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4.A. - Page 8 of 98 <br />The Redwood City Police Department and other agencies in our size category (1 — 333 peace <br />officers) are required to begin collecting stop data by January 1, 2022. The Police Department <br />staff is currently studying the feasibility of collecting data prior to 2022. <br />3. Desire for an Organizational Culture that Supports Equity <br />Some community members have expressed a desire for ensuring that the City's workforce <br />promotes equity and inclusion for all employees. <br />City leadership strives to support a constructive work environment where all employees can <br />thrive. Last fall, the City launched an internal initiative to promote diversity, equity and inclusion <br />among its employees. Implicit bias training and cultural humility training was presented citywide. <br />This training provided personnel with an understanding of implicit bias and the promotion of bias - <br />reducing strategies to address how unintended biases in decision-making may shape behavior and <br />produce differences in treatment based upon race, ethnicity, gender, gender identity, sexual <br />orientation, socioeconomic status or other characteristics. <br />A consultant has conducted preliminary organizational assessments of each department and <br />customized proposals to enhance workplace in each department are under development. Eleven <br />employee listening sessions were held in September and additional sessions are being scheduled <br />in October. A citywide employee survey will also be issued in October. As part of this initiative, <br />the consultant will make recommendations for additional training and facilitation. Staff will also <br />assess whether any changes are needed to align hiring and promotional practices with best <br />practices. <br />The City Council reaffirmed the City's commitment to these efforts on August 10, 2020, with the <br />adoption of a resolution declaring "the City of Redwood City is committed to improving diversity <br />in its hiring practices, promotions within City departments, and appointments to City boards, <br />committees and commissions, as well as rooting out all forms of bias, discrimination or <br />harassment within City government, wherever that may exist." <br />Some community members also asked for demographic data on employees. Staff are researching <br />strategies for understanding workforce demographics while respecting the limitations of available <br />employee data. Currently, employees voluntarily report their gender and ethnicity, and not <br />everyone provides information. An increasing number of new employees identify themselves as <br />multi -racial or choose not to select an ethnic identity or gender during the recruitment and <br />onboarding processes. Additionally, the City does not collect employee data on religious <br />affiliation, sexual orientation or socioeconomic background. In spite of these limitations, staff are <br />working with available data to monitor and report diversity in hiring and promotions. Staff are <br />similarly examining how best to understand the diversity of our appointees to City boards and <br />commissions given the same data limitations. <br />The Police Chief and Department leadership are striving to increase diversity within the Redwood <br />City Police Department, recognizing this as a priority for the City Council and the City Manager <br />and as an opportunity to build community trust. Key metrics since 2018 include: <br />Page 8 of 17 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.ore <br />10 <br />