderer, George Zimmerman. The project is now a member-led global network of more than 40 chapters. [Black Lives Matter] members organize and build local power to intervene in violence inflicted on Black communities by the state and vigilantes. Black Lives Matter is an ideological and political intervention in a world where Black lives are systematically and intentionally targeted for demise. It is an affirmation of Black folks' humanity, our contributions to this society, and our resilience in the face of deadly oppression." CAUCUS White people and people of color each have work to do separately and together. www.racialequitytools.org (Affinity Groups) Caucuses provide spaces for people to work within their own racial/ethnic groups. For white people, a caucus provides time and space to work explicitly and intentionally on understanding white culture and white privilege, and to increase one's critical analysis around these concepts. A white caucus also puts the onus on white people to teach each other about these ideas, rather than relying on people of color to teach them (as often occurs in integrated spaces). For people of color, a caucus is a place to work with their peers on their experiences of internalized racism, for healing and to work on liberation. COLLUSION When people act to perpetuate oppression or prevent others from working to Teaching for Diversity and Social eliminate oppression. Justice:A Sourcebook. Maurianne Adams, Lee Anne Example: Able-bodied people who object to strategies for making buildings Bell, and Pat Griffin, editors. accessible because of the expense. Routledge, 1997. COLONIZATION Colonization can be defined as some form of invasion, dispossession and Colonization and Racism. Film subjugation of a people. The invasion need not be military; it can begin—or Emma LaRocque, PhD continue—as geographical intrusion in the form of agricultural, urban or industrial Aboriginal Perspective encroachments. The result of such incursion is the dispossession of vast amounts MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 4 www.RacialEquityTools.org TERM DEFINITION SOURCE of lands from the original inhabitants. This is often legalized after the fact. The long-term result of such massive dispossession is institutionalized inequality. The colonizer/colonized relationship is by nature an unequal one that benefits the colonizer at the expense of the colonized. Ongoing and legacy Colonialism impact power relations in most of the world See Race and Colonialism, ed. Robert Ross today. For example, white supremacy as a philosophy was developed largely to https://link.springer.com/book/ justify European colonial exploitation of the Global South (including enslaving 10.1007/978-94-009-7544-6 and African peoples, extracting resources from much of Asia and Latin America, and Indigeneity, Settler Colonialism, enshrining cultural norms of whiteness as desirable both in colonizing and White Supremacy Andrea Smith colonizer nations). See also: Decolonization. CRITICAL RACE The Critical Race Theory movement considers many of the same issues that Critical Race Theory:An THEORY conventional civil rights and ethnic studies take up but places them in a broader Introduction perspective that includes economics, history, and even feelings and the By Richard Delgado,Jean unconscious. Unlike traditional civil rights, which embraces incrementalism and Stefancic. NYU Press, 2001 step by step progress, critical race theory questions the very foundations of the liberal order, including equality theory, legal reasoning, Enlightenment rationalism and principles of constitutional law. CULTURAL Theft of cultural elements for one's own use, commodification, or profit — "Colors of Resistance Archive" APPROPRIATION including symbols, art, language, customs, etc. — often without understanding, Accessed June 28 2013. acknowledgement, or respect for its value in the original culture. Results from the assumption of a dominant (i.e. white) culture's right to take other cultural elements. CULTURAL Cultural misappropriation distinguishes itself from the neutrality of cultural What'Cultural Appropriation'Is MISAPPROPRIATI exchange, appreciation, and appropriation because of the instance of colonialism and Isn't, Devyn Springer, ON and capitalism; cultural misappropriation occurs when a cultural fixture of a Medium.com. accessed 10/7/19 marginalized culture/community is copied, mimicked, or recreated by the dominant culture against the will of the original community and, above all else, commodified. One can understand the use of"misappropriation" as a MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 5 www.RacialEquityTools.org TERM DEFINITION SOURCE distinguishing tool because it assumes that there are 1) instances of neutral appropriation, 2) the specifically referenced instance is non-neutral and problematic, even if benevolent in intention, 3) some act of theft or dishonest attribution has taken place, and 4) moral judgement of the act of appropriation is subjective to the specific culture from which is being engaged. CULTURAL Cultural racism refers to representations, messages and stories conveying the idea www.racialequitytools.org RACISM that behaviors and values associated with white people or"whiteness" are automatically "better" or more "normal" than those associated with other racially defined groups. Cultural racism shows up in advertising, movies, history books, definitions of patriotism, and in policies and laws. Cultural racism is also a powerful force in maintaining systems of internalized supremacy and internalized racism. It does that by influencing collective beliefs about what constitutes appropriate behavior, what is seen as beautiful, and the value placed on various forms of expression. All of these cultural norms and values in the U.S. have explicitly or implicitly racialized ideals and assumptions (for example, what "nude" means as a color, which facial features and body types are considered beautiful, which child-rearing practices are considered appropriate.) CULTURE A social system of meaning and custom that is developed by a group of people to A Community Builder's Tool Kit. assure its adaptation and survival. These groups are distinguished by a set of Institute for Democratic Renewal unspoken rules that shape values, beliefs, habits, patterns of thinking, behaviors and Project Change Anti-Racism and styles of communication. Initiative. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 6 www.RacialEquityTools.org TERM DEFINITION SOURCE DECOLONIZATION Decolonization may be defined as the active resistance against colonial powers, The Movement for Black Lives, and a shifting of power towards political, economic, educational, cultural, psychic ttps://policy.m4b1.org/glossary/ independence and power that originate from a colonized nations' own indigenous culture. This process occurs politically and also applies to personal and societal psychic, cultural, political, agricultural, and educational deconstruction of colonial oppression. What Is Decolonization and Why Does It Matter? Eric Ritskes Per Eve Tuck and K. Wayne Yang: "Decolonization doesn't have a synonym"; it is https://intercontinentalcry.org/ not a substitute for 'human rights' or 'social justice', though undoubtedly, they are what-is-decolonization-and-why- connected in various ways. Decolonization demands an Indigenous framework and does-it-matter/ a centering of Indigenous land, Indigenous sovereignty, and Indigenous ways of thinking. DIASPORA Diaspora is "the voluntary or forcible movement of peoples from their homelands "The Culture of Diasporas in the into new regions...a common element in all forms of diaspora; these are people Postcolonial Web" who live outside their natal (or imagined natal) territories and recognize that Leong Yew their traditional homelands are reflected deeply in the languages they speak, religions they adopt, and the cultures they produce. DISCRIMINATION 1) The unequal treatment of members of various groups based on race, gender, 1) A Community Builder's Tool social class, sexual orientation, physical ability, religion and other categories. Kit. Institute for Democratic Renewal and Project Change 2) [In the United States] the law makes it illegal to discriminate against Anti Racism Initiative. someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person 2) "Laws Enforced by EEOC" U.S. Equal Employment complained about discrimination, filed a charge of discrimination, or Opportunity Commission participated in an employment discrimination investigation or lawsuit. The Accessed June 28 2013 law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 7 www.RacialEquityTools.org TERM DEFINITION SOURCE DIVERSITY 1. Diversity includes all the ways in which people differ, and it encompasses all 1. Glossary of Terms the different characteristics that make one individual or group different from UC Berkeley Center for another. It is all-inclusive and recognizes everyone and every group as part of Equity, Inclusion and the diversity that should be valued. A broad definition includes not only race, Diversity ethnicity, and gender — the groups that most often come to mind when the term "diversity" is used — but also age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values. 2. It is important to note that many activists and thinkers critique diversity alone 2. Baltimore Racial Justice as a strategy. For instance, Baltimore Racial Justice Action states: "Diversity is Action silent on the subject of equity. In an anti-oppression context, therefore, the issue is not diversity, but rather equity. Often when people talk about diversity, they are thinking only of the "non-dominant" groups." ETHNICITY A social construct that divides people into smaller social groups based on Teaching for Diversity and Social characteristics such as shared sense of group membership, values, behavioral Justice:A Sourcebook. patterns, language, political and economic interests, history and ancestral Maurianne Adams, Lee Anne geographical base. Bell, and Pat Griffin, editors. Routledge, 1997. Examples of different ethnic groups are: Cape Verdean, Haitian, African American (Black); Chinese, Korean, Vietnamese (Asian); Cherokee, Mohawk, Navaho (Native American); Cuban, Mexican, Puerto Rican (Latino); Polish, Irish, and Swedish (White). IMPLICIT BIAS Also known as unconscious or hidden bias, implicit biases are negative State of the Science Implicit Bias associations that people unknowingly hold. They are expressed automatically, Review 2013, Cheryl Staats, without conscious awareness. Many studies have indicated that implicit biases Kirwan Institute,The Ohio State affect individuals' attitudes and actions, thus creating real-world implications, University. even though individuals may not even be aware that those biases exist within themselves. Notably, implicit biases have been shown to trump individuals' stated commitments to equality and fairness, thereby producing behavior that diverges MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 8 www.RacialEquityTools.org TERM DEFINITION SOURCE from the explicit attitudes that many people profess. The Implicit Association Test (IAT) is often used to measure implicit biases with regard to race, gender, sexual orientation, age, religion, and other topics. INCLUSION Authentically bringing traditionally excluded individuals and/or groups into Some Working Definitions, processes, activities, and decision/policy making in a way that shares power. OpenSource Leadership Strategies INDIGENEITY Indigenous populations are composed of the existing descendants of the peoples United Nations Working Group who inhabited the present territory of a country wholly or partially at the time for Indigenous Peoples when persons of a different culture or ethnic origin arrived there from other parts of the world, overcame them, by conquest, settlement or other means and reduced them to a non-dominant or colonial condition; who today live more in conformity with their particular social, economic and cultural customs and traditions than with the institutions of the country of which they now form part, under a state structure which incorporates mainly national, social and cultural characteristics of other segments of the population which are predominant. (Example: Maori in territory now defined as New Zealand; Mexicans in territory now defined as Texas, California, New Mexico, Arizona, Utah, Nevada and parts of Colorado, Wyoming, Kansas, and Oklahoma; Native American tribes in territory now defined as the United States). INDIVIDUAL Individual racism refers to the beliefs, attitudes, and actions of individuals that Flipping the Script: White RACISM support or perpetuate racism. Individual racism can be deliberate, or the Privilege and Community individual may act to perpetuate or support racism without knowing that is what Building. Maggie Potapchuk, he or she is doing. Sally Leiderman, Donna Bivens and Barbara Major. 2005. Examples: • Telling a racist joke, using a racial epithet, or believing in the inherent superiority of whites over other groups; • Avoiding people of color whom you do not know personally, but not whites whom you do not know personally (e.g., white people crossing the street to MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 9 www.RacialEquityTools.org TERM DEFINITION SOURCE avoid a group of Latino/a young people; locking their doors when they see African American families sitting on their doorsteps in a city neighborhood; or not hiring a person of color because "something doesn't feel right"); • Accepting things as they are (a form of collusion). INSTITUTIONAL Institutional racism refers specifically to the ways in which institutional policies Flipping the Script: White RACISM and practices create different outcomes for different racial groups. The Privilege and Community institutional policies may never mention any racial group, but their effect is to Building. Maggie Potapchuk, create advantages for whites and oppression and disadvantage for people from Sally Leiderman, Donna Bivens groups classified as people of color. and Barbara Major. 2005. Examples: • Government policies that explicitly restricted the ability of people to get loans to buy or improve their homes in neighborhoods with high concentrations of African Americans (also known as "red-lining"). • City sanitation department policies that concentrate trash transfer stations and other environmental hazards disproportionately in communities of color. INTERNALIZED Internalized racism is the situation that occurs in a racist system when a racial Internalized Racism:A Definition, RACISM group oppressed by racism supports the supremacy and dominance of the Donna Bivens, Women's dominating group by maintaining or participating in the set of attitudes, Theological Center. 1995 behaviors, social structures and ideologies that undergird the dominating group's power. It involves four essential and interconnected elements: Decision-making - Due to racism, people of color do not have the ultimate decision-making power over the decisions that control our lives and resources. As a result, on a personal level, we may think white people know more about what needs to be done for us than we do. On an interpersonal level, we may not support each other's authority and power- especially if it is in opposition to the dominating racial group. Structurally, there is a system in place that rewards people of color who support white supremacy and power and coerces or punishes those who do not. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 10 www.RacialEquityTools.org TERM DEFINITION SOURCE Resources- Resources, broadly defined (e.g. money, time, etc.), are unequally in the hands and under the control of white people. Internalized racism is the system in place that makes it difficult for people of color to get access to resources for our own communities and to control the resources of our community. We learn to believe that serving and using resources for ourselves and our particular community is not serving "everybody." Standards-With internalized racism, the standards for what is appropriate or "normal" that people of color accept are white people's or Eurocentric standards. We have difficulty naming, communicating and living up to our deepest standards and values, and holding ourselves and each other accountable to them. Naming the problem -There is a system in place that misnames the problem of racism as a problem of or caused by people of color and blames the disease - emotional, economic, political, etc. -on people of color. With internalized racism, people of color might, for example, believe we are more violent than white people and not consider state-sanctioned political violence or the hidden or privatized violence of white people and the systems they put in place and support. INTERPERSONAL Interpersonal racism occurs between individuals. Once we bring our private beliefs Tools and Concepts for RACISM into our interaction with others, racism is now in the interpersonal realm. Strengthening Racial Equity, Presentation to School District U- Examples: public expressions of racial prejudice, hate, bias and bigotry between 46,Terry Keleher,Applied individuals Research Center, 2011. INTERSECTIONALITY 1. Exposing [one's] multiple identities can help clarify they ways in which a 1. Intergroup Resources, 2012 person can simultaneously experience privilege and oppression. For example, a Black woman in America does not experience gender inequalities in exactly the same way as a white woman, nor racial oppression identical to that experienced by a Black man. Each race and gender intersection produce a qualitatively distinct life. 2. Kimberle Williams Crenshaw MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 11 www.RacialEquityTools.org TERM DEFINITION SOURCE 2. Intersectionality is simply a prism to see the interactive effects of various https://www.them.us/story/kim forms of discrimination and disempowerment. It looks at the way that racism, berle-crenshaw-lady-phyll- many times, interacts with patriarchy, heterosexism, classism, xenophobia — intersectionality seeing that the overlapping vulnerabilities created by these systems actually create specific kinds of challenges. "Intersectionality 102," then, is to say that these distinct problems create challenges for movements that are only organized around these problems as separate and individual. So when racial justice doesn't have a critique of patriarchy and homophobia, the particular way that racism is experienced and exacerbated by heterosexism, classism etc., falls outside of our political organizing. It means that significant numbers of people in our communities aren't being served by social justice frames because they don't address the particular ways that they're experiencing discrimination. MICROAGGRESSION The everyday verbal, nonverbal, and environmental slights, snubs, or insults, "Microaggressions: More than whether intentional or unintentional, which communicate hostile, derogatory, or Just Race," Derald Wing Sue, negative messages to target persons based solely upon their marginalized group Psychology Today, November 17, membership. 2010. MODEL MINORITY A term created by sociologist William Peterson to describe the Japanese Asian American Activism:The community, whom he saw as being able to overcome oppression because of their Continuing Struggle cultural values. While individuals employing the Model Minority trope may think they are being complimentary, in fact the term is related to colorism and its root, anti-Blackness. The model minority myth creates an understanding of ethnic groups, including Asian Americans, as a monolith, or as a mass whose parts cannot be distinguished from each other. The model minority myth can be understood as a tool that white supremacy uses to pit people of color against each other in order to protect its status. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 12 www.RacialEquityTools.org TERM DEFINITION SOURCE MOVEMENT Movement building is the effort of social change agents to engage power holders Roots:Building the Power of BUILDING and the broader society in addressing a systemic problem or injustice while Communities of Color to promoting an alternative vision or solution. Movement building requires a range Challenge Structural Racism. of intersecting approaches through a set of distinct stages over a long-term Akonadi Foundation, 2010. period of time. Through movement building, organizers can (Definition from the Movement Strategy Center.) • Propose solutions to the root causes of social problems; • Enable people to exercise their collective power; • Humanize groups that have been denied basic human rights and improve conditions for the groups affected; • Create structural change by building something larger than a particular organization or campaign; and • Promote visions and values for society based on fairness,justice and democracy MULTICULTURAL A process of learning about and becoming allies with people from other cultures, Multicultural Competence, Paul COMPETENCY thereby broadening our own understanding and ability to participate in a Kivel, 2007. multicultural process. The key element to becoming more culturally competent is respect for the ways that others live in and organize the world and an openness to learn from them. OPPRESSION The systematic subjugation of one social group by a more powerful social group Dismantling Racism Wor for the social, economic, and political benefit of the more powerful social ks web workbook group. Rita Hardiman and Bailey Jackson state that oppression exists when the following 4 conditions are found: • the oppressor group has the power to define reality for themselves and others, • the target groups take in and internalize the negative messages about them and end up cooperating with the oppressors (thinking and acting like them), • genocide, harassment, and discrimination are systematic and institutionalized, so that individuals are not necessary to keep it going, and, MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 13 www.RacialEquityTools.org TERM DEFINITION SOURCE • members of both the oppressor and target groups are socialized to play their roles as normal and correct. Oppression = Power+ Prejudice PEOPLE OF COLOR Often the preferred collective term for referring to non-White racial groups. Racial Race Forward, "Race justice advocates have been using the term "people of color" (not to be confused Reporting Guide" with the pejorative "colored people") since the late 1970s as an inclusive and unifying frame across different racial groups that are not White, to address racial inequities. While "people of color" can be a politically useful term, and describes people with their own attributes (as opposed to what they are not, e.g., "non- White"), it is also important whenever possible to identify people through their own racial/ethnic group, as each has its own distinct experience and meaning and may be more appropriate. POWER Power is unequally distributed globally and in U.S. society; some individuals or Intergroup Resources, 2012 groups wield greater power than others, thereby allowing them greater access and control over resources. Wealth, whiteness, citizenship, patriarchy, heterosexism, and education are a few key social mechanisms through which power operates. Although power is often conceptualized as power over other individuals or groups, other variations are power with (used in the context of building collective strength) and power within (which references an individual's internal strength). Learning to "see" and understand relations of power is vital to organizing for progressive social change. Alberta Civil Liberties Research Power may also be understood as the ability to influence others and impose one's Center beliefs. All power is relational, and the different relationships either reinforce or http://www.aclrc.com/racism- disrupt one another. The importance of the concept of power to anti-racism is and-power clear: racism cannot be understood without understanding that power is not only an individual relationship but a cultural one, and that power relationships are shifting constantly. Power can be used malignantly and intentionally, but need not be, and individuals within a culture may benefit from power of which they are unaware. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 14 www.RacialEquityTools.org TERM DEFINITION SOURCE PREJUDICE A pre-judgment or unjustifiable, and usually negative, attitude of one type of A Community Builder's Tool Kit. individual or groups toward another group and its members. Such negative Institute for Democratic Renewal attitudes are typically based on unsupported generalizations (or stereotypes) that and Project Change Anti-Racism deny the right of individual members of certain groups to be recognized and Initiative. treated as individuals with individual characteristics. PRIVILEGE Unearned social power accorded by the formal and informal institutions of society Colors of Resistance Archive to ALL members of a dominant group (e.g. white privilege, male privilege, etc.). Accessed June 28, 2013. Privilege is usually invisible to those who have it because we're taught not to see it, but nevertheless it puts them at an advantage over those who do not have it. RACE • For many people, it comes as a surprise that racial categorization schemes PBS, Race: Power of an were invented by scientists to support worldviews that viewed some Illusion groups of people as superior and some as inferior. There are three important concepts linked to this fact: • Race is a made-up social construct, and not an actual biological fact Paul Kivel, Uprooting Racism: • Race designations have changed over time. Some groups that are How White People Can Work considered "white" in the United States today were considered "non- for Racial Justice (Gabriola white" in previous eras, in U.S. Census data and in mass media and popular Island, British Columbia: New culture (for example, Irish, Italian and Jewish people). Society Publishers, 2002), • The way in which racial categorizations are enforced (the shape of racism) p.141. has also changed over time. For example, the racial designation of Asian American and Pacific Islander changed four times in the 19th century. That is, they were defined at times as white and at other times as not white. Asian Americans and Pacific Islanders, as designated groups, have been used by whites at different times in history to compete with African American labor. _ RACIAL AND An individual's awareness and experience of being a member of a racial and ethnic Teaching for Diversity and Social ETHNIC IDENTITY group; the racial and ethnic categories that an individual chooses to describe him Justice:A Sourcebook. or herself based on such factors as biological heritage, physical appearance, Maurianne Adams, Lee Anne cultural affiliation, early socialization, and personal experience. Bell, and Pat Griffin, editors. Routledge, 1997. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 15 www.RacialEquityTools.org TERM DEFINITION SOURCE RACIAL EQUITY Racial equity is the condition that would be achieved if one's racial identity no Center for Assessment and longer predicted, in a statistical sense, how one fares. When we use the term, we Policy Development are thinking about racial equity as one part of racial justice, and thus we also include work to address root causes of inequities not just their manifestation. This includes elimination of policies, practices, attitudes and cultural messages that reinforce differential outcomes by race or fail to eliminate them. RACIAL HEALING To restore to health or soundness; to repair or set right; to restore to spiritual Racial Equity Resource Guide, W. wholeness K. Kellogg Foundation, Michael R. Wenger, 2012 RACIAL IDENTITY Racial Identity Development Theory discusses how people in various racial groups New Perspective on Racial DEVELOPMENT and with multiracial identities form their particular self-concept. It also describes Identity Development: THEORY some typical phases in remaking that identity based on learning and awareness of Integrating Emerging systems of privilege and structural racism, cultural and historical meanings Frameworks, Charmaine L. attached to racial categories, and factors operating in the larger socio-historical Wijeyesinghe and Bailey W. level (e.g. globalization, technology, immigration, and increasing multiracial Jackson, editors. NYU Press, 2012. population). RACIAL INEQUITY Racial inequity is wen two or more racial groups are not standing on Ibram X Kendi, How to be an approximately equal footing, such as percentages of each ethnic group in terms of Antiracist, dropout rates, single family home ownership, access to healthcare, etc. Random House, 2019 RACIALIZATION Racialization is the very complex and contradictory process through which groups Calgary Anti-Racism Resources come to be designated as being of a particular "race" and on that basis subjected http://www.aclrc.com/racializati to differential and/or unequal treatment. Put simply, "racialization [is] the process on of manufacturing and utilizing the notion of race in any capacity" (Dalal, 2002, p. 27). While white people are also racialized, this process is often rendered invisible or normative to those designated as white. As a result, white people may not see themselves as part of a race but still maintain the authority to name and racialize "others." RACIAL JUSTICE 1. The systematic fair treatment of people of all races, resulting in equitable 1. Race Forward opportunities and outcomes for all. Racial justice—or racial equity—goes beyond "anti-racism." It is not just the absence of discrimination and MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 16 www.RacialEquityTools.org TERM DEFINITION SOURCE inequities, but also the presence of deliberate systems and supports to 2. Catalytic Change: Lessons achieve and sustain racial equity through proactive and preventative Learned from the Racial measures. Justice Grantmaking Assessment Report, 2. Racial Justice [is defined] as the proactive reinforcement of policies, practices, Philanthropic Initiative for attitudes and actions that produce equitable power, access, opportunities, Racial Equity and Applied Research Center, 2009. treatment, impacts and outcomes for all. RACIAL Reconciliation involves three ideas. First, it recognizes that racism in America is Position Statement on RECONCILIATION both systemic and institutionalized, with far—reaching effects on both political Reconciliation,The William engagement and economic opportunities for minorities. Second, reconciliation is Winters Institute for Racial engendered by empowering local communities through relationship- building and Reconciliation, 2007. truth—telling. Lastly,justice is the essential component of the conciliatory process—justice that is best termed as restorative rather than retributive, while still maintaining its vital punitive character. RACISM • Racism = race prejudice + social and institutional power Dismantling Racism Works Web • Racism = a system of advantage based on race Workbook • Racism = a system of oppression based on race • Racism = a white supremacy system Racism is different from racial prejudice, hatred, or discrimination. Racism involves one group having the power to carry out systematic discrimination through the institutional policies and practices of the society and by shaping the cultural beliefs and values that support those racist policies and practices. RACIST One who is supporting a racist policy through their actions or interaction or Ibram X Kendi, How to be an expressing a racist idea. Antiracist, Random House, 2019 RACIST IDEAS A racist idea is any idea that suggests one racial group is inferior or superior to Ibram X Kendi, How to be an another racial group in any way. Antiracist, Random House, 2019 MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 17 www.RacialEquityTools.org TERM DEFINITION SOURCE RACIST POLICIES A racist policy is any measure that produces or sustains racial inequity between or Ibram X Kendi, How to be an among racial groups. Policies are written and unwritten laws, rules, procedures, Antiracist, Random House, 2019 processes, regulations and guidelines that govern people. There is no such thing as a nonracist or race-neutral policy. Every policy in every institution in every community in every nation is producing or sustaining either racial inequity or equity between racial groups. Racist policies are also express through other terms such as "structural racism" or "systemic racism". Racism itself is institutional, structural, and systemic REPARATIONS States have a legal duty to acknowledge and address widespread or systematic International Center for human rights violations, in cases where the state caused the violations or did not Transitional Justice seriously try to prevent them. Reparations initiatives seek to address the harms caused by these violations. They can take the form of compensating for the losses suffered, which helps overcome some of the consequences of abuse. They can also be future oriented—providing rehabilitation and a better life to victims—and help to change the underlying causes of abuse. Reparations publicly affirm that victims are rights-holders entitled to redress. RESTORATIVE Restorative Justice is a theory of justice that emphasizes repairing the harm The Movement for Black Lives JUSTICE caused by crime and conflict. It places decisions in the hands of those who have https://policy.m4bl.org/glossary been most affected by a wrongdoing, and gives equal concern to the victim, the / offender, and the surrounding community. Restorative responses are meant to repair harm, heal broken relationships, and address the underlying reasons for the offense. Restorative Justice emphasizes individual and collective accountability. Crime and conflict generate opportunities to build community and increase grassroots power when restorative practices are employed. SETTLER Settler colonialism refers to colonization in which colonizing powers create Settler Fragility: Why Settler COLONIALISM permanent or long-term settlement on land owned and/or occupied by other Privilege Is So Hard to Talk peoples, often by force. This contrasts with colonialism where colonizer's focus About, Dina Gilio-Whitaker only on extracting resources back to their countries of origin, for example. Settler https://www.beaconbroadside.c Colonialism typically includes oppressive governance, dismantling of indigenous om/broadside/2018/11/settler cultural forms, and enforcement of codes of superiority (such as white fragility-why-settler-privilege-is- so-ha rd-to-ta l k-about.htm I supremacy). Examples include white European occupations of land in what is now MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 18 www.RacialEquityTools.org TERM DEFINITION SOURCE the United States, Spain's settlements throughout Latin America, and the Apartheid government established by White Europeans in South Africa. Per Dino Gillio-Whitaker, "Settler Colonialism may be said to be a structure, not an historic event, whose endgame is always the elimination of the Natives in order to acquire their land, which it does in countless seen and unseen ways. These techniques are woven throughout the US's national discourse at all levels of society. Manifest Destiny—that is, the US's divinely sanctioned inevitability—is like a computer program always operating unnoticeably in the background. In this program, genocide and land dispossession are continually both justified and denied." STRUCTURAL Structural racialization connotes the dynamic process that creates cumulative and Systems Thinking and Race RACIALIZATION durable inequalities based on race. Interactions between individuals are shaped Workshop Summary.john a. by and reflect underlying and often hidden structures that shape biases and create powell, Connie Cagampang disparate outcomes even in the absence of racist actors or racist intentions. The Heller, and Fayza Bundalli.The presence of structural racialization is evidenced by consistent differences in California outcomes in education attainment, family wealth and even life span. Endowment, 2011. STRUCTURAL 1) The normalization and legitimization of an array of dynamics — historical, 1) Racial Justice Action RACISM cultural, institutional and interpersonal —that routinely advantage Whites Education Manual.Applied while producing cumulative and chronic adverse outcomes for people of color. Research Center, 2003. Structural racism encompasses the entire system of White domination, diffused and infused in all aspects of society including its history, culture, 2) Flipping the Script: White politics, economics and entire social fabric. Structural racism is more difficult Privilege and Community Building. Maggie Potapchuk, to locate in a particular institution because it involves the reinforcing effects of Sally Leiderman, Donna multiple institutions and cultural norms, past and present, continually Bivens and Barbara reproducing old and producing new forms of racism. Structural racism is the Major. 2005. most profound and pervasive form of racism —all other forms of racism emerge from structural racism. 2) For example, we can see structural racism in the many institutional, cultural and structural factors that contribute to lower life expectancy for African MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 19 www.RacialEquityTools.org TERM DEFINITION SOURCE American and Native American men, compared to white men. These include higher exposure to environmental toxins, dangerous jobs and unhealthy housing stock, higher exposure to and more lethal consequences for reacting to violence, stress and racism, lower rates of health care coverage, access and quality of care and systematic refusal by the nation to fix these things. TARGETED Targeted universalism means setting universal goals pursued by targeted Targeted Universalism: Policy& UNIVERSALISM processes to achieve those goals. Within a targeted universalism framework, Practice A Primer,john a. universal goals are established for all groups concerned. The strategies developed Powell, Stephen Menendian, to achieve those goals are targeted, based upon how different groups are situated Wendy Ake within structures, culture, and across geographies to obtain the universal goal. Targeted universalism is goal oriented, and the processes are directed in service of the explicit, universal goal. WHITE FRAGILITY "A state in which even a minimum amount of racial stress becomes intolerable White Fragility, Robin DiAngelo [for white people], triggering a range of defensive moves. These moves include the outward display of emotions such as anger, fear, and guilt, and behaviors such as argumentation, silence, and leaving the stress-inducing situation. These behaviors, in turn, function to reinstate white racial equilibrium" 30 31 WHITE PRIVILEGE 1) Refers to the unquestioned and unearned set of advantages, entitlements, 1. White Privilege and Male benefits and choices bestowed on people solely because they are white. Privilege:A Personal Account Generally white people who experience such privilege do so without being of Coming to See conscious of it. Correspondences Through Work in Women Studies. 2) Structural White Privilege:A system of white domination that creates and Peggy McIntosh. 1988. maintains belief systems that make current racial advantages and disadvantages seem normal. The system includes powerful incentives for 2. Transforming White maintaining white privilege and its consequences, and powerful negative Privilege:A 21st Century consequences for trying to interrupt white privilege or reduce its Leadership Capacity, CAPD, consequences in meaningful ways. The system includes internal and external MP Associates, World Trust manifestations at the individual, interpersonal, cultural and institutional levels. Educational Services, 2012. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 20 www.RacialEquityTools.org TERM DEFINITION SOURCE The accumulated and interrelated advantages and disadvantages of white privilege that are reflected in racial/ethnic inequities in life-expectancy and other health outcomes, income and wealth and other outcomes, in part through different access to opportunities and resources. These differences are maintained in part by denying that these advantages and disadvantages exist at the structural, institutional, cultural, interpersonal and individual levels and by refusing to redress them or eliminate the systems, policies, practices, cultural norms and other behaviors and assumptions that maintain them. Interpersonal White Privilege: Behavior between people that consciously or unconsciously reflects white superiority or entitlement. Cultural White Privilege:A set of dominant cultural assumptions about what is good, normal or appropriate that reflects Western European white world views and dismisses or demonizes other world views. Institutional White Privilege: Policies, practices and behaviors of institutions -- such as schools, banks, non-profits or the Supreme Court --that have the effect of maintaining or increasing accumulated advantages for those groups currently defined as white, and maintaining or increasing disadvantages for those racial or ethnic groups not defined as white. The ability of institutions to survive and thrive even when their policies, practices and behaviors maintain, expand or fail to redress accumulated disadvantages and/or inequitable outcomes for people of color. WHITE White supremacy is a historically based, institutionally perpetuated system of Challenging White Supremacy SUPREMACY exploitation and oppression of continents, nations and peoples of color by white Workshop, Sharon Martinas peoples and nations of the European continent; for the purpose of maintaining Fourth Revision. 1995. and defending a system of wealth, power and privilege. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 21 www.RacialEquityTools.org TERM DEFINITION SOURCE WHITE 1. White Supremacy Culture refers to the dominant, unquestioned standards of 1. Paying Attention to White SUPREMACY behavior and ways of functioning embodied by the vast majority of institutions Culture and Privilege:A CULTURE in the United States. These standards may be seen as mainstream, dominant Missing Link to Advancing cultural practices; they have evolved from the United States' history of white Racial Equity, by Gita Gulati supremacy. Because it is so normalized it can be hard to see, which only adds Partee and Maggie to its powerful hold. In many ways, it is indistinguishable from what we might Potapchuk, The Foundation Review, Vol. 6: Issue 1 call U.S. culture or norms—a focus on individuals over groups, for example, or (2014). an emphasis on the written word as a form of professional communication. 2. Challenging White But it operates in even more subtle ways, by actually defining what "normal" is Supremacy Workshop, —and likewise, what "professional," "effective," or even "good" is. In turn, p g Sharon Martinas white culture also defines what is not good, "at risk," or "unsustainable." Fourth Revision. 1995. White culture values some ways—ways that are more familiar and come more naturally to those from a white, western tradition —of thinking, behaving, deciding, and knowing, while devaluing or rendering invisible other ways. And it does this without ever having to explicitly say so... 2. White supremacy culture is an artificial, historically constructed culture which expresses,justifies and binds together the United States white supremacy system. It is the glue that binds together white-controlled institutions into systems and white-controlled systems into the global white supremacy system. WHITENESS 1. The term white, referring to people, was created by Virginia slave owners 1. Race:The Power of an and colonial rules in the 17th century. It replaced terms like Christian and Illusion, PBS Englishman to distinguish European colonists from Africans and indigenous peoples. European colonial powers established whiteness as a legal 2. White Fragility, Robin concept after Bacon's Rebellion in 1676, during which indentured servants DiAngelo of European and African descent had united against the colonial elite. The legal distinction of white separated the servant class on the basis of skin color and continental origin. The creation of'whiteness' meant giving privileges to some, while denying them to others with the justification of biological and social inferiority. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 22 www.RacialEquityTools.org TERM DEFINITION SOURCE 2. Whiteness itself refers to the specific dimensions of racism that serve to elevate white people over people of color. This definition counters the dominant representation of racism in mainstream education as isolated in discrete behaviors that some individuals may or may not demonstrate, and goes beyond naming specific privileges (McIntosh, 1988). Whites are theorized as actively shaped, affected, defined, and elevated through their racialization and the individual and collective consciousness' formed with it (Whiteness is thus conceptualized as a constellation of processes and practices rather than as a discrete entity (i.e. skin color alone). Whiteness is dynamic, relational, and operating at all times and my myriad levels. These processes and practices include basic rights, values, beliefs, perspectives and experiences purported to be commonly shared by all, but which are actually only consistently afforded to white people. MP Associates, Center for Assessment and Policy Development and World Trust Educational Services, 2019. 23