Bend staff outline equity staffing plan, AIM pilot and prioritization framework for HREC

City of Bend staff told the Human Rights and Equity Commission they will soon post recruitments for an equity leader, an engagement leadership role and a community relations manager as part of implementing recommendations from a recent equity review.

Stephanie Butters, speaking for staff, described a hub‑and‑spoke model that places a consolidated core equity team in the city manager’s office and embeds departmental liaisons in operating departments. "By positioning it in the city manager's office, it allows us to best position those staff and our processes on the council's highest priorities," she said, adding that the AIM equity-analysis tool will be used in a pilot project to surface unintended consequences and track equitable outcomes.

Staff said the equity leader position will backfill an existing role and that recruitments for the engagement leader and related positions are planned to post in late March or early April. The engagement leader will be an additional FTE focused on public participation; the community relations manager role will focus on liaison activities and event planning.

Consultant Ben Duncan facilitated a discussion about how HREC should prioritize many competing requests and emergent issues in its workplan. "What is the criteria you're using when you think about prioritization?" he asked commissioners, offering examples—alignment with HREC’s purview, potential impact on historically marginalized communities, capacity to do the work—and suggesting subcommittees or staff supports for sustained follow-up.

Commissioners raised topics they consider priorities, including racism, housing and immigration, and asked that the AIM pilot be used to develop shared language and clear criteria so HREC can say "yes" to items that meet stated values and capacity. Staff and consultants emphasized balancing centralized oversight with decentralized implementation, and promised to post final position descriptions and to circulate materials when the council agenda is published.

Public comment during the meeting urged stronger outreach and sustained community involvement in DEI decisions. One commenter from Energize Bend linked climate policy and inequality and offered to meet with commissioners, while another urged HREC to ensure broad community participation before finalizing city DEI work. Staff said poster materials and an online process will remain open so remote participants can submit input after the meeting.

Next steps: staff will post job descriptions and recruitment timelines late March–early April; HREC will pilot the AIM tool at the next meeting and continue prioritization work through periodic subcommittees or focused assignments.