Closing the gaps so that race does not predict one’s success, while also improving outcomes for all. To close the gaps, we focus on communities of color to support those unjustly burdened by racial inequity. Focusing on equity so that everyone is valued, respected and heard offers many benefits. The City of Boulder is committed to leading with our values to address changing employee perceptions and behaviors first, and then rippling outward, extending the impact into the community.
As part of the City of Boulder’s Racial Equity Work, city staff have drafted a Racial Equity Plan Outline , shaped by significant and valuable community input. The city’s Racial Equity Plan is a living road map that will guide the City of Boulder government through the process of prioritizing goals, specifying details, and assigning resources to achieve meaningful change.
Stigma and Discrimination Related to COVID-19
A person’s ethnicity, language or association with a country or region is not a risk factor for the coronavirus. Health officials have also emphasized that concern about COVID-19 is not a reason to deny care to a patient. Any discrimination incident that may be motivated by another person’s race, color, disability, religion, national origin, sexual orientation or gender identity is considered a Human Rights Violation.
The City of Boulder has long committed to protecting the health, safety, dignity and human rights of all members of our community and of working to create an equitable and socially just place for all regardless of race, ethnicity, religion, gender or immigration status.
On March 24, 2020, City Council made a declaration .declaration encouraging community members to work together to support those maintaining the health of our city residents and businesses, ensure continuity of government and focus on equity during the coronavirus pandemic.
Any community member that sees, hears or is a victim of discrimination in any form is asked to take few minutes and let us know. All information collected will be used to better inform future education and advocacy.
To make a report in English and in En Espanol
The Office of Human Rights will continue to investigation reports of discrimination when applicable.
- For more information on the Office of Human Rights, additional ways to file a discrimination complaint and what to expect after you file.
- Read the City of Boulder's statement on discrimination related to COVID-19 .
Why Start with Race?
The creation and perpetuation of racial inequities is embedded into government at all levels. Initially focusing on racial equity provides the opportunity to introduce a framework, tools and resources that can also be applied to other marginalized groups based on gender, sexual orientation, ability, class, and age, among others.
How we got here
Where we are now
Current Focus Areas
- Host staff lunch and learns about race that are open to all city staff to assist in gaining comfort around talking about race.
- Citywide bias and microaggression training (anticipating mandatory staff training beginning April 2020)
- Advancing Racial Equity: The Role of Government available for new council members, all city staff; mandatory for new employees and supervisors in 2020.
- Pilot 1.5‐day workshop with HR entitled Race: Let’s Talk About It.
- Implement Racial Equity Instrument across departments.
- Create a racial equity assessment tool for departments to better understand where to apply a racial equity lens and instrument to programs, policies and budget decisions.
- Share inventory of existing equity efforts occurring across the city to share across the organization, align resources, build capacity, and inform the racial equity plan.
- Develop Community Engagement Plan for Racial Equity Plan.
- Release Racial Equity focus areas and strategies and begin community engagement process to ensure alignment with equity concerns already expressed by community.
- Draft council resolution supporting advancing racial equity.
Accomplishments to Date
- Advancing Racial Equity: The Role of Government (119 participants)
- Using a Racial Equity Tool (56 City Staff)
- Communicating for Racial Equity and Creating a Racial Equity Plan (52 City Staff)
- GARE Member Confernece in Albuquerque (11 City Staff)
- Train‐the‐Trainer Advancing Racial Equity: The Role of Government (5 City Staff)
- Train-the-Trainer Using a Racial Equity Tool (5 City Staff)
- Piloted Bias Grants Training for Health Equity Fund and Human Services Fund Advisory Committee
- Released a request for proposal for citywide bias and microaggression training and selected a vendor.
- Applied Racial Equity Tool to 3 Implicit Bias Areas—Workforce, Procurement and Community Engagement.
- Developed draft Racial Equity Tool for City of Boulder and transitioned name to Racial Equity Instrument, which will be applied to programs, policies and budget decisions.
- Developed training and piloted Racial Equity Instrument for City of Boulder.
- Created internal resource page for city staff with available tools and resources for understanding advancing racial equity in government.
- Launched employee resource—central location for data sources when staff use the Racial Equity Instrument.
- Inventoried all city plans relating to racial equity to assist in forming Racial Equity Plan.
- Inventoried existing equity efforts across the city to share across the organization, align resources, build capacity and inform the racial equity plan.
- Researched council resolutions, policies and commitments from other GARE communities.
- Drafted areas of focus for Racial Equity Plan.
- Recruited for Core Team 2.0 – to increase staff learning and capacity for advancing racial equity.
- Shared findings of internal implicit bias areas to impacted departments.