The Repair Harm Model was a central focus of the meeting. The model aims to facilitate an environment where affected individuals can engage in repair processes voluntarily. This non-linear approach involves phases of truth-telling and understanding, allowing for cycles of revisiting issues as needed. Training sessions for the model are scheduled to begin in the third quarter of 2025, with web-based learning and in-person workshops planned for the latter part of the year.

Director Prince Corbett outlined the training structure, which includes readiness assessments to determine appropriate starting modules for employees, asynchronous learning content, and workshop facilitation materials. A “Meeting in a Box” resource will guide leaders in discussing racial issues with their teams. A fictionalized case study, depicting a scenario involving controversial statements at a community advisory board meeting, will serve as a practical application of the framework. This case study emphasizes accountability and long-term impacts of racial harm, providing a context for learning.

The Repair Harm initiative comprises four steps: determining outcomes and stakeholders, analyzing data and narratives, measuring benefits and burdens, and ensuring accountability. Additionally, a separate learning module for the Gender, Race, Equity, and Inclusion Assessment (GREIA) is set to be launched, with a Train the Trainer component to aid staff in developing live workshops.

Vice Chair Linea Palmisano highlighted the importance of integrating internal efforts with external community engagement to address broader racial challenges. She expressed concern about the potential neglect of external initiatives, prompting a discussion on balancing internal and external-facing activities. It was clarified that while some external initiatives, such as the StoryCorps project, have been implemented using public safety funds, the department remains focused on internal support and training.

Chair Wonsley echoed Palmisano’s sentiments, stressing the need for external engagement in truth and reconciliation processes. She pointed out a gap in addressing recommendations for external processes and expressed regret for supporting a predominantly internal approach. Wonsley emphasized the necessity of integrating racial equity considerations into the Request for Council Action (RCA) process and inquired about ongoing discussions with the legislative department to formalize this integration.

In response, it was confirmed that discussions with the Clerk’s Office regarding the RCA and GREIA processes were underway. The Clerk’s Office is reportedly beginning a revamp of the RCA process, with necessary changes to be led by them. The conversation underscored the need for a cultural shift in how employees approach racial equity assessments, advocating for a more fluid understanding rather than rigid tools.

The meeting also addressed collective bargaining agreements with AFSCME General Unit and the Minneapolis Building and Construction Trades Council AFL-CIO. Councilmember Katie Cashman expressed enthusiasm for these agreements, particularly highlighting the recycling awareness campaign and the biochar production facility bid. Cashman inquired about the proposed cost of living adjustments (COLAs) for 2025, 2026, and 2027, specifically questioning if adjustments would be retroactive. The Labor Relations Director confirmed that back pay would be retroactive to January 2025 once the contract is finalized.

Cashman also raised concerns about the decrease in the COLA for 2027, questioning the rationale behind the 3% figure amid potential economic fluctuations. The Director explained that the percentage was determined based on labor relations surveys of peer jurisdictions, taking into account market conditions and affordability. Any significant economic changes could be addressed through future negotiations.

The agreements were moved for approval and passed with a voice vote. The meeting then transitioned to updates from the Racial Equity, Inclusion, and Belonging (REIB) Department, presented by Director Corbett. The REIB Department’s initiatives for 2025 include a collaborative event for the National Day of Racial Healing, with participation from multiple local jurisdictions. Corbett also reported on a George Floyd remembrance event, which included a panel discussion focused on police-community relationships.

Corbett highlighted the Truth, Healing, and Reconciliation initiatives, which include a partnership with StoryCorps to capture narratives related to the murder of George Floyd and subsequent civil unrest. Workshops facilitated storytelling and discussions around race and identity, culminating in a community listening event where selected audio cards from interviews would be shared.

The REIB Department is committed to training and development sessions for city employees, emphasizing addressing racialized harm and promoting accountability. Corbett described a four-step model to confront racial bias and microaggressions in the workplace. These initiatives aim to foster a more inclusive and equitable environment within the city of Minneapolis, engaging both staff and the broader community in meaningful conversations about race and equity.