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City of Renton, Title VI Annual Accomplishment Report - July 1, 2021 - June 30, 2022 w.attachments
Report for July 1, 2021 through June 30 , 2022 TITLE VI ACCOMPLISHMENTS & GOALS REPORT This outline is for LPA and other governmental entities to report Title VI activities that occurred over the past year and report Title VI goals for the upcoming year. Reports must be returned on or before due date to meet eligibility requirements for federal funding. Send to TitleVI@WSDOT.wa.gov DUE DATES: Refer to Section 28.3 for scheduled reporting period and due date Contact Information Name and title of administrator (signature on Standard Assurances): Martin Pastucha Mailing Address: 1055 S Grady Way City: Renton WA Zip Code: 98057 County: King Phone #: 425-430-7311 email address: MPastucha@rentonwa.gov Name and title of head of transportation-related services: Martin Pastucha Mailing Address: 1055 S Grady Way City: Renton WA Zip Code: 98057 County: King Phone #: 425-430-7311 email address: MPastucha@rentonwa.gov Name and title of designated Title VI coordinator*: Jim Seitz Mailing Address: 1055 S Grady Way City: Renton WA Zip Code: 98057 County: King Phone #: 425-430-7245 email address: JSeitz@rentonwa.gov *When the Title VI coordinator changes, notify TitleVI@WSDOT.wa.gov within 30 days. To comply with Title VI requirements, each annual report submission must include signed Standard Assurances (USDOT1050.2A). Accomplishments 1. Have there been any changes to the approved Title VI Plan that have not been reported to OEO? If Yes, please submit an update to the Title VI Plan with a new signature. N/A 2. Organization, Staffing, Structure – Describe the Title VI Program reporting structure including the Title VI Coordinator, Administrative Head, and transportation-related staff. The list should include name, race, color, and national origin of each individual. Include the same details if your LPA has a volunteer or appointed board related to transportation decision making. Page 2 of 11 Appendix 28.93 The Transportation Systems Division Director, Jim Seitz, is the designated Title VI Coordinator. The Transportation Systems Director reports to the Public Works Administrator, who in turn reports to the Mayor. The City of Renton’s Transportation Systems Division is structured into four sections: Planning, Design, Operations, and Maintenance. These sections are responsible for the planning, design, construction and operations of the transportation system. The day-to-day administration of the Title VI program lies with the Title VI Specialists, under the direct supervision of the Transportation Systems Director. Transportation Organizational Chart – individuals with Title VI responsibilities are marked with an * Page 3 of 11 Appendix 28.93 The number of specialists on the Title VI team represents the various sections within the Transportation Division. The list of individuals assigned to facilitate these duties, including their emphasis area, are highlighted below in Table 2.1. Information regarding color and national origin of each individual is not data that the City collects and is therefore unavailable. The below list describes gender and ethnicity of each Transportation employee with Title VI responsibilities. City of Renton Quarterly Diversity Reports for September 2021, January 2022 and April 2022 are included as Exhibit A of this report. For this update, program area elements include planning, location, design, environmental services, real estate services (right of way), construction, and education and training. 3. Community Demographics – Using a map of the LPA’s boundaries, describe the demographics of the LPA’s service area (e.g., race, color, national origin, low-income). List, by individual languages, the percent of the population(s) that is limited English proficient. Please see attached Exhibit B outlining City of Renton neighborhood areas and planning demographics. Page 4 of 11 Appendix 28.93 4. Complaints – Provide a copy of the LPA’s Title VI complaint log, including new Title VI complaints received during this reporting period and any still pending. Include the basis of the complaint (race, color, national origin) and describe the disposition (status/outcome). There were no Title VI complaints received, nor pending, for the reporting period of July 1, 2021 – June 30, 2022. A copy of the City’s complaint form and procedures is attached in Exhibit C. 5. Planning – Describe the transportation planning activities performed this reporting period. Describe the actions taken to promote Title VI compliance regarding transportation planning, including monitoring and review processes, community involvement, their outcome or status. Include examples of community outreach. Planning activities during the reporting period include the annual development of the Six-Year Transportation Improvement Program (TIP), adoption of a Local Road Safety Plan and the kickoff of the Safer Access to Neighborhood Destinations (SAND) program. A public hearing was held during the TIP adoption process. Prior to adoption the TIP was available via the City’s website for review and comment. No public comments were received during the Public review process. The City of Renton, in coordination with Transpo Group, completed a Local Road Safety Plan in March 2022. The Plan follows a process developed by the Federal Highway Administration (FHWA) and promoted by WSDOT to proactively address safety concerns based on crash data. The plan has created a data-based, proactive approach, identifying prioritized risk factors and applying systemic improvements across the City’s transportation network. Staff is currently working to develop projects based off of this data and will be conducting focused outreach as these projects move forward. The Safer Access to Neighborhood Destinations (SAND) program is a traffic safety education pilot effort. This program is focused in two of Renton’s most diverse, lowest-income neighborhoods – Benson/Cascade and Skyway/West Hill. The project focuses on engagement activities geared towards school aged children, young drivers, and adults in order to improve safety and address traffic stress around schools. The Project Manager was onboarded in mid-April 2022 and an ESRI Storymap detailing the SAND pilot effort was developed to inform the community, stakeholders, and to document progress on the project. April-June 30th, 2022 internal staff collaborated on upcoming community engagement efforts for the Benson Hill and West Hill communities. Examples of public outreach materials can be found in Exhibit D of this report. Welcome to the Safer Access to Neighborhood Destinations (arcgis.com). 6. Right-of-way actions – Describe activities during this reporting period associated with the purchase, sale, lease/use, or transfer of real property (related to highway transportation/public right-of-way Page 5 of 11 Appendix 28.93 use). Include demographic information of affected populations. For example, the race, color, national origin of affected property/business owners(s)/tenant(s). The Rainier Avenue Corridor Improvements Phase 4 project is well into the right-of-way process with the City having extended offers on all the project’s effected parcels. The City has come to an agreement with a majority of the property owners adjacent to the project. Below is a list of completed right-of- way actions related to this project: Project Parcel # Recording Date King County Recording Number Grantor Document 1 2/25/2022 20220225000647 Vader Investments, LLC Statutory Warranty Deed 1 2/25/2022 20220225000633 Vader Investments, LLC Utility/Slope Easement 1 3/16/2022 20220316000336 Vader Investments, LLC Temporary Construction Easement 2, 49, 50 3/21/2022 20220321001185 ACI Real Estate SPE 138, LLC Possession and Use Agreement 3 2/25/2022 20220225000502 The Carney Investment Group LLC Possession and Use Agreement 3 6/22/2022 20220622000904 The Carney Investment Group LLC Temporary Construction Easement 3 6/22/2022 20220622000907 The Carney Investment Group LLC Utility Easement 4 4/13/2022 20220413000610 Renton TT, LLC Statutory Warranty Deed 4 4/13/2022 20220413000613 Renton TT, LLC Partial Release of Lease 4 4/21/2022 20220421000608 Renton TT, LLC Utility/Slope Easement 4 4/20/2022 20220420001099 Renton TT, LLC Temporary Construction Easement 6 2/25/2022 20220225000932 Renton 2020, LLC Statutory Warranty Deed 6 2/25/2022 20220225000924 Renton 2020, LLC Utility Easement 6 2/25/2022 20220225000911 Renton 2020, LLC Temporary Construction Easement 7 4/6/2022 20220406000411 Paragon Dental Arts LLC Utility Easement 7 4/6/2022 20220406000339 Paragon Dental Arts LLC Temporary Construction Easement 9 2/25/2022 20220225000789 Robert E. Cox Affidavit (Lack of Probate) 9 2/25/2022 20220225000788 Robert E. Cox Temporary Construction Easement 10 2/25/2022 20220225000879 TMJD, Inc. Utility Easement 10 2/28/2022 20220228000110 TMJD, Inc. Temporary Construction Easement 11 12/22/2021 20211222001510 Peter H. Wilson Utility Easement 11 12/22/2021 20211222001508 Peter H. Wilson Statutory Warranty Deed 11 12/22/2021 20211222001509 Peter H. Wilson Temporary Construction Easement 11 12/23/2021 20211223000785 Peter H. Wilson Partial Release of Lease Page 6 of 11 Appendix 28.93 12 & 13 12/17/2021 20211217000721 Barmar Limited Liability Company Statutory Warranty Deed 12 & 13 12/17/2021 20211217000722 Barmar Limited Liability Company Temporary Construction Easement 12 & 13 12/20/2021 20211220000119 Barmar Limited Liability Company Partial Release of Lease 14, 15, 51 2/25/2022 20220225000715 Burkheimer Family LLC Temporary Construction Easement 14, 15, 51 2/28/2022 20220228000108 Burkheimer Family LLC Utility Easement 17 5/17/2022 20220517000136 Waltrust Properties Inc. Stipulated Judgement and Decree of Appropriation 18 2/25/2022 20220225000516 Renton Property Venture, a joint venture Possession and Use Agreement 19 2/25/2022 20220225000522 Renton Property Venture, a joint venture Possession and Use Agreement 24 3/29/2022 20220329000910 Autozone Development Corporation Utility Easement 24 3/29/2022 20220329001150 Autozone Development Corporation Temporary Construction Easement 30 2/25/2022 20220225000548 McDonald’s Corporation, a Delaware corporation Possession and Use Agreement 30 4/28/2022 20220428000795 McDonald’s Corporation, a Delaware corporation Statuary Warranty Deed 30 4/28/2022 20220428000794 McDonald’s Corporation, a Delaware corporation Temporary Construction Easement 31 2/25/2022 20220225000865 Corner Investment Co. Temporary Construction Easement 31 2/25/2022 20220225000834 McDonald’s Corporation, a Delaware corporation Partial Release of Lease 34 & 35 12/7/2021 20211207001418 Kranz Rainier Avenue Properties, LLC Statutory Warranty Deed 34 & 35 12/7/2021 20211207001417 Kranz Rainier Avenue Properties, LLC Utility Easement 34 & 35 12/7/2021 20211207001416 Kranz Rainier Avenue Properties, LLC Temporary Construction Easement 34 & 35 12/8/2021 20211208001053 Kranz Rainier Avenue Properties, LLC Partial Release of Lease 36 11/22/2021 20211122002044 Precision Motors, LLC Statutory Warranty Deed 36 11/23/2021 20211123000871 Precision Motors, LLC Utility Easement 36 11/23/2021 20211123000870 Precision Motors, LLC Temporary Construction Easement Page 7 of 11 Appendix 28.93 Below is a vicinity map of the project - please refer to Exhibit B for planning area demographics. 7. Identify right-of-way appraisers and acquisition staff (used during this reporting period) by race, color, national origin. There were no appraisals done during the reporting period. 8. Studies and Plans – Were any transportation studies (including environmental reviews) conducted or transportation plans completed during this reporting period? Identify the data source(s) and provide data summary (Title VI/Environmental Justice Analysis) relative to ethnicity, race, languages spoken, neighborhoods, income levels, physical environments, and/or travel habits. Explain how data was used in these studies/reviews/plans. None during this reporting period. 9. Project Location and Design – Provide a list of construction projects that began during this reporting period. Using a map of the LPAs service area, identify project locations, and a brief description of Page 8 of 11 Appendix 28.93 the projects’ benefits/burdens to affected populations. If possible, provide a map that overlays projects with the racial composition of affected neighborhoods. Duvall Ave NE Project Benefits: Fill in gaps to create Continuous Sidewalks from NE 4th St to NE Sunset Blvd. Replaced failing pavement. Widen Duvall Ave NE to include continuous bike lanes from NE 4th St to NE Sunset Blvd. Burdens: Disruptions to traffic flow during construction primarily felt by local businesses and those living in and around the project areas. Houser Way Intersection and Pedestrian Improvements Project Benefits: To enhance safety for pedestrians and bicyclists crossing at the intersections of Houser Way between Williams Ave S and Wells Ave S. Burdens: Disruptions to traffic flow during construction primarily felt by local businesses and those living in and around the project vicinity. The project management team on the above-listed projects have and will take necessary steps to help mitigate potential issues through regular communication with those impacted. Updates are made to the public routinely via the City’s project webpage, social media, flyers, and other direct mailers. Project communication/materials are translated into the languages identified within the vicinity of each project. Examples of public outreach are provided in Exhibit E of this report. 10. Other Public Meetings – List other public meetings held during this reporting period. Identify efforts used to encourage citizen participation at those meetings. Detail dates, times, locations, attendance, and provide examples of outreach materials. The Covid-19 Pandemic has modified processes for in-person hearings, open houses, and meetings – most are being held virtually at this time. During this reporting period, the public was invited to virtual bi-weekly “drop-in” meetings to answer questions and give updates on the City’s Williams Ave S and Wells Ave S Conversion project. For the Williams Ave S and Wells Ave S Conversion Project, GovDelivery was used to provide weekly email bulletin updates on construction progress to subscribers. Because of the location of the project in Renton’s Downtown area, GovDelivery was modified to include updates for the Houser Way Intersection & Pedestrian Improvements Project, The Downtown Streetscape project (A Community and Economic Development Department project), and the Downtown Utility Improvement Project (completed by Public Works Utility Systems). Examples of these bulletins are included in Exhibit E. Identify members of the LPA’s transportation planning and/or advisory groups by race, color, and national origin The City formed the Renton Equity Commission in November 2021. The Commission is made up of 9 members and includes one youth representative between 18-25 years old, appointed by the Mayor and confirmed by Council. The Commission membership reflects the diversity of the City but not limited to, ethnicity, race, age, gender, faith, gender identity and expression, and profession. The Commission reviews City practices, policies, and/or procedures to provide recommendations. They recommend whether the practice, policy, or procedure may create or support inequity, including what community or communities may be impacted, and how those impacts may emerge. Commission then provides Page 9 of 11 Appendix 28.93 specific actions to resolve the identified inequities. A copy of the Creation of the Renton’s Equity Commission is attached as Exhibit K. Specify methods used to collect demographic information from the transportation-related public meetings. (Self-identification surveys, notes by staff, etc.) Include summaries of Public Involvement Forms collected at each meeting, listing the demographics of those who attended by meeting. The City of Renton has a form for collecting data on public hearing and public meeting attendees for Title VI reporting requirements. Signing in at a public meeting is voluntary. See Exhibit F for a copy of the form used by the City of Renton at its public meetings. Staff will be continuing to evaluate how to garner this information appropriately in the remote working environment. List any language assistance services requested. For which languages? Who provided the service? In addition, list vital documents translated during the reporting period and identify the languages. There were no language assistance services requested during this reporting period. Please refer to Exhibit G for a listing of the language line services provided by the City. 11. Transportation-related Construction and Consultant Contracts (if applicable) – Briefly describe the process used to advertise and award construction contracts during this reporting period. Include the process for negotiated contracts (e.g., consultants). For Transportation-related Construction and Consultant Contracts, the City of Renton advertises and awards contracts in accordance with the current editions of applicable sections of the Washington State Department of Transportation (WSDOT) Local Agency Guidelines (LAG) Manual, the WSDOT Standard Specifications Manual, and the City’s own applicable policies and procedures. 12. Describe the actions taken to promote construction contractor/consultant compliance with Title VI by construction contractors/consultants, including monitoring and review processes, and their outcomes/status (e.g. what Title VI language was included in contracts and agreements; were contractors and consultants reviewed to ensure compliance; what Title VI responsibilities are explained to contractors and consultants?) All contract provisions are reviewed by Transportation staff before contract approval to ensure that Title VI provisions are included and DBE goals, if any, are met. Prior to construction advertisement, the project’s plans and specifications are sent to WSDOT – Local Programs to identify the specific scopes of work that are available as subcontracting opportunities. The Title VI requirements are included in the bid package. Projects advertised for construction are posted in the Builder’s Exchange of Washington website, the City’s website and local newspapers. It is the policy of the City of Renton to comply with 49 Code of Federal Regulations, Part 26, to ensure that Disadvantaged Businesses, including minorities and women, have an equal opportunity to receive and participate in federally-assisted contracts. The City of Renton does not exclude any person from participation in, deny any person the benefits of, or otherwise discriminate in connection with the award or performance of any contract covered by 49 CFR Part 26 on the basis of race, color, sex, or Page 10 of 11 Appendix 28.93 national origin. Efforts made to use minority and female consultants during this reporting period include the following outreach activities: • The City is a member of the Municipal Research & Services Center (MRSC) and selects professional services contractors from the MRSC Roster. • Consultants Selection Procedures – Consultants are selected according to the procedures outlined in the RCW, and Local Agency Guidelines procedures for federally assisted projects. The City of Renton encourages all consultant firms that are registered in Washington State to conduct business and who possess the requisite professional license(s) to present their qualifications for highway design projects. 13. List construction, right-of-way, and consultant contracts with your LPA/MPO/entity for this report period with dollar value of each. Identify funding sources (federal, state, local, other), and how many were awarded to certified disadvantaged contractors (as a prime contractor/consultant). Please refer to Exhibit H for a list of executed contracts within the reporting period. 14. Education & Training – Describe actions taken to promote Title VI compliance through education and trainings, including monitoring and review processes, and their outcomes/status. The Title VI team continues to focus the review process on how to better integrate Title VI outreach efforts into the broader public involvement processes that reach diverse communities. We also continue to ensure staff work toward outreach efforts that include an understanding of Title VI responsibilities. The City of Renton has a formalized process for translating documents and for providing translators and interpreters during public outreach efforts. The policy was updated in 2020 and a copy of the Translation Guidelines are attached in Exhibit G of this report. List Title VI training/webinars your Title VI Coordinator attended this reporting period. Include dates and entity that conducted the training. Training included WSDOT’s Title VI Basics for LPA’s, given in October 2021. Copies of Certificates of Completion for City Staff who attended are attached in Exhibit I for reference. When was Title VI internal training provided to staff? Who conducted the training? What was the subject of the training? Provide the job titles and race/color/national origin of attendees. There was no internal training held during this reporting period however Staff have been building off of the training that was provided in September of 2020. List other civil rights training conducted locally. Provide dates and a list of participants by job title and Title VI role, if applicable. Page 11 of 11 Appendix 28.93 The City has taken an active role in furthering it’s mission to “build an inclusive informed city with equitable outcomes for all in support of social, economic, and racial justice” as outlined in the Diversity, Equity and Inclusion Tactical Plan, adopted March of 2021. This was created to assist in helping meet the goals of the City of Renton Business Plan which are the City’s guiding principles. Exhibit J of this report includes a copy of the plan. The City’s focus on achieving these fundamentals is translated into ongoing training sessions called “Renton 101’s” that staff are encouraged, and at times required, to attend. There are also specialized Manager’s Meetings that are geared towards inclusion for those in leadership positions. Title VI Goals for Upcoming Year What area(s) of Title VI does your agency plan to focus on in the upcoming year? Describe by particular program area what your agency hopes to accomplish. Include any significant problem areas to focus on and plans to address those. • Transportation Title VI Specialists will continue to work towards coordinating with HR and other internal Divisions to provide training opportunities to City Staff. The City has plans to develop a Title VI working group to better align itself and ensure that Title VI requirements are being met. • Formalize outreach processes through the creation of various resources to help Project Managers facilitate authentic outreach. • Ensure records are maintained related to public engagement activities with underserved communities. Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A Exhibit A =`quK6u2CaKDu h8-Qu*<b<.Yu R($EuQLpk9u S/$Zu n)B>+uA#F,]u $b3Uu u =7:p!s[d"e1uMme1Yu f;2Tu\aT22g\u t%?Bu u &@NVuW$G^>hue"i>OH^u meoX4u Q'I_>ju 5Jh-Qu ! !! ! !! !! ! !! Pu c0 ulAruu Exhibit B Demographics Benson Cedar River City Center East Plateau Highlands Kennydale Talbot Valley West Hill Renton Population Population 26,120 4,270 13,380 10,260 30,400 7,680 10,670 180 4,540 107,500 Race & Ethnicity White 41%54%45%38%39%54%35%28%32%40% Hispanic 15%12%14%7%22%9%9%20%16%15% Asian 22%17%19%42%24%25%35%22%23%26% Black/African American 13%8%13%4%8%4%12%23%21%10% Two or More Races 8%7%7%7%6%7%6%4%6%7% Pacific Islander 0.9%0.5%0.8%0.2%0.7%0.3%1.3%1.8%1.1%0.8% American Indian 0.4%0.5%0.6%0.3%0.4%0.1%0.5%0.7%0.8%0.4% Some Other Race 0.4%0.4%0.9%0.4%0.5%0.9%0.7%0.4%0.9%0.6% * Hispanic includes respondents of any race. Other categories are non-Hispanic. Income Median Household Income $77,822 $90,234 $63,093 $119,487 $81,314 $119,405 $81,711 $54,644 $66,887 $79,824 Average Household Income $91,680 $105,247 $91,417 $140,269 $103,243 $143,926 $98,352 $73,699 $80,235 $103,321 Households by Median Income Under $50,000 26%28%40%14%26%19%19%39%37%27% $50-$100K 41%35%28%25%36%18%37%54%34%34% $100K-$200k 28%31%24%33%27%40%37%5%24%29% Over $200K 5%7%8%28%10%23%7%2%5%10% Poverty Population At or Below Poverty Level 8%6%19%3%8%5%7%17%17%8% Population At or Below 2x Poverty Level 24%23%30%13%20%11%16%44%30%21% Under 18 Population At or Below Poverty Level 9%6%31%1%7%6%10%19%18%8% 65 & Over Population At or Below Poverty Level 4%5%22%3%8%1%5%56%36%8% Households Receiving Food Stamps/SNAP Benefits 8%7%15%5%15%8%9%26%20%12% Disability 18 & Over Population with Disability 13%8%16%9%16%12%15%14%21%14% 65 & Over Population with Disability 42%24%47%20%46%30%49%100%31%41% * "Disability" includes: hearing, vision, cognitive, ambulatory, self-care, or independent living difficulties Languages Spoken at Home (Population 5+ Years Old) English Only 69%71%72%64%57%64%65%54%57%63% Spanish 9%6%9%3%18%7%4%6%3%10% Vietnamese 2%3%3%9%6%5%5%1%7%5% Other Asian and Pacific Island languages 5%2%2%5%4%2%5%1%5%4% Other Indo-European languages 3%2%2%4%5%3%6%3%1%4% Chinese (incl. Mandarin, Cantonese)3%4%1%8%4%9%6%0%4%5% Tagalog (incl. Filipino)3%3%5%2%2%1%2%5%3%3% Russian, Polish, or other Slavic languages 3%6%1%2%2%3%2%1%2%3% Other and unspecified languages 3%2%2%1%1%1%3%27%18%2% Korean 0%1%2%0%1%3%1%0%0%1% French, Haitian, or Cajun 0%0%1%0%0%0%0%0%0%0% German, other West Germanic languages 0%0%0%1%0%0%0%0%0%0% Arabic 0%0%0%0%0%1%1%0%0%0% Ability to Speak English (Population 5+ Years Old) English Only 69%71%72%64%57%64%65%54%57%63% Non-English as Primary Language 31%29%28%36%43%36%35%46%43%37% Speak English "very well"18%17%16%21%21%18%19%17%17%19% Speak English less than "very well"12%12%12%16%22%18%16%23%21%18% English Only 69%71%72%64%57%64%65%54%57%63% Spanish 9%6%9%3%18%7%4%6%3%10% Speak English "very well"5%5%6%2%8%4%3%4%2%6% Speak English less than "very well"4%1%4%2%10%3%1%3%1%5% Vietnamese 2%3%3%9%6%5%5%1%7%5% Speak English "very well"1%1%1%4%2%2%1%0%2%2% Speak English less than "very well"1%2%2%5%4%3%4%1%5%3% Other Asian and Pacific Island languages 5%2%2%5%4%2%5%1%5%4% Speak English "very well"3%2%1%4%2%1%3%1%4%2% Speak English less than "very well"2%0%1%1%2%1%1%0%1%2% Other Indo-European languages 3%2%2%4%5%3%6%3%1%4% Speak English "very well"2%1%1%2%3%2%4%2%1%2% Speak English less than "very well"1%1%0%2%2%2%2%1%0%1% Chinese (incl. mandarin, Cantonese)3%4%1%8%4%9%6%0%4%5% Speak English "very well"1%1%0%4%2%3%2%0%2%2% Speak English less than "very well"1%3%1%5%2%6%4%0%2%3% Tagalog (incl. Filipino)3%3%5%2%2%1%2%5%3%3% Speak English "very well"2%2%2%2%1%1%2%2%1%2% Speak English less than "very well"1%1%3%0%1%0%0%3%2%1% Russian, Polish, or other Slavic languages 3%6%1%2%2%3%2%1%2%3% Speak English "very well"2%3%1%1%1%2%1%0%1%1% Speak English less than "very well"1%3%1%1%1%1%1%1%1%1% Other and unspecified languages 3%2%2%1%1%1%3%27%18%2% Speak English "very well"2%2%2%2%1%1%2%7%5%0% Speak English less than "very well"1%1%1%0%0%0%1%13%9%1% Korean 0%1%2%0%1%3%1%0%0%1% Speak English "very well"0%0%1%0%1%1%1%0%0%0% Speak English less than "very well"0%0%1%0%0%2%0%0%0%0% French, Haitian, or Cajun 0%0%1%0%0%0%0%0%0%0% Speak English "very well"0%0%1%0%0%0%0%0%0%0% Speak English less than "very well"0%0%0%0%0%0%0%0%0%0% Exhibit B German, other West Germanic languages 0%0%0%1%0%0%0%0%0%0% Speak English "very well"0%0%0%0%0%0%0%0%0%0% Speak English less than "very well"0%0%0%0%0%0%0%0%0%0% Arabic 0%0%0%0%0%1%1%0%0%0% Speak English "very well"0%0%0%0%0%0%0%0%0%0% Speak English less than "very well"0%0%0%0%0%1%1%0%0%0% Sources: > Population: OFM, 2022 > Race: Decennial Census (US Census), 2020 > Housing Units: King County Assessor, OFM, 2022 > Other Demographic Data: ACS (US Census) 5 Year Estimate (2016-2020) > Jobs: PSRC (2020) Exhibit B 0 City of Renton Transportation Division Discrimination Complaint Form and Procedures City of Renton Use Only Received __/ __/ __ Response __/__/ __ Report __/__/ __ Briefing __/ __/ __ If you believe that the City of Renton Public Works Transportation Division {including its contractors or employees) have discriminated against you with respect to a City transportation program or activity because of your race, color, national origin, disability, sex, or age, you have the right to file a formal complaint with the City of Renton within 180 calendar days of the alleged discrimination. Instructions: If you would like to submit a Discrimination Complaint to the City of Renton, please fill out the form below completely and send it to: City of Renton, Attention Kim Gilman, Human Resources Manager, 1055 S. Grady Way, Renton, WA 98057. 1.Your Name:2.Phone:3.Home Address: {Street/PO Box, City, State, Zip) 4.Who do you feel discriminated against you? List their names and any other information you may know about them: 6.Discrimination because of: □Race D Color D National Origin 5.Date of alleged incident: □ Disability D Retaliation D Sex {includes sexual harassment) D □Age □ 7.Explain what happened and how you believe you were discriminated against. Indicate who was involved. Be sure to include how you feel other persons were treated differently than you. If you have any other written materials about what happened, please attach them to this form. PLEASE COMPLETE PAGE 2 OF THIS FORM Exhibit C ADDITIONAL INFORMATION 8.Why do you believe these events occurred? 9.How can this issue be resolved to your satisfaction? Please note that this process will not result in payment of punitive damages or financial compensation. 10.What other information would help us understand what happened? Is there anyone we may contact for additional information? If so, please list their names, phone numbers, addresses, email addresses, etc. Signature: Date: Exhibit C HOW TO FILE A COMPLAINT City of Renton Discrimination Complaint Procedures 1.Within 180 calendar days of the alleged discrimination, complete the Complaint Form. You must answer every question. 2.Submit the complaint as directed on the form. The City will not act on or respond to a complaint made by telephone or in person. WHAT HAPPENS NEXT 1.The City will receive and review the complaint form to determine if additional information is needed and which agency, if any, should further investigate the claim. 2.The City will notify you and the person(s) you identified as being involved in the alleged discrimination of the status of the complaint and, if needed, the process to resolve it. Every effort will be made to resolve complaints informally. Resolution may include informal mediation meetings(s) between you and those you allege were involved. These procedures are part of an administrative process that will not result in the payment of punitive damages or other financial compensation. 3.The person(s) you identified as being involved in the alleged discrimination will have 10 calendar days from the date of the City of Renton's written notification to respond. 4.Within 60 days of when you filed the complaint, the agency investigating the complaint will prepare a report that includes a description of the incident, who was interviewed, findings and recommendations for resolution. 5.Within 15 calendar days after the investigative report is finalized, the City will schedule meetings with you and the person(s) you alleged were involved in the incident. You will be given a copy of the investigative report and will be notified of your right to appeal the findings. These procedures do not deny you the right to file a formal complaint with other state or Federal agencies or seek private counsel for complaints alleging discrimination. Intimidation or retaliation against you of any kind is prohibited by law. These procedures cover all complaints filed under Title VI of the Civil Rights Act of 1964 as amended, Section 504 of the Rehabilitation Act of 1973, Civil Rights Restoration Act of 1987, and the Americans with Disabilities Act of 1990, relating to any transportation program or activity administered by the City of Renton, as well as its sub-recipients, consultants, and contractors. If the factual allegations in your complaint are not covered by these laws, the above procedures may not apply. Exhibit C Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D Exhibit D From:Wells-Williams Project To:Wells-Williams Project Bcc:Michael.B.Bailey@usps.gov; jeana03mar@comcast.net; kersalli@hotmail.com; info@suddenprinting.com; silverlightministries@gmail.com; jennifer@4sistersholisticremedies.com; melrosegrill@gmail.com; cherelle@cwdesigninc.com; info@fitbarcafe.com; placetobefreepllc@gmail.com; rueben.turk@gmail.com; jackjillrenton@gmail.com; jsilverman@servicelinen.com; info@hocevarperformance.com; perchingwolf@hotmail.com; mydhb.net@gmail.com; gn98056@gmail.com Subject:RE: Houser Way Intersection and Pedestrian Improvements Work Begins early as 9/8 Date:Friday, September 17, 2021 1:28:00 PM Attachments:image011.png image014.png image017.emz image020.png image022.png image024.emz image001.emz image002.png image003.png image004.emz image005.png image006.png image007.png image008.png image009.png image015.png Hello, This week, the Houser Way Intersection & Pedestrian Improvements Project began intersection work near your business on Houser Way at Williams Ave S and Wells Ave. The project will enhance safety for pedestrians and bicyclists crossing at the intersections. The project will construct new curb, gutter and sidewalk (including curb extensions), and ADA improvements on Houser Way at Williams Ave S and Wells Ave S. In coordination, a new 12” water main will be installed in Williams Ave S under the BNSF railroad tracks. Thanks, (425) 363-1007 wellswilliams@rentonwa.gov www.rentonwa.gov/houser From: Wells-Williams Project Sent: Tuesday, August 31, 2021 3:55 PM To: Wells-Williams Project <wellswilliams@Rentonwa.gov> Subject: Houser Way Intersection and Pedestrian Improvements Work Begins early as 9/8 Hello, The Houser Way Intersection & Pedestrian Improvements Project is planning to start intersection work near your business on Houser Way at Williams Ave S and Wells Ave S as soon as September 8 and go through Fall of 2021. Parking will be restricted at the intersections on Williams Ave S and Wells Ave S. Wells Ave S and Williams Ave S will be restricted to one lane at Houser Way. Pedestrian access will be maintained at the intersections via mid-block crosswalks. More details on access and site area are outlined in the following bullets. The Houser Way Intersection & Pedestrian Improvements project will enhance safety for pedestrians and bicyclists crossing at the intersections. The project will construct new curb, gutter and sidewalk (including curb extensions), and ADA improvements on Houser Way at Williams Ave S and Wells Ave S. In coordination, a new 12” water main will be installed in Williams Ave S under the BNSF railroad tracks. Exhibit E What to Expect Typical works hours: 7 a.m. to 5 p.m., Monday – Friday. We may work after 5 p.m. and on weekends to help minimize impacts. Single-lane of through traffic: Our intent is to maintain one lane of traffic on Wells Ave S, Williams Ave S, and Houser Way S. Temporary pedestrian ramps: We will maintain access to businesses front doors. While we rebuild the sidewalks, this may involve a temporary pedestrian ramp for a short period of time. Parking restrictions: There may be some on-street parking restrictions near work zones. Check out the free parking options. Free parking downtown We are trying to minimize parking impacts as much as possible. The City Center Parking Garage on S 2nd St offers free parking for access to downtown businesses through December of this year and can also be used by residents during construction. The garage is accessible between 5 a.m. and 11 p.m., Sunday through Thursday, and from 5 a.m. to 1 a.m. on Friday and Saturday. Overnight parking is allowed during our construction efforts, but please note that all garage doors are locked outside of these hours. There are several public parking lots downtown that offer up to 2 hours of free parking and convenient access to downtown businesses. For more information about places to park downtown, please check out the City’s Downtown Parking Map. Questions about construction? Visit www.rentonwa.gov/houser for the latest updates. Call 425-363-1007 or email wellswilliams@rentonwa.gov. Join us for virtual office hours every other Friday For COVID-19 Resources for Businesses visit whyrenton.com, call the small business hotline 206- 503-1742 or email thrive@rentonwa.gov. Exhibit E Exhibit E LEGEND Pedestrian Detour Sidewalk Closed Crosswalk Closed N Construction Work Zone, Sidewalk and Crosswalk Closed Use Pedestrian Detour CITY OF RENTON DUVALL AVENUE NE IMPROVEMENTS PEDESTRIAN DETOUR PLAN MAY-November 2022 Exhibit E •This form helps us understand who we are reaching to ensure we’re doing the best job at connecting with all people in our community. •All information is anonymous. •Your participation is voluntary. •Sign-in sheets/cards are subject to Public Disclosure Inclusion Sign In Sheet (Event/Dept/Date/Location) _______________________ (Total Participants) _______ Please help us ensure that we are including all of Renton. Culture / Ethnicity Primary Language Spoken in the Home Preferred Language to Receive Information Gender (M/F) Zip Code Example: Latino Spanish English M 98057 Exhibit F 25 TRANSLATION CONSIDERATIONS Renton is becoming increasingly diverse. According to the US Census American Community Survey, in 2016 more than half (55%) of Renton’s population identified as persons of color. Census data for 2018 shows that 36% of Renton’s population speak languages other than English at home. The top two non-English languages spoken are Spanish (10%) and Vietnamese (5%). To promote fair and equitable access to information for these residents, high-quality translation assistance is increasingly needed. The following questions may guide you in deciding when materials need to be translated. Answering yes to these questions does not automatically imply materials should be translated, but rather that thoughtful consideration should take place: 1 . Do you have material that was developed for a specific community that has a limited ability to speak, read, write or understand English? 2 . Are your materials considers “public communication materials” or “vital documents”? 3 . Has this material been requested in languages other than English many times before? 4 . Will you be using alternative forms of language assistance to provide the information equitably (such as in-person interpretation, adding a phone number residents can call to reach a staff person who accesses Language Line, etc.). 5 . How important is this information to residents who speak limited English? 6 . Is this an emergency situation? Is this critical information that needs to be disseminated to the entire community or to a specific language group? 7 . Will the content be consistent over time? Messages that change frequently may be less suited for translation. PREPARING DOCUMENTS FOR TRANSLATION To ensure accuracy and quality in all translations, thoroughly review approved English materials prior to translation, to assess whether information uses clear and simple language that is easily translatable. Try testing your messaging with a community partner that works with—or is a part of—the target population. Avoid colloquialisms that might not have the same meaning in other languages or cultures (e.g. “clear as a bell”). COSTS AND TIMELINE Costs for translation are paid by the department requesting the service. When requesting a translation, the vendor(s) will provide you with an estimate and timeline in advance of doing the work to allow you to confirm the expense. Costs for translation is determined by the number of words to be translated and the number of languages requested. Costs can also vary between languages. (i.e. Vietnamese translations might cost more than Spanish). Time needed to complete a translation depends on how many words are being translated and the number of languages to which you want the document translated. A 300-word document can be translated– edited–proofed in about four to nine business days. Allow additional time if design or graphic work must also be done. Rush or emergency translations can usually be provided through a vendor in 24–48 hours. Such service is subject to rush order fees. continued… TRANSLATION GUIDELINES Exhibit G 26 TRANSLATION GUIDELINES INTERPRETATION SERVICES PHONE CALLS The city contracts with Language Line Solutions® to provide interpretation services for phone calls. More than 240 languages are available any time of day. Employees can access this service from their desk or out on the road when talking with residents who are having difficulty communicating in English. Please contact communications for more information and to get a Language Line card and brochure you can take with you. MEETINGS The city can provide interpretation services for public meetings. Contact Bonnie Woodrow in municipal court. These services include American Sign Language. Charges for the service will be billed to the requesting department. COMMUNICATIONS DIVISION COORDINATION When you are working with the communications division on final products such as flyers, posters, rack cards, etc. that require translation, please do the following: 1 . Contact the communications division first to collaborate on the final wording. 2 . Place your order for translation directly with the vendor you select (your document must be in Microsoft Word.) 3 . Send the translated versions of your document to the communications specialist for final design and printing. APPROVED VENDORS You may choose any vendor from the approved list of translation vendors. These have been vetted by the city as well as by other government jurisdictions for accuracy and consistency. Any time you receive feedback from residents that the translation is problematic, please notify the deputy public affairs administrator. DYNAMIC LANGUAGE jason@dynamiclanguage.com kimm@dynamiclanguage.com 206-244-6709 INTERCOM LANGUAGE SERVICES requests@intercom.cc 206-979-6101 LINGUALINX abartlett@lingualinx.com 916-388-9000 Please direct questions on these guidelines pshridhar@rentonwa.gov or 425-430-6569. Exhibit G Interpretation Services Available Language Solutions: Over-the-Phone, Video Remote, and Onsite Interpreting / Bilingual and Interpreter Staff Testing and Training / Translation and Localization www.LanguageLine.com English Translation: Point to your language. An interpreter will be called. The interpreter is provided at no cost to you.© 2014 LanguageLine SolutionsIndiquez votre langue et nous appellerons un interprète. Le service est gratuit. Lonje dwèt ou sou lang ou pale a epi n ap rele yon entèprèt pou ou. Nou ba ou sèvis entèprèt la gratis. Taw rau koj hom lus. Yuav hu rau ib tug neeg txhais lus. Yuav muaj neeg txhais lus yam uas koj tsis tau them dab tsi. Indicare la propia lingua. Un interprete sarà chiamato. Il servizio è gratuito. Hãy ch vào ngôn ng ca quý v. Mt thông dch viên s c gi n, quý v s không phi tr tin cho thông dch viên. Ituro po ang inyong wika. Isang tagasalin ang ipagkakaloob nang libre sa inyo. Señale su idioma y llamaremos a un intérprete. El servicio es gratuito. turjubaan. Turjubaanka wax lacagi kaaga bixi mayso. , . . . Indique o seu idioma. Um intérprete será chamado. A interpretação é fornecida sem qualquer custo para você. Prosz wskaza swój jzyk i wezwiemy tłumacza. Usługa ta zapewniana jest bezpłatnie. Français Kreyòl Hmoob Italiano Polski Português Af-Soomaali Español Tagalog Ting Vit Arabic Burmese Cantonese Farsi French Haitian Creole Hindi Hmong Italian Japanese Korean Mandarin Polish Portuguese Punjabi Russian Somali Spanish Tagalog Vietnamese Exhibit G Europe Pacific Islands North America, South America, and Caribbean Europe - continued Shqip Euskara Bosanski Hrvatski etina Dansk Nederlands Eesti keel Suomi Français Deutsch Magyar Íslenska Italiano Lietuvi Norsk Polski Português Român Slovenina Español Svenska Vosa Vakaviti Ilokano Bahasa Indonesia Bahasa Melayu Kajin Majól Fa'asamoa Tagalog Lea Faka-Tonga Français Kreyòl Português Español English Tregoni me gisht gjuhën tuaj. Do të thërrasim një përkthyes. Përkthyesi ofrohet falas për ju. Zure hizkuntza aukeratu. Jarraian interprete bati deituko diogu. Zerbitzu hau doakoa da. Pokažite svoj jezik. Pozvat emo tumaa. Usluge tumaa su besplatne za vas. . . . Pokažite svoj jezik. Prevoditelj e biti pozvan. Prevoditelja ete dobiti besplatno. Ukažte na váš jazyk. Bude zavolán tlumoník. Tlumoení je pro vás bezplatné. Peg på dit sprog. En tolk vil blive tilkaldt. Tolken tilbydes uden omkostninger for dig. Wijs uw taal aan. Er zal contact worden opgenomen met een tolk. De service van de tolk is geheel gratis. Osutage oma keelel. Vastava tılgiga vıetakse ühendust. Tılketeenus on teie jaoks tasuta. Osoita maasi kieltä. Kutsumme tulkin paikalle. Tulkin käyttö on sinulle ilmaista. Indiquez votre langue et nous appellerons un interprète. Le service est gratuit. Zeigen Sie auf Ihre Sprache. Ein Dolmetscher wird angefordert. Der Dolmetscher ist für Sie kostenlos. Válassza ki a nyelvet. Tolmácsot fogunk hívni. A tolmács az Ön számára díjtalan. Bentu á þitt tungumál. Það verður hringt í túlk. Túlkurinn er þér að kostnaðarlausu. Indicare la propia lingua. Un interprete sarà chiamato. Il servizio è gratuito. Nurodykite savo kalb. Bus pakviestas vertjas. Vertjas jums bus suteiktas nemokamai. . . . Pek på språket dit. En tolk vil bli tilkalt. Tolken tilbys kostnadsfritt for deg. Prosz wskaza swój jzyk i wezwiemy tłumacza. Usługa ta zapewniana jest bezpłatnie. Indique o seu idioma. Um intérprete será chamado. A interpretação é fornecida sem qualquer custo para você. Indicai limba pe care o vorbii. Vi se va face legtura cu un interpret caare v este asigurat gratuit. , . . . . . . Ukážte na svoj jazyk. Zavoláme tlmoníka. Tlmoenie je pre vás bezplatné. Señale su idioma y llamaremos a un intérprete. El servicio es gratuito. Peka på ditt språk. En tolk kommer att tillkallas. Tolken erbjuds utan kostnad för dig. . . . Dusia na nomu vosa. Ni na Vakarautaki mai e dua na dau vakadewa vosa. Na dau vakadewa vosa e sega ni saumi. Itudo yo ti sao yo. Ag awag da ti maysa nga mangipat- patarus nga tumulong kadakayo nga awan ti bayad na. Tunjukkan bahasa Anda. Penerjemah akan dihubungi. Penerjemah disediakan gratis tanpa dikenakan biaya. Tunjukkan bahasa anda. Jurubahasa akan dihubungi. Jurubahasa akan disediakan tanpa anda dikenakan bayaran. Kelet kajin eo am. Im renaaj kúr juón am Ri-Ukok. Ri-Ukok eo enaaj jibañ eok ilo ejjelok wóneen. Fa`asino lau gagana. Ole a vala`au se fa`amatala`upu. Ua saunia se fa`amatala`upu e aunoa ma se tau e te totogiina. Ituro po ang inyong wika. Isang tagasalin ang ipagkakaloob nang libre sa inyo. Tuhu`I mai ho`o lea fakafonua. `E ui ha fakatonulea. `Oki ta`etotongi kia `a e fakatonulea. Indiquez votre langue et nous appellerons un interprète. Le service est gratuit. Lonje dwèt ou sou lang ou pale a epi n ap rele yon entèprèt pou ou. Nou ba ou sèvis entèprèt la gratis. Nizaad bik1’7g77 bich’8’ dah diiln77h. Ata’ halne’4 [a’ h1go bi’di’doonii[. Ata’ halne’4 47 doo haida yit’4ego bik’4 ni’diil4e[ da. T’11j77k’e n1 ata’ hodoolnih. Indique o seu idioma. Um intérprete será chamado. A interpretação é fornecida sem qualquer custo para você. Señale su idioma y llamaremos a un intérprete. El servicio es gratuito. Point to your language. An interpreter will be called. The interpreter is provided at no cost to you. Din4 k’ehj7 Language Identification Guide We offer interpreting from English into more than 200 languages. If you are unable to identify the language, our call representative will help you. To access an interpreter: Please visit www.LanguageLine.com for information on all our language access solutions: Over-the-Phone, Video Remote, and Onsite Interpreting Bilingual and Interpreter Staff Testing and Training Translation and Localization CustomerCare@LanguageLine.com 1-800-752-6096 As a LanguageLine Solutions® client you have access to over- the-phone interpreting 24 hours a day, 7 days a week. Offer this guide in face-to-face situations to determine which language a person speaks. The most frequently encountered languages in North America are grouped by the geographical region where they are commonly spoken. Locate the geographical region where you believe the speaker may be from. (Pacific Islands, Europe, etc.) Show the person the languages listed for that region. Underneath each language is the translation of the statement below: © 2014 LanguageLine Solutions LanguageIDGuide 02.18.15.V1.indd 1 2/19/2015 11:51:53 AM Exhibit G Africa Africa - continuedIndia, Pakistan, and Southwest Asia Middle East Asia- continued Asia Acoli Hmoob Bahasa Indonesia Bahasa Melayu Mein Ting Vit Thok monyjang Français Hausa Italiano Oromo Português Crioulo Portugues Kiswahili Wolof Azrbaycan dili TürkçeAf-Soomali Yorùbá Mägäcä luqäddä Siem thok ma iyae. Ja loko ibiro luongi. Jaloko no ochiuni ma onge chudo. Weet ten thoungdie. Raan weetgeryic a col. Agerwelyic ku a cin aroop biyik yen. Indiquez votre langue et nous appellerons un interprète. Le service est gratuit. ɗi ba. Indicare la propia lingua. Un interprete sarà chiamato. Il servizio è gratuito. Ku tïlmään luqäddäädä. Turjubään äyää looyëërï-doonää. Turjubäänkä lägugu yëëräyo wää bïlääsh. Gara afaan keetti eeri. Turjumaanni ni waamama. Turjumaanni beesee takka malee siif qophaawa. Indique o seu idioma. Um intérprete será chamado. A interpretação é fornecida sem qualquer custo para você. turjubaan. Turjubaanka wax lacagi kaaga bixi mayso. Onyesha lugha yako. Mkalimani ataitwa. Utapewa mkalimani bila gharama yoyote. mou dimbeuli leu. Ndimbeul bi do ci fey dara. Tọ́ka sí èdè rẹ. A ó pe ògbùfọ̀ kan. Ọ̀fẹ́ ni a ó pe ògbùfọ̀ yìí fún ọ. Danıdıınız dili bildirin. Sizin üçün t ərcüməçi dəvət olunacaq. Tərcümə xidməti üçün ödəni t ələb olunmur. Konutuunuz dili gösterin. Sizin için bir çevirmen aranacaktır. Bu çevirmen size ücretsiz salanır. Taw rau koj hom lus. Yuav hu rau ib tug neeg txhais lus. Yuav muaj neeg txhais lus yam uas koj tsis tau them dab tsi. Tunjukkan bahasa Anda. Penerjemah akan dihubungi. Penerjemah disediakan gratis tanpa dikenakan biaya. Tunjukkan bahasa anda. Jurubahasa akan dihubungi. Jurubahasa akan disediakan tanpa anda dikenakan bayaran. heuc daaih lorx meih. Ninh mbuo porv waac mienh tengx nyei jiauv louc yaac baeqc thenx maiv zuqc cuotv zinh nyaanh faan-liuc. . . ү ү . Hãy ch vào ngôn ng ca quý v. Mt thông dch viên s c gi n, quý v s không phi tr tin cho thông dch viên. Nho pontâ pa lingu qui nho ta papiâ. No ta arranja um interprete pa nho. No ta rranje um interprete e nho ca ta pagâ nada pa el. Printed on recycled paper. 10/14 LanguageIDGuide 02.18.15.V1.indd 2 2/19/2015 11:51:54 AM Exhibit G EXECUTED DATE CONTRACTOR DBE Status CONTRACT AMOUNT (Expenditure) Funding Sources 09/15/2021 Perteet, inc ‐$20,199.00 Federal, Local, Other 04/29/2022 KPG, Inc.‐$0.00 Federal, State, Local 05/20/2022 KPG, Inc.‐$96,859.00 Federal, State, Local 07/13/2021 Parametrix, Inc.‐$94,238.63 State, Local 12/21/2021 DGK, Inc ‐$0.00 Local 04/15/2022 Perteet, Inc.‐$0.00 Local 11/24/2021 Gray & Osborne, Inc.‐$0.00 Federal, Local 04/26/2022 KPG Psomas ‐$0.00 Federal, Local, Other 05/31/2022 KPG, Inc.‐$33,779.00 Federal, Local, Other 06/03/2022 KPG, Inc.‐$33,805.00 Local 01/20/2022 The Boeing Company ‐$0.00 05/04/2022 Otak, Inc ‐$50,700.00 12/15/2021 Otak, Inc.‐$0.00 05/03/2022 Gray & Osborne, inc.‐$36,081.80 Local 12/09/2021 All Traffic Data ‐$0.00 07/07/2021 Cascade Civil Construction, LLC.‐‐$22,000.00 Federal, Local, Other 08/17/2021 Cascade Civil Construction, LLC.‐$0.00 Federal, Local, Other 08/23/2021 Cascade Civil Construction, LLC.‐‐$57,915.00 Federal, Local, Other 09/23/2021 Cascade Civil Construction, LLC.‐$70,000.00 Federal, Local, Other 09/28/2021 Cascade Civil Construction, LLC.‐$360,000.00 Federal, Local, Other 09/29/2021 Cascade Civil Construction, LLC.‐$37,000.00 Federal, Local, Other 03/03/2022 Cascade Civil Construction, LLC ‐$7,000.00 Federal, Local, Other 03/03/2022 Cascade Civil Construction, LLC ‐$21,000.00 Federal, Local, Other 03/03/2022 Cascade Civil Construction, LLC ‐$3,580.00 Federal, Local, Other 03/03/2022 Cascade Civil Construction, LLC ‐$6,000.00 Federal, Local, Other 03/10/2022 Cascade Civil Construction, LLC ‐$20,000.00 Federal, Local, Other 04/26/2022 Cascade Civil Construction, LLC ‐$10,000.00 Federal, Local, Other 05/26/2022 Cascade Civil Construction, LLC ‐$46,807.00 Federal, Local, Other 06/07/2022 Cascade Civil Construction, LLC ‐$40,000.00 Federal, Local, Other 06/16/2022 Cascade Civil Construction, LLC ‐$0.00 Federal, Local, Other 09/16/2021 Cascade Civil Construction, LLC.‐$10,000.00 Federal, Local, Other 11/17/2021 Cascade Civil Construction, LLC.‐$6,000.00 Federal, Local, Other 11/17/2021 Cascade Civil Construction, LLC.‐$9,000.00 Federal, Local, Other 11/17/2021 Cascade Civil Construction, LLC.‐$10,516.16 Federal, Local, Other 11/17/2021 Cascade Civil Construction, LLC.‐$20,000.00 Federal, Local, Other 11/17/2021 Cascade Civil Construction, LLC.‐$8,000.00 Federal, Local, Other 11/23/2021 Cascade Civil Construction, LLC.‐$48,000.00 Federal, Local, Other 11/23/2021 Cascade Civil Construction, LLC.‐$13,000.00 Federal, Local, Other 11/23/2021 Cascade Civil Construction, LLC.‐‐$40,000.00 Federal, Local, Other Exhibit H 11/24/2021 Cascade Civil Construction, LLC.‐$14,000.00 Federal, Local, Other 11/29/2021 Cascade Civil Construction, LLC.‐$99,000.00 Federal, Local, Other 12/17/2021 Cascade Civil Construction, LLC.‐$19,000.00 Federal, Local, Other 12/17/2021 Cascade Civil Construction, LLC.‐$219.00 Federal, Local, Other 12/21/2021 Cascade Civil Construction, LLC.‐$40,000.00 Federal, Local, Other 04/15/2022 Sargent Engineers, Inc. SBE $99,000.00 12/27/2021 Transpo Group USA ‐$6,470.00 11/23/2021 DGK, Inc., dba Widener & Associates ‐$34,076.00 Local 12/28/2021 Reed Trucking & Excavating, Inc.‐$2,585.00 State, Local 03/10/2022 Reed Trucking & Excavating, Inc.‐$3,339.00 State, Local 03/10/2022 Reed Trucking & Excavating, Inc.‐$0.00 State, Local 03/10/2022 Reed Trucking & Excavating, Inc.‐$2,800.00 State, Local 03/16/2022 Reed Trucking & Excavating, Inc.‐$0.00 State, Local 03/22/2022 Reed Trucking & Excavating, Inc.‐$40,000.00 State, Local 04/11/2022 Reed Trucking & Excavating, Inc.‐$23,330.00 State, Local 04/11/2022 Reed Trucking & Excavating, Inc.‐$18,000.00 State, Local 04/11/2022 Reed Trucking & Excavating, Inc.‐$22,421.55 State, Local 04/11/2022 Reed Trucking & Excavating, Inc.‐$2,500.00 State, Local 06/10/2022 Reed Trucking & Excavating, Inc.‐$4,907.28 State, Local 06/10/2022 Reed Trucking & Excavating, Inc.‐$14,500.00 State, Local 04/19/2022 KPG, Inc.‐$0.00 Local 02/22/2022 Prime Electric, Inc.‐$3,477.05 02/22/2022 Prime Electric, Inc.‐$745.89 04/26/2022 Prime Electric, Inc.‐$3,356.04 07/15/2021 Active Construction, Inc.‐$0.00 Federal, State, Local, Other 07/15/2021 Active Construction, Inc.‐‐$500.18 Federal, State, Local, Other 07/22/2021 Active Construction, Inc.‐$2,612.00 Federal, State, Local, Other 07/22/2021 Active Construction, Inc.‐$730.24 Federal, State, Local, Other 07/22/2021 Active Construction, Inc.‐$4,825.55 Federal, State, Local, Other 08/09/2021 Active Construction, Inc.‐‐$1,356.28 Federal, State, Local, Other 08/09/2021 Active Construction, Inc.‐$0.00 Federal, State, Local, Other 09/10/2021 Active Construction, Inc.‐$0.00 Federal, State, Local, Other 11/23/2021 Active Construction, Inc.‐$4,665.83 Federal, State, Local, Other 01/11/2022 Active Construction, Inc.‐‐$130,326.08 Federal, State, Local, Other 01/11/2022 Active Construction, Inc.‐$25,870.00 Federal, State, Local, Other 01/24/2022 Active Construction, Inc.‐‐$10,229.48 Federal, State, Local, Other 01/31/2022 Active Construction, Inc.‐$19,274.00 Federal, State, Local, Other 01/31/2022 Active Construction, Inc.‐$5,873.41 Federal, State, Local, Other 02/10/2022 Active Construction, Inc.‐$277.06 Federal, State, Local, Other 02/17/2022 Active Construction, Inc.‐$92,459.00 Federal, State, Local, Other 02/17/2022 Active Construction, Inc.‐$2,900.00 Federal, State, Local, Other 04/19/2022 Active Construction, Inc.‐$2,803.57 Federal, State, Local, Other 06/22/2022 Active Construction, Inc.‐$72,148.19 Federal, State, Local, Other Exhibit H 4/11/2022 Active Construction, Inc.‐$6,410.70 Federal, State, Local, Other 01/19/2022 Perteet, Inc.‐$0.00 Federal, Local, Other 04/20/2022 Perteet, Inc.‐$94,381.66 Federal, Local, Other 07/15/2021 PGH Excavating, Inc.‐‐$1,019.62 Federal, Local 07/15/2021 PGH Excavating, Inc.‐$3,783.00 Federal, Local 07/19/2021 PGH Excavating, Inc.‐$4,499.96 Federal, Local 07/22/2021 PGH Excavating, Inc.‐$0.00 Federal, Local 08/04/2021 PGH Excavating, Inc.‐‐$665.46 Federal, Local 08/16/2021 PGH Excavating, Inc.‐$31,000.00 Federal, Local 11/10/2021 PGH Excavating, Inc.‐‐$1,000.00 Federal, Local 11/23/2021 PGH Excavating, Inc.‐$21,918.02 Federal, Local 11/10/2021 Parametrix, Inc.‐$0.00 09/14/2021 Transpo Group ‐$5,100.00 11/19/2021 Transpo Group ‐$5,500.00 02/10/2022 Transpo Group ‐$19,600.00 11/10/2021 Joseph Couples Engineering, LLC MBE $0.00 11/10/2021 Western Systems, Inc.‐$0.00 11/15/2021 Parametrix, Inc.‐$0.00 11/15/2021 Parametrix, Inc.‐$0.00 11/10/2021 Parametrix, Inc.‐$0.00 08/04/2021 Prime Electric, Inc.‐$0.00 12/29/2021 Prime Electric, Inc.‐$0.00 02/24/2022 WSP USA, Inc.‐$29,504.00 07/19/2021 Gary & Osborne, Inc.‐$50,500.00 Federal, Local 10/15/2021 Gary & Osborne, Inc.‐$23,400.00 Federal, Local 10/08/2021 Perteet, Inc.‐$0.00 Local 12/20/2021 West Coast Signal ‐$0.00 12/20/2021 Sargent Engineers, Inc.‐$99,990.00 07/21/2021 Westwater Construction ‐$1,169,867.05 Local 03/31/2022 Colvico, Inc ‐$330,490.83 Local 12/17/2021 Environmental Science Associates (ESA)‐$3,064.00 11/18/2021 Gray & Osborne, Inc.‐$43,473.57 Federal, State, Local, Other 02/09/2022 Gray & Osborne, Inc.‐$60,606.90 Federal, State, Local, Other 05/12/2022 Gray & Osborne, Inc.‐$30,000.00 Federal, State, Local, Other 12/01/2021 Moore Iacofanco Goltsman, Inc.‐$0.00 02/17/2022 Foster Garvey, PC ‐$95,000.00 Federal, State, Local 04/14/2022 Foster Garvey, PC ‐$95,000.00 Federal, State, Local 11/23/2021 KPFF Consulting Engineers, Inc.‐$10,000.00 10/25/2021 StreetScan, Inc. ‐$0.00 08/20/2021 The Flatiron‐Lane Joint Venture ‐$0.00 09/07/2021 Puget Sound Energy (PSE)‐$87,032.08 State, Local 08/30/2021 KPG, Inc.‐$33,566.00 Exhibit H 06/15/2022 KPG, Inc.‐$0.00 09/08/2021 Transpo Group, USA ‐$34,000.00 06/15/2022 Transpo Group, USA ‐$0.00 10/19/2021 Seattle Public Utilities ‐$1,835.00 Federal, State, Local 11/01/2021 BNSF Railway Company ‐$1,300,000.00 12/20/2021 Pacifica Law Group ‐$30,000.00 Federal, State, Local 12/20/2021 McKenzie ‐$40,737.00 06/17/2022 Apcon Tech, Inc.‐$484,228.00 Local 03/03/2022 KJL Financial consulting ‐$68,174.00 04/14/2022 Otak, Inc.‐$39,570.00 Federal, State, Local, Other 03/17/2022 Coral Construction ‐$42,734.00 05/26/2022 Moore Iacofanco Goltsman, Inc.‐$1,244,283.67 Federal, State, Local 05/04/2022 Perteet, Inc ‐$84,765.93 Local 03/29/2022 KPG Psomas Inc.‐$11,416.00 04/05/2022 West Coast Signal, Inc.‐$25,000.00 04/15/2022 Totem Electric Inc. ‐$150,000.00 05/26/2022 Cowling & Company, LLC dba Widener & Associates WBE $10,096.32 Local 05/13/2022 Perteet, Inc.‐$91,851.00 06/03/2022 Management Partners Inc ‐$45,000.00 Exhibit H Certificate of Completion Awarded to Jim Seitz Completed Oct. 15, 2021 Washington State Department of Transportation Office of Equal Opportunity For successful completion of Title VI Basics for LPAs Gretchen Gleue, Title VI Local Agency Compliance Lead WSDOT Office of Equal Opportunity Exhibit I Certificate of Completion Awarded to Heather Gregersen Completed Sept. 15, 2021 Washington State Department of Transportation Office of Equal Opportunity For successful completion of Title VI Basics for LPAs Gretchen Gleue, Title VI Local Agency Compliance Lead WSDOT Office of Equal Opportunity Exhibit I Certificate of Completion Awarded to Vangie Garcia, PE, PMP Completed Sept. 16, 2021 Washington State Department of Transportation Office of Equal Opportunity For successful completion of Title VI Basics for LPAs Gretchen Gleue, Title VI Local Agency Compliance Lead WSDOT Office of Equal Opportunity Exhibit I Certificate of Completion Awarded to Eric Cutshall Completed Sept. 22 2021 Washington State Department of Transportation Office of Equal Opportunity For successful completion of Title VI Basics for LPAs Gretchen Gleue, Title VI Local Agency Compliance Lead WSDOT Office of Equal Opportunity Exhibit I Certificate of Completion Awarded to Michelle Faltaous Completed Jan. 27, 2022 Washington State Department of Transportation Office of Equal Opportunity For successful completion of Title VI Basics for LPAs Gretchen Gleue, Title VI Local Agency Compliance Lead WSDOT Office of Equal Opportunity Exhibit I Certificate of Completion Awarded to John 'Dan' Hasty PE Completed Oct. 5, 2021 Washington State Department of Transportation Office of Equal Opportunity For successful completion of Title VI Basics for LPAs Gretchen Gleue, Title VI Local Agency Compliance Lead WSDOT Office of Equal Opportunity Exhibit I City of Renton Human Resources Diversity, Equity and Inclusion Tactical Plan 2021 EditionExhibit J Exhibit J Achieve equitable outcomes by eliminating racial, economic and social barriers in internal practices, city programs, services, and policies such as hiring and contracting Improve access to city services, programs and employment, provide opportunities and eradicate disparities for residents, workers and businesses Promote understanding and appreciation of our diversity through celebrations, educational forums and festivals Seek out opportunities for ongoing two-way dialogue with ALL communities, engage those historically marginalized, and ensure that we lift every voice, listen and take action on what we learn Build capacity within the city to implement inclusion and equity by providing the knowledge, skills, awareness, and tools to integrate anti-racism approaches into daily work Background The 2021 edition of the Human Resources Inclusion, Equity, and Diversity Tactical Plan is a follow up to the first Tactical Plan that was developed in 2017. The HR Inclusion, Equity and Diversity Tactical Plan was created to assist the city to meet the goals of the City of Renton Business Plan. The Renton Business Plan is approved by the City Council and is reviewed and updated each year. On August 3, 2020, the Renton City Council approved Resolution No. 4414, which adopts the 2021 to 2026 Renton Business Plan “to Stand against Racism in Support of Racial Equity.” The proclamation “declares Renton an anti-racist city that strives to use the Renton Equity Lens to eradicate racial economic inequities and institutional racism to value all residents and be a welcoming place to all people.” This new Renton Business Plan has been enhanced with new progressive objectives guiding the new HR Inclusion, Equity, and Diversity Tactical Plan toward meeting more dynamic objectives. All of the following objectives under the mission of “Building an inclu- sive informed city with equitable outcomes for all in support of social, economic, and racial justice” have been revised, except the third one: Building an inclusive informed city with equitable outcomes for all in support of social, economic, and racial justice Human Resources Diversity, Equity and Inclusion Tactical Plan 1 Exhibit J The city strives have an organiza- tional culture that makes all staff feel welcome and included. The workforce will reflect the diver- sity of the Renton community. Ultimately this diversity will be visible throughout all positions and leadership levels. Such a workforce will enhance creativity in serving the public by strength- ening its ability to provide effective and appropriate services that will support equitable and inclusive access to city services. A more diverse workforce will strengthen community connections with the City of Renton and increase involvement in and awareness of city programs, services and policy decisions. What Improving Access to City Employment Means for the Community 2 City of Renton Exhibit J What Improving Access to City Employment Means for Renton Staff and Leaders A more inclusive culture and hiring practices will result in an environ- ment that enhances and supports diverse opinions and increased connection with community. It will support a culture that encour- ages staff to actively identify and break down barriers and be leading advocates for inclusion, diversity and equity. This culture will foster safe and authentic conversations around inclusion and equity and will equip staff with the tools to more inclusively support the community and fellow staff members. Additionally clear and intentional investments will be made to engage with community institutions and partners to estab- lish ongoing pipelines that attract diverse talent into public services careers. The Inclusion strategy in the 2021- 2026 Business Plan states: “Improve access to city services, programs and employment, and make residents and businesses aware of opportunities to be involved with their community.” While inclusion is included in only one of the five goals of the Renton Business Plan, the benefits of an inclusive, equita- ble, and diverse workforce support the components of all the goals in the Business Plan. Building and maintaining a diverse workforce helps to develop innovative solu- tions to meet all the goals in the plan, including: Provide a safe, healthy, vibrant community Promote economic vitality and strategically position Renton for the future Support planned growth and influence decisions to foster environmental sustainability Building an inclusive informed city with opportunities for all in support of social, economic, and racial justice Meet service demands and provide high quality customer service It is through collaboration with each other and the community that city employees are able to success- fully meet the Business Plan goals. A research study in the private sector revealed that “identified diversity is a key driver of innova- tion, finding that diverse teams produce 19% more revenue. Results showed that these companies develop more relevant products because they are more in tune with the customer’s changing needs. Their adaptability is a byproduct of varying backgrounds and perspectives generating an array of insights, ideas and solutions.” The 2021 Edition compares data from 2019 to 2016 and 2017. This version reviews the successes of the strategies implemented as a result of the research conducted in 2016, analyzes what may not have produced positive results, and presents opportunities to build on the city’s success and explore new strategies. Data has been extracted out of EDEN, the city’s HRIS system, and NEOGOV applicant tracking software. In this update of the tactical plan, we look to see where we can expand on the successes achieved and delve in deeper to learn where the opportunities exist to create a more inclusive workforce. Equipping staff with the tools to more inclusively support the community and fellow staff members. Human Resources Diversity, Equity and Inclusion Tactical Plan 3 Exhibit J Findings Vacancies Filled The data compiled in 2019 compared to 2016 demonstrates an increase in diversity in filling positions by a signif- icant amount when looking at ethnicity, and by a slight amount when comparing gender. During this period the ethnic diversity of new hires increased 16.5% and the increase of females hired at the city was 5%. Vacancies Filled GENDER Vacancies Filled ETHNICITY People of Color represents all people of non-European ancestry .....20 1 9 ..... ...20 1 6 ...18% 68% 32% 82% People of Color White .....20 1 9 ..... ...20 1 6 ...37% 63% 61% 39% Female Male 4 City of Renton Exhibit J Separations Separations based on ethnicity have increased over this time period but separations for female employees have decreased. In 2019, of 45 employee-initiated separations (resignation or retirement), 32 exit interviews were conducted. Eleven separations were due to the employee receiving a higher paying position at another company. An additional five separations were due to an employee accepting positions elsewhere that were deemed promotions or next steps in their career. Separations GENDER Separations ETHNICITY .....201 9 ..... ...20 1 7 ...14% 84% 16% 85% People of Color White .....201 9 ..... ...20 1 7 ...42% 58% 61% 39% Female Male Human Resources Diversity, Equity and Inclusion Tactical Plan 5 Exhibit J Current Workforce by Department A graph of the statistics of current staff by gender and ethnicity is provided below. The City’s decision to track and report the specific gender and race/ethnicity categories included in this report is based on the need to align with the Equal Employment Opportunity (EEO) Commission’s reporting requirements for State and Local Governments. The top two departments currently with the most ethnically diverse employees are the Court and Administrative Services departments, in that order. The two departments with the most gender diversity, closest to 50%, are the Administrative Services and the Community and Economic Development departments. The two departments with the most staff self-identifying as female, are the Court Services and Human Resources and Risk Management departments. Court Police City Attorney Public Works ASD Comm Svcs Exec CED HRRM Unknown 5.2% 1.9% White 50.0% 82.3% 78.6% 78.8% 68.9% 80.0% 80.0% 88.7% 76.9% 2+6.3% 2.5% 7.1% 4.2% 1.9% American Indian 6.3% 0.0% 1.3% Native Hawaiian 0.0% 0.6% 1.3% Hispanic 12.5% 3.8% 6.4% 6.7% 4.2% 13.3% 3.8% 7.7% Black 12.5% 5.7% 1.9% 4.4% 5.3% 1.9% 7.7% Asian 12.5% 5.1% 14.3% 5.1% 20.0% 6.3% 6.7% 1.9% 7.7% 0.0% 20.0% 40.0% 60.0% 80.0% 100.0% Asian Black Hispanic Native Hawaiian American Indian 2+White Unknown Court Police City Attorney Public Works ASD Comm Svcs Exec CED HRRM Female 87.5% 27.8% 64.3% 18.6% 51.1% 36.8% 66.7% 41.8% 84.6% Male 12.5% 72.2% 35.7% 81.4% 48.9% 63.2% 33.3% 58.2% 15.4% 0.0% 20.0% 40.0% 60.0% 80.0% 100.0% Current Regular, Benefited Workforce Demographics by Department As of 2/16/20 ETHNICITY Current Regular, Benefited Workforce Demographics by Department As of 2/16/20 GENDER 6 City of Renton Exhibit J Diversity in Leadership Male and Female staff in leadership positions, at a director level or above, are nearly evenly distributed. However, the difference in the numbers for people of color and whites are significant; 18.5% of the staff in these positions are people of color compared to 81.5% white. Diversity in Leadership—Director Level and Above As of February 16, 2020 City of Renton Population by Race Compared to Renton Workforce Demographics As of June 30, 2019 American Indian Asian Black Hispanic Pacific Islander Two or More Races Unknown White Population 0.40% 23.00% 10.00% 14.00% 1.90% 6.00% 0.30% 45.00% Workforce Count 0.50% 6.50% 4.10% 5.2% 0.50% 3.20% 0.40% 79.50% 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00% ETHNICITY GENDER 48% 18.5% 81.5%52% People of Color White FemaleMale Human Resources Diversity, Equity and Inclusion Tactical Plan 7 Exhibit J The research conducted to develop the initial Inclusion Tactical Plan demonstrated that while Renton was receiving applications from some ethnic groups at a percent- age equal to the city population of the ethnic group, the number of candidates in that group being invited to an interview was signifi- cantly less. In January 2018, the city imple- mented an anonymous application process, removing the names, addresses, and salary history from the application prior to the hiring manager (Subject Matter Expert, SME) receiving the applications. This was achieved by removing access to this private informa- tion to all hiring managers in the application tracking software. This strategy was put in place to amelio- rate the impact of unintentional implicit bias. Comparing the data in the second half of 2017 with 2019, it appears that the percentage of applications from People of Color increased in all groups except Blacks/African Americans. The data shows that in the 2nd half of 2019 compared to the 2nd half of 2017, the year prior to implementing anonymous applications, there was an increase of candidates getting approved by a hiring manager to move forward to an interview or test in two of the ethnicity categories. Two of the groups slightly decreased and two of the groups remained the same. Blacks/African Americans expe- rienced an increase of 133% over these two time periods of being approved by hiring managers to receive an interview, and individ- uals who identify as two or more ethnic groups saw an increase of 100% over this period. Hispanics saw a 50% decrease and Native Hawaiian/Pacific Islanders saw a 25% decrease in moving forward in the hiring process after a review by a hiring manager. White appli- cants saw a decrease of 7.7%. The numbers for Asians and Native Americans remained static. African Americans experienced an increase of 133% of being approved by hiring managers to receive an interview Comparing gender in this report, females had a decrease of 19% in moving forward in the recruitment process from a review of the hiring manager. Overall, there was also a decrease in applications from female applicants when comparing these two time periods. Recruitment Steps 8 City of Renton Exhibit J Summary of Applicant Pool by Recruitment Step July 1 to December 31, 2017 compared to July 1 to December 31, 2019 ETHNICITY EXAM PLAN STEP African American Asian Native Hawaiian or Other Pacific Islander Hispanic or Latino American Indian or Alaskan Native Two or More Races White Unknown/ No Response Total Total Number of Applicants 2017 217 266 37 122 14 152 1007 129 1944 2019 112 191 40 94 5 115 723 72 1352 Application Received Percent 2017 11.2% 13.7% 1.9% 6.3% .7% 7.8% 51.8% 6.6% — 2019 8.3% 14.1% 3.0% 7.0% 0.4% 8.5% 53.5% 5.3% — Subject Matter Expert Review Count 2017 92 129 23 72 8 66 582 66 1038 2019 55 105 21 49 2 60 452 44 788 Subject Matter Expert Review Percent 2017 9% 12% 2% 7% 1% 6% 56% 6% — 2019 7% 13% 3% 6% 0% 8% 57% 6% — CANDIDATES INVITED TO INTERVIEW OR TEST Invited to Interview and Test 2017 7 24 8 13 3 9 132 8 204 2019 13 23 6 8 1 15 119 13 198 Percent of Total Moved to Interview/ Test 2017 3%12%4%6%1%4%65%4% — 2019 7% 12% 3% 4% 1% 8% 60% 7% — Percent of Ethnicity Interviewed 2017 3.2% 9.0% 21.6% 10.7% 21.4% 5.9% 13.1% 6.2% — 2019 12% 12% 15% 9% 20% 13% 16% 18% — Total Hired and Promoted 2017 022302302 41 2019 311202263 38 Total Hired and Promoted Percent 2017 0% 5% 5% 7% 0% 5% 73% 5% — 2019 8% 3% 3% 5% 0% 5% 68% 8% — Human Resources Diversity, Equity and Inclusion Tactical Plan 9 Exhibit J Summary of Applicant Pool by Recruitment Step July 1 to December 31, 2017 compared to July 1 to December 31, 2019 GENDER EXAM PLAN STEP Female Male Unknown Total Total Number of Applicants 2017 759 1095 90 1944 2019 458 838 55 1351 Percent of Applicants 2017 39.0% 56.3% 4.6% — 2019 34% 62% 4% — Subject Matter Expert Review Count 2017 441 556 41 1038 2019 269 480 40 789 Subject Matter Expert Review Percentage 2017 42% 54% 4% — 2019 34% 61% 5%— CANDIDATES INVITED TO INTERVIEW OR TEST Invited to Interview and Test Count 2017 90 123 6 219 2019 52 133 11 196 Percent of Total Interviewed 2017 41.1% 56.2% 2.7%— 2019 27% 68% 6%— Percent of gender interviewed 2017 11.9% 11.23% 6.67%— 2019 11.4% 15.9% 20.0%— Total Hired and Promoted 2017 14 25 2 41 2019 11 23 4 34 Total Hired and Promoted Percentage 2017 34% 61% 5%— 2019 32% 68% 0%— Data does not include Commissioned Police recruitments and promotions or seasonal/temporary employees. The ethnicity of Renton’s workforce increased slightly over the two year period from 2017 to 2019 for Hispanics and those that identified as Two or More Races. As of December 2019, the City of Renton fully benefited workforce count includes Asians (6.5%), Black/African American (4.1%), Hispanics (5.2%), Two or more races (3.2%), American Indian/Alaska Native (.5%), Native Hawaiian/Pacific Islander (.5%), Unknown (.4%), and White (Non-Hispanic) (79.5%). 10 City of Renton Exhibit J Accomplishments from the 2017 HR Inclusion Tactical Plan Accomplishments from the 2017 HR Inclusion Tactical Plan are listed in Exhibit A. Additional accomplishments include: Enhanced Onboarding process Collaborated with Facilities to open up a Quiet Room for staff in 2018 Supported Employment: Received the Community Employment Alliance 2019 Outstanding Employer Award Worked with Police Department and School district to expand and diversify the Summer Youth Academy In 2019 we held the 5th Annual Career Fair at RTC— Partners include RTC, Chamber of Commerce, and WorkSource. One of the strategies for this annual event is the recruitment of potential applicants reflective of the community. Participated on the steering committee of the Pacific Northwest Public Sector Diversity Career Fair, which was held in Renton in 2018 and 2019 Worked with Communications Division to develop Renton as employer of choice through branding and marketing materials, which were highlighted in the city hall lobby display case during August 2019 Expanded Internship program—Created resources for hiring managers on SharePoint for hiring interns. YouthSource—Airport, City Clerk Refugee and Immigration Employment Services—hired two interns in the Transporta- tion Systems Division in partnership with: • Jewish Family Service “Refugee & Immigration Services Program” • Trac & Associates—“Clever” Quarterly Management Training—December 2017 Introduced the anonymous applications process Recap on implicit bias in recruitment and inter- view processes Introduced Recruitment and Selection Tool Kit, to assist in creating a fair and consistent recruit- ment process and to reduce bias Behavioral Interview questions, another tool to reduce implicit bias Human Resources Diversity, Equity and Inclusion Tactical Plan 11 Exhibit J HRRM introduced many strate- gies that led to some success in increasing the number of diversity in staffing. HRRM will continue to explore and implement strategies to address the lower amount of diverse candidates applying for positions at the city. Hiring diverse staff is just one part of the diver- sity and inclusion equation. HRRM is pursuing how we can assist to create an inclusive, welcoming culture so that staff from all back- grounds will want to stay. “The far bigger issue is how people interact with each other once they’re on the job,” says Howard J. Ross, Founder and Chief Learning Officer at the diversity consultancy Cook Ross in Silver Spring, Md. He cites an oft-quoted maxim: “Diversity is being invited to the party; inclusion is being asked to dance.” “Diversity is about the ingredients, the mix of people and perspec- tives,” Gerstandt says. “Inclusion is about the container—the place that allows employees to feel they belong, to feel both accepted and different. You need a group of people who think differently—in a container that’s safe to share those differences.” This involves helping staff to feel connected to their work, and how can they make an impact so that they feel empowered to develop professionally. These goals fall within and without the HRRM realm so it is important to look at how we can tie inclusion to all areas of the Renton Business Plan. Additional research is being conducted, and potential other strategies will be developed to create and maintain an inclusive work culture. The advantages of being an inclusive organization go beyond a diversity hiring initiative. According to Patricia Lewis, Senior Vice President in Human Resources at Lockheed Martin, “Inclusion is a business imperative for Lockheed Martin because it enables success. When employees know that they can bring their whole selves to work, be valued for the things that make them unique, we are a stronger company.” In addition, an inclusive culture assists to further the goal of attracting new, diverse staff. 2021 HR Inclusion Tactical Plan Strategies Diversity is being invited to the party; inclusion is being asked to dance. 12 City of Renton Exhibit J Referencing the “Inclusion Continuum” (Exhibit B, page 21), developed by Heidrick & Struggles, Inc., it is recommended to ask the Leadership Team where Renton wants to land. On a scale of zero to five with zero assessing an orga- nization is unaware of inclusion, the topic is not on the agenda to five where the organization is able to leverage inclusion. “Inclusion is a strategic asset for our growth, and performance. An Inclusive culture creates a virtual cycle, as we better reflect our markets, attract and retain top talent, and develop high-performing teams. Based on our current state, we speculate the city would fall somewhere between two and three on this Continuum. While there has been slight increases in the number of ethni- cally diverse candidates applying and continuing in the recruitment process for some ethnic groups, and the workforces is slightly more diverse since 2017, it will be critical to continue to enhance diversity efforts at all stages of the recruit- ment process. These strategies include continuing with the anony- mous applications while addressing the need to enhance the outreach efforts to increase the ethnic diver- sity and gender diversity in our applicant pool. In addition, focused attention should be placed on to how to increase diversity by occupation. The objective is to understand where the gaps are and to come up with concrete solutions on how to address them. In the case of gender diversity, we need to eliminate the idea that a certain industry is traditionally an industry favored by one gender and be complacent. We need to acknowledge that this may be the case but strive for diversity, inclusion and equity. For example, the workforce in the Maintenance Division is predom- inately men, there are no women working in a Maintenance Worker II or III capacity. In addition, a majority of the staff in these posi- tions are also white. According to the Occupational Health and Safety website, less than 10% of the work- force in the construction industry are women. While hiring women into the construction industry is an industry wide challenge, we need to address this inequity. It is recom- mended that the Human Resources Department, in partnership with the Public Works Department, implement a focus group to review the hiring process and determine strategies so that the Maintenance division reflects the community. The same approach is recom- mended to address the inequity found in the Commissioned posi- tions in the Police Department. Human Resources Diversity, Equity and Inclusion Tactical Plan 13 Exhibit J 14 City of Renton Exhibit J Current events, locally and nation- ally, that are evolving during the production of this plan may necessitate the need to update the plan. For example, the COVID-19 pandemic has uncovered systemic issues related to race, including employment inequities. As Lisa Ross, Chief Operating Officer and DC President at Edelman US, recommends to her peers in the corporate C-suite: “to do one thing: As you navigate the crisis, over consider the experiences of employees in these most margin- alized groups. Make sure they are represented at your decision-mak- ing table, that their ideas are included, and that you’re soliciting regular input from them.” She continues to say, that “In crisis, there’s a temptation to keep deci- sions to a small, tight, and senior group. As a life-long practitioner of crisis communications—and as the current leader of Edelman’s COVID-19 Task Force—I understand and respect this. But I’ve also spent my career as a Black woman, one who’s lived experiences weren’t always reflected in the conversation happening at the leadership levels. So I have made every effort to solicit perspectives from those who represent marginalized groups as we navigate COVID-19.“ The nature of how city employees perform their work has significantly been altered as a result of the COVID-19 pandemic. In addition, we may uncover systemic ineq- uities related to race in how the city conducts business, includ- ing how we hire and efforts to maintain employees. The Human Resources Inclusion, Equity, and Diversity Tactical Plan was in the development stages during the initial outbreak of the pandemic. The strategies that address how we interact with customers and work remotely during this crisis should be viewed through a macro and micro equity lens. As we review our work moving forward to adapt to this crisis, we may find more disparities within the workforce and may discover that additional strategies will need to be implemented than those listed on the next page. Living Document “As you navigate the crisis, over consider the experiences of employees in these most marginalized groups.” — Lisa Ross Human Resources Diversity, Equity and Inclusion Tactical Plan 15 Exhibit J Build Cultural Competence and Enhance Inclusion Skills September 9, 2020, Quarterly Managers Meeting— LGBTQIA Create a speaker’s forum to include speakers from various backgrounds and from the community Bias awareness training for new staff Build a SharePoint site for communicating diversity and inclusion topics to staff including links to resources and educational opportunities Participate as a member of the Government Alliance on Race Equity (GARE) Enhance Culture of Inclusion Work with Facilities to bring back the Quiet Room— It was temporarily removed during a renovation Update Onboard Portal to include a Diversity & Inclusion Statement from Mayor/CAO Work with Executive Office to create Land Acknowledgment Statement to post in the lobby of City Hall recognizing the role of Indigenous People in the history of Renton Continue to promote flexibility in policies and procedures Demonstrate flexibility in policies and practices on HRRM career pages Outreach and Recruitment Pilot advertising for select recruitments on diversity sites and track outcomes. For example, Diversityworking.com Diversityjobs.com Jobs.imdiversity.com Minority Serving Institutions Or by community: • National Association of Black Accountants • Northwest Asian Weekly Increase outreach to community organizations including educational and training institutions that focus on the construction industry. Initiate a focus group on increasing diversity in Maintenance positions. Collaborate with Police Recruiters on strategies for outreach to include: Form focus group with Police representatives to look at practices for increasing outreach Police recruiters attend Public Safety Testing (PST) testing sites to recruit Outreach to candidates Reach out to Historically Black Colleges and Uni- versities and Minority Serving Institutions that have criminal justice programs for Police Officer Update HRRM Career Page to include information that adds transparency to the interview process (and other testing) and tips on how to be successful in the interview. Add transparency to the background process on the HRRM web pages to demonstrate why the information is collected and what type of record would be used to disqualify an applicant. 2021-2022 Strategies 16 City of Renton Exhibit J Performance evaluations—Add Inclusion and Equity as a city wide competency and hold leaders accountable to model the expected culture Training/Professional Development—Discuss and Review with Organizational Development Manager training curriculum to maintain inclusiveness in trainings Include equity and inclusion questions in future employee engagement survey Include a question to gauge inclusion in employee exit interview Conduct stay interviews—ask what would you change and what would make you stay longer? Develop and send out 90 day survey to all new hires Review City Policies with the Renton Equity Lens Continue to apply the Renton Equity Lens and inclusive strategies in all components of the recruitment and hiring process to include: Job descriptions Job announcements Interview questions Interview panel Post department demographics on SharePoint site, updating quarterly Create a citywide Equity and Inclusion committee to review issues, policies, and planning through the Renton Equity Lens and to develop strategies on being anti-racist as an employer. The committee will include representation from at least one employee from each department. Inclusion and Equity Incorporated into City’s Lines of Business Human Resources Diversity, Equity and Inclusion Tactical Plan 17 Exhibit J 18 City of Renton Exhibit J ANTI-RACISM: As described by Ibram X. Kendi, is a transforma- tive concept that reorients and reenergizes the conversation about racism—and, even more fundamentally, points us toward liberating new ways of thinking about ourselves and each other. Anti-racism is defined as the work of actively opposing discrimination based on race by advocating for changes in political, economic, and social life. Anti-racism tends to be an individualized approach, which is set up to counter an individu- al’s racist behaviors and impact. (Timesupfoundation.org) BELONGING: Being in a state of inclusion when individuals feel more confident in their abilities and have the psychological safety to represent themselves authentically without fear of negative conse- quences of self-image, status or career. (Seattle Diversity Equity and Inclusion Community of Practice, DEI CoP) DIVERSITY: Organizational repre- sentation of the full range of visible and indivisible identities, including but no limited to race, ethnicity, gender identify, sexual orientation, age, social class, physical ability, religion, language among other identifies (DEI CoP) EQUITY: Ensuring workplace policies and practices provide all employees to the access to the opportunities, resources, and compensation that they need to be successful. Constantly and consis- tently recognize and redistributing power. (DEI Cop) IMPLICIT BIASES: Implicit biases are negative associations that people unknowingly hold. They are expressed automatically and without conscious awareness. Many studies have indicated that implicit biases affect individuals’ attitudes and actions, thus creating real- world implications, even though individuals may not even be aware that those biases exist within them- selves. (Timesupfoundation.org) INCLUSION: A state in which all employees can bring their authen- tic selves to work, fully leverage their distinct traits and experience ownership and empowerment. (DEI CoP) Liu, J. (2020, June 15) Companies are Speaking Out Against Racism, but Here’s What it Really Looks like to Lead an Anti-Racist Organization. Retrieved from https://www.cnbc. com/2020/06/15/what-it-means-to- be-an-anti-racist-company.html Lyons, S. (2019, September 9) The Benefits of Creating a Diverse Workforce. Retrieved from https:// www.forbes.com/sites/forbes- coachescouncil/2019/09/09/ the-benefits-of-creating-a-di- verse-workforce/#76f320c9140b Parsi, N. (2017, January 16) Workplace Diversity and Inclusion Gets Innovative, Yesterday’s workforce won’t lead you into tomorrow. Retrieved from https:// www.shrm.org/hr-today/news/ hr-magazine/0217/pages/disrupt- ing-diversity-in-the-workplace.aspx OTHER SOURCES https://www.racialequity- tools.org/act/strategies/ organizational-change-processes https://timesupfoundation. org/work/equity/guide-eq- uity-inclusion-during-crisis/ building-an-anti-racist-workplace/ https://www.deiseattle.com/ Glossary of Terms Research Materials (References) Human Resources Diversity, Equity and Inclusion Tactical Plan 19 Exhibit J Exhibit A—Inclusion Strategies Status STRATEGY COMPLETED ONGOING RECRUITINGContinue to use NEOGOV to analyze applicant flow by race and gender and provide periodic reports to departments to share with hiring managers. Reports generated 2x’s per year. Continue to nurture strategic partnerships with agencies and organizations that can assist in outreach to applicants particularly in communities with a history of overlooking public sector jobs. Ongoing initiative Work with the Communications division to enhance marketing of the city as a desirable place to work. Created “Choose Renton” campaign. Continue to use in social media and print documents. Utilize NEOGOV Online Application feature that allows candidates to be anonymous during the applicant screening phase. Implemented. Continue to track. Explore with departments the opportunity to designate a number of internships annually that provide an ongoing pipeline for candidates new to public sector jobs. Implemented. Identify one to three divisions in the city that would benefit from utilizing employees who receive the support of the job coach provided by Highline College. Hired 1.0 FTE. In 2019. Develop and incorporate “inclusion principles” into job announcements and recruitment materials. Created “Choose Renton: Inclusive. Progressive. Connected” campaign. Continue to use in social media and print documents.HIRINGProvide training on using the Renton Equity Lens to develop and edit job classifications. Developed “Job Descriptions through an Equity Lens checklist Update online resources and expand to provide tools for hiring managers.Implemented. Available on SharePoint Work with departments to more clearly define the competencies included in job postings.Ongoing initiative Develop training on using behavioral-based and competency-based interview questions for hiring managers and interview panel members. Conducted training at QMM 12/18 Continue with one-on- one meetings Provide training / tools on reducing implicit bias in interviews and hiring.Implemented. Available on SharePoint Establish and maintain a database of potential external panel members who are willing to receive training and serve on interview panels. Started the database, will continue to add to it Require diversity of hiring panel in terms of race/ethnicity, gender, profession and age. Currently recommend, not yet a requirement Require orientation for internal and external interview and hiring panels. Currently require OTHERConduct regular self-assessments to determine areas of improvement, successful strategies and new opportunities. Develop protocols for search firms that consistently insure a diverse applicant pool. Considered diversity when selecting firm for PW Administrator recruitment. Will develop formal protocols. 20 City of Renton Exhibit J Exhibit B—Inclusion Continuum developed by Heidrick & Struggles, Inc. The Inclusion Continuum Unaware Topic not on the agenda. Compliant We manage legal require- ments and risks. Supportive Our initiatives are focused on “supporting” and “helping” women and minorities. Engaged Growing aware- ness about how a topic is linked to business performance. Demonstrate enthusiasm and commitment about business benefits. Change agents Deep under- standing of what it takes to make change happen. Can inspire and effectively communicate to all (including skeptics). Drive real cultural and numerical change. Able to leverage inclusion Inclusion is a strategic asset for our growth, innovation, and performance. An inclusive culture creates a virtuous circle, as we better reflect our markets, attract and retain top talent, and develop high-performing teams. 01 2345 @2019 Heidrick & Struggles, lnc. All rights reserved. Human Resources Diversity, Equity and Inclusion Tactical Plan 21 Exhibit J City of Renton Human Resources and Risk Management 1055 South Grady Way, Renton, WA 98057 425-430-7650, rentonwa.gov/hrrm Exhibit J Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K Exhibit K