Introduction
Overview
On Wednesday, July 1st, 2020, the City of Coconut Creek hosted a Virtual Town Hall
Forum including a panel discussion regarding the need for continued improvements in social justice in the Coconut Creek community. The Unity in Our Community Town Hall Forum was a good first step to open the dialogue about the need for continued improvements regarding social justice. The City looks forward to on-going conversations and implementing tangible steps to address the issues raised. Following that Forum, the City of Coconut Creek committed to take action on several fronts and to involve the entire City, including our police officers, administration, civil service employees, elected officials and our residents. For that reason, a multi-disciplinary team was established for collaboration. The lead participants are listed below:
• Karen Brooks, City Manager
• Sheila Rose, Deputy City Manager
• Chief Albert (Butch) Arenal, Coconut Creek Police Department • Jeff Gary, Fire Marshal
• Yvonne Lopez, Community Relations • John Hartzell, Community Relations • Wayne Tobey, Parks and Recreation
• Pam Kershaw, Human Resources and Risk Management • Leslie May, City Clerk Department
The discussion of social equity is not a new issue, however, there is currently a great deal of momentum in this area. To assure the most effective use of City resources and consistent messaging on this topic, this action plan document creates a policy umbrella that will be used to guide program development and to measure our success and continuous improvement in the services that we offer. In addition, our commitment is to weave the issue of social justice into all aspects of our multi-disciplinary work. For the purpose of simplicity and reporting, the major work efforts that are proposed for 2021 are summarized below. These focus areas were developed based on the input received at the Unity in our Community Virtual Forum.
Focus Areas
A. Education
B. Purpose Driven Business
C. Police and Public Safety Relations D. Resident Involvement and Outreach
This document is designed as a Work Plan for 2020/2021. Progress and status discussions will be added quarterly so that we can report measured results. For additional detail related to the Forum and demographics please see the attached Exhibits 1 through 4.
Action Plan
Coconut Creek has long been known as “the City of the Future with a Personal Touch”. We pride ourselves on being leaders and having a culture of service to our community that runs throughout every department. We are also committed to equity and inclusion in our community, but know there is more to do. In 2015, the City appointed a new police chief with a focus on community policing. In 2018, the Police Department achieved national accreditation, demonstrating our commitment to the best practices in policing. This past year, the City greatly expanded our resident engagement with the creation of three new Advisory Boards, and we continued an expansion of our public participation process associated with land development projects to ensure all of our residents and businesses have a voice. We offer a robust array of housing assistance programs that are specifically designed to assist our low, low-moderate and workforce households. These programs are income based and relate to the provision of safe and fair housing The social justice unrest that spread throughout the country this year is troubling. Watching the unrest unfold, Coconut Creek saw the need to respond, and respond quickly. We created a virtual Town Hall Forum featuring subject matter experts from our local colleges and community, our elected officials, our police chief and other key staff, and the community to talk about social justice. The ideas expressed in that forum are the basis for this work plan.
The need to address all aspects of inequity is the mission that we are embarking on with this work plan. Over the course of the next year, the programs discussed in this work program will include an evaluation related to how these programs impact the areas that are identified as disadvantaged. This is intended to be an ongoing conversation with a concrete plan of action to achieve results.
A. Education
During our Unity in Our Community Forum, Dr. Johnson-Coote made the following statement during her presentation: “Make the link between schools and communities a
priority. We need to see more of the community in our schools.” This statement provides
an opening for future collaboration between local schools, the School Board of Broward County, the City of Coconut Creek, and our residents.
Additionally, the City should seek opportunities to create community mentors for students who often have inequitable access to educational tools. Issues of concerns that were raised include the disproportionate amount of suspensions for Black students over White students and the inequitable access to pre-college course work afforded to Black students.
Specifically addressing how the City can assist the schools to reduce the negative impacts of systemic racism was identified as a priority during the Town Hall Forum. Based on that feedback, the following action steps are proposed:
1. Lunch Bunch, Mayor and City Manager’s Department
Lunch Bunch meetings are collaborative meetings attended by the City Commission, school principals, local school administrators, and the City of Coconut Creek Education Advisory Board members. These meetings occur approximately three times per school year. During these meetings an update will be provided related to partnership opportunities available in the City including available mentors, “Bigs in Blues”, the Police Explorers, and the “Do the Right Thing” program. In addition, during each meeting there will be an opportunity to discuss concerns related to social justice and means by which to improve equity.
2. Park Night Out, Parks and Recreation Department
Based on the suggestions received during the Town Hall Forum, the Parks and Recreation Department is to host a “Park Night Out” to take the place, or supplement, a School Open House event. The mission of the event is to get the parents involved in crossover events that occur between the schools and the City.
3. Parks and Recreation Cultural Programs, Parks and Recreation Department
The Parks and Recreation Department is currently evaluating their program offerings to provide assurance that each program offered is free from bias and encourages diversity and inclusion in our City.
B. Purpose Driven Business
The benefit of developing and supporting a diverse economy and the direct benefit to improvements in social equity and diversity were highlighted as part of the Town Hall Forum. The City has the opportunity to host business roundtables to provide training and resources for diversifying staffing, marketing in a way that exhibits cultural awareness, and using social media to connect with the community.
Combining future efforts in education and the Police Department, businesses in the community can be encouraged to mentor and employ Black and minority students for future management positions. Furthermore, the City should recognize businesses that contribute to inclusion and diversity in the community. To further this mission, the following action steps are proposed:
1. Chamber Education Series – City Manager’s Office
The Coconut Creek / Coral Springs Chamber will host a business training program (biz academy) which will include educational sessions over the next year that address diversity in hiring and building an inclusive organization. Content will include entrepreneurship and supporting minority owned businesses in our community. Coconut Creek is currently working with the Chamber to host a diversity summit. They are currently polling the membership to solidify the panelists.
2. Equal Employment Opportunity Plan – Human Resources Department
The City understands that we have an obligation to be leaders in the areas of social justice and purpose driven business. Coconut Creek has long been known as the “City of the Future with a Personal Touch”. As a major employer in the City, we are committed to completing an update of all of our personnel policies to assure that any opportunity to address bias is included. During the first quarter of 2021, the City of Coconut Creek commits to the completion of an EEO plan which identifies any disparities in our demographic profile and creates a plan to address those issues. The update will include the following:
• Underutilization Analysis (i.e., racial or gender categories that are underrepresented in our employee demographics as compared to local demographics)
• Objectives and Steps to remedy any underutilization, i.e., to have workforce that reflects the diversity of our community as it pertains to:
o Recruitment & Hiring
o Retention & Succession Planning
o Job Descriptions & Qualification Standards
• Steps Already Take to Address Prior Underutilization Analysis • Internal Audit and Reporting Systems
• Communication and Training plan • Goals and Timetables
• Complaint and Investigation Procedures
• An update of all City human resource policies related to EEO
C. Police and Public Safety Relations
Recognizing that we, as a country, are at a turning point in our history and it is vitally important that efforts related to community policing be the hallmark of our practice. Based on the discussion during the Town Hall Form, we commit to the following action steps:
1. Implicit Bias Training will be conducted with mandatory participation by all sworn and civilian personnel.
Status: In progress, first quote obtained. BSO has offered to fund this training. Police Department is following up to confirm availability and quality. Coordination of this training will occur related to other citywide personnel training.
2. Co-Response Teams, wherein a mental health professional accompanies officers during response to certain calls, will be analyzed, and, as appropriate, reorganizations will be presented that address the findings of this study.
Status: Draft analysis submitted and is currently being reviewed by Chief Arenal.
3. The Police Department Training Unit will expand and enhance de-escalation training and deliver this training over the course of the year. The training to
be conducted will be designed to exceed the minimum standards required by the state.
Status: In progress.
4. Public Safety Advisory Board
In 2019 the City of Coconut Creek established a Public Safety Advisory Board. As part of board activities during the next year, the following items will be addressed:
• Agenda discussion: opportunities for enhanced coordination and collaboration between our public safety agencies and our community. Currently scheduled is a presentation by special Agent in Charge Troy Walker, head of the southern region of the Florida Department of Law Enforcement (Palm Beach, Broward, Miami-Dade, and Monroe). Special Agent Walker supervises all officer-involved shootings in our region and will make a presentation related to misconceptions of officer shootings.
5. Police Department Public Outreach Unit will convene a meeting of our Coconut Creek Faith Leaders to discuss opportunities for strengthening partnerships.
6. Fire Department - Jeff Gary, Fire Marshall
Implicit bias and sensitivity training program will address crisis intervention and other issues related to mental health.
D. Resident Involvement and Outreach
The City has an opportunity to use the new City Advisory Boards to cultivate new leaders and should make social justice an area of required training during board orientation or shortly thereafter as a condition of serving.
1. Unity in our Community, City Commission / City Manager’s Department
The City pledges to on-going conversations and implementing tangible action steps to address the issues raised, during the City’s Unity in Our Community Forum.
2. Advisory Board Training, City Manager’s Department
Advisory Board training related to the City’s policy commitment to improvements in social justice will be conducted at the first meeting of each Board. The current schedule follows:
• September 15th - Environmental Advisory Board- Board Orientation and
Discussion of Implicit Bias Policy.
• September 16th - Parks and Recreation Advisory Board Meeting- Board
Orientation and Discussion of Implicit Bias Training.
• September 22nd - Education Advisory Board Meeting- Board Orientation
• October 14th - Planning and Zoning Board Meeting- Discussion of
Implicit Bias Policy.
• TBD - Public Safety Advisory Board- Board Orientation and Discussion of Implicit Bias Training.
• October 21st – Community Outreach Advisory Board - Board Orientation
and Discussion of Implicit Bias Policy.
3. “Cultures of the World”- Community Relations Division.
The City will be refreshing its Culture Series that spans the year with the following tentative list of features:
• Asian Traditions
• Fun with Urban Dictionary
• Famous People Who You Didn’t Know Were Black/Latino/Asian… • Religious Architecture from Around the World
• Ancient Mayan Civilization (astronomy, calendar) • History of Diwali (festival of lights)
• Origins of Caribbean Music
• Traditional Clothing from Around the World • Ethnic Foods/Recipes
• Black History Month
• Dances from Around the World
• Many Cultures Encompassing Islam/Muslim Religion (Arabic, Asian, European)
• Jewish High Holy Days
Status: Currently working with Commissioner Mikkie Belvedere, Broward College and Nova Southeastern University to solicit speakers for the above referenced topics.
4. Citizens Academy – Community Relations Division
While self-selecting, participation in the Citizens Academy has included diversity in ethnicity, gender, and age over the years. As the community continues to grow, we anticipate broad participation. The Citizen’s Academy is an opportunity to expose individuals to the City’s programs and for the City leadership to reach out and learn from community members. The Citizen’s Academy will be expanded to allow for an open and honest dialogue between City leadership and residents to identify issues related to social justice that the City can address. This program will be expanded to include one additional class specially related to implicit bias and how to improve our community via resident involvement.
5. Special Events Reimbursement Program – Community Relations Division
Takes place twice a year in March and September. This program ensures that all events are open to the general public and encourage engagement of a diverse population.
Status: Applications sent to non-profits on August 12, 2020.
6. Creek TV Programming – Community Relations Division
Creek TV commits to more diverse programming inclusive of feature stories on more residents of color, cultural events that take place in Coconut Creek, and ceremonial - commemorative celebrations, such as Hispanic Heritage Month.
7. Strategic Planning, Vision 2030 – City Commission & City Manager’s Department
The City will be conducting a comprehensive Strategic Planning process for the next ten (10) years, titled Vision 2030, beginning in January. As part of the strategic plan, social justice will be more fully explored. This document is intended to take this mission forward for the next 10 years. The current work plan provides measurable progress, however, the intent of the strategic plan is to weave all of these concepts into our everyday work.
Exhibit 1. Power Point from Unity in our Community Exhibit 2. Current Demographics
Exhibit 3. Forum Overview
DR. LULRICK BALZORA
Moderator
LOU SARBONE
Mayor
JOSH RYDELL
Vice MayorKISHA KING
Associate Dean Social and Behavioral Science Department Broward College
BECKY TOOLEY
Commissioner
MIKKIE BELVEDERE
CommissionerSANDRA WELCH
CommissionerDR. CAROL JOHNSON-COOTE
Renaissance Empowerment Centre, LLC.
ALBERT (BUTCH) ARENAL
Chief of Police City of Coconut Creek
RICHARD MCCULLOCH
President, Tribeca Marketing Group Partner/CXO, The Pink Collective
GREGORY GAYLE
Coconut Creek Resident
HEIDI SIEGEL, AICP
Local Government Advisor KCI Technologies, Inc.
PANELISTS
LISTENING PANELISTS
Watch Coconut Creek Town Hall Forum
City of Coconut Creek Demographics
American Indian andAlaska Native Alone 0.10% Asian alone 3% Black or African American Alone 16.9% Native Hawaiian and Other Pacific
Native Alone 0.10% Some other race
Alone 1.6 Two or more races
3% White Alone
75.3%
COCONUT CREEK POPULATION
American Indian and Alaska Native Alone 0.90% Asian alone 4.5% Black or African American Alone 30.3% Native Hawaiian and Other Pacific
Native Alone 0.20% Some other race
Alone 3.90% Two or more races
3.2% White Alone
63.7%
BROWARD COUNTY POPULATION
Hispanic
Focus Areas
A.
Education
B.
Purpose Driven Business
C.
Police and Public Safety Relations
D.
Resident Involvement and
A. Education
During our Unity in Our Community Forum, Dr. Johnson-Coote
made the following statement during her presentation:
“Make the link between schools and communities a priority.”
Specifically addressing how the City can assist the schools to
reduce the negative impacts of systemic racism was identified
as a priority. Based on that feedback, the following action steps
are proposed:
1.
Lunch Bunch
2.
Park Night Out
B. Purpose Driven Business
The benefit of developing and supporting a diverse
economy and the direct benefit to improvements in
social equity and diversity were highlighted as part of
the Town Hall Forum.
Combining future efforts in education and the Police
Department, businesses in the community can be
encouraged to mentor and employ the Black and
minority population for future management positions.
1.
Chamber Education Series
C. Police and Public Safety Relations
Coconut Creek Police Department
Organization Paradigm
C. Coconut Creek Police Department
Florida Law Enforcement Accreditation Process
Law enforcement accreditation is a means of maintaining the highest standards of
professionalism and excellence in policing
Voluntary process – approximately 45% of Florida LE agencies (376) accredited
Commission for Florida Law Enforcement Accreditation
Established in 1995
239 benchmarks (standards)
185 standards mandatory – 54 standards optional (must achieve 80%)
Coconut Creek Police Department awarded accredited status in October, 2018
Compliance with 100% of all 239 standards
Due for first reaccreditation inspection in 2021 (3 year cycles)
12 certified assessors, 3 of which are certified team leaders
C. Police and Public Safety Relations
1.
Implicit Bias Training will be conducted with mandatory participation
by all sworn and civilian personnel.
2.
Co-Response Teams will be analyzed, and, as appropriate,
reorganizations will be presented that address the findings of this
study.
3.
The Police Department Training Unit will expand and enhance
de-escalation training and deliver this training over the course of the
year.
4.
Public Safety Board – Expanded Topics
5.
Police Department Public Outreach Unit will convene a meeting of
our Coconut Creek Faith Leaders
6.
Fire Department – Implicit bias and sensitivity training program,
D. Resident Involvement
1.
Unity In Our Community
2.
Advisory Board Training
3.
“Cultures of the World” Lecture series
4.
Citizens Academy
5.
Special Events Reimbursement Program
6.
Creek TV Programming
Counts Percentages Counts Percentages Counts Percentages Counts Percentages Total Population 59,997 100.00% 52,909 100.00% 43,539 100.00% 27,485 100.00% Male 28,165 46.90% 24,660 46.61% 20,224 46.45% 12,546 45.60% Female 31,832 53.10% 28,248 53.39% 23,315 53.55% 14,939 54.40% Persons 0 to 4 years 3,653 6.10% 3,006 5.68% 2,684 6.16% 1,319 4.80% Persons 5 to 17 years 9,353 15.60% 8,373 15.83% 5,156 11.84% 2,034 7.40% Persons 18 to 64 36,195 60.30% 31,781 60.07% 24,145 55.46% 14,182 51.60%
Persons 65 years and over 10,796 18.00% 9,749 18.43% 11,554 25.54% 9,950 36.20%
Population by Race
American Indian and Alaska native alone 33 0.10% 72 0.14% 56 0.13% 37 0.14%
Asian alone 1,819 3.00% 2,018 3.81% 1,033 2.37% 210 0.75%
Black or African American Alone 10,115 16.90% 7,256 13.71% 2,687 6.17% 407 1.48%
Native Hawaiian and Other Pacific native alone 70 0.10% 17 0.03% 23 0.05%
Some other race alone 973 1.60% 2,122 4.01% 1,245 2.86% 145 0.53%
Two or more races 1,815 3.00% 1,594 3.01% 936 2.15%
White alone 45,172 75.30% 39,830 75.28% 37,599 86.27% 26,686 97.10%
Population by Hispanic or Latino Origin (of any race)
Persons Not of Hispanic or Latino Origin 46,213 77.00% 42,109 79.59% 38,467 88.35% 26,360 96.00% Persons of Hispanic or Latino Origin 13,784 23.00% 10,800 20.41% 5,072 11.65% 1,125 4.00%
2018 American Community Survey 2010 Census 2000 Census 1990 Census
EXHIBIT 2
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EXHIBIT 3 Unity in Our Community Virtual Town Hall Forum Overview
City of Coconut Creek
OVERVIEW
On Wednesday, July 1st, 2020, the City of Coconut Creek hosted a
“Virtual” Town Hall Forum including a panel discussion regarding the need for continued improvements in social justice in the Coconut Creek
community. The session lasted from 6:00 p.m. to 7:30 p.m. in the evening and the recording is now available on the City’s website.
Panelists included:
• Dr. Lulrick Balzora -- Moderator
• Kisha King -- Associate Dean Social and Behavioral Science Department Broward College
• Albert (Butch) Arenal -- Chief of Police, City of Coconut Creek • Gregory Gayle -- Coconut Creek Resident
• Dr. Carol Johnson-Coote -- Renaissance Empowerment Centre, LLC
• Richard McCulloch -- President, Tribeca Marketing Group Partner/CXO, The Pink Collective
• Heidi Siegel, AICP -- Local Government Advisor KCI, Technologies, Inc. All City Commission members were in attendance.
City Manager Karen Brooks provided an introduction and thanked all of the participants. The speakers and Sunem Beaton-Garcia, President of Broward College, North Campus, have all received personalized thank you letters expressing the City’s appreciation for their commitment to our community.
There were approximately 70 participants.
Immediate Action Recommended
• In a partnership between the Broward County Chiefs of Police Association and the Broward County Sheriff, funds have already been provided to develop a virtual training presentation for sworn police officers on implicit bias and racial sensitivity. All sworn personnel will attending this virtually as soon as it is made available. Additionally, City staff has also begun research and preparation of implicit bias training that will be rolled out to the entire city staff, and this training will also be offered to those serving on City Boards as part of their orientation or shortly thereafter.
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• Our Police Department is conducting a feasibility study, to be completed in the next 30 days, pertaining to the potential implementation of co-response teams. • While the Police Department does provide de-escalation training above and
beyond state requirements, they are currently looking to expand and enhance this training.
• Citizen’s Academy topics will be broadened to include a discussion on social justice.
• Once the new Public Safety Board is appointed and begins meeting, one topic to be included over the next year is to discuss opportunities for enhanced
coordination and collaboration between our public safety agencies and our community to maintain a high level of trust.
• When Lunch Bunch Meetings convene in the upcoming school year, City leadership will continue to share information with school principals regarding Police Department and Coconut Creek schools partnership opportunities such as Bigs In Blue, the Explorers, and the Do The Right Thing Program.
• Evolve the Culture Series as a mechanism to address different topics and engage the community.
SUMMARY
Panelists covered the following topics: • Broward County and Coconut
Creek History
o Demographics o Social Justice
• Coconut Creek Police Department o Insights Gained
o Innovation in Community Policing
o Current Policies
• The Role of Businesses in Creating Equity
• Youth and Education in the Community
• Opportunities for Resident Involvement
• What Innovative Policies Can Be Considered to Strengthen Our Community
Interactive polling took place during the forum. The following results were provided from approximately 60% of participants:
1. What is most important to you as a community member? • Safety – 57%
• Housing Cost – 9% • Job Opportunities -- 2%
• Education Opportunities -- 4% • Parks and City Amenities –13%
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• Diversity of Population –9% • Other -- 6%
2. Do you believe there are issues of racial injustice or inequity within the City’s Police Department?
• Yes – 26% • No – 43%
• No Answer –32%
3. Do you think the City’s programs, employees, and our local schools represents all groups within the City?
• Yes – 59% • No – 17%
• No Answer—24%
Questions from the community included:
1. Is there a correlation between behavior and suspensions or are Black
students singled out? Based on a follow-up conversation, Dr. Johnson-Coote
believes there is some correlation; however, there also appears to be deeper causes. Generally, there are often misconceptions and misunderstandings related to why kids are acting out. Often kids have problems at home that faculty may not be aware which may be manifesting in poor behavior.
2. What can the City specifically do to support Coconut Creek High School and
surrounding communities for mentoring opportunities, police and student dialogue, and tutoring? According to Dr. Johnson-Coote, facilitating open
dialogue is one of the most impactful actions the City can take. Staff had a follow up discussion related to adding an open forum on social justice to the Citizen’s Academy. Additionally, Dr. Johnson-Coote offered several valuable suggestions. Broward County School Board has an Equity Liaison that might be the perfect speaker for this component of the Citizen’s Academy. Coconut Creek officials routinely attend School Advisory Committee meetings and this communication tool is invaluable. Dr. Johnson-Coote also suggested that it would be very beneficial for the City to speak at the schools specifically related to the City programs including the Explorers, Bigs in Blue, and internships.
3. What value would social workers bring to help students and the police? The Police Department is currently researching the feasibility of Co-Response Teams in our jurisdiction. Co-response Teams would pair a mental health clinician with a police officer to respond to people experiencing behavioral health crises in the community. The City is looking at existing programs throughout the country, seeking to identify successful programs and partnerships.
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4. What training could be offered to teachers and school staff to look within
their own bias and culturally gained racism? Also, apply this question to police officers. In a partnership between the Broward County Chiefs of Police
Association and the Broward County Sheriff, funds have already been provided to develop a virtual training presentation for sworn police officers on implicit bias and racial sensitivity. This program has been offered by the Sheriff at no cost to Broward County municipal police departments. Additionally, the Police Department is currently engaging trainers to develop a program tailored to the needs of Coconut Creek. As this year’s “Lunch Bunch” meeting series with Coconut Creek School Principals and partner organizations gets underway, an overview of the current training should be discussed.
5. What is the Police Department’s policy on body cameras and use of force? The Police Department does not employ body cameras; however, Coconut Creek was one of the first north Broward law enforcement agencies to deploy in-car video systems along with body-worn audio systems in all police vehicles. Currently, the City has an inventory of 114 in-car video systems. As part of the Police Department accreditation process through the Commission on Accreditation of Law Enforcement Agencies (CALEA), an examination of our use of force policy was updated and is considered best practice in the field.
6. What programs are in place right now in the Police Department to assist
police officers who may be struggling with the national conversation regarding policing? Recent national events have highlighted the need to address
this issue. Currently, there is no formal program in place; however, the City management team has worked to poll, monitor, and interact with all police employees during this difficult time. Further, the Police Department has a number of communication strategies to monitor employee welfare, and feedback from supervisors and employees alike is that our officers are doing well. This is due, in large part, to the unique nature of the community we live in. It should be noted that the Police Department has also focused on police family members and spouses, understanding that they too are undergoing significant stress.
7. What training could be offered to teachers and school staff to look within
their own bias and culturally gained racism? Also, apply this question to police officers. According to Dr. Johnson-Coote, a few years ago, the Principals
and the Assistant Principals attended a training program called “Courageous Conversation.” She would like to see if that program, which was a focused training related to bias, could be rolled out to the entire teaching staff.
NEXT STEPS
Through the discussion amongst panelists and questions from participants, four (4) topics have been identified for future actions. These include:
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2. Purpose Driven Business 3. Police Relations
4. Resident Involvement
The City will be conducting a comprehensive Strategic Planning process for the next ten (10) years, titled Vision 2030, beginning in January. As part of the strategic plan, these four topic areas can be more fully explored. Based on discussions in this forum and follow up conversations with the panelists and leadership staff, action steps that the City can move forward on without delay include:
Education: There is an opportunity to strengthen the connection between local schools and the Coconut Creek Community. Dr. Johnson-Coote made the following statement during her presentation: “Make the link between schools and communities a priority.
We need to see more of the community in our schools.” This statement provides an
opening for future collaboration between local schools, the School Board of Broward County, the City of Coconut Creek, and our residents. Possible future events include a forum focused on building the relationship between community members and students, and an event in a park specifically for our student population to share City programs, which could be hosted by the City once Covid restrictions are lifted.
Additionally, the City should seek opportunities to create community mentors for students who often have inequitable access to educational tools. Issues of concerns that were raised include the disproportionate amount of suspensions for Black students over White students and the inequitable access to pre-college course work afforded to Black students.
Another area for connection between the City and local schools is increased participation on existing committees. Per Dr. Johnson-Coote, each school has an Advisory Council. The City should facilitate an opportunity for Dr. Johnson-Coote to speak directly to the Advisory Council and school administration regarding the statistics and inequities found amongst Black students. This level of acknowledgement and accountability by the City could lead to changes in how children are disciplined in local schools.
Purpose Driven Business: The City has the opportunity to host business roundtables to provide training and resources for diversifying staffing, marketing in a way that exhibits cultural awareness, and using social media to connect with the community.
Combining future efforts in education and the Police Department, businesses in the community can be encouraged to mentor and employ Black and minority students for future management positions. Furthermore, the City could create a program that recognizes businesses that contribute to inclusion and diversity in the community.
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Police: Some of the next steps for the Police Department may be combined with the Education next steps. These include participation in the school Advisory Councils and expanding and promoting the “Bigs in Blues” program.
• Fortunately, the City’s Police Department has policies and procedures in place that reflect national and local reform policies. As mentioned by Chief Arenal, there is an opportunity for future expansion of training and programs. These include co-response teams, de-escalation training, and implicit bias training. As the Police Department continues to evolve in response to national and local police concerns, more outreach via forums such as this are encouraged to communicate these new programs, training, and policies.
• The City established a Public Safety Advisory Board last year and a meeting is being scheduled to discuss opportunities for enhanced coordination and collaboration to maintain a high level of trust between our public safety agencies and our community.
• While the Police Department currently mandates de-escalation training annually far beyond state requirements, staff is reviewing opportunities to expand and enhance this training for all sworn personnel.
• The Police Department is currently engaging trainers in the field of implicit bias to develop a tailored training program for the Coconut Creek Police Department. Resident Involvement: City resident Mr. Gregory Gayle encouraged residents to get involved on City Boards and in the community. The City has an opportunity to use the newly expanded City Boards to cultivate new leaders and should make social justice an area of required training during board orientation or shortly thereafter as a condition of serving.
While throughout the years, the Citizen’s Academy has diversified ethically and by age, attendance and participation in the Citizen’s Academy has been self-selecting. As the community continues to grow, we anticipate broad participation. The Citizen’s Academy is an opportunity to expose individuals to the City’s programs and for the City leadership to reach out and learn from community members. The Citizen’s Academy can be expanded to allow for an open and honest dialogue between City leadership and residents to identify issues related to social justice that the City can address.
In conclusion, the Unity in Our Community Town Hall Forum hosted by the City of Coconut Creek was a good first step to open the dialogue about the need for continued improvements in social justice. The City looks forward to continuing this conversation and implementing tangible steps to address the issues raised.
