Community Action Plan
Introduction
Anchorage citizens are blessed to live in an international community that represents a wide diversity of peoples, cultures, and religions, with 96 different languages spoken within the Anchorage School District. At the Municipality of Anchorage, we recognize that diversity is not only our strength, but is the essence of all the differences that make each of us valuable.
History
Some are old enough to remember a sad history of segregation in the Lower 48 and Alaska and the incidents of racial and ethnic prejudice. Fortunately some of this discrimination has been significantly erased from the landscape of our American society. However, while we have made some progress, we recognize we are not yet a perfectly harmonious society. We still have events that shock the conscience of our community.
Anchorage citizens have a stake in an effective response to end discrimination, intolerance and violent bigotry. Hate crimes perpetrated against any person or group of persons based on the actual or perceived gender, disability or sexual orientation of that person or group of persons is a significant concern within our community. Hate crimes are not merely crimes against an individual, but rather are crimes against the entire community, because such bias-motivated crimes are more likely to provoke retaliatory crimes, inflict distinct emotional harms on victims and incite community unrest. Hate crimes also are troubling because they can strike fear in people who have done nothing illegal and are merely members of an identifiable group.
Hate crimes demand a priority response because of their special emotional and psychological impact on the victim and the victim's community. The damage done by hate crimes cannot be measured solely in terms of physical injury or dollars and cents. Hate crimes may effectively intimidate other members of the victim's community, leaving them feeling isolated, vulnerable and unprotected by the law. By making members of minority communities fearful, angry and suspicious of other groups -- and of the power structure that is supposed to protect them -- these incidents damage the fabric of our society and fragment our community.
In January 2001, three Anchorage area youths were apprehended after videotaping themselves shooting frozen paintballs at Alaska Native victims. The incident gained statewide and national attention and prompted numerous responses by government entities.
On April 26, 2001, the Alaska Advisory Committee to the U.S. Commission on Civil Rights met in Anchorage to focus on discrimination in Alaska following the paintball incident.
Then Alaska Gov. Tony Knowles appointed a state Commission on Tolerance, which reported the on-going problems facing minorities in Alaska and recommending numerous actions to improve the situation.
The Alaska State Advisory Committee (SAC) to the U.S. Commission on Civil Rights organized a formal discussion about improving race relations in Alaska. In August 2001, the SAC hosted a two-day community forum on race in Anchorage to solicit comments from state, local, and federal officials, representatives from advocacy groups and community organizations, as well as individual Alaska residents.
On July 20, 2001, the Anchorage Assembly passed and approved AR No. 2001-221 - A resolution condemning racially motivated attacks in Anchorage, calling on the United States Commission on Civil Rights to investigate such incidents, and calling for a community action plan to eliminate discrimination and prejudice in Anchorage (attachment 1). In Section 3 of AR NO 2001-221, the Assembly called on the Minority Community Police Relations Task Force (MCPRTF) and former Mayor George Weurch’s Mayor’s Kitchen Cabinet on Healing Racism in Anchorage to recommend a plan for removing existing barriers to cross-cultural understanding; to develop specific recommendations for a community action plan to eliminate racism in Anchorage; and to identify specific legislative and administrative actions the municipal government can take to eradicate racism and prejudice in this community. The Assembly requested recommendations by November 1, 2001. Although, the now defunct Mayor’s Kitchen Cabinet generated reports, recommendations were never processed or forwarded to the Assembly, and a Community Action Plan never materialized, until now.
Mayor’s Commitment to Diversity and Diversity Goals
One of Mayor Mark Begich’s first actions as mayor was elevating the city’s Office of Equal Opportunity to the Mayor’s Office to give it the stature and authority its mission deserves. Long-time employment discrimination expert Karen Turner headed the office and a new position of Deputy Director and Community Outreach Liaison was created to focus on diversity issues. Celeste Hodge, former president of the NAACP, served as the deputy director.
Three major diversity goals of the Begich administration are: to heighten the appreciation and celebration of the diversity within our international community; broaden the diversity of the municipal workforce; and encourage the continuation of partnerships with local agencies and business including disadvantaged, minority, and women-owned businesses.
The completion of this Community Action Plan will assist residents in the continued development of our international city, one that embraces and celebrates differences. The Affirmative Action/Diversity Plan will be a useful tool to help increase diversity and decrease discrimination and harassment within the municipal work force. Both the Community Action Plan and Affirmative Action/Diversity Plan are now ready for public comment.
Mayor’s Diversity Week
The MOA must work together with the community to combat hate and bigotry. The MOA has taken the lead by launching the first ever “Mayor’s Diversity Week,” September 26 - October 3, 2004. This campaign, a broad-based effort, brought leaders and representatives from cultural, community, business, civic, religious, and school-based organizations together to combat bias and promote a respect for diversity.
The MOA issued an official proclamation and a press release asserting that the Municipality would host “Mayor’s Diversity Week” and organize anti-bias programs to actively challenge hate and bigotry. The Municipality invited the community to participate in Mayor’s Diversity Week, by hosting events that promoted diversity. Over thirty community events were organized for the week. For a complete listing of events or more information on Mayor’s Diversity Week visit the municipal website at www.muni.org or call 343-4890. Mayor’s Diversity Week occurs annually.
Anchorage Neighborhood Police and Fire Applicant School
As we look for ways to assist in diversifying the municipal workforce as a whole, we are aware that the Anchorage Police Department and Anchorage Fire Department have some specific hurdles as they recruit qualified people who are willing to put themselves in harms way.
The Mayor’s Office of Equal Opportunity continues to develop partnerships with organizations, groups, individuals, etc., to promote its diversity efforts. Some groups to date include: Anchorage Police Department, Anchorage Fire Department, Alaska Native Heritage Center, Alaska Native Justice Center, Mt. View Community Center, Juneteenth Committee, African American Historical Society of Alaska, Clase (Consejo de Latinamericanos en Alaska para Servicios Especiales), Anchorage Equal Rights Commission – Standing Committee for the Promotion of Tolerance and Diversity, Alaska Federation of Natives, UAA - Anchorage Justice Center, Minority Community Police Relations Task Force, Brotherhood, Inc., Anchorage Latino Lions, Access Alaska, and more.
The goal of the applicant schools is to increase the diversity within the Police and Fire Departments. The purpose is to : (1) Increase communication, cooperation and understanding between minority citizens and the police and fire departments, as related to police and fire recruitment and selection; (2) Increase minority applicants for police and fire positions; (3) Increase the success rate of applicants for police and fire positions.
This program was originally designed to honor Dr. Martin Luther King by following his example of bringing people together to resolve difficult community issues. Due to the success of the first school, a second school was held and a day set aside to honor Elizabeth Peratrovich, a Native American civil rights activist who also played an important role in the passing of the Alaska Anti-Discrimination Bill. The success of the first class also prompted the addition of the Anchorage Fire Department to the agenda. A third class was held October 2, 2004 in partnership with the Hispanic community.
Anyone interested in a career with the Police or Fire departments is welcome to attend the Applicant School. Minorities and women are strongly encouraged to attend the training. The police and fire department is best served by a police and fire workforce that reflects the diversity of the community.
Anchorage Equal Rights Commission’s Standing Committee on the Promotion of Tolerance and Diversity’s Hate Crimes Task Force
The city is also working with the Anchorage Equal Rights Commission’s Standing Committee on the Promotion of Tolerance and Diversity and its Hate Crimes Task Force. The Standing Committee members have been meeting for more than a year studying hate crimes in Anchorage and studying other communities’ successful responses to hate crimes. They have developed a community education and awareness program to respond to and prevent hate crimes. The members of the Standing Committee, comprised of regular citizens, will be presenting their education program throughout Anchorage over the next nine months. This educational program promotes positive ideas and encourages a focus on what a great place Anchorage is to live and raise a family. Community members, parents, young people, and teenagers talk about what conduct is acceptable in our community. The desire is that people know that our community will not accept certain types of behavior, such as crimes motivated by hate.
Municipal Employee’s Diversity Council
The Municipality of Anchorage’s Diversity Council is composed of 32 employees who have a strong commitment to diversity and equality within the municipal workforce and the community. The Diversity Council’s mission is to attract and embrace diversity within the workforce and greater community. Its purpose is to promote our strength, which is grounded in our diversity; and its goals are Visibility, Education, Celebration, Recognition, and Communication.
The Council’s scope of activities includes identifying and recommending changes to procedures and programs to promote diversity; promoting and publicizing diversity; monitoring the council’s effectiveness; accepting employee or non-member suggestions, complaints, comments, questions and responding as appropriate, and encouraging recognition of employee involvement or support of diversity.
Diversity Town Hall Gatherings
The Municipality of Anchorage (MOA), Mayor’s Office of Equal Opportunity, in partnership with the MOA – Anchorage Equal Rights Commission’s Standing Committee on the Promotion of Tolerance and Diversity, and the Alaskan Federation of Natives (AFN) held for the first time ever the MOA’s Diversity Town Hall Gathering in October 2003. In November 2003 two additional diversity gatherings occurred. The gatherings focused on ways to establish connections with our diverse community, while building positive relationships within the community. The MOA is committed to strengthening the bonds between the city and the community, and looking for ways to ensure the dignity of diverse residents in the delivery of equitable services. During the gatherings, broad information and outreach strategies targeted at Anchorage’s diverse groups were developed. The gatherings provided information for the city to use to better serve our diverse residents. Diversity gatherings are on-going.
Ordinance to Establish the Office of Equal Opportunity
On September 21, 2004 an ordinance was introduced at the Anchorage Assembly to establish the Office of Equal Opportunity as its own department (attachment 3). On October 13, 2004 the Assembly unanimously agreed on the establishment. This action was taken on behalf of the Mayor to reaffirm his position on diversity and equality and create a more solid structure for the future.
The ordinance establishes the Office of Equal Opportunity (OEO) in the Municipal Code, designates specific authority to the office, and updates the job classification of the OEO department head. Prior to establishing the OEO as a municipal department, many of the responsibilities of the office were already set out in various codes, and continue to be part of the current, ongoing functions of the office. Those functions include, but are not limited to: advising the mayor on diversity and race relations issues, overseeing diversity programs, compiling the Affirmative Action/Diversity Plan, assisting management with discrimination/harassment/hostile work environment issues, develop and provide training, investigating internal complaints of discrimination/harassment.
hostile work environment, processing and responding to external discrimination complaints, administering minority business and contract compliance under Title 7, and performing other functions as designated by the mayor in accordance with section 3.20.070.
Hate Crime Ordinance
The MOA continues to work diligently to address hate crime concerns. The embracing and celebration of diversity is the ultimate goal of the Municipality of Anchorage.
The MOA is working toward amending Anchorage Municipal Code Section 8.05.020 to add a new section providing for hate crimes as an aggravating factor in sentencing under Title 8 (attachment 1).
As previously mentioned, on November 2, 2003, another paintball incident occurred involving the attack of a young Alaska Native woman by a carload of young white men. On November 3, 2003, the Mayor’s Office of Equal Opportunity held its second Diversity Town-Hall Gathering in the City Hall Assembly Conference Room which focused on race. At that gathering, diversity groups were requested to renew their effort to encourage tolerance of Anchorage’s broad cultural diversity.
In addition to the new language in the Assembly Resolution, the municipality continues to urge State Legislatures to pass long-delayed hate crimes legislation – sending a clear message that Alaskans condemn intolerance leading to the commitment of crimes motivated by hate.
Attachment 1
AN ORDINANCE AMENDING ANCHORAGE MUNICIPAL CODE SECTION 8.05.020 TO ADD A NEW SECTION PROVIDING FOR HATE CRIMES AS AN AGGRAVATING FACTOR IN SENTENCING UNDER TITLE 8.
WHEREAS, the Anchorage Assembly finds that criminal conduct directed against a victim because of the victim’s race, color, religion, sex, sexual orientation, physical or mental disability, or national origin is destructive to the community itself; and
WHEREAS, such conduct merits a high degree of condemnation; and
WHEREAS, by enacting this provision, the Assembly expresses the community’s condemnation for such conduct, and urges the Courts to find that criminal conduct so directed merits imposition of more serious sentences; now therefore,
THE ANCHORAGE ASSEMBLY ORDAINS:
Section 1. That Anchorage Municipal Code Section 8.05.020 is amended to add a new subsection G. as follows (the remainder of the section is not affected, and therefore not set out):
G. It is a factor in aggravation in sentencing if the defendant directed the conduct constituting the offense under this code at a victim because of that person’s actual or perceived race, sex, color, religion, sexual orientation, physical or mental disability, national origin or sexual orientation;
Section 2. The code reviser is instructed to insert the new provision as indicated above, and re-alphabetize the remaining subsections in Anchorage Municipal Code Section 8.05.020.
Section 3. This ordinance shall become effective immediately upon passage and approval by the Assembly.