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4.A. - Page 9 of 98 <br />• 86% of promotions to the rank of Sergeant were female, candidates of color and/or <br />members of the LGBTQ community; <br />• 61% of new Police Officer appointments were female, applicants of color and/or <br />members of the LGBTQ community; <br />• 100% of professional staff members either hired or promoted to new positions were <br />female or applicants of color. <br />In addition to citywide training, the Police Department in particular has increased the frequency <br />of racial and cultural diversity training. Racial profiling training is offered to Redwood City police <br />officers in order to provide a better understanding of what racial profiling is, and the negative <br />impact it can have on individuals and the community. Officers learn how racial profiling or bias <br />based policing compromises the public trust, and are presented with real life examples for them <br />to critically analyze their own beliefs and distinguish between when race does and does not play <br />a legitimate role in suspect identification. The State of California requires this training every five <br />years; however, the Redwood City Police Department has taken proactive steps to ensure racial <br />profile and racial bias training is offered every two years. <br />4. Desire for Public Accountability/Oversight of Police Activities <br />Several community members have expressed interest in increased public accountability for Police <br />activities and policies, including advocacy for various forms of citizen oversight. <br />The City of Redwood City operates under a City Council/City Manager form of government, with <br />the City Council setting City policy and the City Manager serving as chief executive officer for the <br />City. As a result, Police oversight responsibility has generally rested with the City Manager, who <br />is appointed by and serves at the pleasure of the City Council and is responsible for the activities <br />of all City departments. <br />In light of increased concerns regarding Police activities, particularly use of force, the City <br />Manager has been involved in the development of critical Police Department policies, including a <br />revision to the use of force policy. Police Department staff currently are completing <br />comprehensive updates to Department policies, including modifications to better reflect recent <br />changes in State law and the conditions under which force can be used. The revised language may <br />also help the public understand the standards regulating police use of force, particularly the <br />potential use of deadly force. In addition, the use of force policy will reflect changes mandated by <br />the provisions of Senate Bill 230 that will become effective on January 1, 2021. Staff intends to <br />present the new use of force policy to the City Council Ad Hoc Committee on Policing for their <br />consideration later this year, as required by the terms of the Obama Foundation Mayor's Pledge. <br />Additionally staff are in the process of developing reports on the number, type, or disposition of <br />complaints made against City police officers. The reports will be placed on the City's website and <br />will identify whether complaints are sustained, not sustained, exonerated, or unfounded. While <br />State law restricts the City's ability to disclose the underlying complaint and related discipline, this <br />is another step toward increased transparency. <br />Page 9 of 17 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.ore <br />11 <br />