City Council - Racial Equity, Inclusion, and Belonging Committee — Burlington, VT
Date: 2025-04-15
Time: 17:30

Racial, Equity, Inclusion, and Belonging



 Tuesday, April 15, 2025, 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)

Held in the Sharon Bushor Conference Room, Ground Floor City Hall


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1. Motion to Adopt the Agenda

2. Motion to Approve the Meeting Minutes
  Subject 2.1. March 2025
  Meeting April 15, 2025 - REIB CC Sub Committee Meeting 4.15.25 - Tuesday, April 15, 2025,
 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)


  Category 2. Motion to Approve the Meeting Minutes

  Department Racial Equity, Inclusion, & Belonging (REIB)


  Type

  Recommended Action

3. Public Forum

4. REIB Path Forward
  Subject 4.1. Staffing Update
  Meeting April 15, 2025 - REIB CC Sub Committee Meeting 4.15.25 - Tuesday, April 15, 2025,
 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)
  Category 4. REIB Path Forward
  Department Racial Equity, Inclusion, & Belonging (REIB)


  Type

  Subject 4.2. REIB Motions from March Meeting
  Meeting April 15, 2025 - REIB CC Sub Committee Meeting 4.15.25 - Tuesday, April 15, 2025,
 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)
  Category 4. REIB Path Forward
  Department Racial Equity, Inclusion, & Belonging (REIB)


  Type

  Subject 4.3. REIB Vision and Purpose Update
  Meeting April 15, 2025 - REIB CC Sub Committee Meeting 4.15.25 - Tuesday, April 15, 2025,
 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)
  Category 4. REIB Path Forward
  Department Racial Equity, Inclusion, & Belonging (REIB)
  Type

  Subject 4.4. REIB Charter Update/Discussion
  Meeting April 15, 2025 - REIB CC Sub Committee Meeting 4.15.25 - Tuesday, April 15, 2025,
 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)
  Category 4. REIB Path Forward
  Department Racial Equity, Inclusion, & Belonging (REIB)


  Type

5. Councilor Updates

6. Community Forum

7. Motion to Adjourn

8. Informational and Non-Discrimination Statements
  Subject 8.1. This agenda is available in alternative formats upon request. For more
 information on access, call Lori Olberg, Licensing, Voting and Records
 Coordinator (802-865-7136)(TTY 802-865-7142). Persons with disabilities
 who require assistance or special arrangements to participate are encouraged
 to contact 802-865-7000 (voice) or 802-865-7142 (TTY) at least 72 hours in
 advance so that proper arrangements can be made. This meeting will also air
 on Town Meeting TV the Wednesday after the meeting, starting at 8:00 pm and
 repeating at 1:00 am and 7:00 am the following day. The City of Burlington will
 not tolerate unlawful harassment or discrimination on the basis of political or
 religious affiliation, race, color, national origin, place of birth, ancestry, age,
 sex, sexual orientation, gender identity, marital status, veteran status,
 disability, HIV positive status, crime victim status or genetic information.
  Meeting April 15, 2025 - REIB CC Sub Committee Meeting 4.15.25 - Tuesday, April 15, 2025,
 5:30 PM, Racial, Equity, Inclusion & Belonging (REIB)
  Category 8. Informational and Non-Discrimination Statements
  Department Council and Board


  Type

REIB City Council Committee
March 18, 2025
5:30 – 7:00 pm
Sharon Bushor Room, 149 Church Street, 1st Flr. Floor City Hall,
Burlington, VT

Attendees:
Jeff Smith
Ted Castle
Patrick Brown
Sherwood Smith
Emma Kouri
Ferene Paris
A. Gonzalez
Tishawn Williams
Jory Hearst
Karen Sita
Christine Hughes
Mark Hughes
Dave Rapaport
Rooney Castle
Katie Greene, REIB
Christian Berry, REIB
Councilor Melo Grant
Councilor Gene Bergman
Councilor Becca Brown McKnight
Councilor Ben Traverse

Meeting Convened: 5:31 PM

Agenda:

 1. Motion to Approve Agenda
 Councilor Melo Grant motioned to approve. Councilor Gene Bergman seconded.
 Unanimous pass.
 Councilor Grant asked to amend agenda to include “Path Forward”. Council
 Bergman motioned to approve. Council McKnight seconded. Unanimous pass.
 2. Motion to Approve Meeting Minutes
 a. October 2024
 b. December 2024
 c. February 2025
 Council Bergman motioned to approve all minutes. Council McKnight seconded.
 Unanimous pass.
 3. Public Forum
 Discussed Juneteenth 2025 Award Nominations. Discussed concerns about REIB
 Office staffing and sustainability of the Office. Look to recording for more detail.
 4. REIB Updates
 a. Juneteenth 2025
 Discussed the importance of community involvement in decision-making
 around resource allocation. Acknowledged the need for adjustments due to
 financial limitations. Highlighted opportunities for future collaborations
 and external support. Agreed to balance tradition with new approaches
 given current challenges. Look to recording for more detail.

 5. Community Forum
 Discussed the future of the REIB office and event planning, addressing
 concerns about staffing and funding. Attendees emphasized the
 importance of community engagement, potential partnerships, and
 fundraising. A motion was passed to request additional support from the
 City Council, with follow-ups planned to address staffing and budget
 concerns. City councilors committed to promoting REIB’s work and
 fostering continued collaboration. Look to recording for more detail.

 6. Motion to Adjourn
 Councilor Melo Grant motioned to approve. Councilor Gene Bergman
 seconded. Unanimous pass. Meeting adjourned 7:19 PM


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Minutes by Katie Greene
 REIB COMMUNITY
CONVERSATIONS: VISION &
 PURPOSE UPDATE




 REIB COMMUNITY CONVERSATION: VISION & MISSION REDESIGN
Importance of Community Engagement In Promoting Racial Equity, Inclusion, and
Belonging


 Collecting and incorporating community
 feedback were essential to the overall design
 of our vision and purpose. By engaging with
 the voices of those directly affected, we
 ensured our initiatives reflected their lived
 experiences and were rooted in the realities
 they face.
REIB COMMUNITY CONVERSATION: VISION & MISSION REDESIGN
KEY FEEDBACK
 CLARIFY WHO THESE STATEMENTS ARE FOR
  INTERNAL VS. EXTERNAL STAKEHOLDERS
  SEEN AS AN OFFICE FOR DESCENDANTS OF ENSLAVED AFRICANS ONLY

 BE EXPLICIT ABOUT WHAT GROUPS/COMMUNITIES - SPECIFICITY MATTERS

 WHERE DOES INTERSECTIONALITY FIT? CLIMATE CHANGE, AFFORDABILITY, SUSTAINABILITY – ALL
 CONNECTED TO RACIAL EQUITY, INCLUSION, & BELONGING

 STATEMENTS ARE NOT ACCESSIBLE – CONSIDER PLAIN LANGUAGE AND SHORTEN STATEMENTS

 LANGUAGE IN THE STATEMENTS IS PASSIVE; NEED MORE ACTIVE VOICE

 STATEMENTS LACK RESONANCE – VISION AND MISSION STATEMENTS SHOULD BE A VIBE; AN ANTHEM
 THAT INSPIRES AND MOTIVATES

 VISION IS COLOR-BLIND – CONTEXTUALIZED REALITY OF VT BEING THE WHITEST STATE IN THE NATION

 CONSIDER USING PURPOSE VS. MISSION

 WHERE ARE THE YOUTH REFLECTED IN THESE STATEMENTS – SHOULD EXPLICITLY NAME YOUTH

 GRATITUDE FOR BEING INCLUDED IN THE CONVERSATION

 SEES REIB AS A CONNECTOR/BRIDGE - HOW TO REFLECT THIS IN THE VISION OR MISSION

 REIB COMMUNITY CONVERSATION: VISION & MISSION REDESIGN
KEY FEEDBACK ( C O N T I N U E D )
  MISTRUST IN THE COMMUNITY AROUND THE ADMINISTRATION'S COMMITMENT TO THE REIB

  HOW WILL THE VISION AND MISSION BE ACCOMPLISHED WITH NO OFFICE

  LACK OF CLARIFY AROUND THE ADMINISTRATION'S VALUES – TOO SUBJECTIVE

  FRUSTRATION AROUND VISION AND MISSION ENGAGEMENT – REIB ALREADY HAS A VISION AND
 MISSION – FEELS LIKE A DE-PRIORITIZATION OF THE WORK/OFFICE

  GO BACK TO THE ORIGINAL PRINCIPLES AND THE ORIGINAL VISION

  "DISGUSTED" BY THE REIB CONDUCTING THESE SESSIONS WHEN HARM HAS NOT BEEN REPAIRED
 TO INAUGURAL DIRECTOR

  FRUSTRATION AROUND CITY'S LACK OF INTEGRITY – MAKE COMMITMENTS, KEEP THEM. IF YOU
 CAN'T KEEP THEM, RENEGOTIATE THEM

  "REALLY"? "SERIOUSLY"?

  DO BLACK LIVES STILL MATTER? - NEED A VISION THAT HAS THE BACK OF BLACK PEOPLE

  DIVERSITY WILL ALWAYS BE A MEASUREMENT TO WHITENESS; MORE CENTERING OF BLACKNESS


 REIB COMMUNITY CONVERSATION: VISION & MISSION REDESIGN
KEY FINDINGS
 o CLARIFY REIB'S ROLE,
o REMAIN A STAND- CENTERING INTERSECTIONALITY
 AND PROTECTED CLASSES.
  ALONE OFFICE
 o STRENGTHEN YOUTH
o BE CHARTERED ENGAGEMENT AND INCLUDE IN
 THE VISION.
o HAVE DEDICATED AND
 o ALIGN REIB’S WORK WITH CITY
  SUSTAINABLE VALUES AND BALANCE
  RESOURCES INTERNAL/EXTERNAL FOCUS.

o EDUCATE, EDUCATE, o AMPLIFY SOCIAL JUSTICE, RAISE
 AWARENESS, AND POWER TO
  EDUCATE ENSURE ACCOUNTABILITY.


 REIB COMMUNITY CONVERSATION: VISION & MISSION REDESIGN
 Final Vision, Purpose, and What We Do Statements

Vision:
We are a Burlington where all community members are actively engaged and represented in local
government, cultivating an inclusive and safe community for all.

Purpose:
The Office of Racial Equity, Inclusion, and Belonging is committed to advancing equity and social
justice by championing diversity, inclusion, belonging, and anti-racism. We focus on enhancing
representation in city government through decision-making bodies, community engagement
initiatives, and policy development processes.

What We Do:
Equity is everyone’s responsibility, and the Office of Racial Equity, Inclusion, and Belonging (REIB)
supports city departments and stakeholders in advancing their equity efforts through education
and training, policy guidance, and the development of resources and mentorship programs.
Additionally, the REIB prioritizes recruitment and retention strategies to ensure our city
governance and workforce are reflective of the communities we serve, fostering this
representation at every level of city governance.
 THE OFFICE OF
  RACIAL EQUITY,
 INCLUSION, &
BELONGING’S (REIB)
 FINAL REPORT:
 VISION & PURPOSE
 1. INTRODUCTION

A tapestry, traditionally a woven piece of textile, serves as a powerful metaphor for an
organization’s structure and culture. Just as a tapestry is composed of diverse threads
that come together to create a cohesive design, an organization thrives on the variety of
backgrounds, skills, and perspectives its employees bring. This diversity fosters an
inclusive culture that recognizes the unique contributions of each individual, promoting
collaboration and communication among interconnected departments and roles. The
complexity of a tapestry mirrors the multifaceted nature of an organization, where
different functions work in harmony towards common goals, all while embracing
adaptability and innovation in response to changing landscapes.

Much like a tapestry that often tells stories and reflects cultural heritage, an
organization’s culture shapes its identity and values, creating a sense of belonging
among employees. Visual representations of this culture – through symbols, rituals, and
shared experiences – can effectively communicate the organization’s vision and purpose
to both internal and external stakeholders. Support and resilience are inherent in the
tapestry metaphor, as the threads maintain the integrity of the whole, paralleling how
employees foster teamwork and mutual respect within the workplace. Ultimately,
viewing an organization as a tapestry highlights the significance of diversity,
interconnectedness, adaptability, narrative and support in cultivating a strong and
cohesive workplace.

A vision and purpose statement serve as the guiding threads that weave together the
diverse elements of the workplace. A clear and compelling vision provides a long-term
direction and purpose, inspiring employees to align their individual contributions
toward a common goal. The purpose statement articulates the organization’s core values
and objectives, defining its identity and the impact it seeks to make. Together, these
statements help to create a unified understanding of the organization’s aspirations and
priorities, fostering a sense of belonging and commitment among internal and external
stakeholders. By embedding the vision and purpose into the organizational culture,
leaders can reinforce the interconnectedness of all roles, encouraging collaboration and
innovation as everyone works together to realize the shared purpose.

This alignment not only enhances individual and team performance but also
strengthens the overall fabric of the organization, making it more resilient and adaptive
to change. Together, these statements weave a narrative that not only aligns and
motivates individuals, but also resonates with the broader community, as we collectively
craft a story rich with intention and aspiration that propels the organization forward.

In 2019, the City of Burlington created the Office of Racial Equity, Inclusion, and
Belonging (REIB) and threaded the office into the fabric of its governance, establishing
it as both a vital arm of city government and a collaborative partner to the community at
large. Since its inception, the REIB has remained steadfast in its commitment to
dismantling racial disparities and injustices, while also adapting to the emerging
challenges of our city – such as the opioid crisis, homelessness, and the far-reaching
impacts of climate change, which disproportionately impact the most underserved,
underrecognized, and marginalized communities. These intersectional issues call for a
responsive and compassionate approach that ensures every strand of our city’s tapestry
reflects equity and inclusivity for all.

Beginning in June 2024, the REIB staff and the mayor’s office embarked on a
collaborative journey of brainstorming sessions designed to outline the process for our
vision and purpose community engagement conversations. By September 2024, the
REIB staff were poised to engage the community in conversations that would play a key
role in shaping the structure of the office, guiding the development of programs, and
determining the appropriate staffing model needed to effectively, efficiently, and
sustainably implement equity initiatives throughout the City of Burlington.

Collecting and incorporating community feedback were essential to the overall design of
our vision and purpose. By engaging with the voices of those directly affected, we
ensured our initiatives reflected their lived experiences and were rooted in the realities
they face. This collaborative approach intertwined diverse perspectives, deepening our
understanding of the unique challenges encountered by marginalized communities. By
honoring and integrating this feedback, we cultivated a more inclusive and resonant
narrative, fostering a genuine sense of belonging and empowering every individual to
participate in our shared journey toward a more equitable future. Together, we created a
vibrant mosaic of insights and aspirations, illuminating the path to sustainable, lasting
change.


 2. VISION and PURPOSE COMMUNITY ENGAGEMENT SUMMARY

The REIB recently embarked on an enriching journey to engage with community
members around the City’s commitment to racial equity, diversity, inclusion, and
accessibility work. Between September 26, 2024 and October 30, 2024, the REIB
partnered with local community organizations and city departments (the Greater
Burlington Multicultural Center, Main Street Landing, Robert Miller Community
Center, the Richard Kemp Center, AALV, Burlington Electric Department, and City
Hall) to host seven (7) Vision and Purpose Community Conversations throughout the
city (Old North End, New North End, South End, and City Hall). These sessions were
strategically hosted in different neighborhoods and near public transportation routes in
an effort to ease the burden on community members by offering sessions where they
are. Each community engagement session we held served as an opportunity to gather
diverse threads – voices, stories, and perspectives from individuals across our
community. As participants came together, they brought with them their unique
experiences and insights, reflecting the rich diversity of our city and those we serve.

All of the sessions were hybrid to accommodate the needs of our community members.
Information about the sessions was shared through multiple channels, including flyers
translated into several languages and distributed widely via the REIB's website,
postering at local retailers, organizations, and community spaces. These flyers were also
distributed amongst our community partners.

Through focused discussion, which included key objectives and impactful questions, we
engaged in meaningful dialogues that illuminated the challenges and opportunities
surrounding racial equity, inclusion, and accessibility work across the city. These
sessions were designed not just as listening posts, but as collaborative spaces where
everyone was encouraged to share their thoughts and ideas. Surveys were distributed to
ensure those who could not attend the sessions had a voice in this important
conversation. Each response became a thread in our tapestry, highlighting areas where
we can improve and reinforced our collective aspirations for a more inclusive
environment.

The Vision and Purpose sessions, along with targeted surveys, provided essential data to
inform the redesign of the Racial Equity, Inclusion, and Belonging (REIB) Office’s
Vision and Purpose statements. These efforts focused on identifying sustainable
strategies for implementing equity initiatives across the City of Burlington. A total of 77
people attended the sessions, while additional survey responses supplemented the data.

As we wove together these insights, we discovered patterns of commonality and areas of
divergence, all of which contributed to a deeper understanding of our community’s
needs and aspirations. The process of gathering, analyzing, and integrating feedback will
create a stronger fabric that binds us, fostering a sense of belonging. Our commitment to
transparency and accountability is evident as we plan to share our findings and action
plan, inviting ongoing dialogue and collaboration.

The innovative approaches and solutions that emerged from these engagement sessions
will help shape the REIB and City of Burlington’s next steps towards fostering an
inclusive community. The work of the REIB is not static; it is a living, evolving thread of
city government that reflects our collective commitment to racial equity, inclusion, and
belonging. As we move forward, we are dedicated to continually weaving in new threads,
ensuring that our city remains strong, resilient, and reflective of the diverse voices
within our community. Together, we are crafting a legacy of inclusivity that will resonate
for generations to come.

Session Locations and Attendance:

 1. Greater Burlington Multicultural Center (Ward 3): 9 attendees
 2. Main Street Landing Performing Arts Center (Ward 3): 11 attendees
 3. Robert Miller Center (Ward 7): 9 attendees
 4. Richard Kemp Center (Ward 2): 10 attendees
 5. Association of Africans Living in Vermont (AALV) (Ward 2): 15
 attendees
 6. Burlington Electric Department (BED) (Ward 6): 11 attendees
 7. City Hall, Sharon Bushor Room (Ward 2): 12 attendees

The Greater Burlington Multicultural Center, Main Street Landing Performing Arts
Center, and AALV provided their spaces at no cost.

The REIB team partnered with local businesses to cater the Vision and Purpose
sessions, prioritizing Black—and Brown-owned and local businesses to support local
and diverse communities. Catering was provided by Mulu’s Kitchen and Catering,
Sherpa Foods, Mawuhi African Market, CK Dumpling House, Sherpa Kitchen, and
Mirabelle’s Bakery.

Attendance varied across session locations, as shown in the graph below, with the
largest group attending the session hosted by AALV.
Community Engagement Snapshot




Key Threads:

   The majority of participants who engaged in the Vision & Purpose Community
 Conversations felt strongly that the Office of Racial Equity, Inclusion, and
 Belonging should:
 o Remain a stand-alone office
 o Be chartered
 o Have dedicated resources (general funding, appropriate staffing, and an
 appointed Director) necessary to advance this work.
   Participants discussed a lack of clarity and understanding around “who” the
 office serves and supports. Previous leadership focused exclusively on the
 descendants of enslaved Africans, which excluded a number of communities.
 Where does intersectionality fit in? Climate change, affordability, sustainability,
 all connected to racial equity. We cannot separate these from one another. Where
 do other protected classes fit in to the vision, purpose, and work of the REIB?
  Participants shared the following about the vision and purpose statements:
 o Use plain language to make the vision and purpose statements more
 accessible to a wider audience
 o Change the tone of the vision and purpose statements from “passive” to a
 more “active” stance (e.g., “to create” vs. “will be”)
 o Lacks “resonance”; flow; artistic movement. The vision and purpose
 statements should be a vibe; an anthem that moves, inspires, and
 motivates people.
 o Contextualized reality of Vermont being the whitest state in the nation.
 Noted the vision is color-blind. Diversity is always a measurement to
 whiteness. Participants want more centering of blackness.
 o Be explicit (what groups, what communities) – specificity matters
  Participants suggested using “purpose” vs. “purpose” given the negative
 connotation to missionaries.
  Participants noted the need for the REIB/the City of Burlington to be more
 engaged with youth, specifically by collaborating with Burlington School District
 (BSD).
  Participants questioned the values of the new administration and how the work
 of the REIB, specifically as it relates to racial equity, aligns with those values.
 Some participants remarked that the city’s values seemed too vague/subjective.
  Participants had questions about the “audience” as it relates to the work of the
 REIB. Questions around internal (city departments) vs. external work
 (community driver/collaborator).
  Participants see the REIB as a bridge/connector to the community. This
 connection is a way to amplify the social justice work that’s being done across the
 city.
  Participants noted that the vision should explicitly note children/youth.
  Participants noted that this office is the conscious of everyone. What are we doing
 to raise the consciousness of everyone? It is important, more now than ever, to
 convey what we do and who we are. Educate on “why” we need an REIB.
  Participants noted the REIB should have power within the city. Power to hold
 others accountable. REIB/the city  community and community  REIB/the
 city.

 3. PARTICIPANT ANALYSIS

As we explore the rich tapestry of individuals who contributed their voices, experiences,
and insights to our Vision and Purpose Community Engagement sessions, we gained
valuable insights into the diverse threads woven into the broader fabric of our
conversations on racial equity, inclusion, and belonging. Each participant represents a
unique thread, and by examining their varied backgrounds, experiences, and
perspectives, we can better understand the intricate patterns that emerged from our
collective dialogues.
This analysis not only illuminates the contributions of participants but also highlights
the strengths and challenges present within our community. As we explore these threads
of participation, we aim to weave a clearer picture of how these insights can guide our
efforts toward fostering a more inclusive and equitable City of Burlington.



Demographic Representation

Participants represented 51 organizations, reflecting engagement across various sectors.
However, of the 77 individuals who attended the Vision and Purpose sessions, 68
completed demographic forms that gathered a range of information. The form included
fields for first and last name, email, pronouns (optional), job title or current activity
(e.g., employed, student, retired, unemployed, etc.), organization and role (optional),
and whether the participant needed to attend remotely due to accessibility or other
reasons. It also asked for optional information about race, nationality, gender, age, and
disability status, as well as a description of previous involvement with REIB or related
equity work. Additionally, participants were asked whether they needed translation
support or required accommodations to participate. This comprehensive data collection
aimed to provide insights into who was represented in the sessions and identify areas
for improvement in future outreach and engagement efforts.

 Professional Roles
 Formal DEI professionals constituted the largest group, with fewer grassroots and
 unaffiliated participants.




 The visuals above show that while DEI and other equity professionals were well-
 represented, grassroots and unaffiliated voices were less present.
 Race and Ethnicity
Most participants identified as White, followed by Black and multiracial attendees, with
 significant non-responses limiting the data's depth.




As shown in the chart, non-responses in this category limit a full understanding of racial
 diversity.

 Pronoun and Gender Usage
 While participants reflected diverse pronouns and gender identities, non-
 responses remained high.
The charts above indicate areas where communication about the importance of this data
 could be improved.

 Age
 Participants in their 30s and 40s were most represented, while younger and older
 demographics were underrepresented.




The graph above highlights the underrepresentation of younger and older participants.
 Disability Representation:
Few participants identified as disabled or neurodiverse, with most leaving this category
 blank.




 The chart above reflects minimal disclosures in this category, suggesting potential
 barriers to participation.


Survey Responses

Some participants responded to surveys to help the team gather additional input:

 1. Community Conversation Feedback: 11 responses
 2. Purpose and Vision Redesign Survey: 5 responses

Participants reviewed the draft Vision and Purpose statements:

  Vision: Our vision is to create a city where every individual, especially
 marginalized people who have been underserved and underrecognized, are not
 only valued and represented but also empowered to engage with our city and
 contribute to the overall well-being of our community.
  Purpose: Through the lens of racial equity, the REIB Office will advance
 diversity, equity, and inclusion by addressing systemic and institutional
 disparities. We aim to develop and implement policies and practices that
 promote equal access and opportunities within city services for all individuals
 in Burlington.
The following questions were asked both at the sessions and in the Vision and
Purpose Redesign Survey, which was designed for those who could not attend a
session but wanted to engage with the same questions as those attending:

 1. What is your initial response to the Vision and Purpose statements?
 2. What values or principles do you want reflected in the Vision and Purpose
 statements?
 3. How can these statements positively impact our community?

This approach ensured that all participants, whether attending in person or engaging
online, had the opportunity to provide input on the same foundational questions
guiding the Vision and Purpose redesign.


Engagement Challenges and Highlights
While nonprofits were strongly represented, government and grassroots organizations
were underrepresented. Outreach to some targeted populations resulted in limited
responses, highlighting the need for refined strategies.




 Nonprofits constituted the largest share of participants, while government and
 grassroots organizations were less represented.
Participants’ involvement in equity work spanned various areas, including racial equity,
health equity, and disability advocacy. Limited responses in some areas suggest
opportunities to diversify engagement.




 The graph above illustrates participants’ areas of focus, identifying gaps in
 representation across equity work categories.


Conclusion
The Vision and Purpose sessions and surveys provided critical data to guide the REIB’s
Vision and Purpose redesign. These efforts focused on identifying effective and
sustainable strategies for implementing equity initiatives across Burlington. While
participants represented a range of sectors, including nonprofits and DEI professionals,
gaps in representation from grassroots organizations and unaffiliated individuals
highlight the need for improved outreach and additional resources.
The challenges encountered during these sessions, such as limited responses from some
groups and non-responses in demographic data, reflect areas for refinement in future
engagement strategies. The feedback gathered will directly shape the REIB Office’s
Vision and Purpose, ensuring it is informed by community perspectives and designed to
address systemic inequities in a way that reflects Burlington’s diverse population.
 4. CONSIDERATIONS / RECOMMENDATIONS

As we conclude this phase of our vision and purpose work, it is essential to recognize
that our findings represent a vibrant tapestry woven from the diverse threads of voices,
experiences, and insights gathered throughout this process. Each strand contributes to
the overall picture of the REIB, highlighting both the strengths we possess and the areas
where we can continue to grow. In this section, we will outline key considerations and
recommendations that aim to enhance the REIB and the City of Burlington’s fabric,
ensuring that it remains inclusive and responsive to the needs of all community
members. By thoughtfully integrating these recommendations, we can strengthen the
connections between individuals, foster a deeper sense of belonging, and create a more
equitable environment for everyone.

Recommendation 1: Shore Up the Office of Racial Equity, Inclusion, and
Belonging

Recommendation 2: Create an Integrated Infrastructure for Racial Equity,
Inclusion, and Belonging Work Across City Departments

Recommendation 3: Develop a Strategic Communication Plan for the Office
of Racial Equity, Inclusion, and Belonging

Recommendation 4: Serve as a “Bridge” / Community Connector to Equity
Work Across the City of Burlington

Recommendation 5: Partner with the Burlington School District to Create
Meaningful Opportunities for Burlington Youth

Recommendation 6: Resume Education and Training Opportunities for
Internal Staff and External Stakeholders
 5. APPENDICES

Appendix A: Vision and Purpose Script

 OFFICE OF RACIAL EQUITY, INCLUSION, & BELONGING (REIB):
 COMMUNITY CONVERSATIONS: VISION & PURPOSE

Slides 1 & 2: Overview Welcome to the REIB’s Vision and Purpose Community
Conversation. Today’s conversation will include a brief welcome and overview, followed
by a discussion around our vision and purpose work. We’ll begin by introducing
ourselves and then provide a bit of framing for today’s conversation.

Slide 3: Facilitator(s) Introduction
In justice work, we do what we can to make the implicit explicit, so for our
introductions, we’ll be sharing our name, our pronouns to build inclusiveness, and our
race/ethnicity because we live in a racialized society and our experiences are impacted
by our race and ethnicity. I’ll go first. My name is [insert name] and I am the [insert
position]. My pronouns are [insert pronouns], my race is [insert race] and my ethnicity
is [insert ethnicity].

Thank you for making time to join us for this very important conversation, as we
define/redefine equity work throughout the City of Burlington. As some of you may
know, the City of Burlington created the Office of Racial Equity, Inclusion, and
Belonging (REIB) in 2019.

Since that time, the REIB and the City of Burlington have remained committed to
addressing racial disparities and injustices while also adapting to respond to emerging
epidemics such as the opioid crisis, houselessness, and the impacts of climate change,
that disproportionately impact the most underserved, underrecognized, and
marginalized communities in our city. As our work continues to expand and evolve, we
want to make sure our vision and purpose is reflective of not only where we are in this
present moment, but where we are heading as we envision a Burlington where every
individual is valued, represented, and empowered to engage with our city and to
contribute to the overall well-being of our community.

Engaging the community in these conversations will play a key role in shaping the
structure of the office, guiding the development of our programs, and determining the
appropriate staffing model needed to effectively, efficiently, and sustainably implement
equity initiatives throughout the City of Burlington.

So, that’s where you – our community – comes in. Having a clear vision and purpose
statement will serve as the roadmap that guides decision-making, goal setting, and
strategic planning for equity work across city departments. Our hope is that this process
will provide a clear vision and purpose statement that helps us all communicate the
REIB’s and City of Burlington’s values, aspirations, and priorities around diversity,
equity, inclusion, and accessibility.
Your input in this process is invaluable and we look forward to hearing from you in just
a few minutes. But first, we want to establish some group agreements.

Slide 4: Group Agreements: Group agreements support our ability to be in this
space, fully together. We sent these ahead of time so you could review them (and please
feel free to add any you’d like in today’s space in the chat). While meeting agreements
can be more expansive, for this community of practice space, we wanted to focus on the
following agreements:
  Owning intentions and impacts, in which people acknowledge and
 discuss instances where a dialogue has affected the emotional well-being of
 another person
  Disagreement with civility, where tough questions are raised and varying
 opinions are accepted. Share your voice in a respectful way.
  Brave Space, we do want to make a particular note about Brave Spaces.
 Many of you may have heard or used the term “safe space” before.

 We intentionally use the language of Brave Space to recognize that this space
 has the potential to be challenging and uncomfortable at times. It is
 important to move through that discomfort, to challenge yourself to stay with
 it, and to participate even when it’s hard.

 Brave spaces embrace this discourse with open arms AND sets the ground for
 accountability towards the dialogue, owning intentions and impact. Brave
 spaces open dialogue about challenging topics, encouraging perspectives to
 be voiced without a fear of judgement, exclusion, and/or discrimination.

 Brave spaces are the safest of spaces as they invite vulnerability, while also
 ensuring there is accountability to discrimination, harassment, or any other
 emotional or physical harm to oneself and others.

Slide 5: Session Objectives - that we aim to accomplish today are:
  Foster inclusivity and diversity
 o Engage community members from various backgrounds, perspectives,
 and experiences to ensure the vision and purpose statements reflect the
 diverse needs and aspirations of the community.
  Enhance stakeholder engagement
 o Create a platform for open dialogue, feedback, and collaboration to
 build stronger relationships with stakeholders and increase their
 investment in the REIB’s vision and purpose.
  Promote transparency and accountability
 o Demonstrate a commitment to transparency by involving the
 community in the strategic planning process, fostering trust and
 accountability in decision-making.
  Drive alignment and understanding
 o Facilitate conversations to ensure all stakeholders have a shared
 understanding of the REIB’s vision and purpose, leading to greater
 alignment and support for the REIB and City of Burlington’s equity-
 related goals.
  Generate innovation solutions
 o Encourage creativity and innovation by leveraging the collective
 wisdom and diverse perspectives of the community to generate new
 ideas and approaches for achieving the REIB’s vision and purpose.

Slide 6: Draft Vision & Purpose Statements:
Vision- Our vision is to create a city where every individual, especially marginalized
people who have been underserved and underrecognized, are not only valued and
represented, but also empowered to engage with our city and to contribute to the overall
well-being of our community.

Purpose – Through the lens of racial equity, the Office of Racial Equity, Inclusion, and
Belonging will advance diversity, equity, and inclusion by using city government to
address the systemic and institutional disparities that have resulted in the exclusion and
marginalization of certain groups and communities. We aim to develop and implement
policies and practices that promote equal access and opportunities within city services
for all individuals in Burlington. We encourage sustainability by ensuring the
management and distribution of city resources are done in a fair and equitable manner,
so all constituencies have what they need to thrive.

Slide 7: Read 1st Prompt Question: What is your initial response to the vision and
purpose statements?

Slide 8: Read 2nd Prompt Question: What specific values or principles do you think
should be reflected in the vision and purpose statement?

Slide 9: Read 3rd Prompt Question: How do you believe a well-defined vision and
purpose statement for the Office of Racial Equity, Inclusion, and Belonging (REIB) can
positively impact our community?

Slide 10: Closing Thoughts, Reflections, & Takeaways
Appendix B: Vision and Purpose Registrant and Registered Attendee
Demographic Overview

Analysis of Registered Participants for Vision and Purpose Sessions

Data from the 89 registrants, 77 attendees and 68 registered attendees at the
Vision and Purpose Sessions offers valuable insights into representation and
engagement, helping to shape the Racial Equity, Inclusion, and Belonging (REIB)
Office's Vision and Purpose Redesign.

These sessions were designed to gather input from community members and partners to
help shape program development and identify the most effective, efficient, and
sustainable staffing model for implementing equity initiatives throughout Burlington.
This feedback will guide how equity initiatives are implemented citywide, ensuring they
are community-driven, inclusive, and responsive to the unique needs of Burlington's
diverse population. The team prioritized accessibility and equity by designing a planning
process and making decisions to ensure that every session was open and accessible to all
Burlingtonians, providing an inclusive space for everyone to share their voice and
contribute.

Sessions were held at various locations in Burlington, near transportation routes, to
increase accessibility for everyone in the community. The sessions also had in-person
and remote options to maximize accessibility.

To maximize participation, information about the sessions was provided on the REIB
website and distributed via email in English, Arabic, Burmese, Chinese, French, Nepali,
Somali, Spanish, Swahili, and Vietnamese. Flyers highlighting session details, language
support, and REIB Office contact information were distributed in local stores,
community centers, and public spaces and shared with community partners in the same
languages.

Session Locations and Targeted Engagement
7 total locations across the City hosted vision and purpose sessions in 5 different
wards. Among these, the session at the Association of Africans Living in Vermont
(AALV) was specifically targeted, and we engaged directly with employees to gather
their input. While this approach allowed us to hear from a group deeply embedded in
the community, it was challenging to achieve similar levels of engagement with other
targeted groups. Despite our outreach efforts, we did not always receive responses or
participation from many community partners we contacted or did not have staff
capacity to engage, highlighting the need for more effective strategies and resources to
connect with underrepresented communities.

 1. Greater Burlington Multicultural Center (Ward 3)
 2. Main Street Landing Performing Arts Center (Ward 3)
 3. Robert Miller Center (Ward 7)
 4. Richard Kemp Center (Ward 2)
 5. The Association of Africans Living in Vermont (AALV) (Ward 2)
 6. Burlington Electric Department (Ward 6)
 7. City Hall, Sharon Bushor Room (Ward 2)

The Greater Burlington Multicultural Center, Main Street Landing Performing Arts
Center, and The Association of Africans Living in Vermont generously provided their
spaces for the sessions at no cost.

The REIB team worked with several Black- and Brown-owned businesses to cater the
events, including Mulu’s Kitchen and Catering, Sherpa Foods, Mawuhi African Market,
CK Dumpling House, and Sherpa Kitchen. Additionally, we partnered with a local
vendor, Mirabelle’s Bakery.

This overview focuses on participants’ demographic data, including gender, race,
professional backgrounds, and involvement in equity work. The data also highlights
data gaps that could impact the inclusivity and effectiveness of REIB’s vision and
purpose work.

A total of 89 registrants, 77 attendees participated in the Vision and Purpose
sessions, both in-person and remotely, with 68 registered attendees. The sessions
saw representation from 51 organizations, reflecting broad community engagement.
On average, there were 11.1 participants per session, including 8 remote
participants across all sessions.

Here is the number of attendees at each session location:
 1. Greater Burlington Multicultural Center: 9 attendees
 2. Main Street Landing Performing Arts Center: 11 attendees
 3. Robert Miller Center: 9 attendees
 4. Richard Kemp Center: 10 attendees
 5. Association of Africans Living in Vermont (AALV): 15 attendees
 6. Burlington Electric Department: 11 attendees
 7. City Hall, Sharon Bushor Room: 12 attendees

Demographic Information of Registrants and Registered Attendees. The
REIB team asked participants to register before attending the sessions and provide the
following demographic information, which can be found in the registration form
(Appendix E). This information helps us understand who attended the sessions, which
groups were represented, who had a voice, who we were reaching, and those we still
need to engage.

Registrants:

Pronoun Representation (89 Registrants)
  1. She/Her Pronouns: 39.33% (35 registrants) identified with she/her pronouns.
  2. He/Him Pronouns: 14.61% (13 registrants) identified with he/him pronouns.
  3. Non-Gendered Pronouns: 5.62% (5 registrants) used gender-expansive pronouns
 (e.g., they/them, she/they, he/they).
 4. No Gender Response: 39.33% (35 registrants) did not specify their gender
 identity.

Representation Based on Gender (89 Registrants)
  1. Female: 31.46% (28 registrants) identified as female or some variation such as
 "woman."
  2. Male: 15.73% (14 registrants) identified as male.
  3. Trans Woman: 1 registrant (1.12%) identified as a trans woman.
  4. Nonbinary: 1 registrant (1.12%) identified as nonbinary.
  5. Nonbinary Trans: 1 registrant (1.12%) identified as nonbinary trans.
  6. Femme: 1.12% (1 registrant) identified as femme.
  7. No Response / Not Specified: 48.31% (43 registrants) did not specify their gender
 identity.

Representation Based on Race (89 Registrants)
  1. White/Caucasian: 30.34% (27 registrants) identified as White.
  2. Black-Identifying: 13.48% (12 registrants) identified as Black or Black combined
 with one or more identities.
  3. Other Racial Identities: 13.48% (12 registrants) identified as African, Asian, or
 multiracial.
  4. Non-Response: 42.70% (38 registrants) did not specify their race.
  5. National Identity (89 Registrants)
  6. Nationality Responses: 22 registrants provided U.S.-centric national identities
 such as "American," "USA," or "United States."
  7. Diverse or Dual-National Identities: 8 registrants reflected varied or dual-
 national identities such as "Ugandan-American" or "Somali."
  8. No Response: 58.43% (52 registrants) did not specify their nationality.

Representation Based on Age (89 Registrants)
  1. 20s: 5 responses (5.62%).
  2. 30s: 9 responses (10.11%).
  3. 40s: 9 responses (10.11%).
  4. 50s: 3 responses (4.49%).
  5. 60s: 4 responses (4.49%).
  6. 70s: 3 responses (3.37%).
  7. 21+: 1 response (1.12%).
  8. Unclear Entry: 1 response (1.12%).
  9. No Response: 59.55% (53 registrants) did not specify their age.

Disability Representation (89 Registrants)
 1. Disabled, Neurodiverse, or Neurodivergent: 3.37% (3 registrants) identified as
 disabled, neurodiverse, or neurodivergent.
 2. Able-bodied Status: 2.25% (2 registrants) identified as able-bodied.
 3. NA/None: 11.24% (10 registrants) marked NA or none.
 4. No Response: 79.78% (71 registrants) did not respond, indicating potential
 underreporting or reluctance to disclose.
Professional Roles (89 Registrants)
  1. Executive Leadership: 35.96% (32 registrants) in executive or director roles.
  2. Community and Advocacy Roles: 25.84% (23 registrants) in community impact
 roles.
  3. Education and Training: 10.11% (9 registrants) in teaching, training, and
 program development roles.
  4. Administrative/Support Roles: 7.87% (7 registrants) in support functions.
  5. Government Positions: 4.49% (4 registrants) in government or council roles.
  6. Other: 10.11% (9 registrants) work outside traditional categories.
  7. NA: 1.12% (1 registrant) marked their title as Not Applicable.
  8. No Response: 4.49% (4 registrants) did not specify a job title.

Organizational Representation (89 Registrants)
  1. Nonprofit: 41.57% (37 registrants) affiliated with nonprofit organizations.
  2. Healthcare: 7.87% (7 registrants) from healthcare organizations.
  3. Education: 5.62% (5 registrants) connected to educational institutions.
  4. Government: 7.87% (7 registrants) affiliated with local government.
  5. Corporation/Business: 14.61% (13 registrants) from corporations or businesses.
  6. Advocacy: 2.25% (2 registrants) from advocacy groups.
  7. Performing Arts: 1.12% (1 registrant) represents the performing arts sector.
  8. Sole Proprietor/Individual LLC: 5.62% (5 registrants) represent sole proprietors
 or individual LLCs.
  9. NA: 2.25% (2 registrants) marked their organizational affiliation as not
 applicable.
  10. Other: 5.62% (5 registrants) from community partners or other affiliations.
  11. No Response: 5.62% (5 registrants) did not provide any affiliation

Language Access (89 Registrants)
  12. No Language Access Support Needed: 97.8% (87 registrants) reported that they
 did not need language access support.
  13. No Response: 2.2% (2 registrants) did not respond to the question, leaving their
 language access needs unaddressed.


Registered Attendees:

Pronoun Representation (68 Registered Attendees)
  1. She/Her Pronouns: 35.29% identified with she/her pronouns.
  2. He/Him Pronouns: 19.12% identified with he/him pronouns.
  3. Non-Gendered Pronouns 7.35% used gender-expansive pronouns (e.g.,
 they/them, she/they).
  4. No Gender Response: 36.75% did not specify their gender identity.

Representation Based on Gender (68 Registered Attendees)
  1. Female: 29.41% (20 respondents) identified as female or some variation such as
 “woman”.
  2. Male: 19.12% (13 respondents) identified as male.
 3. Trans Woman: 1 participant (1.49%) identified this as their gender identity.
 4. Nonbinary: 1 participant (1.49%) identified nonbinary as their gender identity.
 5. Nonbinary Trans: 1 participant (1.49%) identified this as their gender identity.
 6. Femme: 1.49% (1 participant) identified their gender identity as Femme.
 7. No Response / Not Specified: 45.59% (31 responses)

Representation Based On Race (68 Registered Attendees)
  1. White/Caucasian: 35.29% of attendees identified as White.
  2. Black-Identifying: 14.71% identified as Black or Black combined with one or more
 identities.
  3. Other Racial Identities: 13.24% identified as African, Asian, or multiracial.
  4. Non-Response: 37% did not specify their race.


National Identity (68 Registered Attendees)
  1. Nationality Responses: The most common national identity terms provided by
 registered participants were U.S.-centric, with 21 responses identifying as
 “American” or referencing the United States.
  2. Nine responses also reflected various or dual-national identities, such as
 “Ugandan-American” and “Polish/Irish,” or “Somali” which highlights some
 diversity based on national identity within the group.
  3. However, 35 participants did not specify a nationality, either leaving the field
 blank or providing no response.

Representation Based on Age (68 Registered Attendees)
  1. The most common age groups represented were in their 30s and 40s, each with 7
 responses (10.29%)
  2. Respondents in their 20s accounted for 5 responses (7.35%), while those in their
 60s made up 4 responses (5.88%). Fewer respondents were in their 50s (3
 responses, 4.41%) and 70s (2 responses, 2.94%).
  3. One participant specified “21+,” accounting for 1.47% of responses.
  4. However, 39 participants (57.35%) did not specify an age, either leaving the field
 blank or providing no response.

Disability Representation (68 Registered Attendees)
 1. Disability Disclosure: 5.88% of participants identified as disabled, neurodiverse,
 or neurodivergent.
 2. Able-bodied Status: 2.94% of registered participants identified as able.
 3. NA/None: 13.24% of registered participants marked NA or none.
 4. No Response: 77.94% of participants did not respond, indicating potential
 underreporting or reluctance to disclose.

Professional Roles (68 Registered Attendees)
  1. Executive Leadership: 26 participants (38.24%) in executive or director roles.
  2. Community and Advocacy Roles: 14 participants (20.59%) focused on community
 impact.
 3. Education and Training: 7 participants (10.29%) in roles related to teaching,
 training, and program development.
 4. Administrative/Support Roles: 6 participants (8.82%) in support functions.
 5. Government Positions: 4 participants (5.88%) involved in government or council
 roles.
 6. Other: 6 participants (8.82%) in roles outside traditional categories.
 7. NA: 1 participant registered their title as Not Applicable (1.47%).
 8. No Response: 4 participants (5.88%) did not specify a job title.

Organizational Representation (68 Registered Attendees)
  1. Nonprofit: 42.65% of participants (29 individuals) are affiliated with nonprofit
 organizations, the largest category. Multiple participants are from the Association
 of Africans Living in Vermont (AALV), as well as from Special Olympics Vermont
 and the Howard Center.
  2. Healthcare: 7.35% (5 participants) come from healthcare organizations, including
 the University of Vermont Medical Center (UVMMC) and Blue Cross Blue Shield
 of Vermont (BCBSVT).
  3. Education: 5.88% (4 participants) are connected to educational institutions, with
 the University of Vermont and Burlington School District each represented by
 multiple individuals.
  4. Government: 5.88% (4 participants) are affiliated with local government, with
 most participants connected to the City of Burlington, reflecting the city’s
 involvement.
  5. Corporation/Business: 11.76% (8 participants) come from corporations, including
 Rhino Foods, nuwave Equity, Corp., and Seventh Generation.
  6. Advocacy: 2.94% (2 participant) are from an advocacy groups, like the Racial
 Justice Alliance.
  7. Performing Arts: 1.47% (1 participant) represents the Flynn Center for the
 Performing Arts.
  8. Sole Proprietor/Individual LLC: 5.88% (4 participants) represent sole
 proprietors or individual LLCs, like All Heart Inspirations and the Fearless
 Homebuyer.
  9. NA: 1.47% (1 participant) identified their organizational affiliation as not
 applicable.
  10. Other: 7.35% (5 participants) come from community partners and other types of
 affiliations.
  11. No Response: 7.35% (5 participants) did not provide any affiliation.

Involvement in Equity and Justice Work (68 Registered Attendees)
 1. Juneteenth and Community Celebrations (10 responses, 14.7%): Many
 participants are involved in Juneteenth-related events or activism, such as co-
 organizing or attending celebrations and performances.
 2. Racial Equity and Justice Work (6 responses, 8.8%): Participants are actively
 engaged in efforts aimed at racial equity and justice, often working with
 community organizations and initiatives to promote systemic change.
 3.  DEI Education and Training (2 responses, 2.9%): Participants engage in DEI
 education through professional roles or by facilitating training for organizations
 to raise awareness and promote diversity, equity, and inclusion.
 4. Educational Equity and Advocacy (3 responses, 4.4%): Many participants are
 involved in promoting educational equity and advocacy, working to ensure fair
 access to educational opportunities for all students, particularly those from
 marginalized groups.
 5. Organizational and Workplace DEI Work (5 responses, 7.4%): Focus on DEI
 initiatives within organizations, including building frameworks and supporting
 diversity in the workplace through policies and practices that foster inclusion and
 belonging.
 6. Community and Government Collaboration (7 responses, 10.3%): Many
 participants are involved in collaborative efforts between community
 organizations and government entities, working together to address equity and
 justice issues at a systemic level.
 7. Disability Equity (2 responses, 2.9%): Involvement in disability advocacy,
 including Special Olympics participation and board membership, working to
 create more inclusive environments for people with disabilities.
 8. Health Equity (3 responses, 4.4%): Focus on advancing health equity, ensuring
 equal access to health care services and promoting better health outcomes for
 underserved communities.
 9. General Community Support (4 responses, 5.9%): Many participants are engaged
 in supporting community initiatives, whether through volunteering, providing
 resources, or advocating for local causes.
 10. Arts and Cultural Advocacy (2 responses, 2.9%): Engagement in promoting arts
 and cultural initiatives, with a focus on increasing representation and access to
 cultural experiences for diverse communities.
 11. Engagement Through Personal DEI Learning (2 responses, 2.9%): Participants
 are committed to ongoing personal development in DEI through learning,
 attending workshops, and engaging in discussions to broaden their
 understanding.
 12. Other (4 responses, 5.9%): Various other forms of community involvement and
 advocacy, including unique projects and initiatives not covered in the categories
 above.
 13. NA/None (4 responses, 5.9%): Responses indicating no involvement or relevance
 to the categories listed.
 14. No Response (11 responses, 16.2%): Participants who did not provide a response
 regarding their involvement or area of interest.


Language Access (68 Registered Attendees)
  1. Language Access Needs: 66 participants (97.1%) reported that they did not need
 language access support, indicating that language barriers are not a significant
 concern for the majority of participants.
  2. Only two individuals (2.9%) did not respond to this question, but none of the
 participants indicated a need for language assistance.
Summary and Key Takeaways

Address High Non-Response Rates
High non-response rates in key demographic categories suggest gaps in engagement
and/or discomfort with providing personal information. The non-response rates for
registrants are: gender (45.59%), race (36.76%), and age (57.35%). These figures
highlight a need for better outreach and reassurances regarding confidentiality,
especially for demographic data collection.

Enhance Grassroots Representation
The data shows that while registered attendees primarily include formal DEI
professionals, grassroots voices may be underrepresented. Although outreach was made
to community-based organizations and individuals, the participation of these groups fell
short. Future efforts should focus on refining outreach strategies to better capture voices
from grassroots and marginalized communities.

Improve Disability and Language Access Outreach
Low reports of disability and language support needs from registrants could indicate a
lack of engagement with disabled and immigrant/refugee communities. Future efforts
should target these groups more effectively by providing more visible, clear
communication about the support available and addressing any barriers they may face.

Diversify Outreach Methods
While digital and print materials reached many registrants, some individuals—especially
those less connected to traditional communication methods—were not fully engaged.
Despite attempts to reach specific groups, responses from these segments were lower
than expected. To increase participation, future outreach strategies should include
culturally specific events and stronger partnerships with community leaders.

Increase Representation from Government and Key Sectors
Limited representation from government (5.88%) and other key sectors, like healthcare
and education, among registered attendees suggests a need for stronger engagement
with these groups. Targeted invitations to these sectors can help diversify perspectives
and ensure a more comprehensive representation of community interests.

Expand Data Collection Practices
The high non-response rates in demographic data from registrants (e.g., age: 57.35%
and gender: 45.59%) suggest that more effective data collection methods are needed.
Future sessions should consider anonymous surveys and clear communication about
how the data will be used, which could encourage more complete responses.

Leverage Underrepresented Voices
Although registered attendees included a wide range of professionals, grassroots voices,
particularly those from marginalized groups, were not as robustly represented. Future
efforts should prioritize co-designed session formats and tailored outreach strategies to
encourage participation from underrepresented voices, ensuring these groups are heard.
Enhance Transparency in Data Usage
Registered attendees may be more likely to provide complete demographic information
if there is greater transparency about how the data will be used. Clearer explanations
about how participant contributions will directly inform equity initiatives can build trust
and encourage higher response rates, ensuring that the process feels meaningful and
transparent.

Address Barriers to Inclusivity
The low engagement of certain demographics in registrants, particularly in age,
disability, and language, highlights potential barriers to participation. Future sessions
should allocate more time and resources to outreach, use tailored strategies like focus
groups, and partner with organizations that can help identify and overcome these
barriers to inclusivity.

Continue Collaboration with Community Partners
The collaboration with organizations such as the Association of Africans Living in
Vermont (AALV) has been essential for engaging diverse registered attendees.
Strengthening these partnerships and forming new collaborations will help expand the
reach and improve the inclusivity of future engagement efforts.
Appendix C: Vision and Purpose Registrant Demographic Visuals
Appendix D: Vision and Purpose Attendee Demographic Visuals
Appendix E: Vision and Purpose

Registration
Racial Equity, Inclusion, and Belonging Purpose and Vision Redesign
Community Conversation
Date, Time, Location
The City of Burlington Racial Equity, Inclusion, and Belonging (REIB) Office Purpose and Vision Redesign
Community Conversations are designed for community partners to give their input on the REIB’s
purpose and vision updates, helping to directly shape our equity work.

1. First and Last Name

2. Email

3. Pronouns (e.g. they/them, optional)

4. Current Activity (e.g. Employed Full-time or part time, student, retired, disability, unemployed,
etc. - Optional)

5. Organization and Role (Optional or NA)

6. Do you need to attend remotely due to accessibility or other reasons?
 a. Yes
 b. No, I will attend in person

7. Race (optional)

8. Nationality (optional)

9. Gender (optional)

10. Age (optional)

11. Disability Status (optional)

12. Describe your previous involvement with REIB or related equity work.

13. Do you need translation support?
 a. Yes
 b. No

14. Do you require accommodations to participate? If so, please explain.



15. Is there anything else we should know to support your participation?

REIB City Council Committee
April 15, 2025
5:30 – 7:00 pm
Sharon Bushor Room

Attendees:
Christian Berry, Interim Director REIB (in person)
Katie Greene, Community and Belonging Program Manager REIB (in person)
Councilor Melo Grant, Chair (in person)
Councilor Becca Brown McKnight (in person)
Councilor Ranjit "Buddy" Singh (in person)
Eric Agnero (in person)
Jed Davis (in person)
Ferene Paris (in person)
Jeff Smith (in person)
Ted Castle (in person)
Keren Sita (virtual attendee)
Mark Hughes (virtual attendee)
Makayla Terjelian (virtual attendee)
AAWA Leadership Council (virtual attendee)
Michelle Bookless (virtual attendee)
Eplanet Thunderstriker (virtual attendee)
Bri (virtual attendee, no last name provided)
John Lawlis (virtual attendee)

Meeting Convened 5:33 PM
Agenda:

1) Motion to Approve Agenda
 Councilor McKnight motioned to approve. Councilor Singh seconded. Unanimous
 pass.

2) Motion to Approve Meeting Minutes
 (a)March 2025
 Councilor McKnight motioned to approve. Councilor Grant seconded. Unanimous
 pass.

3) Public Forum
 Councilor Grant reminded attendees to avoid disparaging language. Speakers voiced
 strong support for REIB and called for it to be fully staffed and funded. Member of
 the public urged follow-through on previous commitments. Other member of the
 public expressed concern about Office’s vision and emphasized the need to center
 the experiences of Black residents. Councilor Grant emphasized the important of
 advancing inclusion and belonging for all marginalized groups.

4) REIB Path Forward
 a) Staffing Update
 Discussed upcoming interviews for the Admin and Financial Coordinator role,
 with a hire expected by early May. The Director position will be posted by the end
 of the month. Two new Program Manager roles will focus on Health Equity and
 Education, and the Community and Belonging Manager role will continue to
 evolve.

 b) REIB Motions from March meeting
 A motion was unanimously approved to begin the process of adding REIB to the
 City Charter. Councilors to approach City Attorney’s Office to provide input
 before the May meeting. There was discussion about using unspent salary funds
 to support Juneteenth and other REIB programs. Councilor Grant will explore
 fiscal support options and clarify the amount that can be carried over into FY26.
 Concerns were raised about the impact on Black vendors if Juneteenth funding
 falls short. Questions remain about who decides how funds will be used – see
 recording for more details. An update on available unspent staffing funds is
 expected before the next meeting.

 c) REIB Vision & Purpose Update
 Discussed the fall 2024 community engagement process that informed the
 REIB’s updated vision and purpose. Emphasis was placed on centering race while
 also addressing inclusion and belonging. Community members helped shape the
 statements through seven public sessions, surveys, and conversations with
 students, business owners, community members, and partner organizations.
 Feedback included support for the REIB as a standalone department, charting
 the office, a call for clear roles, youth engagement, intersectionality, and
 sustainable resources. The final vision highlights active engagement and
 representation in local government, while the purpose focuses on advancing
 equity and social justice through anti-racism, policy work, and inclusive
 governance.

 d) REIB Charter Update/Discussion
 Discussed Councilor McKnight (Chair of Charter committee) working with
 Councilor Bergman, the City Attorney, and Interim Director Berry to confirm the
 process. Motion passed unanimously to begin the chartering process, with plans
 for coordination between the Charter and REIB Committees. Discussed goal to
 establish lasting structure and commitment by adding REIB to the City Charter.

5) Councilor Updates
 Councilors discussed the need for stronger involvement and support of REIB,
 emphasizing the importance of keeping it a standalone department. Updates
 included a meeting with Trusted Community Voices, with interest in inviting
 members to share what they're seeing in their communities. Concerns were
 raised about ICE activity and support for impacted residents. Councilor Grant
 suggested inviting state and local leadership to discuss statewide equity work and
 policing concerns.
6) Community Forum
 Speakers called for REIB to support BIPOC economic empowerment and stronger
 ties with local businesses. There was a push to prioritize carryover funds for various
 equity-related initiatives. See recording for more information.

7) Motion to Adjourn
Adjourned 7:26PM

Topic: REIB CC Subcommittee Meeting

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