a report from Chair Councillor E. Denise Simmons, of the Civic Unity Committee, for a public hearing held on March 27, 2018 to discuss whether the City's Boards and Commissions adequately reflect the demographic makeup of the community

C. C. 106 City of Cambringe CIVIC UNITY COMMITTEE MEMBERS In City Council April 30, 2018 ouncillor Sumbul Siddiqu founcillor Timothy J. Toomey, J The Civic Unity Committee held a public hearing on Tuesday, March 27, 2018 at 2:00 p.m.in the Sullivan Chamber. The purpose of the hearing was to discuss whether the City's Boards and Commissions adequately reflect the demographic makeup of the community, the proposed Office of Faith Based Initiatives, and the City's ongoing cultural competency trainings. Present at the hearing were Councillor Sinimons, Chair of the Committee, Vice Mayor Devereux, Councillor Mallon, Councillor Siddiqui via remote participation, Councillor Toomey, Councillor Zondervan, Louis DePasquale, City Manager, Lisa Peterson, Deputy City Manager, Lee Gianetti, Director of Communications and Community Relations, Taha Jennings, Assistant to the City Manager, Maryellen Carveilo, Office Manager, City Manager's Office. Betsy Allen, Director of Equity and Inclusion, Cliff Cook, Senior Planning Information Manager, Community Development Department, Neal Alpert, Aide to Councilior Simmons, Nora Bent, Aide to Vice Mayor Devereux, Liana Ascolese, Aide to Councillor Mallon, and Deputy City Clerk Paula M. Crane. Also present were Cheryl-Ann Pizza-Zeoli, Gary Mello, and John Hawkinson. Councillor Simmons convened the hearing and read the criteria for the remote participation of Councilior Siddiqui. Councillor Simmons read from prepared opening remarks (ATTACHMENT A). Councillor Simmons introduced Cliff Cook. Mr. Cook stated that he was prepared to speak about the composition of the overall population in Cambridge but not to the composition of the boards and commissions. He stated that the city is approximately two- thirds white with the remaining one-third comprised of African American, Hispanic, Asian and other races. Councillor Simmons said that the boards and commissions are gateways to public participation. She said that as she has gone into some of the boards and commissions meetings, she has concluded that the people of color and other minorities were glaringly underrepresented. She said that the City Council could adopt a policy that states that the boards and commissions must reflect the citizenry of Cambridge. She said that people who participate on the boards and commissions have the ability to do so because they have the type of job that affords them the ability to

participate, whereas some non-afluent residents may not be attending due to time impediments. She asked how the city can recruit multi-ethnic, multi-socioeconomic, and multi-generational members to serve on the boards and commissions. Vice Mayor Devereux said that diversity is a great thing to strive for. She said that members of boards and commissions serve in a voluntary capacity and added that if there is a socioeconomic barrier, perhaps the idea of a stipend for service may be worthwhile. She noted that some sort of incentive could be helpful in achieving diversity on the boards and commissions. Councillor Siddiqui said that this is a difficult topic. She said that for her it is about the outreach and where that outreach is taking place. She said that a lot of the postings are online and not everyone has the ability to check the newsletters or check online. She said that she thinks about how to make people more aware of the opportunities to serve. She said that the Planning Board has 19 or 20 members which is great, but added that we must look at the population of the board Councillor Zondervan said that if a stipend was offered, it could create other potential conflicts of interest. He suggested some sort of mechanism for specific communities 1o select their own representatives to serve on the boards and commissions. He said that those representatives could be paid a stipend which would create an incentive and they would then serve those who elected them. Councillor Mallon said that it is different to have this conversation without data 1o look at. She asked if there is way to conduct a survey to find out who is sitting on boards and commissions and how the city may want to target particular boards and commissions that need more diversity, if it is shown that there are pockets of groups that are less represented. Lisa Peterson said that there is a shared goal that the boards and commissions are representative of the community. She said that they are looked at on individual basis. She said that the City Manager is looking to ensure that the city is not automatically rolling over members. She explained that there is an online application process for boards and commissions but added that interested persons are also able to send in letters of interest that are then input into the system. She said that when a person logs in and sets up their profile, address, gender and ethnicity information is requested although not required. She noted that when the City looks at the data, many people are inputting their gender and ethnicity. She again underscored that there some people who choose not to specify such information as it is not a required field. Ms. Peterson added that Betsy Allen will lead a team to look at recruitment and retention within the city with the goal of creating a

comprehensive plan. She said that perhaps recruitment for members of boards and commissions could be part of this process. Councillor Simmons talked about pipelines for participation. She said that she attended a meetings thal demographic slipped away. She said that we must think about potential impediments that may beth eason fat reach of con is use up and ip mian in helpil te neelnes movine forward. find out why people stopped attending the meetings. She said that if participating in a meeting at 5:00 p.m. is a deal breaker, since that is the dinner hour, maybe the solution is meal does tend to increase attendance. Councillor Simmons asked who oversees the boards and commissions. Ms. Peterson responded that boards and commissions fall under the City Manager's Office. She noted that Mr. Jennings is a liaison between the City Manager's Office and four or five boards and commissions. She said that different departments have staff at different boards and commissions. She added that she is not aware of any board or commission that does not have some type of City staff support. In response to a question by Councillor Simmons, Ms. Peterson explained that the City does have a boards and commission web page. She noted that the City is working with the Uranicus data system to be a consistent place for information on boards and commissions with the ability to add notices of upcoming meetings and minutes of meetings online. Lee Gianetti stated that on the City's website, every board and commission has a description of what they do, where people can apply, and current members that are serving. He explained that when the boards and commissions moved into the new Accela data system, they did not have any historical data in terms of gender, age, or ethnicity of those already serving on boards and commissions. He noted that City staff assigned to each commission is also listed. Councillor Simmons asked if Accela could provide a more detailed picture of the makeup of the members of the boards and commissions. Mr. Gianetti responded that the City would have to develop a survey tool, along with a preamble explaining why this information is being collected, and then manually enter the information into the system via the City Manager's Office. Councillor Simmons commented that this would certainly make the information factual as opposed to antidotal, and it would give us a better sense of who sits on our boards and commissions. Betsy Allen said that we should begin with the premise that the boards and commissions should be diverse. She said that when the City does not have a diverse board or

commission, there is a voice that is not being heard and a constituency whose voices are not represented. She said that we should look to remove the systematic barriers of preventing certain people from participating. She said that time of day for meetings is an impediment for some people. She said that in Somerville they would have open houses and invite the members of the public to learn about the boards. She said that a stipend is something that helps, as they were offering $3,000 per year for membership in larger committees and there were never any vacancies on those committees. She noted that some boards do not altract a lot of people and we need to understand why that is. She said that if we take an integrated model and work on increasing diversity, it would permeate to people who are staffing those boards and they would have a better incentive to diversify. Taha Jennings stated that he works with the Citizens Committee on Civic Unity and the LGBTQ+ Commission, as well as with several other boards that focus on human rights issues, to collaborate on events and programs and increase communication between the boards. He noted that different tactics of recruitment and retention will work for different commissions. Councillor Mallon stated that she is working on the idea of a Citizens Academy where citizens can learn about all aspects of the city. She said that this could be a usetul resource for a number of things but could also serve as a pipeline to intorm people of all the opportunities for a person to be a part of the civic community. She said that this is an opportunity for people to learn about all the things going on in Cambridge. She added that Lexington has had a great success rate in this area. Councillor Zondervan said that a Citizens Academy is a great idea. He said that in the private/nonprofit sector, they face the same challenges when trying to attract volunteer members who are diverse in various ways. He said that one model is to create pathways which have been relatively accessible. He said that you would create an advisory board with less meetings and responsibility without any pressure. He said that some people may then become engaged and interested enough to move up into another role. He said that lower barrier entry to boards and commissions may be a way to fill the pipeline. He said that another idea that is not popular in the United States but is in other parts of the world: the use of quotas. He explained that there is very good participation as a result because they must meet quota. He said that the City could consider this idea on some boards and commissions where it makes sense. Vice Mayor Devereux stated that if the survey is done, another metric could be length of service on that board and number of boards that the person has served on. She said that we are competing for people's limited time and the people holding today's discussion see civic participation through the lens of being a city employee or official. She said that we need to look carefully at the roles of these boards and commissions. She said that most

are in an advisory capacity which brings ideas and suggestions from a community. She Councillor Simmons said that because we are a resource rich city, it is her expectation that we will use every method available to have diverse boards and commissions. She said that there is a lot to be learned by attending these meetings. Councillor Simmons asked if menıbers are given training before serving on a board or commission. Ms. Peterson said that some members are given training, but she noted that the training component could certainly be strengthened. Councillor Simmons suggested that having more uniform trainings for new members of all boards and commissions might be a wise idea. Mr. Gianetti said that the easiest way to star the process is to look at what data we want 1o collect. He noted the importance of'only asking questions for information that we want, and of not being too broad. He said that there should be a clear definition about what information we want to capture and then a survey can be easily conducted. He pointed out that it is important to keep the survey brief, focused, and deliberate. Councillor Mallon said that asking for a household income would be appropriate as it relates to the socioeconomic aspect. She added that she is interested to know how members found out about the boards on which they are serving. Councillor Simmons added that asking for a salary range rather than a specific salary could be helpful. Councillor Mallon and Councillor Simmons agreed that if you want socioeconomic diversity, it is imperative to figure out a way to ask for it. Ms. Peterson said that the City is discovering that the boards and commissions are not representative of the young people in the city. She said that the median age of Cambridge residents is 30, and it would be beneficial for young people to serve on boards and commissions. Mr. Cook noted that many residents under the age of 30 are here for higher education purposes, do not see themselves as permanent members of the community, and that they may be more difficult to engage. Vice Mayor Devereux asked how economically diverse the city is. Mr. Cook said there has been a lot of loss in the median range. He said that there is a large population of lower income residents. Vice Mayor Devereux said that it will always be difficult to altract parents of younger children to the boards and commissions. She said that it would take a big motivation for a parent of a younger child to serve on a board or commission.

Councillor Sinimons said that the City must give its very best to see what we can be done to change that and move the dial from 20% diversity to 40% diversity which is better than where we are currently. Councillor Simmons gave a sunmary of agreed upon information that the committee would like to see included in the survey of board and commission members. She said the survey will seek information on race, gender, neighborhood, socioeconomic status, education, age, length of service, and how many boards the individual is serving on. Councillor Zondervan said that language, religion, country of origin, and immigrant status could be added. Councillor Simmons pointed out that this should not be a difficult task because the survey would go to members who are currently serving. Mr. Jennings asked to clarify if we are seeking obtaining getting detailed information for each individual member, or if we are trying to obtain information on the boards and commissions in totality across the city. Councillor Simmons responded that the committee wants to ascertain who is serving on boards and commissions, along with demographics. She said that this information will then be submitted to the Civic Unity Committee for further discussion. Ms. Peterson commented that she has some concerns regarding capturing data on immigration status at this point. Councillor Zondervan said that when he spoke about immigration status he was not implying whether a member is documented or not, but whether someone is an immigrant or a permanent resident. Councillor Toomey said he reaffirmed the goal that the boards and commissions are reflective of the residents living in the city. He said that he looks forward to expanding diversity in the boards and commissions. Councillor Simmons then moved to the conversation 1o the second topic at hand: the idea of' an Office of Faith Based Initiatives. She noled that she has not yet spoken with any members of the interfaith community about the creation of such an office, but she hoped to receive input and then discuss the idea with the members of the Civic Unity Committec. She said that establishing such an office might help the City better coordinate efforts with others who do important work in the city. She said that this office could aid in better service delivery to the community, particularly in communities that don't currently have a relationship with the City. Councillor Siddiqui said that she would be curious to know about the existing relationship the City has with the faith based community. Ms. Peterson responded that it is an important relationship. For example, she explained that there is a formal program with the Police Department in terms of the Chaplaincy program. She noted that

Councillor Simmons has always had a very strong relationship with the faith based ommunities. She noted that the administration worked very closely with then-May‹ immons to liaison with the faith based community. Ms. Peterson said that the Cit Manager's Office recognizes that this is a relationship that needs to be strengthened. Councillor Simmons said that City has historically had a working relationship with the interfaith community via the City Manager's Office, so the relationship would not rise and fall on the political tide. She explained that, in decades past, there had been an annual perlaith event on issues regarding housing, poverty, education, etc. She noted that th ad taken place for at least twenty years, but had frayed throughout the years prior to h first term as Mayor. She agreed that the best "home" for this initiative would be within the City Manager's Office, which would guarantee its continued action. She said that the faith based community wants a non-political affiliation with the City. Councillor Mallon added that this would be a way to formalize such work. She noted that having meetings at churches throughout the city would ensure inclusivity. Vice Mayor Devereux said that there is a new City Manager Advisory Committee that meets four times per year. She stated that she could see the creation of a similar advisory committee composed of interfaith groups. She said that this could be a standing board and commission with two-way communication through City staff. As it relates to holding meetings in churches, she noted that neutral public buildings may be better. Councillor Siddiqui said that as it relates to the service delivery aspect, some members of her mosque would like to learn English and they thought that it would be great for a class to be taught at the mosque. She noted that the members want to know if there is any way that the City could help in this regard. She said that there are questions on both sides regarding gaps and needs and how these gaps can be addressed. Councillor Simmons, in speaking to how it would be advantageous to have a stronger working relationship with the interfaith community, cited the example of how the interfaith community has not always been pleased when it comes to the idea of having road races on Sundays. She noted that places of worship did not get information on these events with sufficient lead time. Councillor Simmons explained that currently the road races do not always take place on a Sunday and added that modifications have been made. She said that it is about relationship building. Councillor Simmons said that she will survey the interfaith community regarding their thoughts and ideas as it relates to an Office of Faith Based Initiatives and what it could look like.

Councillor Simmons then shifted the conversation to ask about the City's cultural competency training. She explained that the City Council and School Committee, along with the City administration, took part in an anti-bias training with a commitment to continue that important work. She said that this work must be done in the public domain so that it can move forward. She asked Ms. Peterson or Ms. Allen to discuss this work further. She said that Ms. Allen and Mr. DeJesus from the School Department were going 10 work on stating the vision of the City Council and School Committee which is one of the goals that came out of that training session. She said that the goal was how to be trained to remove barriers in society which trickle down to the workplace around bias. Ms. Peterson responded that there was a lot of discussion about tools and best practices. She said that staff developed a draft vision on which they would like to receive comments (ATTACHMENT B). She added that there was a discussion to develop a comprehensive plan and training program which started with a high-level vision. Ms. Peterson said that she looks forward to feedback on this vision. Ms. Allen gave an overview of the work that she and Mr. DeJesus have undertaken as a result of the training as it relates 1o climate, recruitment, promotion and employee development and leading and managing in a diverse environment. She explained that City staff discussed topics that were then channeled into aligned areas. She stated that the strategies fall into her work in creating an RFP for a consultant to strategically give the city a road map for all future recruitment, promotion and retention in the city. She explained that accountability and sustainability are metrics that must be put in place to ensure that everyone is following this plan. She said that diversity is a foundational element to excellence. Councillor Siddiqui asked if the consultant has been hired. Ms. Allen responded that the City is in the process of releasing the RFP in the next week to hire the consultant and added that this will be a multi-phase process. Councillor Zondervan said that these are great principles and actions. He said that diversity and inclusion is an ongoing process and conversation. He encouraged the ongoing conversation into these practices so that staff can benefit from the ongoing dialogue. Councillor Simmons noted that Ms. Peterson would like the Civic Unity Committee to make a favorable recommendation to the full City Council to adopt the vision statement on diversity and inclusion. She explained that after adoption by the full City Council, the vision statement will be sent to the School Commitlee. Councillor Simmons opened the hearing to Public Comment at 3:32 p.m.

Chery-Ann Pizza-Zeoli said that as a member of the Affordable Housing Trust, the Envision Housing Working Group, and CEOC board she has experience in a different setting. She shared a report from the University of Massachusetts from 2007 (ATTACHMENT C) on diversity in state and local government. She said that it is interesting to look back ten years. She said that she would include housing tenure in the survey. She said that there are some committees that include representatives of the bicycle community yet we have not thought to have representatives of the low-income tenant community as an automatic thing. She said that this is something to think about. She explained that she attended Affordable Housing Trust meetings for many years because she wanted an understanding of how the housing system worked. She said that there is something about how meetings are run and how people experience participation. She said that a person can sometimes feel empowered and sometimes feel marginalized, depending on the setting. She said that there is not a tenant slot on the Affordable Housing Trust while noting that the Cambridge Housing Authority Board does have a tenant commissioner. She said it is important to determine why people fall away. John Hawkinson said that he is not sure that a survey of board and commission members is required to get to the desired information. He said that the City has age information for every resident. excluding those who opt out of the state-mandated citywide censuș. He said that he suspects that very few residents who serve on boards and commissions choose to opt out, however, where they do it may be indicative of socioeconomic or immigration status that also includes citizenship data insofar as voters are citizens and all others are generally not. He said that for those who respond to the census but are not citizens, it includes their country of origin. He added that this includes gender information as well. He added that the City has property ownership data that is imperfect, especially if a property is held through a trust or other entity. He said that surveying the staff to each committee to ask them to report the racial/ethnic makeup of each committee might be the easiest way to get the information with a reasonable degree of accuracy. Gary Mello, 324 Franklin Street, read from a prepared written statement regarding qualifications and obligations of specific commissions (ATTACHMENT D). He said that he was disappointed that fair compensation for zoning and planning did not get full discussion at a previous City Councit meeting. He said that a reasonable stipend would draw more applicants from all walks of life. He said that Somerville offers zoning and planning members a $5,400 annual stipend which is well worth it. He said that lesser amount for other commissioners may be the best way to ensure attendance and participation of members who may then feel obligated to show up. On a motion by Councillor Simmons lo close Public Comment at 3:41 p.m., the roll was called and resulted as follows:

YEAS: Vice Mayor Devereux, Councillor Mallon, Councillor Siddiqui, Counciller Simmons, Councillor Toomey None -0 ABSENT: and the motion- Carried. Councillor Simmons thanked all those present for their attendance. On a motion to adjourn by Councillor Simmons, the roll was called and resulted as follows: YEAS: Vice Mayor Devereux, Councillor Mallon, Councillor -5 Siddiqui, Councillor Simmons, Councillor Toomey -0 ABSENT: None and the motion- Carried. The hearing adjourned at 3:42 p.m. For the Committee. ENerse simmons Councillor E. Denise Simmons, Chair I Civic Unily Committee

Attachment A Opening Remarks For March 27, 2018 Civic Unity Committee Meeting March 27 at 2 pm in Sullivan Chamber Good Afternoon, I want to thank everyone for being here for this first Civic Unity Committee hearing of the 2018- 2019 City Council term. I've had the privilege of serving as Chair of this committee at various points over my time on the City Council; 1 stepped down as Chair during the 2016-2017 term while I was Mayor, and I'm very pleased to be back at the helm. I have typically used this committee as a place in which to discuss and explore issues around fairness, inclusivity, tolerance, and understanding - both in terms of the people who LIVE in this city, and in terms of those who WORK for this city. In the two years since I last chaired this committee, our country has undergone a bit of a sea change. When | last chaired, Barack Obama was our president; now, Donald Trump holds that office, and in the 14 months since he was sworn in, the need for communities like ours to double down on issues like fairness, tolerance, and inclusion has greatly intensified. We have seen many ugly examples of what happens when the country's chief executive absconds from engaging in any sort of moral leadership. In this case, we have seen that hate groups and divisive activity are on the rise, and we have seen too many instances of people turning upon one another and tearing one another down in a fight to the bottom. Though Cambridge is a city that prides itself on fairness, tolerance, and inclusivity, we know that we do NOT exist in a bubble, and we are not immune to the forces that are influencing the country around us. Nor are we a progressive, tolerant, and inclusive community merely by happenstance. We must continually recommit to self-examination and self-reflection, to ensure that we truly are living up to our ideals. And that is why I hope to continue using this committee to explore these issues. For this first hearing, I thought it would be wise for us to start off by touching upon three specific topics: I am going to ask Mr. Cook from the Community Development Department to talk a little bit about whether the City's Boards and Commissions adequately reflect the demographic makeup of our community, and l am sure this is something that we will return to in future hearings; we are going to talk a little bit about where the idea for the proposed Office of Faith Based Initiatives originated and what that might look like; and we will touch upon the City's ongoing cultural competency trainings. As with all of the hearings I chair, 1 want to stress that today's discussion is merely a starting point, and we should expect these topics to be expanded upon in future conversations. After we go around the table so everyone can introduce themselves, I will ask Mr. Cook to give us a bit of information about our Boards and Commissions, and then after each topic is introduced, I will open the table to discussion from Committee members. We will conclude this hearing with Public Comment. Thank you.

Attachment B Vision for City of Cambridge and School Department Workplace The strength of our City rests on our diversity. We are committed to delivering excellent and inclusive service for all. By hiring, promoting and supporting a diverse workforce, we will be a forward-thinking and welcoming city. ... ...

City Leaders as Catalysts Bucket #1 - Climate • Review and revise all policies and practices through the lens of diversity and inclusion. • Orient and induct new staff to best diversity and inclusion practices. • Create a climate that supports a diverse workforce. • Examine how we share internal information about best practices. • Create cross-department ambassadors to improve communication and diversity and inclusion support across departments/open dialogue. • Review current affirmative action plan, update it, and get it on Web. Bucket #2 - Recruitment, Promotion & Employee Development • Formalize a strategy re: recruitment, retention and promotion and professional development. • Establish targeted outreach and recruitment for jobs, boards, and commission. • Develop a strategy to attract and retain staff and teachers of color - cultural lens. • Create a pipeline for diversity, e.g. partnership with universities (e.g. Lesley). • Examine the process we use to diversify] pools. • Provide support for new teachers and staff. Bucket #3 - Leading & Managing in a Diverse Environment • Develop a common definition and understanding of diversity and inclusion. • Develop a long-range plan re: addressing civil service rules that [may] undermine diversity and inclusion goals. • Advertise widely our definitive diversity and inclusion policy. • These policies and procedures have to be in writing, formally adopted, and regularly reviewed. • Develop ways to measure diversity and inclusion progress and improvement. • Equip leaders with tools to evaluate and diagnose climate and culture, which are key to inclusion.

##achment C UNIVERSITY OF MASSACHUSETTS BOSTON Research Report Center for Women in Politics & Public Policy • McCormack Graduate School of Policy Studies o Lynn A Benchmark Report On Diversity in State and Local Government • Maiden o Evereti Carol Hardy-Fanta February 7, 2007 Chelsea • Somerville Boston The Boston tBr Foundation This research was commissioned by the Pipeline to Public Service and made possible by funding provided by The Boston Foundation, The New Community Fund, and The Herman and Frieda L. Miller Foundation. Quincy The Center fox WOMEN IN POLITICS UMASS BOSTON & PUBLIC POLICY

University of Massachusetts Boston ScholarWorks at UMass Boston Center for Women in Politics and Public Policy Center for Women in Politics & Public Policy Publications 2-7-2007 A Benchmark Report On Diversity in State and Local Government Carol Hardy-Fanta PhD University of Massachusetts Boston, [email removed] Follow this and additional works at: http://scholarworks.umb.edu/cwpPP_pubs • Part of the American Politics Commons, Economic Policy Commons, Gender and Sexuality Commons, Health Policy Commons, Other Public Affairs, Public Policy and Public Administration Commons, Policy Design, Analysis, and Evaluation Commons, Public Policy Commons, Race and Ethnicity Commons, Social Policy Commons, and the Women's Studies Commons Recommended Citation Hardy-Fanta, Carol PhD, "A Benchmark Report On Diversity in State and Local Government" (2007). Center for Women in Politics and Public Policy Publications. Paper 12. http://scholarworks.umb.edu/cwppP_pubs/12 This Research Report is brought to you for free and open access by the Center for Women in Politics & Public Policy at ScholarWorks at UMass Boston. It has been accepted for inclusion in Center for Women in Politics and Public Policy Publications by an authorized administrator of ScholarWorks at UMass Boston. For more information, please contact [email removed].

ABOUT THE PIPELINE TO PUBLIC SERVICE The Pipeline to Public Service initiative's mission is a seating sot bas es ether ngoung adit to develop a new generation of leaders of color committed to public service, in order to ensure a more representative democracy and a diverse civic community in Greater Boston. The Pipeline to Public tanza so statos to Disgus 11 Service initiative will provide education and training opportunities to enable individuals from diverse political backgrounds to run successfully for elective 2129:8133 STARDS office, manage and run political campaigns, and serve in all levels of government. The initiative -like the research reported here is made possible with 319054 > 00:20000 funding provided by The Boston Foundation, The New Community Fund, and The Herman and Frieda L. Miller Foundation. ABOUT THE CENTER FOR WOMEN IN POLITICS & PUBLIC POLICY The mission of the McCormack Graduate School's Center for Women in Politics & Public Policy at the University of Massachusetts Boston is to promote women's leadership by providing quality education, conducting research that makes a difference in women's lives, and serving as a resource for the empowerment of women from diverse communities across the Commonwealth. Recognizing the talent and potential of women from every community, and guided by the urban mission of an intellectually vibrant and diverse university in the heart of Boston, the Center seeks to expand the involvement of women in politics and their influence on policies that affect them, their families, and their communities. The Center was established in 1994 with the support of the Massachusetts Caucus of Women State Legislators; oversees a Graduate Certificate Program for Women in Politics and Public Policy, and supports other initiatives at the McCormack Graduate School. To find out more about the Center and the McCormack Graduate School, or to order copies of this report, please contact the: CENTER FOR WOMEN IN POLITICS & PUBLIC POLICY John W. McCormack Graduate School of Policy Studies University of Massachusetts Boston 100 Morrissey Boulevard Boston, Massachusetts 02125 Ph: [phone removed] Fax: [phone removed] Email: [email removed] Web: www.mccormack.umb.edu/cwppp

INTRODUCTION ABOUT THE STUDY The principal difficulty lies, and the greatest care The Pipeline to Public Service Initiative should be employed, in constituting this represen- asked the McCormack Graduate School's Center for Women in Politics & Public Policy tative assembly. It should be in miniature an exact at the University of Massachusetts Boston to ascertain the racial diversity in state and local portrait of the people at large. It should think, government. The project had the following three goals: feel, reason, and act like them.... Equal interests • To identify the race (and gender) of those among the people should have equal interests in it. holding top-level positions filled through gubernatorial appointments, e.g., secretaries, — John Adams, 1776* commissioners, directors, deputy commission- ers/directors, and undersecretaries, in the Commonwealth's executive offices and major departments. When John Adams, one of the Founding Fathers of this country and its second President, wrote these words, he may not have envisioned a nation • To compile the same information for mem- as diverse as it is today. And yet, this quote captures the very essence of bers of the most influential boards and com- our nation's democratic values: that the demographic characteristics of missions in the Commonwealth filled through those who hold elected or appointed positions should reflect those of the gubernatorial appointments. "people at large." The fact that John Adams was born in Massachusetts— • To assess the diversity of elected and in what is now Quincy, one of the cities included in this report-gives appointed officials in ten cities and towns in added weight to the premise that, as the Commonwealth of Massachusetts Greater Boston with the highest percentages and the communities of Greater Boston become increasingly diverse, our of people of color: Boston, Cambridge, elected and appointed officials should reflect that diversity. Chelsea, Everett, Framingham, Lynn, Malden, This report offers the first "diversity benchmark" for the Quincy, Randolph, and Somerville. Commonwealth by providing a comprehensive analysis of representation To determine the race/ethnicity of guber- by people of color holding statewide positions filled through gubernatorial natorial appointments, we used publicly avail- appointments as well as those holding elected and appointed positions in able information to compile lists of those holding each position. We then contacted the ten cities and towns in Greater Boston. It comes at a time of significant changes. People of color currently make up about 20% of the state's popu- office in charge, or the individuals directly, to ask how each person self-identified in terms lation—up from 15.5% in 2000.! The racial makeup of the state's popula- of race/ethnicity. See the Appendix for a com- tion 2 is: 6.9% Black/African American; 7.9% Latino/a (who may be of any plete list of executive positions and a list of race); 4.8% Asian?; 1.3% "two or more races"; and 0.3% American boards and commissions whose members Indian. The current population of non-Hispanic whites is 80.3%. The cities were included in the analysis. The data for and towns of Greater Boston selected for inclusion in this study are among statewide appointments are current as of the most diverse, with populations that range from 22% to 62% nonwhite. November 17, 2006, and reflect appointments made during or prior to the Romney adminis- Another historic change is that the people of Massachusetts elected its tration. first-and the nation's second-African American governor, Deval Patrick. To determine the diversity of municipal These two changes provide the context for the findings presented here. In officials for each city/town required first col- some ways, the Commonwealth and the cities and towns of Greater Boston lecting the race of elected officials serving as have shown remarkable progress in the election and appointment of people mayors or members of city/town councils, of color to high-level positions; Governor Patrick's election and, as will be boards of selectmen/aldermen for each of the seen below, the levels of diversity in appointments by the Cities of Boston ten cities/towns. We did the same for the and Somerville are two of the most dramatic examples of this progress. elected school committees/boards for these cities/towns. At the same time, this report reveals startling and troubling gaps in rep- resentation by people of color in statewide appointed positions and, for We then identified the boards and com- many of the cities and towns of Greater Boston, in municipal elected and missions that exist in each of the cities/towns appointed offices. The data provided in this report offer both a challenge under study and identified those that were and an opportunity for the Commonwealth and the cities and towns of (1) appointed by the executive official of the city/town; (2) most important in terms of poli- Greater Boston to examine how well they live up to the democratic values cy influence; and (3) comparable across the expressed by John Adams at the birth of our nation-representation that is ten cities/towns. See Appendix for a list of the a "portrait of the people at large." boards/commissions were included in our analysis; please note that not all boards/com- missions exist in all the cities/towns and some boards/commissions were not included * John Adams, Thoughts on Government, Apr. 1776 Papers 4:86-93. John Adams was one of the Founding because they did not meet one of the criteria Fathers of the United States of America. He served both as that nation's first Vice President (1789-1797). listed above. Information on municipal offi- and as its second President (1797-1801). After being defeated for a second term, he went back to farming cials is current as of January 19, 2007. in the Quincy area. His son, John Quincy Adams, was the sixth President of the United States (1825 - 1829).

STATEWIDE POSITIONS FILLED THROUGH • As can be seen in Figure 3, of the 81 gubernatorial appoint- GUBERNATORIAL APPOINTMENTS ments to the major boards and commissions, 70 (86.4%) are white and 9 (11.1%) are African American. Just one is Of the 163 top-level positions filled through gubernato- Latino/a and one is Asian. It should be noted that the per- rial appointments, 82 are classified as executive positions, cent of Latinos/as appointed to boards and commissions has i.e., secretaries of executive offices, commissioners/directors not changed since an earlier study released in 2002.4 of departments, deputy commissioners/directors, and/or Figure 3. undersecretaries; 81 are chairs or members of boards and Statewide Appointments to Boards and Commissions, commissions. (See the Appendix for the positions included by Race (N=81) in each category.) Major findings include: Black/Afr. Amer. (N=9) 11.1% • Of the 163 individuals holding top-level positions, just 11.0% are held by people of color—-in a state that is now close to 20% nonwhite. White - Latino/a (N=1) (N=70) 1.2% 86.4% • 145 (89%) of those holding positions filled by gubernatorial appointments are white, 14 (8.6%) are Asian (N=1) 1.2% African American, 3 (1.8%) are Latino/a, and one (0.6%) is Asian (see Figure 1). MUNICIPAL OFFICIALS: A PICTURE OF Figure 1. SEVERE UNDERREPRESENTATION Statewide Top-Level Appointments, by Race (N=163) The ten cities/towns in Greater Boston included in this study were selected because they: (1) have the highest percent- ages of people of color; (2) include cities/towns with the high- Black/Afr. Amer. (N=14) est proportions of each of the three major racial/ethnic groups; * 8.6% and (3) are in the target areas of The Boston Foundation, White (N=145) Latino/a (N=3) which, together with The New Community Fund and The 89.0% - 1.8% Herman and Frieda L. Miller Foundation, commissioned this research study. Asian (N=1) 0.6% Table 1 lists the cities and towns selected and shows their racial makeup. The first column shows the total nonwhites and the other columns break down the race/ethnicity by group. • Figure 2 shows that, for the 82 executive positions, Of particular note are the following facts: African Americans make up a much smaller percentage • Chelsea is the city with the largest overall nonwhite than that of all appointments; just five (6.1%) of the very top (executive)-level positions are held by African population (62.4%), followed by Boston (50.6%). The Americans. other cities/towns range from 21.5% nonwhite (Quincy) to 38.6% (Randolph). • There are only two Latinos/as at this level; they make up • Boston leads the way with the largest African American just 2.4% of executive appointments. population, followed closely by Randolph. Our research shows that no Asians hold any of the 82 executive positions studied. • Chelsea has the highest Latino/a population (48.4%), followed by Lynn (18.4%) and Boston (14.5%). Figure 2. • The city with the largest Asian population is Quincy Executive Appointments, by Race (15.9%); the next largest are Malden (14.0%) and (N=82) Cambridge (11.9%). Elected Municipal Officials Black/Afr. Amer. (N=5) 6.1% White Given the fact that people of color make up, on average, Latino/a (N=2) | (N=75) 2.4% 91.5% 41.3% of the populations of these cities and towns, the data show they are severely underrepresented in elected positions at the municipal level. (Note: In this study we examined the race Asian (N=0) and gender of mayors, city/town councilors, members of boards of selectmen/aldermen, and members of school

Table 1. Population by Race/Ethnicity, 2000 (%) We found that: African American Non-White City/Town Latino/a Asian • Just 15.5% of appointed officials in Greater Boston are Boston 23.6 7.5 14.5 50.6 people of color (see Figure 5). 11.5 35.4 7.3 11.9 Cambridge Chelsea 4.0 6.1 62.4 48.4 • Thirty-seven (6.7%) are Black/African American; 27 Everett 6.0 25.0 3.3 9.7 (4.9%) are Latino/a; 14 (2.5%) are Asian; and seven 24.8 5.1 4.5 11.0 Framingham (1.3%) are other nonwhite. 9.1 18.4 37.8 Lynn 6.6 30.4 7.9 Malden 14.0 Of the 93 boards and commissions, 54 (58.1%) are 4.8 1.8 Quincy 21.5 15.9 1.8 made up of all non-Hispanic white members. Six of the 38.6 20.6 10.2 Randolph 2.7 10 boards/commissions overseeing elections have no Somerville 27.4 8.6 6.1 6.5 appointed officials of color. Source: Census 2000 Summary File 2 (SF 1 8 2) 100-Percent Data, Census of Places. Figure 5. Municipal Representation: Note: Racial/Ethnic data by city/town are only available from the 2000 Census. Appointed Officials by Race/Ethnicity (N=550) • Just 17 (9.1%) of the 186 municipal elected official are people of color (see Figure 4). Black/Afir. Amer. (N=37) * 8.7% • Of the seven cities with a mayoral system of government, White Latino/a (N#27) just one, Cambridge, has a person of color as its top elected 4.9% (Nº465) official (Mayor Kenneth Reeves is African American.7 84.5% * Asian (N=14) 2.5% • There are ten African American, six Latino/a and one Asian municipal elected official in these ten cities and towns. The Other Non-White (N=7) 1.3% city-by-city breakdown is provided below. Figure 4. Table 2 shows the "Diversity Ratios" for appoint- Municipal Representation: ments, where 1.0 means that the percent of appointments Elected Officials of Color by Race/Ethnicity held by people of color equals their share of the popula- (N=186) tion in their respective city or town. A diversity ratio of 0.50, for example, would mean that the share of appoint- ments is half of what might be expected given the percent of the population; a diversity ratio of 0.10 means that the Black/Afr. Amer. (N=10)| share of appointments is one-tenth of what would be / 5.4% White proportionate to the population. (N=169) Latino/a (N=6) - 3.2% 90.9% With the cities/towns ranked by their diversity ratios L Asiari (N=1) from high to low, it is easy to see in Table 2 that: 0.5% • The Cities of Somerville and Boston are the only munic- ipalities with a diversity ratio very close to 1.0—in other words, where the level of appointments held by Appointed Municipal Officials people of color matches their share of the population. People of color are equally underrepresented in appointed • The cities and towns with the lowest levels of diversity office in all but two of the cities and towns in Greater Boston. in appointments are Chelsea (0.21), Quincy and Everett We identified 560 individuals serving on the 12 major boards (0.18), and Lynn and commissions common across the cities and towns.& While Table 2. Diversity in Appointments (0.12); Randolph, they may have somewhat different names depending on the Ratios, Ranked by City/Town with a minority pop- municipality, the boards and commissions included in our study ulation of almost City/Town Ratio included the following: Board of Assessors; Cable Commission; 40%, has the lowest 0.96 Somerville Conservation Commission; Cultural Commission?; Elections Boston diversity ratio for 0.94 0.58 Cambridge appointments (0.06). Human Rights Commission12; Licensing Board; Parks and 0.44 Framingham Recreation Commission; Planning Board13; the (Zoning) Board Malden on or it tien one, an an and. 0.29 of Appeals; and, for Boston, its appointed School Committee. We Chelsea 0.21 applaud the commitment of public servants in Greater Boston for Everett 0.18 their remarkable cooperation: we were successful in ascertaining 0.18 Quincy the race/ethnicity of 550 (98.2%) of the appointed officials. 0.12 Lynn 0.06 Randolph

CITY-BY-CITY RESULTS Figure 6 shows that all of the cities and towns studied have lower levels of elected rep- resentation by people of color compared to the diversity of their respective populations. Boston BOSTON and Chelsea have levels of elected representa- Figure 7 shows that of the 14 elected officials in the tion by people of color that are closest to the City of Boston, 28.6% are people of color—a percent- age that is somewhat more than half of their share of diversity of their populations: 28.6% of elected the population (50.5%). Four (30.8%) of the 13 mem officials in Boston are people of color, com- ers of the City Council are people of color. While thi might seem low, comparing its level of diversity to that pared to a population that is 50.5% nonwhite, of the other cities and towns, this report makes it clear that Boston is on its way toward representation more and Chelsea, with 35% elected officials of closely aligned with the diversity of its population. People of color hold almost half (47.5%) of all color. These numbers demonstrate that it is pos- appointed positions—making it the city with one of the sible to move in the direction of diversity in best records of diversity in Greater Boston. representation, although there is still room for Figure 7 also shows that: improvement. In Cambridge, with a smaller • 23.6% of the population and two (15.4%) of Boston City Councilors are African American. nonwhite population, three (20%) of its 15 • The population is 14.5% Latino/a; there is one elected officials are African American. Latino on the Council (7.7%). • With one Asian City Councilor (7.7%), Asian elect- In contrast, Everett, Lynn, Quincy, and ed representation matches the Asian share of the population. Somerville all have no elected officials of color • Out of the 61 members of the boards/commissions despite relatively large—and growing—commu- nities of color. Framingham, Malden, and Randolph have one each. close to that of the population. Furthermore, the dis- tribution by race/ethnicity is relatively proportionate to that of each group. Figure 6. Elected Municipal Officials of Color Compared to Population, by City/Town 70 62.4 • Population • Elected Officials 60 50.6 50 37.8 38.6 40 35.4 35.0 28.6 Percent 30 24.8 25.0 20.0 20 - 9.1 10 ünli 0

BOSTON continued CAMBRIDGE Figure 8 shows that in Cambridge the percentage o elected officials of color (20%) is a little more thar • The highest representation is on the nine-member Cultural Commission, with five African Americans and one each Latino and Asian. The Elections Commission is 50% minority but has no African findings include: American or Asian presence. The Board of Health is najority minority, with two African Americans anc • Cambridge is unique in that the Mayor is African one Latino, and the members of the 5-member Fai American.16 Housing Commission include three African Americans • There is an African American member on both the City Council and the School Committee. has one African American and one Latina member. • On the other hand, there are no Asians or • At the same time, the Board of Assessors is all non- Latinos/as represented on either governing body— Hispanic white and the Zoning Board of Appeals is despite the fact that Asians make up 11.9% of the relatively low on diversity: just three out of ten mem- population and Latinos/as are 7.4%. bers are people of color (and none is African American). • Cambridge has a high number (87) of officials serving on boards and commissions who are The Boston School Committee is unique among the appointed by the city manager!? and 18 (20.7%) boards and commissions-both within Boston alone are people of color. and also among the other cities and towns—in that it is an appointed, not elected, governing body. It also • Six (6.9%) are African American, three (3.4%) are lemonstrates the power of political appointments to Latino/a, and four (4.6%) are Asian; another five enhance diversity in that, after having little representa- nonwhite individuals serve on the nine boards and commissions of the City of Cambridge included in tion by people of color when its members were chosen by election, the Boston School Committee is now this study (see Appendix for a list of boards and almost three-quarters (71.4%) nonwhite. Of seven commissions by city/town). The Conservation and members, four (57.1%) are African American, one Licensing Commissions have no people of color; (14.3%) is Latino, and three (28.6%) are white. Elections and Planning have just one African American each. The Human Rights Commission There is currently no Asian representative on the Boston School Committee. (which includes the duties of the Fair Housing Commission) has two African Americans, and, of the 19 members of the various boards/commissions related to health, there are one African American, Figure 7. one Latino, and one Asian. There are five nonwhite Municipal Representation: Boston members on the Zoning Board of Appeals. 60 # Black • Latino/a lAsian • Other Minority 50 4.8 7.6 (N=1) 1.6-- (N=4) 6.6 Figure 8. 40 Municipal Representation: Cambridge (N=7) 11.5 14.5 50 (N=1) 7.1 (N=1) 7.1 • Black # Latino/a Asian Other Minority (N=17) 23.6 27.9 (N=2) % Total & by Race/Ethnicity 14.3 4.1 Population Elected Officials Appointed Officials (N=61) (N=14) 12.0 (N=5) 5.7 7.4 (N=3) (N=4) 4.6 Total & by Race/Ethnicity 10 20.0 (N=3) 3,4 / 11.9 (N=6) 6.9 Population Elected Officials Appointed Officials (N=87) (N=15)

CITY-BY-CITY RESULTS CHELSEA EVERETT Of the ten cities and towns studied, Chelsea is the city Everett is one of the cities in our study that has a rela- with the largest population of color (62,4%). Figure 9 tively smaller-but still sizable-minority population: shows that, of these, Latinos make up the largest share ›ne-quarter of its population is nonwhite (48.4%); 6.1% are African Americans and 4.0% are see Table 1 above). Figure 10 shows that there are no Asians. People of color make up more than half of the elected officials of color in the City of Everett and only two appointed officials of color. 20 elected officialst but just 13.0% of appointed offi- • The City's Mayor and all seven members of its Board • Latinos hold just two (18.2%) of the 11 City Council of Aldermen are non-Hispanic white. and one (11.1%) of the nine School Committee seats. • All nine members of its School Committee are non-Hispanic white. • Telow the hare of le pod poin li 0%, well | Everett is distinctive in that it also has a Commo according to the 2000 Census). ouncil whose 18 members are elected. There are n There are three African Americans on the City Council people of color serving on the Everett Common Council. and one on the School Committee; at 20.0%, their share of elected offices is greater than that of their • One Latino serves on the Conservation Commission population (6.1%). and one person of color serves on the Board of Health, 20 There is no Asian elected official in the City of Chelsea. • The other eight boards and commissions are com- • Of the 46 appointed officials, six (13.0%) are posed of 44 members who are all non-Hispanic Latino/a; two of the Latinos sit on the Housing white; these include the Board of the Registrar of Authority Board, one on the Cultural Commission, Voters, Planning Board, Licensing Commission, and one each on the Board of Health, the Cable Housing Commission, Board of Assessors, Board of Recreation, Cultural Council, and Zoning Board of Television Advisory Committee, and the Zoning Board of Appeals. Appeals. 21 • There is no representation by people of color on the Board of Registrars of Voters, the Licensing commission, the Planning Board, and the Board o Assessors. 19 Figure 10. Municipal Representation: Everett Figure 9. Municipal Representation: Chelsea 50 70 #Latino/a # Black El Asian Other Minority #Black 40 3.2 - • Latinofa Asian • Other Minority 60 4.0 - 50 40 5.7 3.3 30 48.4 (N=3) No elected 16.0 9.5 20 officials of (N=1)2.2 / (N=1) 2.2 color 63 % Total & by Race/Ethnicity (Nº4) 10 (N=6) % Total & by Race/Ethnicity 20.0 13.0 Elected Officials 6.1 Population Appointed Officials (N=35) (N=46) Population Elected Officials Appointed Officials (N=20) (N=46)

FRAMINGHAM LYNN The population of Framingham, like Everett, is one- Lynn is a very diverse city: almost 40% of its residents quarter people of color. The town has a five-member are people of color. Its diversity of population is, how- ever, not matched by who serves in its elected or appointed positions. As can be seen in Figure 12, there are no elected officials of color among the 19 positions available and just 4.4% of those holding appointed As can be seen in Figure 11: office are people of color. • There is just one elected official of color in the Town • Besides the Mayor, who is non-Hispanic white, all of of Framingham: a Latino School Board member. the 11 City Councilors are white. • Of the 46 appointed positions for which we could • There is no representation by African Americans, obtain data on race/ethnicity, we were able to identi- Latinos/as, Asians, or other nonwhite residents on fy just three African Americans, one Latino, and one the seven-member School Committee. Asian appointed official. • One African American sits on the Lynn Housing • All three African Americans and one Latino sit on Authority and one Latino serves on the the Fair Housing Committee; the Asian official is on Conservation Commission. the Board of the Registrar of Voters. • Six of seven other boards and commissions have The following boards and commissions have no rep- members who are all non-Hispanic white. These resentation by people of color: Conservatior include the Board of Appeals, Cable Television Commission, Cultural Council, Parks and Advisory Board, Election Commission, Licensing Recreation Commission, Planning Board, and the Board, Planning Board, and Public Health Zoning Board of Appeals. We were not able to Commission.23 determine the full makeup of the Board of Assessors, Board of the Registrar of Voters, and Board of Figure 12. Municipal Representation: Lynn Figure 11. Municipal Representation: Framingham 50 • Black # Latino/a •Asian • Other Minority 50 40 •Black # Latino/a Asian Other Minority ... 2.1 40 6.5 30 20 18.4 3.5 5.3 No elected officials of (N=1) -.. 10.5 (N=1) 2.2 m % Total & by Race/Ethnicity 2.2 color 10 10.9 (N=1) Population Elected Officials - 2=1) 5.1 Appointed Officials (N=3) 6.5 (N=19) (N=45) Population Elected Officials Appointed Officials (N=11) (N=46)

CITY-BY-CITY RESULTS MALDEN QUINCY Malden is another diverse city in Greater Boston The City of Quincy, which is almost a quarter non- Hispanic white—-and 15.9% Asian—has no elected (30.4% non-Hispanic white) and has the distinction of being one of the two cities with the highest Asian pop- officials of color (see Figure 14) and just 3.9% of the ulation (14%). Figure 13 shows that another 8.2% arc city's appointed officials are from minority communi- African American and 4.8% are Latino/a but just 5% of the elected and 8.9% of the appointed officials are Highlights from the study show that: • The Mayor of Quincy and the nine members of the We found that, in the City of Malden: Quincy City Council are non-Hispanic white. • The Mayor and all 11 members of the Malden City • None of the six Quincy School Committee members Council are non-Hispanic white. is a person of color. • There are 76 appointed officials in the City of " The son elected oden school on latino who Quincy, and yet just three people of color hold any of those positions. Two Asians serve on the 20-mem- er Fair Housing Committee and one Africar • Of chen inpbinted aficials of color shese indi sie the Board of Appeals, Board of Assessors, American is on the 13-member Human Rights Conservation Commission, Board of the Registrar of Commission. Voters, Housing Authority, and the License Board. • The other seven boards and commissions 24 have no • One African American serves on the Cultural representation from African American, Latino/a, or Commission and two are on the Planning Board. Asian residents of Quincy. These include the Board There is one Asian on the Public Health of Assessors, Board of Registrars of Voters, Cable Commission. Commission, License Board, Park and Recreation Board, Planning Board, and Zoning Board of Figure 13. Municipal Representation: Malden 50 Black # Latino/a •Asian Other Minority Figure 14. 40 Municipal Representation: Quincy 50 30 3.3 • Black # Latino/a •Asian D Other Minority 40 14.1 20 30 4.8 10 % Total & by Race/Ethnicity 8.2 5222) 1,9... 20 (N=1)5.0] (IN=3) 6.7 Population Elected Officials Appointed Officials 15.4 No elected (N=20) 10 (N=45) officials of (N=2) (N=1) color ... 2.1 7-2.6 1.34 2.2. Elected Officials Population Appointed Officials (N=16) (N=76)

RANDOLPH SOMERVILLE The Town of Randolph is distinctive not only because People of color make up more than one-quarter (27.4%) of the population in Somerville. The City of of the size of its minority population-—which is almost 40% (see Table 1)—but also because, among the com- Somerville is also distinguished by the diversity of the munities of Greater Boston, the size of its African racial/ethnic groups living in the city. Figure 16 shows American community (20.6%) is very close to that of that 6.5% are African American, 8.8% Latino/a, Boston proper (23.6%).25 Randolph also has a rela- 6.5% Asian, and another 5.5% come from other minority backgrounds. 28 tively large Asian population (10.2%). • Despite this diversity, there are no elected officials of color in the City of Somerville. At the same time, bot eden Somerville stands out in that the percent of the lowest of all the cities and towns in Greater appointed officials who are people of color (26.3%) comes closest to their share of the popula- Boston. Just 5.9% of its elected officials and 2.4% of its appointed officials come from communities of tion as a whole in comparison to that of the other color. cities and towns discussed above. • The five-member Board of Selectmen has one • The Mayor, all 11 members of the Board of African American member. Aldermen, and all seven members of the School Committee are non-Hispanic white. • There are no people of color on the six-member School Committee. • Eight appointed officials of color serve on ten boards and commissions. Four African Americans, three Latinos/as, and one Asian hold appointments * Or an 1 arcined five there zing board on either the Human Rights Commission or the of Appeals.26 Multicultural Affairs Commission. 29 • The 40 members of the other six boards and com- • There are three Latinos and one Asian on the Fair missions 27 are all non-Hispanic white. These Housing Commission; one Latino serves on the ›oards/commissions include the: Cable TV Elections Commission and another on the Board of dvisory Board, Conservation Commission Health. No African Americans hold positions on Cultural Council, Housing Authority, Planning these boards/commissions. Board, and the board of the Registrar of Voters (which oversees the town's elections). The other African American appointed official i he City of Somerville sits on the Zoning Board c Appeals. Five of the 11 boards and commissions have ne Figure 15. presentation by people of color; these include th Municipal Representation: Randolph Arts Council; Board of Assessors; Conservation 50 Commission; Licensing Board; and Planning # Black # Latino/a Asian [lOther Minority Board. 30 0.9 30 10.2 32 Figure 16. 20 Municipal Representation: Somerville 20.9 50 % Total & bv Race/Ethnicity (N=1) 24 • Black # Latino/a Asian Other Minority/ [(N+1) 5.9 40 Population Elected Officials Appointed Officials (N=17) (N=41) 5.5 (N=2) 3.5 20 6.5 (N=8) 14.0 No elected 88 10 officials of (N-5) color % Total & by Race/Ethnicity 6,5 8.0 Elected Officials Population Appointed Officials (N=19) (N=57)

SUMMARY AND RECOMMENDATIONS he findings from this, the first comprehensive study of color in Quincy and two in Everett). And even relatively high levels of overall diversity occasionally obscure some problem- level and of elected and appointed officials at the atic findings. For example, in Somerville, the city with the best match between the percent of appointed officials of color municipal level, present a sobering portrait of the status of representation in the Commonwealth. In a state that is now relative to their share of the population, people of color are concentrated on the Human Rights and Multicultural Affairs about 20% nonwhite, people of color hold just 11.1% of Commissions, leaving the other boards either with just one positions filled by gubernatorial appointments at the end of person of color-or none. the Romney administration. On the positive side, African Americans have been able to achieve levels of appointment In conclusion, this report serves as a "Diversity (8.6%) higher than their share of the population (6.9%); we Benchmark" for the Commonwealth of Massachusetts and found, however, that they were concentrated on boards and the cities and towns of Greater Boston. We hope that, as we commissions (11.1%) rather than in the more powerful execu- move further into the 21st century and the Commonwealth— tive positions (6.1%). Particularly troubling at the state level was the virtual absence of Latinos/as and Asians. As the and its communities-become increasingly diverse, policy omney administration came to a close. iust three Latinos/a makers, civic leaders, and community organizations will use it id one Asian held any of the 163 top-level positions filled 1 gubernatorial appointments. For our municipal-level analysis, we examined the percent It is incumbent upon all of us across the state and around of elected and appointed officials in ten cities and towns in Greater Boston to support initiatives that will increase the Greater Boston. These included Boston, Cambridge, Chelsea, liversity of our elected and appointed officials. Our hope is Everett, Framingham, Lynn, Malden, Quincy, Randolph, and hat the findings of this report will serve as: Somerville. The cities and towns were selected in large part because they are among the most diverse in the area, with populations averaging 41.3% people of color and ranging from 21.5% (Quincy) to 62.4% (Chelsea). Our analysis indi- levels for members of communities of color. cates that, out of 186 municipal elected officials, only 17 (9.1%) are people of color. Furthermore, four cities/towns • A stimulus to the administration of Governor Patrick to (Everett, Lynn, Quincy, and Somerville) have no elected offi- assure that gubernatorial appointments lead to an increase cials of color despite large minority populations. And three in diversity at the executive level as well as on boards and others, Framingham, Malden, and Randolph, have just one commissions—-particularly of Latinos/as and Asians, with- each. out sacrificing the gains already made by African On the positive side, the Cities of Boston, Cambridge, and Chelsea have made progress in recent years: people of color • An opportunity and a challenge to all the cities and towns included in the study—indeed all municipalities across the make up 28.6% of Boston's City Council, which now includes Commonwealth—to examine their practices of appoint- two African Americans, one Latino, and one Asian in its nents and election oversight that will make the cities an membership. Twenty percent of Cambridge's elected officials owns with low participation by people of color mor are people of color (although there is no representation by receptive to inclusive representation. groups other than African Americans), and the diversity of the elected officials in Chelsea has reached 35%. he status of municipal appointments is mixed. The Citic * Boston and Somerville demonstrate what can be achieve with concerted effort: both of those cities have percentages of of color in public service. appointed officials of color that closely match those of their • An invitation to generate dialogue between these groups populations. In contrast, people of color are seriously under- and institutions with civic leaders—-majority and minority represented in municipal appointments in the other cities and alike-to foster greater diversity among elected and towns studied. Among the cities/towns showing the greatest appointed officials at the state and local levels. need for improvement are Randolph (with a nonwhite popula- tion of almost 40% but just one African American appointed official); Lynn (37.8% minority, two appointed officials of color); and Quincy and Everett (with 21.5% and 25.0% minority populations, respectively, but just three officials of 10

APPENDIX Statewide Executive Positions Included in Research (N=82) Executive Director, Architectural Access Board General Manager, MBTA Secretary, Executive Office of Administration & Finance Secretary, Executive Office of Economic Development Personnel Administrator, Human Resources Division Secretary, Executive Office of Elder Affairs Registrar, Motor Vehicles Registry State Fire Marshall, Department of Fire Services Secretary, Executive Office of Environmental Affairs Secretary, Executive Office of Health & Human Services Superintendent, State Police Department Brigadier General, Mass. National Guard Secretary, Executive Office of Public Safety: Secretary, Executive Office of Transportation & Construction Budget Director, Fiscal Affairs Division (formerly Budget Bureau) Secretary, Veteran's Services Chair, Health and Education Facilities Authority Chairman, Telecommunications & Energy Department Commissioner, Aeronautics Commissioner, Massachusetts Rehabilitation Commission Chief, Executive Office for Commonwealth Development (formerly Mass. Development) Commissioner, Department of Conservation and Recreation Commissioner, Department of Correction Controller, Office of the Comptroller Commissioner, Department of Education Deputy Commissioner, Massachusetts Highway Department Commissioner, Department of Environmental Protection Deputy Director, Standards Division Commissioner, Department of Food & Agriculture Undersecretary, Criminal Justice, EOPS Commissioner, Department of Mental Health Undersecretary, Forensic Sciences, EOPS Commissioner, Department of Mental Retardation Undersecretary, Law Enforcement, EOPS Commissioner, Department of Public Health Assistant Commissioner, Substance Abuse Services Board Chair, Board of Higher Education Commissioner, Department of Public Safety Commissioner, Department of Revenue Board Chair, Commonwealth Health Insurance Connector Authority Commissioner, Department of Social Services Board Chair, Massachusetts Education Financing Authority Board Commissioner, Department of Transitional Assistance Board Chair, Massachusetts Turnpike Authority Board Commissioner, Department of Youth Services Board Chair, MASSPORT Board of Directors Board Chair, MBTA Board Commissioner, Dept. of Fisheries, Wildlife & Environment Board Chair, MWRA Board Commissioner, Division of Banks Commissioner, Division of Capital Asset Management & Maintenance Board Chairman, Board of Building Regulations & Standards Board Chairman, Parole Board Commissioner, Division of Healthcare Finance & Policy Commissioner, Division of Insurance Board Chairman, State Board of Education Commissioner, Mass. Commission for the Blind Board Vice-Chair, Massachusetts Turnpike Authority Board Commission Chairman, Alcoholic Beverages Control Commission (under Commissioner, Mass. Commission for the Deaf & Hard of Hearing Treasurer's review) Commissioner, Massachusetts Highway Department Commissioner, Office for Refugees and Immigrants Commission Chairman, Labor Relations Commission Commissioner, Office of Early Education and Care Vice Chair, Board of Higher Education Director, Department of Labor Director, Department of Professional Licensure List of Members on Statewide Boards and Commissions (N=81)31 Director, Department of Workforce Development Aeronautics Commission Director, Executive Director Board of Registration in Medicine Appellate Tax Board Director, Executive Office of Consumer Affairs & Business Regulations Office Board of Higher Education Director, Housing & Community Development Civil Service Commission Director, Mess. Emergency Management Agency (MEMA) Commonwealth Health Insurance Connector Authority Group Insurance Commission Director, Office of Diversity and Equal Opportunity (formerly Office of Affirmative Action) | Health and Education Facilities Authority Director, Office of Medicaid Massachusetts Commission against Discrimination Board Director/CIO, Information Technology Division Massachusetts Education Financing Authority Board Executive Director, Coastal Zone Management Massachusetts Judicial Nominating Commission Executive Director, Governor's Highway Safety Bureau Massachusetts Turnpike Authority Board Executive Director, Group Insurance Commission MASSPORT Board of Directors Executive Director, Health and Education Facilities Authority MBTA Board MWRA Board Executive Director, Mass. Water Resources Authority Executive Director, Municipal Police Training Committee (MPTC) State Board of Education Executive Director, Office of Travel & Tourism Municipal-Level Boards and Commissions Included in Study, by Type and City/Town Type of Board/Commission City/Town 11013001/0/11 Legend: Boston Inactive * Cambridge Appointed by the Governor Cheisea Partial data, race/ethnicity not obtained for all officials on this board/commission Everett Board/commission does not exist in this Framingham N/A city/town Lynn X Members to this board/commission are X Malden elected, not appointed X N/A Quincy City/town did not provide data for this NA board/commission Randolph The Human Rights Commission handles the Somerville N/A duties of the Fair Housing Commission. 11

NOTES Source: U.S. Census Bureau: State and County QuickFacts, 2005 estimate. Downloaded from http://quickfacts.census.gov/gfd/states/25000.htrml on January 12, 2007. The racial breakdown does not add up to 100 because Latinos/as may be of any race. The total for "people of color' was calculated by subtracting the 80.3% non-Hispanic white (alone) from 100%. Asians include Pacific Islander, Southeast Asians, etc. American Indians include Alaskan Natives. Carol Hardy-Fanta, Who's in Charge? Appointments of Latinos to Policymaking Offices and Boards in Massachusetts. Fact Sheet. (Boston Mauricio Gastón Institute for Latino Community Development and Public Policy, University of Massachusetts Boston, April 2002) The calculation for "Nonwhite" or "Minority is as follows: 100 - Nor-Hispanic white-alone." Keep in mind that the populations by race do not add up to 100 because Latinos/as may be of any race. For Boston, the School Committee was included in our analysis of appointed, not elected, positions, and, for Everett, we included the members o he Common Council in addition to the city's Board of Aldermen. For Cambridge, we did include the Mayor, despite the fact that he is elected as : city councilor and then elected by his fellow councilors. City clerks and other elected officials, who vary across municipalities, were not included. As noted above, the Mayor and Vice Mayor in Cambridge are elected as city councilors and then elected by the council members to these top positions. Therefore, technically, none of the cities has a mayor of color who achieved this position through a direct election. Note: Not all boards and commissions exist or are active in all of the cities and towns. See the grid provided in the Appendix for the status of data gathered by type of board/commission for each city and town. In some communities, this was called the Arts Council. 1º Sometimes called Boards of Registrar(s) of Voters. ". In some cities or towns, these were the Housing Authority Boards; in others, they had this specific name. In Cambridge, the Human Rights Commission handles the duties of the Fair Housing Commission. For Somerville, we include the members of both the Human Rights Commission and the Multicultural Affairs Commission. In Boston, this is the Boston Redevelopment Authority. This list includes 9 of the 12 commissions included in our study plus the Boston School Committee. It does not include the Cable Commission or Human Rights Commission, which are currently inactive, nor the Licensing Board, because its members are appointed by the governor, not the 1 Note: The boards and commissions included for the City of Cambridge are shown in the Appendix. We were able to obtain the racelethnicity of 100 percent of the members of these boards and commissions but were more limited in gaining access to this information for other boards and commissions. In the category of Health, there are 19 trustees. The Board of Trustees candidates are selected by the City Manager, not the Mayor. and forwarded to the CEO of the Cambridge Health Alliance, who finally chooses who will be on the Board of Trustees. See Note 5 above. 17. We should acknowledge that, in some cases, the individuals are first selected by the directors of the commissions/boards and submitted for approval to the city manager. However, since the city manager must approve the selections, she does have ultimate oversight over the diversity of the appointments. 1 These include the Cheisea City Council and School Committee, the cily has a City Manager instead of a Mayor. The individual on the Board of Health is a person of color other than African American, Latino/a, or Asian. We were informed that Everett does not have a Cable or Human Rights Commission. The Office of the Registrar of Voters for the Town of Framingham was reluctant to provide data on the race/ethnicity of its members; we deduced from the name that one was Asian. We also were able to secure confirmation of data for only some members of the Board of Assessors and the Board of Health. Our experience in Framingham suggests that the percentages of people of color on boards and commiesions is slightly overstated, i.e., that their level of representation is somewhat lower than shown. vote: We were not able to obtain the racelethnicity for three members of the Park Commission and did not ascertain if there is a Board of issessors in the City of Lynn. However, we would like to thank the officials in Lynn who enabled us to obtain the race/ethnicity of 94% of appointe officials. 2* The City of Quincy has no Cultural or Health Commission and we were not able to obtain racialethnic data on the members of the Conservation Commission. Nevertheless, public officials in Quincy were very gracious in responding to our requests. 2 Note: As mentioned before, papulation figures by city/town are stil only avalable from the 2000 U.S. Census; current populations by race have surely shifted in the past six years. *There is also an Africin American appointed to the Youth Commission but, because that was not one of the boards/commissions included in our analysis, he is not included in the data presented. 12

ACKNOWLEDGMENTS We would like to thank the many public servants in state and municipal offices for their willingness to take time out to respond to our inquiries. The fact that we were able to obtain the racial/ethnic make-up of virtually 100 percent of gubernatorial and munici- pal appointments for the state and all ten cities and towns included in this study is due to the support of these many individuals. Their cooperation-and demonstrates a indeed, in many cases, enthusiasm recognition of the importance of establishing a diver- sity benchmark for the state as a whole and for Greater Boston specifically. This study also would not have been possible without Research Assistant Natasha Chatilo, to whose superla- tive skills and persistence we owe the remarkable response rate. Research Associate Paige Ransford also deserves a note of thanks for her generosity of time and expertise. We would like to acknowledge the ABOUT THE AUTHOR Massachusetts Gubernatorial Appointments Project (MassGAP) for providing access to the original lists of Carol Hardy-Fanta is Director of the top-level statewide appointed positions, and the mem- Center for Women in Politics and bers of the Steering Committee of the Pipeline to Public Policy at UMass Boston's John W. Public Service for their many contributions. McCormack Graduate School of Policy Studies. She received her Ph.D. in Public Policy from Brandeis University's Heller School, an MSW from Smith College, and a B.A. from Occidental College. Dr. Hardy-Fanta is author of two books: Latina Politics, Latin Politics: Gender, Culture, and Political Participation in Boston (Temple University Press, 1993) and Latino Politics in Massachusetts: Struggles, Strategies and Prospects (Routledge Press, 2002). She is also edi- tor of Women in New England Politics: A Profile and Handbook for Action. Hardy-Fanta is a nationally recognized scholar on Latina/o politics and has published widely on the intersection of gender, race and ethnicity in politics and public policy. Her policy experience also includes welfare reform, substance abuse and criminal justice, community organization, reproductive rights, mental health, HIV/AIDS programs, and bilingual education. Carol Hardy-Fanta also serves as Director of the Graduate Certificate Program for Women in Politics and Public Policy and co-editor of the Journal of Women, Politics & Policy, published by Haworth Press.

Malder Revere o Everett Chelse • Somerville For more information, please contact: Center for Women in Politics & Public Policy McCormack Graduate School of Policy Studies 100 Morrissey Blvd. Boston, MA 02125 UMASS PH: [phone removed] • FAX: [phone removed] BOSTON E-mail: [email removed] • www.mccormack.umb.edu/cwppp

Atachment D Crane, Paula From: GARY MELLO <[email removed]> Sent: Tuesday, March 27, 2018 10:56 PM To: Crane, Paula Subject: Unity Committee meeting 27 March PUBLIC COMMENT: Gary Mello 324 Franklin Street The qualifications and obligations of specific Commissions vary widely. There are professional qualifications for zoning and planning that make them unique. Last night I was disappointed that fair compensation for zoning and planning did not get full discussion (below). A reasonable stipend would definitely draw more applicants from all walks. Somerville offers zoning/planning members a $5400 annual stipend. They are not city employees but well worth it. Lesser amounts, say $500 to $1000 for other Commissioners may be the best way to ensure attendance and participation of members who may then feel obligated to show up. Above reference: Manager's agenda item #1 Council meeting 26 March