The meeting commenced with a presentation in recognition of May as Mental Health Awareness Month. The resolution emphasized the troubling statistic that approximately 60% of Minneapolis residents report poor mental health at least once a month, with one in four facing challenges for more than a week. The Health Department introduced the theme, “It’s OK to Not Be OK: Break the Silence, End the Stigma,” and detailed weekly themes targeting various cultural communities, such as East African, Native American, and Latinx populations. The goal is to engage these communities with mental health resources and promote the 988 hotline for mental health crises. After the resolution was read, council members expressed gratitude for bringing mental health issues to the forefront, acknowledging the correlation between mental illness, poverty, and substance use. They also praised city employees and departments supporting mental health initiatives, like the Employee Assistance Program, which extends mental health services to city employees and their families.

A substantial portion of the meeting was dedicated to updates from the Civil Rights Department. Director Michelle Phillips, along with Deputy Director Carmen Diarra and various Associate Directors, presented an overview of the department’s restructuring efforts aimed at centralizing communication and streamlining administrative functions. The mission of the Civil Rights Department was reiterated, focusing on the protection and advancement of human rights and ensuring accountability through impartial investigations. The department’s restructuring highlighted divisions such as the Office of Police Conduct Review and the Complaint Investigations Division, emphasizing the improved support for Associate Directors and accountability across all levels.

The Contract Compliance Division’s efforts were also highlighted, responsible for ensuring that small and underutilized businesses can access city-funded projects. Phillips reported an uptick in active monitoring, with 30 construction contracts totaling approximately $71 million under review. Additionally, 16 Minority Business Enterprises (M.B.E.) and Women Business Enterprises (W.B.E.) were certified in the first quarter of the year, and wage investigations benefited workers financially. The division, now fully staffed, has implemented a system to manage and triage new complaints.

The conversation also turned to the Labor Standards Enforcement Division, which has recovered over $2 million in back wages and damages, benefiting approximately 16,000 workers. In 2025 alone, the division closed 73 cases and collected over $154,000 in settlements. A noteworthy milestone was the first felony conviction related to wage theft. The small business compliance pilot program, training community-based bookkeepers to help local businesses navigate labor compliance issues, was also discussed. In 2025, 30 bookkeepers were trained.

The meeting also addressed challenges in the recruitment and retention of female firefighters. Comparisons were drawn with initiatives in other cities like San Francisco, Seattle, Portland, and Denver, highlighting successful strategies in recruitment. One focus was on eliminating barriers such as the physical ability test (CPAT), traditionally designed with male biomechanics, leading to disparities in pass rates between male and female candidates. In Minneapolis, the most recent application cycle saw a significant drop in applications, with only 688 received compared to thousands in prior years. The percentage of female firefighters also fell from 15% in 2002 to just 8% currently. Despite these challenges, initiatives like the E.M.S. Pathways Academy, offering paid internships and training, were highlighted as promising steps toward improving diversity within the fire department.