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Creative Discourse briefs CCRPC on DEI work; summit scheduled and members consider hiring dedicated equity staff
Summary
Creative Discourse presented preliminary DEI themes to the CCRPC Joint Executive & Finance Committee and announced a November 6, 2021 summit. Members noted a staff/board learning gap, discussed focusing on housing and transportation inequities, and raised the idea of adding a staff position focused on racial equity.
Creative Discourse consultants Dr. Nadia Mitchell and Susan McCormack briefed the Chittenden County Regional Planning Commission’s Joint Executive & Finance Committee on Sept. 1 about preliminary findings from staff and partner engagement and recommended a larger summit on Nov. 6, 2021.
Dr. Nadia Mitchell said she was “very excited to have embarked on this journey with the CCRPC” and described a set of emerging themes, including a willingness to address racism and inequity, and a gap in learning readiness between staff and board members. Susan McCormack outlined the planned arc of learning: beginning with personal reflection and moving to systems-level analysis, addressing implicit bias, the history of inequities and the impacts of redlining on housing segregation.
Members said they want training tied to actionable local issues. Chris Shaw, vice-chair, warned that climate policy can be used to limit development in core towns and said that tension between environmental goals and affordable housing — a phenomenon he described as “green-grabbing” — can exacerbate social and economic inequities. Bard Hill and other members said housing and transportation are practical areas where CCRPC can help towns address inequitable outcomes, citing Richmond’s Park-and-Ride site as an example of accessibility limitations.
Charlie Baker, the CCRPC executive director, said recent Census figures show much of the region’s growth will be among people of color and argued the commission should work to be “more welcoming and inclusive” to ensure a healthy, prosperous future. Members noted Creative Discourse received 72 survey responses and recommended shared learning opportunities for staff and board, including breakout-group formats at the summit.
No formal action was taken. Committee members agreed to include a 90-minute equity training slot on the upcoming board agenda and discussed recruiting and retaining BIPOC representatives for committees and the board; Charlie said staff will explore the possibility of creating a staff position focused on racial equity to sustain the work.
