HomeMy WebLinkAboutCS 27-20city 06
DICKERING
Report to
Council
Report Number: CS 27-20
Date: August 24, 2020
From: Brian Duffield
(Acting) Director, Community Services
Subject: Pickering Anti -Black Racism Initiatives
- File: A-1440
Recommendations:
1. That Council adopt the Terms of Reference for the Pickering Anti -Black Racism Taskforce
prepared by the Cultural Advisory Committee, as set out in Attachment 1;
2. That Council endorse the Anti -Black Racism Action Plan of the Cultural Advisory
Committee, as set out in Attachment 2; and
3. That the appropriate officials of the City of Pickering be authorized to take the necessary
actions as indicated in this report.
Executive Summary: City staff has identified a three -pronged approach to address racism,
diversity and inclusion within Pickering which includes:
1. Establish the Pickering Anti -Black Racism Taskforce in 2020 that will create an action
plan to identify and address issues of anti -black racism in Pickering. This will be a
community -led initiative.
2. Complete the City of Pickering Diversity & Inclusion Plan in 2021 that will review the
City of Pickering's organizational policies and practices and set out recommendations and
action items over a 10 year timeframe. This will be a City -staff led initiative.
3. Hire a consultant in 2021 to facilitate the completion of the City's Diversity & Inclusion
Plan and conduct an unbiased, third party review of The Corporation of the City of
Pickering. This will be a City -staff led initiative.
The City's three -pronged approach supported, in principle, by Council through Resolution #375/20
at the Council meeting of July 27, 2020 (see Attachment 3), will serve to identify and address anti -
black racism in our community through both a corporate perspective (which focuses inward on
our organization) and a community perspective (which focuses outward on our community);
providing for robust and comprehensive outcomes.
The purpose of this report is to seek Council's adoption of the terms of reference for the new
Pickering Anti -Black Racism Taskforce (PABRT); and seek Council's endorsement of the Anti -
Black Racism Action Plan of the Cultural Advisory Committee (CAC).
CS 27-20 August 24, 2020
Subject: Pickering Anti -Black Racism Initiatives
Financial Implications: With respect to the work of the Pickering Anti -Black Racism Taskforce
(PABRT), the Director, Finance & Treasurer has confirmed funding of $25,000 from Account
2711.2392.0000 (Consulting & Professional Services) in 2020. The PABRT will be responsible to
provide an action plan with related budget expenditures for Council approval each year, and to
report quarterly to Council on program measures.
With respect to the City's Diversity & Inclusion Plan, funds of approximately $75,000 will be added
by City staff to the 2021 Current Budget for Council's consideration and approval (partially funded
by Development Charges).
Discussion: The City of Pickering is a growing community, rich in diversity. The
demographic changes Pickering has experienced will be compounded with the future growth of
Seaton. Municipalities, such as ours, must recognize the importance of creating a Diversity &
Inclusion Plan to ensure that the needs of our diverse community are understood and supported.
Diversity and inclusion relates to matters of multiculturalism, accessibility, economic status,
gender, sexual orientation, health and age.
Diversity, inclusion and racism are topics that require the engagement, advice, and guidance of
subject experts, stakeholders, community leaders and residents to fully realize and achieve
meaningful outcomes. Successful implementation of diversity and inclusion strategies requires full
consideration and support of an engaged leadership team, workforce and community. As such,
City staff and the Cultural Advisory Committee (CAC) have reviewed this topic and have identified
a three -pronged approach to address immediate needs, and create long-term results which
includes the following:
1. Establish a Pickering Anti -Black Racism Taskforce in 2020 who will create an action
plan to identify and address issues of anti -black racism in Pickering. Once struck, the
PABRT will be required to develop a plan and measure their progress over a defined period
of time and report back to Council, every three months. PABRT will be community -led
initiative.
2. Complete a Diversity & Inclusion Plan in 2021 that will review the City of Pickering's
organizational policies and practices which will provide a critical analysis of hiring practices
(including recruitment and hiring), training programs, service delivery, program delivery,
etc., and bring forward meaningful recommendations over a 10 year timeframe to ensure
ongoing inclusivity, access and representation within our organization. This is a City staff -
led initiative.
3. Hire a consultant in 2021 to facilitate the completion of the Diversity & Inclusion Plan and
conduct an unbiased, third party review of our organization which will include a
comprehensive consultation program. This is a City staff -led initiative.
This approach is responsive to the feedback and directions received from Council, stakeholders,
and residents in the Council adopted Cultural Strategic Plan (2014). The Cultural Strategic Plan
identifies diversity and inclusion initiatives as mid-term goals of the plan, and led to the formation
CS 27-20 August 24, 2020
Subject: Pickering Anti -Black Racism Initiatives
of the Cultural Advisory Committee which consists of an expert panel of community residents and
stakeholders.
1. Pickering Anti -Black Racism Taskforce (PABRT) — Community -Led Initiative:
The current global situation following the death of George Floyd, and the subsequent global call to
action, has provided an immediate need to engage the community in meaningful change, and
requires leadership and action from the City. From the outset, Council has taken an active role in
advocating for action on Anti -Black Racism, releasing a public statement of solidarity,
commissioning a display outside of City Hall, and providing support for local residents, and
organizations.
At their Advisory Committee meeting of June 16, 2020, the Cultural Advisory Committee (CAC)
discussed what should be done in Pickering to effect positive change for black residents in light of
recent incidents and the Anti -Black Racism movement. Members of the CAC believe they are
uniquely positioned to take this on and support the striking of a Pickering Anti -Black Racism
Taskforce. The CAC envisions this taskforce to be comprised of representatives of the black
community in Pickering, as well as relevant stakeholders and community leaders; along with the
Mayor, and staff administrative and operational support from Community Services and Human
Resources.
To that end, the CAC have prepared the Terms of Reference for the PABRT which includes
committee composition, recruitment/appointment process and recommended areas of focus (see
Attachment 1). The CAC has also developed an Action Plan so that relevant data can be
collected, resources can be identified, and community consultation can be completed in the
coming months and shared with the PABRT, once struck (see Attachment 2). To complete the
work of the action plan, the CAC has identified PABRT Preparatory Sub -Committee led by Esther
Forde, Celia Cooper, Nikosa Holland and Michelle Francis.
To solicit public input on the issue of black racism in Pickering, the Preparatory Sub -Committee
also plans to administer a survey and will provide that information to the newly formed PABRT to
help guide and support their work. That said, the draft survey will first be reviewed and finalized,
with the support of a professional consultant in the field of anti -black racism, before
implementation.
As per section 7 of the PABRT Terms of Reference entitled "Appointment Process", the
Preparatory Sub -Committee will complete a recruitment and applicant screening process bringing
forward recommended applicants for appointment by Council. Once struck in late 2020, PABRT
will be responsible to propose amendments to the Terms of Reference for Council's consideration
(should they feel it is required), develop a PABRT action plan for Council's approval and report
back to Council quarterly on progress to the plan. PABRT will be community -led where City staff
will act as a liaison providing operational and organizational support.
The PABRT will work in partnership with the Pickering community, Durham -based organizations,
businesses, stakeholders, and the City:
CS 27-20 August 24, 2020
Subject: Pickering Anti -Black Racism Initiatives
• to identify barriers and areas of opportunity, in order to enhance the shared experience
and opportunities afforded to black residents;
• to identify and coordinate opportunities for stakeholder and community engagement;
• to provide expert input and action on matters relating to the provision of Anti -Black
Racism initiatives within the community; and,
• to celebrate and promote the black community, and promote black culture.
Clearly the work of the PABRT will begin conversations, and provide a foundation from which the
Diversity & Inclusion Plan process will benefit. The Plan will be invaluable in meeting the needs of
our residents and removing barriers to their full participation.
These immediate actions will form a basis for the larger conversations on Diversity & Inclusion
within the City which was already planned by staff to commence in 2021. The approach will
ensure that the City is engaging the community, supporting and providing advocacy to like-minded
organizations, celebrating cultural diversity, and providing immediate action and leadership with
relation to Anti -Black Racism. These actions will lay the groundwork for successful development
and implementation of the full Diversity & Inclusion Plan.
2. City of Pickering Diversity & Inclusion Plan — Corporate Driven Initiative:
The Diversity & Inclusion Plan has been included within the most recent version of the City's
Development Charges background study. Subject to Council's approval of the 2021 Current
Budget, staff will proceed to award the Request For Proposal (RFP) in 2021 after engaging in a
competitive procurement process.
The strategic framework of the Plan will include the development and implementation of diversity
and inclusion practices in the City of Pickering:
• Employment opportunities, policies and practices (recruitment, development, performance
management, training, retention and succession planning);
• Programs and services (delivery models);
• Community and civic engagement; and,
• Neighbourhood strengthening initiatives.
The 10 year Plan will identify recommendations to ensure all residents have access to
employment opportunities, programs, services and feel welcomed in Pickering. It is important that
all our residents are assured inclusivity, access and representation in the way we conduct
business. This is a City staff -led initiative, which has been identified as a priority by both the
community and Council.
3. Hire A Consultant — Corporate Driven Initiative:
A corporate working group comprised of a diverse cross section of the organization was
assembled in February 2020 to prepare an RFP to secure the services of a consultant who can
assist the City with the completion of the Diversity & Inclusion Plan. Staff are now researching
examples of best practices related to such RFPs in preparation for meetings which will commence
in August of 2020; where staff will collaborate to prepare the RFP for release in the fall. It is
CS 27-20 August 24, 2020
Subject: Pickering Anti -Black Racism Initiatives
anticipated that a consultant will be selected by years end so they may commence work early in
2021.
The hiring of a consultant is very important as it provides for an unbiased assessment of the City's
organizational and operational practices by an independent third party. This consultant will
consider global and nation-wide best practices, personal accounts/perspectives from staff and
customers/residents (through a robust consultation process), and identify the gaps before making
recommendations for necessary corporate changes. This is an essential step in creating a
fulsome Diversity & Inclusion Plan.
The City's planned three -pronged approach to identify and address anti -black racism in our
community, through both a corporate perspective (which focuses inward on our organization)
and a community perspective (which focuses outward on our community), is anticipated to
provide robust and comprehensive outcomes.
Attachments:
1. Terms of Reference for the Pickering Anti -Black Racism Taskforce
2. Cultural Advisory Committee Anti -Black Racism Action Plan
3. Council Resolution #375/20, Directive Memorandum dated July 31, 2020
CS 27-20 August 24, 2020
Subject: Pickering Anti -Black Racism Initiatives
Prepared By: Approved/Endorsed By:
Tanya Ryce
Supervisor, Cultural Services (Acting) Director, Community Services
Brian Duffield
Jennifer Eddy
Director, Human Resources
BD:tr
Recommended for the consideration
of Pickering City Council
Marisa Carpino, M.A.
Interim Chief Administrative Officer
Attachment #1 to Report CS 27-20
Terms of Reference — Pickering Anti -Black Racism Taskforce
Terms of Reference
1.0 Mandate
The Pickering Anti -Black Racism Taskforce (PABRT) is a committee of Council
appointees who work in partnership with the Pickering community, Durham -based
organizations, businesses, stakeholders, and the City:
• to identify barriers and areas of opportunity, in order to enhance the shared
experience and opportunities afforded to Black residents,
• to identify and coordinate opportunities for stakeholder and community
engagement,
• to provide expert input and action on matters relating to the provision of anti -
Black racism initiatives within the community; and,
• to celebrate and promote the Black community, and promote Black culture.
2.0 Goals, Objectives and Responsibilities
The Pickering Anti -Racism Taskforce will identify and implement actions to fulfill
the following goals and objectives:
1. Work towards the reduction/elimination of anti -Black racism.
2. Ongoing communication with the residents of Pickering to identify existing
systemic barriers for Black residents and develop/provide opportunities to
address these barriers, provide education, and effect change.
3. Produce an annual action plan and report to Council within the first three
months of operation; which identifies primary goals, measurement tools,
implementation plans, timelines, and budget.
4. Provide advocacy and leadership on behalf of the Black community to the City,
as well as organizations and businesses serving the City of Pickering.
5. Strengthen and support Black -led economic development and Black
employment initiatives.
6. Support the creation and success of Black community and cultural
organizations.
7. Provide educational resources to build allies within and for the Black
community.
8. Conserve and promote Black history and heritage.
9. Celebrate and support success within the Black community.
10 Provide opportunities for the creation, education, and enjoyment of Black
culture.
11 Build partnerships and share resources with like-minded organizations to
maximize benefit, be aware of global best practice, to reduce potential for
overlap of services and initiatives.
12. Be inclusive of all community residents at all levels and abilities; and,
13. Engage stakeholders, businesses, and cultural organizations as partners in the
delivery of initiatives.
Terms of Reference — Pickering Anti -Black Racism Taskforce
Taskforce responsibilities include:
a) Review and revise name, and update terms of reference for the Taskforce, as
may be applicable, and submit to the City Clerk for Council approval within one
month of the first meeting.
b) Regularly communicate with Pickering residents, organizations, businesses,
stakeholders, and like-minded organizations to fully identify issues, barriers,
and opportunities within Pickering.
c) Develop an annual action plan for presentation to Council; which identifies
primary goals, strategies, implementation schedule, measurement tools, and
budgets in response to the goals and objectives of the Taskforce.
d) Regularly review the action plan and track results.
e) Provide quarterly updates to Council on Taskforce activities.
f) Schedule meetings, set agendas, review minutes, and organize sub-
committees as needed.
g) Promote and support grass roots organizations and community -led anti -Black
racism initiatives.
h) Deliver programs, education, reconciliation circles, and develop as needed
educational resources and toolkits in partnership with the community, related to
anti -Black racism, alliance, heritage, and culture.
i) Develop and implement recognition and incentives for initiatives that support
the Black community and anti -Black racism.
j) Advocate, provide guidance and support or partner with initiatives of DRPS and
Durham School Boards related to anti -Black racism, Black culture, and safety of
Black community members.
k) Encourage and promote effective communication between the Black
community, community cultural groups, individuals, and the City.
I) Advise and develop working relationships with owners of businesses, Business
Improvement Areas (BIA) and the Chamber of Commerce.
m) Work collaboratively with the City to align priorities and to aid Diversity and
Inclusion initiatives of the City.
n) Provide consultation, research, resources, report findings and make
recommendations as necessary on matters of anti -Black racism, and the
promotion of Black culture within the City of Pickering.
o) Be knowledgeable of federal, provincial and local legislation related to anti -
Black racism, equity, and inclusion, human rights, and labour; and provide
advice, advocacy, and education within the community.
p) Advocate and promote the value and benefit of anti -Black racism, and Black
culture for all; and
Members do not have the authority to assign work to staff but will work
cooperatively and assume related duties as directed by the Taskforce.
More specifically, the ABRT will not be responsible for the following:
Development of City Diversity & Inclusion initiatives or strategy;
1. Budget approval;
2. City programming or events;
3. Day-to-day operations of the City or City facilities; and
4. Administrative matters including direction given to staff.
Terms of Reference — Pickering Anti -Black Racism Taskforce
3.0 Composition
Up to 23 Taskforce members will be appointed, including:
• 8 resident representatives (maximum);
• 12 stakeholders representatives (maximum);
• 2 City staff liaisons; and the
• Mayor
All appointees will be voting members regardless of age.
As per the policy ADM 040 resident members must be 18 years of age, reside in
Pickering, and represent a broad range of interests, ages, backgrounds, and
experience. Youth representation is essential and must be provided a right to vote
on the Taskforce. It is strongly recommended that at least one youth sub-
committee be mandated who set their own plan in-line with the goals and
objectives of the Taskforce.
Community Organization representatives must be from organizations who serve
the City of Pickering.
Where possible, appointments to the Committee shall include community leaders,
and stakeholder representatives from the African diaspora and the following
organizations/ associations/areas:
• Active anti -Black racism Organizations
• Black Business Owners/Chamber of Commerce
• Black Cultural Organizations/Diversity Groups
• Community Development Council of Durham
• Community Safety Organization or Committee
• Cultural Advisory Committee
• Cultural Expressions - Durham Black History Month
• Durham Human Resources Professional Association
• Human Rights Organization
• LGBQT Organization
• Mental or Public Health Organization
• Pickering Public Library
• Youth Organization
City Staff from the following departments will act as liaisons to the committee:
• Community Services Department
• Human Resources Department
Staff from other departments, including Legislative Services, Economic
Terms of Reference — Pickering Anti -Black Racism Taskforce
Development, and Corporate Services, will be appointed and called upon as
required by the work of the Taskforce.
The Taskforce may choose to appoint a committee chair, or subcommittees in
accordance with Boards and Committee Policy ADM 040.
Subcommittees (ADM 040 Section 16.09) will be struck at the direction of the
Taskforce by a majority vote, and must include at least two members of the
Taskforce, and can include additional relevant stakeholders, experts, or members
of the public as needed.
Sub -committees will report to the Taskforce during regular meetings, and results
will be recorded as part of the meeting minutes. Sub -committees are not required
to keep minutes, and reports to Council regarding sub -committee work will be
presented by the Taskforce.
4.0 Member Qualifications
Qualifications include the skills, knowledge, and lived experience needed to
contribute effectively to Taskforce goals and objectives. Membership will be sought
on the basis of broad interest, understanding and commitment to the development
of anti -Black racism initiatives in the municipality, in addition to specific expertise
and interest related to Black business, culture, education, employment, health,
heritage, and safety. Resident appointees must be residents of the City of
Pickering.
5.0 Meeting Schedule
The Pickering Anti -Black Racism Taskforce meets a minimum of 9 times per year.
Established meeting dates and times shall not be changed unless circumstances
warrant special consideration. Meetings will not be held in the months of July,
August or December unless determined by the Taskforce that a meeting is
necessary to meet the mandate or work plan of the Taskforce.
During a Municipal election year, meetings shall not be held after September 30th
unless determined by the Taskforce that a meeting is necessary to meet the
requirements of the mandate or work plan.
6.0 Term of the Taskforce
The taskforce will serve until the end of the 2019 — 2022 term of Council.
At the end of 2021, the Taskforce will consider in their report to Council
broadening the activities to include Community wide Racism, becoming the Anti -
Racism Taskforce.
Terms of Reference — Pickering Anti -Black Racism Taskforce
The Taskforce will provide an update before the end of 2022 to be provided to the
incoming Council with actions, achievements, and a recommendation/plan on how
the Taskforce should continue in the next term.
7.0 Appointment Process
The Cultural Advisory Committee will strike a sub -committee consisting of up to 6
committee members to work with staff liaisons and the Clerks office to nominate
Taskforce members for Council appointment.
The recruitment phase will consist of an open call for applicant's in-line with policy
ADM 040. Members of the Cultural Advisory Committee will effect an enhanced
call for application in two ways.
1. Identify organizations, stakeholders, and individuals to whom they would like an
invitation sent.
2. Reaching out to the community through a survey to collect community
comment, which includes information on how to apply to become part of the
Taskforce (see appendix a — community survey on Anti -Black Racism and
Diversity)
Application review will be undertaken by the CAC sub -committee. Personal
information will be redacted prior to review. The sub -committee will recommend
suitable applicants for round -table interviews.
Selected applicants will attend round -table discussions to gauge interest,
suitability, collaboration, and readiness to contribute to Taskforce objectives.
A staff liaison and sub -committee member will lead round -table discussions, and
provide a rating of the candidates, based upon a set criteria. The sub -committee
will review results and prepare the recommended list of applicant's in-line with the
Taskforce composition guidelines for appointment by Council. Once complete, an
update will be provided by the sub -committee to the Cultural Advisory Committee
that this list is ready to be provided to Council by the staff liaison.
Attachment #2 to Report CS 27-20
2020 Cultural Advisory Committee
Actions on Anti -Black Racism
Anti -Black Racism Taskforce development, continuing actions of the Cultural Plan goals and objectives related to - Diversity &
Inclusion, and celebrating Black culture
Budget
Implications 2020
$25,000 in contingency funding as per Director, Finance and Treasurer
Action
Details
Required
Resources
Timeline
Creation of CAC
Subcommittee
Working Groups
The CAC will strike subcommittee working groups
to undertake the work of the Anti -Black Racism
Action Plan.
CAC & Staff time
July — August 2020
Anti -Black
Racism Survey
The CAC will release a community survey on Anti-
black Racism to inform the plans and actions of
the taskforce. This will be undertaken during the
recruitment process for the committee, and
providing immediate action, and increasing the
reach of the recruitment call.
The CAC will summarize the results of the survey
for the use of the incoming taskforce.
Promotions
$3500 (see survey
for proposed
marketing plan)
Survey development July 2020
Promotions preparation
August 2020
Survey Release
September 2020
Results Compilation
October 2020
Results review CAC meeting
November 2020
Create an
expansive listing
of organizations
and agencies
serving the Black
Community
The CAC and staff will compile an extensive listing
of agencies and organizations serving the Black
community, promoting Black culture, or providing
advocacy. Staff and CAC will consult with internal
and external stakeholders to compile the list.
The listing will be shared on the City website,
used for engagement in the survey, committee
recruitment, and to build alliances and
partnerships.
CAC and Staff time
July and ongoing
Taskforce Resource File
The CAC and staff will work to collect
an electronic collection of relevant
resources, such as regional strategic
plans related to Diversity or Anti -Black
Racism, examples of best practice, tool
kits, news articles, and index for the
immediate use of the taskforce once
formed.
CAC and Staff
Time
Ongoing
Taskforce Recruitment
The Cultural Advisory Committee will
Development of Terms of Reference
strike a sub -committee consisting of up
and Action Plan
to 6 committee members to work with
staff liaisons and the Clerks office to
June/July 2020
nominate Taskforce members for
Council appointment.
Report to Council submitted July 15,
2020
The recruitment phase will consist of
an open call for applicants in-line with
Authorization of Director July 17, 2020
policy ADM 040. Members of the
Review of Interim CAO July 19, 2020
Cultural Advisory Committee will effect
an enhanced call for application in two
Endorsement of Documents CAC Aug
ways.
6, 2020
1. Identify organizations,
stakeholders, and individuals to whom
Report to Clerks Aug 13, 2020
they would like an invitation sent.
Report in Council August 24, 2020
2. Reaching out to the community
through a survey to collect community
Motion of Council provided to staff
comment, which includes information
on how to apply to become part of the
August 26 — 29
Taskforce (see attachment community
Survey launch and taskforce call
survey on Anti -Black Racism and
August 31.
Diversity)
Taskforce call closes October 1
Application review will be undertaken
by the sub -committee. Personal
Review of applications completed
information will be redacted by staff
prior to review. The sub -committee will
October 5
recommend suitable applicants for
round-table interviews.
Scheduling of candidates October 6 -
9
Selected applicants will attend round-
table discussions to gauge interest,
suitability, collaboration, and readiness
to contribute to Taskforce objectives.
Round table October 12 - 15
Subcommittee meets to finalize list of
recommended candidates October 16
A staff liaison and sub-committee
member will lead round-table
discussions, and provide a rating of the
candidates, based upon a set criteria.
Report prepared and for CAC Advised
October 20
Report with names and all applications
sent to Director/Clerk October 30
The sub-committee will review results
against the taskforce composition and
prepare the recommended list of
applicants, for appointment by Council.
Council appoints recommended
candidates November 23
Once complete, an update will be
provided by the sub-committee to the
Candidates are advised of appointment
by Clerks
Cultural Advisory Committee that this
list is ready to be provided to Council
by the staff liaison.
First meeting of taskforce January
2021.
The names of the recommended
applicants will be provided by the staff
liaison in a report to Council, with all
applications attached.
The above actions follow the required
process of ADM 040 Boards and
Committees Policy
Round Table/Reconciliation
Hire a Facilitator to host 10+ sessions
$12,000
Survey Questions have been
Circles/Focus Groups
(2 per day, 5 days) across Pickering at
Facilitators fees
developed and approved by the CAC.
different locations and facilities,
including places of worship, and
Hospitality Costs
Promotions
Schedule and Facilitator confirmation
August 2020.
Operated in partnership with
cultural centres. Group size based
Technological
Promotion/Registration-September
organizations and agencies
across Pickering; to ensure
upon current provincial restrictions,
committee will also consider web-ex
Support
2020.
Round Table/Focus Groups to
typically unreachable
facilitated conversations and data
commence at the end of Operation last
communities are engaged.
collection to maximize participation.
week of September 2020/First week of
October 2020
Discussions in line with the
goals and objectives of the
taskforce, as well as providing
a facilitated discussion
following the content of the
survey.
Feedback will be collected and
summarized by the CAC for
the use of the taskforce.
Listing of Black Artists and
Cultural Organizations
Staff will work with the CAC to develop
a listing and intake of Black cultural
organizations and artists.
Staff time
July — August 2020
With permission of the artists and
organizations, listings can be included
in the City website, Cultural portal, and
be used as a resource to celebrate
Black culture. Internally the list will
ensure opportunities for participation
are shared with the Black community.
Cultural Celebrations
To celebrate and support Black cultural
$4500
CAC and staff will develop a listing of
organizations, cultural pop-up events
(6 x $750 per for
cultural organizations and artists to
Support and Celebrate Black
culture within the community.
will be organized within the community
and shared online and through social
performance fees,
and production
support this initiative in August 2020
and the open call for taskforce
media. The pop-ups will highlight Black
culture from across the African
Diaspora, Pop-ups will occur across
costs)
membership. Open Call early August
2020, pop-up events September —
early October 2020.
Pickering, in highly visible locations.
Locations will be carefully selected to
maximize impact and reach.
Place4Arts - Outdoor Exhibit
showcasing Black Artists
Black artists will be invited to share
their artwork in temporary outdoor
exhibitions in key areas of the City.
Installations will be positioned
throughout Pickering, Artists from the
Black Community will be called to
submit a proposal for the display of
their work.
Installations may take the shape of
banners, wraps, temporary community
art projects, playable art (i.e. Piano),
performance art or other.
Final installations will be featured on
the open data portal, tracked within the
public art installation database, and
presented to the public through social
media and marketing initiatives.
$5000
(4 artists, $1250
per installation to
include production
and installation
costs)
Staff will work with the CAC to develop
a listing and intake of Black artists in
the community, which will be included
in the City's listing of community artists,
as well as forming a list of artists to
whom the Community Banner program
will be promoted to, and to whom the
CAC will directly commission to
participate in this project. July 2020.
Call to Artist criteria (July 2020),
commission August 2020.
Pieces created and designed in
September 2020.
Final installation in Early October.
Black Business Summary
CAC will collect and summarize the
current work of economic development,
the Region of Durham, The Ajax
Pickering Board of Trade, and the
Black Chamber of Commerce related
to the promotion and development of
Black Business in Pickering and
Durham Region and will prepare a
summary and resource documents for
the use of the Taskforce
Committee Time
Outreach and Compilation
October/November 2020
Alliance and Education
Online Resources made
available on the Cultural Portal
Add a new Diversity Tab and content to
the Cultural Portal web pages of
Pickering.ca that includes details on
the City's actions related to Anti-
Racism, Diversity and Inclusion, and
provide a curated of resources to
Committee and
Staff Time
Framework identified August 2020.
Resources identified and linked
August — September 2020
Launch November 2020
Updates and promotion Ongoing
assist residents with self -education and
alliance. Resources will be streamed
for children, adults, business, and
organizations.
Once established, this resource will be
promoted and shared with partners and
like-minded organizations.
Outreach to Black
The City of Pickering would like to
Committee and
Ongoing
Community Groups to
display in and around City
Facilities and Parks.
support the work, messages and reach
of our local Black Community groups
by offering them opportunities to set-up
display, information booths, and
engage with residents by offering
facility/outdoor space, and marketing at
no charge.
Staff Time
Total
$25,000
July 31, 2020
To:
From:
Subject:
Attachment #3 to Report CS 27-20
Legislative Services Division
Clerk's Office
Directive Memorandum
Marisa Carpino
Interim Chief Administrative Officer
Susan Cassel
City Clerk
Direction as per Minutes of the Meeting of City Council held on
July 27, 2020
Corr. 35-20
Marisa Carpino, Interim Chief Administrative Officer
City of Pickering
Re: Anti -Black Racism Strategy
- Summary
Council Decision Resolution #375/20
1. That Council support in principle the 3 pronged approach as presented by the
Interim CAO;
2. That the Cultural Advisory Committee be instructed to amend their 2020 Work
Plan to include the initiatives that have been committed to by the Interim CAO
including measuring; and,
3. That the Pickering Anti -Black Racism Taskforce be requested to provide
Quarterly updates to Council on the status of their work in the area of Anti -Black
Racism, Diversity and Inclusion with a tracking of their targeted outcomes.
A copy of the original correspondence is attached for your reference.
Please take any action deemed necessary.
Susan Cassel
Enclosure
Copy: (Acting) Director, Community Services
City Clerk
ctipti
DICKERING
CAO 28-20
Memo
To: Deputy Mayor Ashe and July 10, 2020
Members of Council
From: Marisa Carpino
Interim CAO
Copy: (Acting) Director, Community Services
Director, Human Resources
Supervisor, Cultural Services
Subject: Anti -Black Racism Strategy
- Summary
File: A-1200-007
Further to my comments at the Council meeting of June 29th regarding staff's plans to address
issues of Racism, Diversity and Inclusion within Pickering, please find below a summary of this
three pronged approach.
1. Diversity & Inclusion Plan
Subject to Council's approval of the 2021 Current Budget, the City of Pickering will create and
implement a Diversity and Inclusion Plan in 2021. The City of Pickering is a growing community,
rich in diversity. The demographic changes Pickering has experienced will be compounded with
the future grown of Seaton. Municipalities, such as ours, must recognize the importance of
creating a Diversity and Inclusion Plan to ensure that the needs of our diversifying community are
understood and met. Diversity and inclusion relates to matters of multiculturalism, accessibility,
economic status, gender, sexual orientation, health and age. The Plan will be invaluable in
meeting the needs of our residents and removing barriers for their full participation.
The strategic framework of the Plan will include the development and implementation of diversity
and inclusion practices in the City of Pickering:
• Employment opportunities and practices (recruitment, hiring, training);
• Programs and services (delivery models);
• Community and civic engagement; and
• Neighbourhood strengthening initiatives.
The 10 -year Plan will identify recommendations to ensure all residents have access to
employment opportunities, programs, services and feel welcomed in Pickering. It is important that
all our residents are assured inclusivity, access and representation in the way we conduct
business. This is a City staff led initiative.
2. Hire a Consultant
A corporate City staff team has been assembled since February 2020 to prepare an RFP to
secure the services of a consultant who can assist the City with the completion of the Diversity
and Inclusion Plan. This approach is very important as it provides for an unbiased assessment of
the City's organizational and operational practices by an independent third party consultant. This
consultant will consider global and nation-wide best practices, personal accounts/perspectives
from staff and customers/residents (through a robust consultation program), and identify the gaps
making recommendations for necessary corporate changes. The Diversity and Inclusion Plan has
been included within the most recent version of the City's Development Charges (DC) background
study. Subject to Council's approval of the 2021 Current Budget, staff will proceed to award the
RFP after engaging in a competitive procurement process in 2021.
3. Pickering Anti -Black Racism Taskforce
At their advisory committee meeting of June 16, 2020, the Cultural Advisory Committee (CAC)
discussed what should be done in Pickering to effect positive change for black residents in light of
recent incidents and the anti -black racism movement. Members of the CAC felt that they were
uniquely positioned to take this on and supports the striking of a Pickering Anti -Black Racism
Taskforce. As per the CAC, this taskforce is envisioned to be comprised of representatives of the
black community in Pickering, as well as relevant stakeholders and community leaders. The CAC,
with the support of designated City staff, will prepare the terms of reference for this taskforce to
include committee composition, selection and recommended areas of focus. Community Services
staff will bring this information back to Council, for their consideration and approval, by way of a
report anticipated for the August 10, 2020 Executive Committee meeting agenda. The Pickering
Anti -Black Racism Taskforce will be a community driven initiative where City staff will act as a
liaison providing operational and organizational support.
The City's planned three pronged approach to identify and address anti -black racism in our
community, through both a corporate perspective (which focuses inward on our organization)
and a community perspective (which focuses outward on our community), is anticipated to
provide robust and comprehensive outcomes.
This summary of the City's planned three pronged approach will form part of staff's report
anticipated for the August 10, 2020 Executive Committee meeting agenda; thereby, becoming part
of the public record.
:mc
July 10, 2020 Page 2 of 2
Anti -Black Racism Strategy