Diversity Summit APA National Conference San Francisco, CA March 21, 2005 Prepared by the APA Diversity Task Force APA National Conference San Francisco, CA March 21, 2005 Prepared by the APA Diversity Task Force

1.Diversity Task Force Charge 2.What happened at the 2004 summit? 3.What happened after the 2004 summit? 4.Diversity Task Force Recommendations 5.What happens next? 1.Diversity Task Force Charge 2.What happened at the 2004 summit? 3.What happened after the 2004 summit? 4.Diversity Task Force Recommendations 5.What happens next? OverviewOverview

 APA President Mary Kay Peck appointed a 15-member Task Force  The Diversity Task Force was charged with: –Holding a Diversity Summit in 2005 –Developing concrete ways for APA to attract, retain and better serve minority members  APA President Mary Kay Peck appointed a 15-member Task Force  The Diversity Task Force was charged with: –Holding a Diversity Summit in 2005 –Developing concrete ways for APA to attract, retain and better serve minority members Diversity Task Force

All Members APA onlyAICP only US Pop. White (non-Hispanic) 79.4% 73.6%85.3%62.7% Asian 3.1% 3.6% 2.7% 3.6% Black 2.8% 3.9% 1.7%12.3% Hispanic 2.1% 2.3% 1.9%12.5% American Indian/ Alaska Native 0.4% 0.5% 0.3% 0.9% Other groups/Mixed race 0.8% 1.1% 0.4% 8.0% Unknown 11.4% 15.0% 7.7% %100.0% 100.0%100.0% Source: APA 2004 and US Census All Members APA onlyAICP only US Pop. White (non-Hispanic) 79.4% 73.6%85.3%62.7% Asian 3.1% 3.6% 2.7% 3.6% Black 2.8% 3.9% 1.7%12.3% Hispanic 2.1% 2.3% 1.9%12.5% American Indian/ Alaska Native 0.4% 0.5% 0.3% 0.9% Other groups/Mixed race 0.8% 1.1% 0.4% 8.0% Unknown 11.4% 15.0% 7.7% %100.0% 100.0%100.0% Source: APA 2004 and US Census APA and AICP Membership

 Growth Strategy was adopted in April 2004  Goal: Increase membership by 15,000 in 10 years (2015)  Minorities are one of five targeted groups for growth  Nine recommendations in APA Growth Strategy  APA Board recommended a summit to be held to get input from members and non-members  Growth Strategy was adopted in April 2004  Goal: Increase membership by 15,000 in 10 years (2015)  Minorities are one of five targeted groups for growth  Nine recommendations in APA Growth Strategy  APA Board recommended a summit to be held to get input from members and non-members APA’s Growth Strategy

1.To find out why minorities are not joining APA or retaining their membership. 2.To find out the type of programs and services APA should establish to attract minority planners. 3.To find out the planning issues in minority communities that APA should cover. 1.To find out why minorities are not joining APA or retaining their membership. 2.To find out the type of programs and services APA should establish to attract minority planners. 3.To find out the planning issues in minority communities that APA should cover Summit Objectives

4.To validate the initiatives APA is currently undertaking. 5.Develop an action plan and strategy to increase minority membership. 4.To validate the initiatives APA is currently undertaking. 5.Develop an action plan and strategy to increase minority membership Summit Objectives

1.The Summit was held at APA’s National Conference in Washington, DC in April Over 100 members and non-members attended 3.Participants offered input on three topics and a questionnaire 4.Over 470 comments were collected 1.The Summit was held at APA’s National Conference in Washington, DC in April Over 100 members and non-members attended 3.Participants offered input on three topics and a questionnaire 4.Over 470 comments were collected What happened at the 2004 Summit?

1.The planning field has low visibility in minority communities, and where it is known, tends to be perceived negatively. 2.APA membership and activities are too expensive and many of its services are not relevant to planners of color. 3.The planning profession, and APA in particular, provide few opportunities for career advancement and professional growth for planners of color. 4.APA focuses too little on issues that matter to planners of color. 1.The planning field has low visibility in minority communities, and where it is known, tends to be perceived negatively. 2.APA membership and activities are too expensive and many of its services are not relevant to planners of color. 3.The planning profession, and APA in particular, provide few opportunities for career advancement and professional growth for planners of color. 4.APA focuses too little on issues that matter to planners of color. 4 Themes Emerged

1.Lack of outreach to the minority community. 2.Lack of training and educational opportunities geared towards minorities. 3.Lack of knowledge about planning and APA. 4.Financial considerations, cost and value of membership and quality of service. 5.Perceived racism, lack of social equity within APA. 1.Lack of outreach to the minority community. 2.Lack of training and educational opportunities geared towards minorities. 3.Lack of knowledge about planning and APA. 4.Financial considerations, cost and value of membership and quality of service. 5.Perceived racism, lack of social equity within APA. 10 Key Observations

6.Relevancy of planning and impact on society. 7.Lack of opportunity for career advancement and recognition by the profession. 8.Limited number of conferences or special events targeted to people of color. 9.Lack of partnerships with minority organizations and CDCs. 10.Topics such as environmental justice, gentrification, displacement are not sufficiently covered in APA publications. 6.Relevancy of planning and impact on society. 7.Lack of opportunity for career advancement and recognition by the profession. 8.Limited number of conferences or special events targeted to people of color. 9.Lack of partnerships with minority organizations and CDCs. 10.Topics such as environmental justice, gentrification, displacement are not sufficiently covered in APA publications. 10 Key Observations

1.Creation of an APA Diversity Listserv 2.Articles on APA’s website and Interact 3.Appointment of a Diversity Task Force 4.Diversity efforts by a number of chapters (Oregon, Washington, NY Metro, New Jersey, Virginia, California, National Capital and Illinois) 1.Creation of an APA Diversity Listserv 2.Articles on APA’s website and Interact 3.Appointment of a Diversity Task Force 4.Diversity efforts by a number of chapters (Oregon, Washington, NY Metro, New Jersey, Virginia, California, National Capital and Illinois) What happened after the 2004 Summit?

1.A follow-up summit should be held to measure progress by APA. APA agreed to hold a follow-up summit in The next summit should be held earlier in the conference and at a more convenient location; summit serves as networking opportunity summit is being held on a Monday in the main conference area. A venue has been secured for networking after the summit. 3.Leadership should attend the next summit. APA leaders were encouraged to attend in a variety of ways. 4.Participants want to stay in contact with one another after the summit. A listserv was created by APA to facilitate ongoing communication. 1.A follow-up summit should be held to measure progress by APA. APA agreed to hold a follow-up summit in The next summit should be held earlier in the conference and at a more convenient location; summit serves as networking opportunity summit is being held on a Monday in the main conference area. A venue has been secured for networking after the summit. 3.Leadership should attend the next summit. APA leaders were encouraged to attend in a variety of ways. 4.Participants want to stay in contact with one another after the summit. A listserv was created by APA to facilitate ongoing communication. Summit Participants Requested

Task Force prepared a report: Increasing Diversity in the Planning Profession: A Report on the 2004 Minority Planning Summit and Recommendation for Future Action  Executive Summary  Overview  Recommendations  Appendices Task Force prepared a report: Increasing Diversity in the Planning Profession: A Report on the 2004 Minority Planning Summit and Recommendation for Future Action  Executive Summary  Overview  Recommendations  Appendices Diversity Task Force

Task Force Recommendations The Diversity Task Force Recommendations fall into five categories. These recommendations supplement the nine recommendations in the APA Growth Strategy. 1.Outreach 2.Education 3.Inclusiveness/Accountability 4.Recognition 5.Planning Topics The Diversity Task Force Recommendations fall into five categories. These recommendations supplement the nine recommendations in the APA Growth Strategy. 1.Outreach 2.Education 3.Inclusiveness/Accountability 4.Recognition 5.Planning Topics

What the Report did not address The Task Force concluded that several issues that were raised at the summit were either beyond the scope of the task Force or APA is already addressing the issue.  Mentorship  Affordability  Leadership Development  Career Advancement The Task Force concluded that several issues that were raised at the summit were either beyond the scope of the task Force or APA is already addressing the issue.  Mentorship  Affordability  Leadership Development  Career Advancement

Outreach Recommendations  Create an Ambassador’s Program to recruit minority members.  Reach out to and establish partnerships with non-profit organizations where many minority planners are employed.  Promote APA and planning through magazines and publications that target magazines and publications that target minority markets. minority markets.  Create a “diversity and planning” link and section on APA’s website. and section on APA’s website.  Create an Ambassador’s Program to recruit minority members.  Reach out to and establish partnerships with non-profit organizations where many minority planners are employed.  Promote APA and planning through magazines and publications that target magazines and publications that target minority markets. minority markets.  Create a “diversity and planning” link and section on APA’s website. and section on APA’s website.

Education Recommendations  Develop packages for high school and college career counselors and encourage National APA and chapter involvement at high school and college career fairs.  Develop packages for high school and college career counselors and encourage National APA and chapter involvement at high school and college career fairs.  Increase the dollar amount and number of scholarships APA offers to minorities. APA should also expand the promotion of these scholarships at career fairs and other venues.  Increase outreach to planning schools with a high concentration schools with a high concentration of minority students. of minority students.  Develop packages for high school and college career counselors and encourage National APA and chapter involvement at high school and college career fairs.  Develop packages for high school and college career counselors and encourage National APA and chapter involvement at high school and college career fairs.  Increase the dollar amount and number of scholarships APA offers to minorities. APA should also expand the promotion of these scholarships at career fairs and other venues.  Increase outreach to planning schools with a high concentration schools with a high concentration of minority students. of minority students.

Inclusiveness/AccountabilityRecommendationsInclusiveness/AccountabilityRecommendations  Ensure there are adequate staff resources to implement the minority growth strategies and to work on minority and diversity programs and issues.  Ensure bi-annual budget clearly illustrates how minority and diversity programs are funded.  Ensure there are adequate staff resources to implement the minority growth strategies and to work on minority and diversity programs and issues.  Ensure bi-annual budget clearly illustrates how minority and diversity programs are funded.

Recognition Recommendations  Create an APA National Diversity Award category, similar to the “National Women in Planning Award” to recognize individuals or organizations that promote diversity.  Broaden the “Planning Story” by acknowledging the accomplishments of planners of color in Planning magazine, Practicing Planner, Interact and on APA’s website.  Create an APA National Diversity Award category, similar to the “National Women in Planning Award” to recognize individuals or organizations that promote diversity.  Broaden the “Planning Story” by acknowledging the accomplishments of planners of color in Planning magazine, Practicing Planner, Interact and on APA’s website.

Planning Topics Recommendations  APA should conduct research and feature articles that deal with issues such as environmental justice, gentrification, displacement, and faith- based and community development initiatives.  APA should complete the social equity reader, which would consist of articles that have appeared in APA publications over the past few years. More than 50 articles have been identified thus far.  APA should conduct research and feature articles that deal with issues such as environmental justice, gentrification, displacement, and faith- based and community development initiatives.  APA should complete the social equity reader, which would consist of articles that have appeared in APA publications over the past few years. More than 50 articles have been identified thus far.

What happens next?

Task Force Members Mitzi C. Barker, FAICP Dave L. Walker, AICP Dave L. Walker, AICP Michael A. Wozniak, AICP Michael A. Wozniak, AICP Sergio Rodriguez, FAICP Jeanette Dinwiddie-Moore, AICP Fernando Costa, AICP Sergio Rodriguez, FAICP Jeanette Dinwiddie-Moore, AICP Fernando Costa, AICP Andrew A. Baker, AICP Nisha Danielle-Stephanie Botchwey Chandra C. Foreman, AICP Leonardo E. Vazquez, AICP/PP Angela D. Brooks, AICP Andrew A. Baker, AICP Nisha Danielle-Stephanie Botchwey Chandra C. Foreman, AICP Leonardo E. Vazquez, AICP/PP Angela D. Brooks, AICP George I. Atta, AICP Ted Jojola George I. Atta, AICP Ted Jojola Task Force Members Mitzi C. Barker, FAICP Dave L. Walker, AICP Dave L. Walker, AICP Michael A. Wozniak, AICP Michael A. Wozniak, AICP Sergio Rodriguez, FAICP Jeanette Dinwiddie-Moore, AICP Fernando Costa, AICP Sergio Rodriguez, FAICP Jeanette Dinwiddie-Moore, AICP Fernando Costa, AICP Andrew A. Baker, AICP Nisha Danielle-Stephanie Botchwey Chandra C. Foreman, AICP Leonardo E. Vazquez, AICP/PP Angela D. Brooks, AICP Andrew A. Baker, AICP Nisha Danielle-Stephanie Botchwey Chandra C. Foreman, AICP Leonardo E. Vazquez, AICP/PP Angela D. Brooks, AICP George I. Atta, AICP Ted Jojola George I. Atta, AICP Ted Jojola AcknowledgementsAcknowledgements Task Force Co-chairs Mitchell Silver, AICP/PP Robert Barber, AICP APA Staff Mike Welch Lynn M. Ross Susan Turner Cover Photo MIG Task Force Co-chairs Mitchell Silver, AICP/PP Robert Barber, AICP APA Staff Mike Welch Lynn M. Ross Susan Turner Cover Photo MIG